Build Win-Win Systems
For win-win to work inside a team or organization, the systems need to support it. Training, planning, communication, budgeting, information, compensation systems- all of these have to be based on the principles of win-win.
Win-Win System
Win- Lose System
All sales advisors who achieve 110% of their goal achieve the President’s club
Top 5 % of the sales force achieve President’s club
Grading on a standard in a training class
Grading on a forced curve
A performance management systems based both on personal production and team
A performance management system based only on personal production, not team related
A compensation system that is based on performance
A compensation system that rewards everyone equally, regardless of performance
Promotion based on competency and results
Promotion based on relationship and seniority
Identify an area in your own life where you feel you may have created or are supporting a win-lose system ( e.g. in your family, in a relationship, within a team )
What is one action will you take within your circle of influence to improve that system?
Teach to learn
See-Do-Get
Paradigm: Ineffective: there is only so much, and the more you get, the less there is for me
Effective: there is plenty out there for everyone, and more to spare
Behavior: - Balance courage and consideration,
Seek mutual benefit
Create win-win agreements
Build win-win systems
Result: - Faster solutions to problems
More team involvement
Generosity of spirit
Rich relationship
Which mindset do you come from?
A. I find it easy to share recognition and credit. I am happy for the successes of others, especially those closest to me
B. I have a difficult time sharing recognition and credit. I am threatened by the successes of others
Seek Balance
Highly effective people balance these two things:
-----------------------: willingness and ability to speak their thoughts and feelings
------------------------: willingness and ability to seek and listen to others’ thoughts and feelings with respect
What are the 5 elements of an effective Win-Win agreement?
1. DR
2. G
3. R
4. A
5. C
Sunday, November 16, 2008
Create Win Agreement
Habit 4 – Create Win-Win Agreement
Elements of an effective Win-Win agreement
1. Desired Results – what’s the end in mind? What are the outcomes I want?
2. Guidelines – What rules do I follow?
- What are the guidelines for accomplishing the results?
3 Resources – what resources do I have to work with?
(e.g. people, money, tools, materials, technology)?
4. Accountability – How will we measure how well it’s going?
5. Consequences – What are the rewards of achieving the outcome?
- What are the consequences of not achieving the outcome?
Win-Win agreements work great when you want to:
+ Clarify expectations
+ Increase empowerment
+ Delegate responsibilities
+ Align conflicting priorities
Examples of Win-Win agreements
Parent – Child
A child neglects her homework and her grades are suffering. The parents are frustrated and tired of nagging about it
Desired Results - Homework done each day; better grades
- Stop nagging
Guidelines - Can’t watch TV or play on computer until homework is done
- Reminder no more than once a day to do homework
Resources – Parents, tutor, after-school programs
Accountability – Parents signs off on homework everyday, checks online grades
Consequences – Positive: Feel better about self; dinner and movie with parents.
- Negative: If unsuccessful – summer school
Manager - Associate
A medical technician feels undervalued and wants more responsibility and money. Management wants to cut post operatives infection rates by 50%
Desired results – New title, promotion, and 10% pay increase for technician
- Infection rates drops by 50% in post operative wards
Guidelines – Goal must be reached within 6 months
- Standard protocols must be followed
- Experimental guidelines must be followed
Resources – Two post- op technicians will join the project team
- The Physician Council will advise and monitor
- Additional budget will be allocated with approval
Accountability – weekly meetings to gauge progress and resolve issues
- Infections scoreboard will be updated daily
Consequences - Positive: Promotion and consideration for pay increase, Infection rates drop
- Negative: review of leadership assignment
Draft a Win –Win agreement from your perspective, anticipating as best you can the perspective of the other person
Elements of an effective Win-Win agreement
1. Desired Results – what’s the end in mind? What are the outcomes I want?
2. Guidelines – What rules do I follow?
- What are the guidelines for accomplishing the results?
3 Resources – what resources do I have to work with?
(e.g. people, money, tools, materials, technology)?
4. Accountability – How will we measure how well it’s going?
5. Consequences – What are the rewards of achieving the outcome?
- What are the consequences of not achieving the outcome?
Win-Win agreements work great when you want to:
+ Clarify expectations
+ Increase empowerment
+ Delegate responsibilities
+ Align conflicting priorities
Examples of Win-Win agreements
Parent – Child
A child neglects her homework and her grades are suffering. The parents are frustrated and tired of nagging about it
Desired Results - Homework done each day; better grades
- Stop nagging
Guidelines - Can’t watch TV or play on computer until homework is done
- Reminder no more than once a day to do homework
Resources – Parents, tutor, after-school programs
Accountability – Parents signs off on homework everyday, checks online grades
Consequences – Positive: Feel better about self; dinner and movie with parents.
- Negative: If unsuccessful – summer school
Manager - Associate
A medical technician feels undervalued and wants more responsibility and money. Management wants to cut post operatives infection rates by 50%
Desired results – New title, promotion, and 10% pay increase for technician
- Infection rates drops by 50% in post operative wards
Guidelines – Goal must be reached within 6 months
- Standard protocols must be followed
- Experimental guidelines must be followed
Resources – Two post- op technicians will join the project team
- The Physician Council will advise and monitor
- Additional budget will be allocated with approval
Accountability – weekly meetings to gauge progress and resolve issues
- Infections scoreboard will be updated daily
Consequences - Positive: Promotion and consideration for pay increase, Infection rates drop
- Negative: review of leadership assignment
Draft a Win –Win agreement from your perspective, anticipating as best you can the perspective of the other person
Tuesday, November 11, 2008
Paradigm of Human Interaction
Paradigm of Human Interaction
4. Lose-Lose: “If I’m going down, you’re going down with me”
People who have a lose-lose paradigm are low on courage and consideration.
They envy and criticize others; They put themselves and others down.
Characteristic
- Is the mindset of a highly dependent person
- Is a “no win” because nobody benefits
- Is a long-term result of win-lose or “win”
5. Win: “As long as I win, I don’t care if you win or lose”
People who hold a “win” paradigm think only of getting what they want.
Although they don’t necessarily want others to lose, they are personally set on winning.
They think independently in interdependent situations, without sensitivity or awareness of others
Characteristic
- Is self- centered
- Thinks “me first”
- Doesn’t really care if the other persons wins or loses
6. Win-Win or No Deal: “Let’s find a solution that works for both of us, or let’s not play”
Win-Win or No deal is the highest form of win-win
People who adopt this paradigm seek first for win-win, if they cannot find an acceptable solution,
they agree to disagree agreeably.
Characteristic
- Allows each party to say “NO”
- Is the most realistic at the beginning of a relationship or business de0al
- Is the highest form of win-win
Abundance or Scarcity Mind set?
If you don’t have some grounding in the Private Victory, it will be difficult to think Win-Win
Read each phrase below and mark where you think you are on the continuum
A. I believe there is plenty out I believe there is only so much
there for everybody (e.g., options, and the more you get, the less
success, opportunities, credit) there is for me
*-1----------------------------------------------------------------------------------------------------------------------------10*
B. I am happy for the success of others; I am threatened by the successes
Especially those closest to me of others, especially those closest
*-1----------------------------------------------------------------------------------------------------------------------------10*
C. I treat everyone with equal respect; I treat people with varying degrees
*-1----------------------------------------------------------------------------------------------------------------------------10*
D I find it easy to share recognition I have difficult time sharing
*-1----------------------------------------------------------------------------------------------------------------------------10*
E. I have a deep inner sense of personal I find my sense of self-worth
Worth and security from being compared and from
Competition
*-1----------------------------------------------------------------------------------------------------------------------------10*
“You don’t have to blow out the other person’s light to let your own shine” – – Bernard M Baruch
4. Lose-Lose: “If I’m going down, you’re going down with me”
People who have a lose-lose paradigm are low on courage and consideration.
They envy and criticize others; They put themselves and others down.
Characteristic
- Is the mindset of a highly dependent person
- Is a “no win” because nobody benefits
- Is a long-term result of win-lose or “win”
5. Win: “As long as I win, I don’t care if you win or lose”
People who hold a “win” paradigm think only of getting what they want.
Although they don’t necessarily want others to lose, they are personally set on winning.
They think independently in interdependent situations, without sensitivity or awareness of others
Characteristic
- Is self- centered
- Thinks “me first”
- Doesn’t really care if the other persons wins or loses
6. Win-Win or No Deal: “Let’s find a solution that works for both of us, or let’s not play”
Win-Win or No deal is the highest form of win-win
People who adopt this paradigm seek first for win-win, if they cannot find an acceptable solution,
they agree to disagree agreeably.
Characteristic
- Allows each party to say “NO”
- Is the most realistic at the beginning of a relationship or business de0al
- Is the highest form of win-win
Abundance or Scarcity Mind set?
If you don’t have some grounding in the Private Victory, it will be difficult to think Win-Win
Read each phrase below and mark where you think you are on the continuum
A. I believe there is plenty out I believe there is only so much
there for everybody (e.g., options, and the more you get, the less
success, opportunities, credit) there is for me
*-1----------------------------------------------------------------------------------------------------------------------------10*
B. I am happy for the success of others; I am threatened by the successes
Especially those closest to me of others, especially those closest
*-1----------------------------------------------------------------------------------------------------------------------------10*
C. I treat everyone with equal respect; I treat people with varying degrees
*-1----------------------------------------------------------------------------------------------------------------------------10*
D I find it easy to share recognition I have difficult time sharing
*-1----------------------------------------------------------------------------------------------------------------------------10*
E. I have a deep inner sense of personal I find my sense of self-worth
Worth and security from being compared and from
Competition
*-1----------------------------------------------------------------------------------------------------------------------------10*
“You don’t have to blow out the other person’s light to let your own shine” – – Bernard M Baruch
Win Agreement
Habit 4 – Create Win-Win Agreement
Elements of an effective Win-Win agreement
1. Desired Results – what’s the end in mind? What are the outcomes I want?
2. Guidelines – What rules do I follow?
- What are the guidelines for accomplishing the results?
3 Resources – what resources do I have to work with?
(e.g. people, money, tools, materials, technology)?
4. Accountability – How will we measure how well it’s going?
5. Consequences – What are the rewards of achieving the outcome?
- What are the consequences of not achieving the outcome?
Win-Win agreements work great when you want to:
+ Clarify expectations
+ Increase empowerment
+ Delegate responsibilities
+ Align conflicting priorities
Examples of Win-Win agreements
Parent – Child
A child neglects her homework and her grades are suffering. The parents are frustrated and tired of nagging about it
Desired Results - Homework done each day; better grades
- Stop nagging
Guidelines - Can’t watch TV or play on computer until homework is done
- Reminder no more than once a day to do homework
Resources – Parents, tutor, after-school programs
Accountability – Parents signs off on homework everyday, checks online grades
Consequences – Positive: Feel better about self; dinner and movie with parents.
- Negative: If unsuccessful – summer school
Manager - Associate
A medical technician feels undervalued and wants more responsibility and money. Management wants to cut post operatives infection rates by 50%
Desired results – New title, promotion, and 10% pay increase for technician
- Infection rates drops by 50% in post operative wards
Guidelines – Goal must be reached within 6 months
- Standard protocols must be followed
- Experimental guidelines must be followed
Resources – Two post- op technicians will join the project team
- The Physician Council will advise and monitor
- Additional budget will be allocated with approval
Accountability – weekly meetings to gauge progress and resolve issues
- Infections scoreboard will be updated daily
Consequences - Positive: Promotion and consideration for pay increase, Infection rates drop
- Negative: review of leadership assignment
Draft a Win –Win agreement from your perspective, anticipating as best you can the perspective of the other person
Elements of an effective Win-Win agreement
1. Desired Results – what’s the end in mind? What are the outcomes I want?
2. Guidelines – What rules do I follow?
- What are the guidelines for accomplishing the results?
3 Resources – what resources do I have to work with?
(e.g. people, money, tools, materials, technology)?
4. Accountability – How will we measure how well it’s going?
5. Consequences – What are the rewards of achieving the outcome?
- What are the consequences of not achieving the outcome?
Win-Win agreements work great when you want to:
+ Clarify expectations
+ Increase empowerment
+ Delegate responsibilities
+ Align conflicting priorities
Examples of Win-Win agreements
Parent – Child
A child neglects her homework and her grades are suffering. The parents are frustrated and tired of nagging about it
Desired Results - Homework done each day; better grades
- Stop nagging
Guidelines - Can’t watch TV or play on computer until homework is done
- Reminder no more than once a day to do homework
Resources – Parents, tutor, after-school programs
Accountability – Parents signs off on homework everyday, checks online grades
Consequences – Positive: Feel better about self; dinner and movie with parents.
- Negative: If unsuccessful – summer school
Manager - Associate
A medical technician feels undervalued and wants more responsibility and money. Management wants to cut post operatives infection rates by 50%
Desired results – New title, promotion, and 10% pay increase for technician
- Infection rates drops by 50% in post operative wards
Guidelines – Goal must be reached within 6 months
- Standard protocols must be followed
- Experimental guidelines must be followed
Resources – Two post- op technicians will join the project team
- The Physician Council will advise and monitor
- Additional budget will be allocated with approval
Accountability – weekly meetings to gauge progress and resolve issues
- Infections scoreboard will be updated daily
Consequences - Positive: Promotion and consideration for pay increase, Infection rates drop
- Negative: review of leadership assignment
Draft a Win –Win agreement from your perspective, anticipating as best you can the perspective of the other person
Plan Weekly
Plan weekly
Tips for weekly planning:
- When? Before the week begins
- Where? Someplace quiet
- How Long? 20-30 minutes
Three steps to weekly planning:
1.
2.
3,
1. Review Mission and Roles
Each week review your personal Mission statement and the roles that flow out of it.
Roles represent key relationships and areas of responsibility
When selecting your roles:
- choose both personal and professional
- choose no more than seven
- recognize that some roles remain for life
- be creative
Weekly compass: Roles and Big Rocks
What is the most important thing I can do in this week?
2. Choose Big Rocks
As you plan your week, ask yourself this question:
- What is the most important thing I can do in this role this week?
Big rocks comes from conscience, mission, goals, key projects,
Big rocks can be Task; Appointments; Areas of focus
“Nicest things about planning is that failure comes as a complete surprise rather than being preceded by a period of worry and depression” – Sir John Harvey- Jones
3. Schedule the week
Regardless of which type of tool you use- software, paper, or handheld device- schedule the Big Rocks before you schedule anything else
Tips for weekly planning:
- When? Before the week begins
- Where? Someplace quiet
- How Long? 20-30 minutes
Three steps to weekly planning:
1.
2.
3,
1. Review Mission and Roles
Each week review your personal Mission statement and the roles that flow out of it.
Roles represent key relationships and areas of responsibility
When selecting your roles:
- choose both personal and professional
- choose no more than seven
- recognize that some roles remain for life
- be creative
Weekly compass: Roles and Big Rocks
What is the most important thing I can do in this week?
2. Choose Big Rocks
As you plan your week, ask yourself this question:
- What is the most important thing I can do in this role this week?
Big rocks comes from conscience, mission, goals, key projects,
Big rocks can be Task; Appointments; Areas of focus
“Nicest things about planning is that failure comes as a complete surprise rather than being preceded by a period of worry and depression” – Sir John Harvey- Jones
3. Schedule the week
Regardless of which type of tool you use- software, paper, or handheld device- schedule the Big Rocks before you schedule anything else
The habit of Mutual Benefit
The Habit of Mutual Benefit
“What do we live for, if it is not to make life less difficult for each other?” – George Eliot
Paradigm
· Ineffective: There is only so much, and the more you get, the less there is for me.
· Effective: There is plenty out there for everyone and more to spare
SEE – Principle – effective, long term relationship require mutual respect and benefit
Do – Behavior – Balance courage and consideration, seek mutual benefits,
create Win-Win agreements, Build win-win systems
Result - faster solutions to problems. More team involvement,
generosity of spirit and Rich relationship
Six Paradigms of human interaction
1. Win-Win: “Let’s find a solution that works for both of us”
People who choose to win and make sure others also win practice win –win, they search for solutions that will make them happy and simultaneously satisfy others
Characteristics
- Seek mutual benefits
- Is cooperative, not competitive
- Listens more, stays in communication longer,
And communicates with more courage
2. Win – Lose: “I’m going to beat you no matter what”
People with a win- lose paradigm are concerned with themselves first and last. They want to win and they want others to lose. They achieve success at the expense or exclusion of another’s success. They are driven by comparison, competition, position and power.
Characteristics
- Is very common scripting for most people
- Is the authoritarian approach
- Uses position, power, credentials, possessions, or personality to get the “win”
3. Lose- Win: “I always get stepped on”
People who choose to lose and let others win show high consideration, but lack the courage to express and act on their feelings and beliefs. They are easily intimidated and borrow strength from acceptance and popularity.
Characteristic
- Voices no standards, no demands, no expectations of anyone else
- Is quick to please or appease
- Buries a lot of feelings
“What do we live for, if it is not to make life less difficult for each other?” – George Eliot
Paradigm
· Ineffective: There is only so much, and the more you get, the less there is for me.
· Effective: There is plenty out there for everyone and more to spare
SEE – Principle – effective, long term relationship require mutual respect and benefit
Do – Behavior – Balance courage and consideration, seek mutual benefits,
create Win-Win agreements, Build win-win systems
Result - faster solutions to problems. More team involvement,
generosity of spirit and Rich relationship
Six Paradigms of human interaction
1. Win-Win: “Let’s find a solution that works for both of us”
People who choose to win and make sure others also win practice win –win, they search for solutions that will make them happy and simultaneously satisfy others
Characteristics
- Seek mutual benefits
- Is cooperative, not competitive
- Listens more, stays in communication longer,
And communicates with more courage
2. Win – Lose: “I’m going to beat you no matter what”
People with a win- lose paradigm are concerned with themselves first and last. They want to win and they want others to lose. They achieve success at the expense or exclusion of another’s success. They are driven by comparison, competition, position and power.
Characteristics
- Is very common scripting for most people
- Is the authoritarian approach
- Uses position, power, credentials, possessions, or personality to get the “win”
3. Lose- Win: “I always get stepped on”
People who choose to lose and let others win show high consideration, but lack the courage to express and act on their feelings and beliefs. They are easily intimidated and borrow strength from acceptance and popularity.
Characteristic
- Voices no standards, no demands, no expectations of anyone else
- Is quick to please or appease
- Buries a lot of feelings
Plan Daily
To those celebrating Deepavali, next week – let the festive of lights brighten your future
Plan Daily
Tips for Daily Planning:
- When? Before the day begins
- Where? Someplace quite
- How Long? 6 to 11 minutes
Three steps to Daily Planning:
1. Check today’s appointments
2. Make a realistic list
3. Prioritize ( ABC, 1,2,3 )
Elements of an effective planning system
Highly effective people have a reputation for consistent follow-through.
Putting first things first each week requires not only discipline, but good planning tools
An effective planning system is:
Integrated. The core four are all in one system – task, appointments, notes and contacts
Mobile. It’s with you all the time
Personalized. It’s customizes for your own needs
Teach to learn
See-Do-Get
Paradigm:
Effectiveness requires the integrity to act on your priorities
What are the time matrixes of important and not urgent, Q2 activities that you like to expand?
What are the three steps to weekly planning?
What are three steps to daily planning?
Plan Daily
Tips for Daily Planning:
- When? Before the day begins
- Where? Someplace quite
- How Long? 6 to 11 minutes
Three steps to Daily Planning:
1. Check today’s appointments
2. Make a realistic list
3. Prioritize ( ABC, 1,2,3 )
Elements of an effective planning system
Highly effective people have a reputation for consistent follow-through.
Putting first things first each week requires not only discipline, but good planning tools
An effective planning system is:
Integrated. The core four are all in one system – task, appointments, notes and contacts
Mobile. It’s with you all the time
Personalized. It’s customizes for your own needs
Teach to learn
See-Do-Get
Paradigm:
Effectiveness requires the integrity to act on your priorities
What are the time matrixes of important and not urgent, Q2 activities that you like to expand?
What are the three steps to weekly planning?
What are three steps to daily planning?
Sunday, October 19, 2008
Put first things first- Integrity and execution
Habit 3 – Put First Things First - the habit of Integrity and Execution
“Things that matter most must never be at the mercy of things which matter most” – Johann Goethe
Paradigm
Ineffective: I put urgent things first
Effective: I put important things first
Principle: Effectiveness requires the integrity to act on your priorities
Behavior: Focus on top priorities, eliminate the unimportant, Plan weekly, Plan Daily
Result: Increased organization and productivity, Fewer crises, A reputation for follow- through, More life balance and peace of mind.
Focus on top priorities
Although they are both important, the compass must come before the clock, because where you’re headed is more important than how fast you’re getting there.
The clock represents your appointments, schedules, and activities- how you manage your time
The compass represents your mission, direction, and values – what you feel matters most
Compass Clock
- Effectiveness - Efficiency
- Relationship - Schedules
- Important things - Urgent things
· Important : Activities that represent your values, mission, and high- priority goals
· Urgent : Activities that require immediate attention
Urgent Not Urgent
Q1 Q2
Crises Preparation
Pressing problems Prevention
Important Deadline Planning
========================================Live North of the Line =======
Q3 Q4
Needless interruptions Trivia, busywork
Not Important Unnecessary report Irrelevant phone calls
Unimportant meetings, phone calls Time- wasters
Other people’s issues Excessive internet, etc
1. What are the chronic Q3 activities in your work place?
2. How can you help reduce or eliminate these Q3 activities?
“Things that matter most must never be at the mercy of things which matter most” – Johann Goethe
Paradigm
Ineffective: I put urgent things first
Effective: I put important things first
Principle: Effectiveness requires the integrity to act on your priorities
Behavior: Focus on top priorities, eliminate the unimportant, Plan weekly, Plan Daily
Result: Increased organization and productivity, Fewer crises, A reputation for follow- through, More life balance and peace of mind.
Focus on top priorities
Although they are both important, the compass must come before the clock, because where you’re headed is more important than how fast you’re getting there.
The clock represents your appointments, schedules, and activities- how you manage your time
The compass represents your mission, direction, and values – what you feel matters most
Compass Clock
- Effectiveness - Efficiency
- Relationship - Schedules
- Important things - Urgent things
· Important : Activities that represent your values, mission, and high- priority goals
· Urgent : Activities that require immediate attention
Urgent Not Urgent
Q1 Q2
Crises Preparation
Pressing problems Prevention
Important Deadline Planning
========================================Live North of the Line =======
Q3 Q4
Needless interruptions Trivia, busywork
Not Important Unnecessary report Irrelevant phone calls
Unimportant meetings, phone calls Time- wasters
Other people’s issues Excessive internet, etc
1. What are the chronic Q3 activities in your work place?
2. How can you help reduce or eliminate these Q3 activities?
Team Mission Statement
Habit 2 – Team Mission statement
Team Mission Statement
A team mission statement represents the purpose and values of your team, group, or department. If done well and with genuine involvement from everyone on the team, it will provide focus, clarity, and inspiration to all team members.
Here are some questions your team could answer as you start developing a team mission statement
- What do we want to be known for?
- How do we want to treat each other?
- What unique contributions can we make?
- What does each person bring to the team in terms of unique talents and skills?
- What big goals do we want to achieve?
Kodak Canada Image Check
We are an association of independent imaging express
Who best satisfy customer needs in Canada by providing leading edge diversified imaging solutions and services In a way that delivers total customer satisfaction and enhanced revenue opportunities for Members
So that we are fully committed, other retailers want to join and customers want to come back
Charis web Design Department
Our mission is to produce the finest expert website design through constant innovation and inspiration. For us, nothing is more important than delighting our clients through delivering exceptional website design solutions
We seek to:
- Serve the client
- create inspired design
- research, apply, and develop expert web technology
Our business Values
- we have profound respect for our clients and each other
- We deliver
- We understand
- We care
- We innovate
- We do web (not print, not ads- just web!)
- We enjoy the process!
Our design Values
- it must be inspired
- It must be user- centered
- Consider every click
- Creativity stretches the limits
- But form follows function
- Is this the best way?
- Create superb customer experience
- Can it be faster?
Team Mission Statement
A team mission statement represents the purpose and values of your team, group, or department. If done well and with genuine involvement from everyone on the team, it will provide focus, clarity, and inspiration to all team members.
Here are some questions your team could answer as you start developing a team mission statement
- What do we want to be known for?
- How do we want to treat each other?
- What unique contributions can we make?
- What does each person bring to the team in terms of unique talents and skills?
- What big goals do we want to achieve?
Kodak Canada Image Check
We are an association of independent imaging express
Who best satisfy customer needs in Canada by providing leading edge diversified imaging solutions and services In a way that delivers total customer satisfaction and enhanced revenue opportunities for Members
So that we are fully committed, other retailers want to join and customers want to come back
Charis web Design Department
Our mission is to produce the finest expert website design through constant innovation and inspiration. For us, nothing is more important than delighting our clients through delivering exceptional website design solutions
We seek to:
- Serve the client
- create inspired design
- research, apply, and develop expert web technology
Our business Values
- we have profound respect for our clients and each other
- We deliver
- We understand
- We care
- We innovate
- We do web (not print, not ads- just web!)
- We enjoy the process!
Our design Values
- it must be inspired
- It must be user- centered
- Consider every click
- Creativity stretches the limits
- But form follows function
- Is this the best way?
- Create superb customer experience
- Can it be faster?
Teach to learn
Teach to learn
Paradigm: I live by ………….. (Ineffective)
I live by …………. (Effective)
Result:
- A clear definition of desired results
- A greater sense of meaning and purpose
- Criteria for deciding what is or is not important
- Improved outcomes
Behaviors:
- Envision outcomes before you act
- Create and live by a Personal Mission Statement
-
All things are created twice- first creation occurs in our mind and the second creation manifest in the physical
What are the three benefits of creating a Personal Mission statement?
1.
2.
3.
What are two ways to revise and refine your personal Mission Statement?
1.
2.
What are two key characteristics of an effective Personal Mission statement?
Paradigm: I live by ………….. (Ineffective)
I live by …………. (Effective)
Result:
- A clear definition of desired results
- A greater sense of meaning and purpose
- Criteria for deciding what is or is not important
- Improved outcomes
Behaviors:
- Envision outcomes before you act
- Create and live by a Personal Mission Statement
-
All things are created twice- first creation occurs in our mind and the second creation manifest in the physical
What are the three benefits of creating a Personal Mission statement?
1.
2.
3.
What are two ways to revise and refine your personal Mission Statement?
1.
2.
What are two key characteristics of an effective Personal Mission statement?
Revise and refine your personal mission statement
Habit 2 Revise and refine your personal mission statement
Ideas to help you revise and refine
- Revise books of quotations, poetry, and other literature for language that inspires you.
- Read biographies or autobiographies of people to spark ideas for personal accomplishments or contributions you’d like to make.
- Look at other’s mission statement
- Keep a personal journal or review a past journal to explore values that are important to you
- Use ideas from the “ Mission Builder” at Franklincovey.com
- Consider creating a visual or audio version of your Personal Mission Statement
Key characteristics of an effective Personal Mission statement
- Express principles of effectiveness that produces quality –of –life results
- Provides direction and purpose
- Challenges and inspires you
- Communicates your vision and values
- Addresses your most important roles and responsibilities
- Addresses all four human needs ( physical/ emotional, mental and spiritual)
- Represents the best within you
“ No one can go back and make a brand new start, my friend, but anyone can start from here and make a brand new end” - Dan Zadra
Mission statement museum
Mission statements take many forms, long or short, as poetry, art or even music. The most important thing is to make it your own.
- Mission statement – My mission is to give, for giving is what I do best and I can learn to do better. I will seek to learn, for learning is the basic for growth, and growing is the key to living, I will seek first to understand, for understanding is the key to finding value, and value is the basic for respect, decisions, and action. This should be my first act with my wife, my family, and my business. I want to help influence the future development of people and organizations. I want to teach my children and others to love and laugh, to learn and grow beyond their current bounds. I will build personal, business, and civic relationship by giving, in frequent little ways.
Resolution – Let the first act of every morning be to make the following resolve for the day; I shall not fear anyone on Earth. I shall fear only GOD.I shall not bear ill will towards anyone. I shall not submit to injustice from anyone. I shall conquer untruth by truth. And in resisting untruth, I shall put up with all sufferings – Mahatma Gandhi-
I live to serve my talents as communicator, artist, and independent businesswoman. I create balance in work, play and community. I inspire those I interact with.
I want to be the kind of person my dog already thinks I am
To laugh often and love much; to win the respect of intelligent people and the affection of children; to earn the approbation of honest critics and endure the betrayal of false friends; To appreciate beauty; to find the best in others; To give one’s self; To leave the world a little better; Whether by a healthy child, a garden patch, Or a redeemed social condition; To have played and laughed with enthusiasm and sung with exaltation; To know even one life has breathed easier Because you have lived….. This is to have succeeded – Ralph Waldo Emerson
Our mission – The mission of our family is to create a nurturing place of order, love, happiness and relaxation, and to provide opportunities for each person to become responsibly independent, in order to achieve worthwhile purposes.
Care – About the world, About Life, About People, About myself
Love- Myself, My family, My world, Knowledge, Learning, LIFE
Fight- For my beliefs. For my passions, To accomplish, To do good, to be true to myself, Against apathy.
Rock- The boat, don’t le the boat rock me, Be a rock Be remembered.
To be humble. To say thanks to God in some way, every day. To never react to abuse by passing it on. To find the self within that does and can look at all sides without loss. I believe in treating all people with kindness and respect. I believe by knowing what I value, I truly know what I want. To be driven by values and beliefs. I want to experience life’s passions with the newness of a child’s love, the sweetness and joy of young love, and the respect and reverence of mature love. Finally, to go through life with a smile on my face and a twinkle in my eye.
Ideas to help you revise and refine
- Revise books of quotations, poetry, and other literature for language that inspires you.
- Read biographies or autobiographies of people to spark ideas for personal accomplishments or contributions you’d like to make.
- Look at other’s mission statement
- Keep a personal journal or review a past journal to explore values that are important to you
- Use ideas from the “ Mission Builder” at Franklincovey.com
- Consider creating a visual or audio version of your Personal Mission Statement
Key characteristics of an effective Personal Mission statement
- Express principles of effectiveness that produces quality –of –life results
- Provides direction and purpose
- Challenges and inspires you
- Communicates your vision and values
- Addresses your most important roles and responsibilities
- Addresses all four human needs ( physical/ emotional, mental and spiritual)
- Represents the best within you
“ No one can go back and make a brand new start, my friend, but anyone can start from here and make a brand new end” - Dan Zadra
Mission statement museum
Mission statements take many forms, long or short, as poetry, art or even music. The most important thing is to make it your own.
- Mission statement – My mission is to give, for giving is what I do best and I can learn to do better. I will seek to learn, for learning is the basic for growth, and growing is the key to living, I will seek first to understand, for understanding is the key to finding value, and value is the basic for respect, decisions, and action. This should be my first act with my wife, my family, and my business. I want to help influence the future development of people and organizations. I want to teach my children and others to love and laugh, to learn and grow beyond their current bounds. I will build personal, business, and civic relationship by giving, in frequent little ways.
Resolution – Let the first act of every morning be to make the following resolve for the day; I shall not fear anyone on Earth. I shall fear only GOD.I shall not bear ill will towards anyone. I shall not submit to injustice from anyone. I shall conquer untruth by truth. And in resisting untruth, I shall put up with all sufferings – Mahatma Gandhi-
I live to serve my talents as communicator, artist, and independent businesswoman. I create balance in work, play and community. I inspire those I interact with.
I want to be the kind of person my dog already thinks I am
To laugh often and love much; to win the respect of intelligent people and the affection of children; to earn the approbation of honest critics and endure the betrayal of false friends; To appreciate beauty; to find the best in others; To give one’s self; To leave the world a little better; Whether by a healthy child, a garden patch, Or a redeemed social condition; To have played and laughed with enthusiasm and sung with exaltation; To know even one life has breathed easier Because you have lived….. This is to have succeeded – Ralph Waldo Emerson
Our mission – The mission of our family is to create a nurturing place of order, love, happiness and relaxation, and to provide opportunities for each person to become responsibly independent, in order to achieve worthwhile purposes.
Care – About the world, About Life, About People, About myself
Love- Myself, My family, My world, Knowledge, Learning, LIFE
Fight- For my beliefs. For my passions, To accomplish, To do good, to be true to myself, Against apathy.
Rock- The boat, don’t le the boat rock me, Be a rock Be remembered.
To be humble. To say thanks to God in some way, every day. To never react to abuse by passing it on. To find the self within that does and can look at all sides without loss. I believe in treating all people with kindness and respect. I believe by knowing what I value, I truly know what I want. To be driven by values and beliefs. I want to experience life’s passions with the newness of a child’s love, the sweetness and joy of young love, and the respect and reverence of mature love. Finally, to go through life with a smile on my face and a twinkle in my eye.
Discover Yourself
Habit 2 – Discover Yourself
As you answer the following questions, consider the human endowments of self-awareness, imagination, and conscience. You will exercise the human endowment of independent will when you put into action your answers to these questions.
Self- Awareness
I am at my best when……
I am at my worst when…..
What do I really love to do at work?
What do I really love to do in my personal life?
My natural talents and gifts are…..
“The unexamined life is not worth living” – Socrates-
Imagination
If I had unlimited time and resources, what would I choose to do?
Possible life goals for me are….
I want to be a person who…
“The next time your mind wanders, follow it around for a while”- Jessica Materson
Confidence
What do I consider to be my most important future contribution to others?
Are there things I feel I really should do, even though I may have dismissed such thoughts many times? What are they?
“Down deep in every human heart is a hidden longing, impulse, and ambition to do something fine and enduring”- Grenville Kleiser
Reflect on those who have influenced you
Imagine you could invite to dinner 4 to 5 people who have influenced you the most- past or present- and all are sitting at the table with you. Write their names and record the qualities or attributes you admire most in these people
Name:
Attributes:
Name:
Attributes:
Name:
Attributes:
Name:
Attributes:
Name:
Attributes:
As you answer the following questions, consider the human endowments of self-awareness, imagination, and conscience. You will exercise the human endowment of independent will when you put into action your answers to these questions.
Self- Awareness
I am at my best when……
I am at my worst when…..
What do I really love to do at work?
What do I really love to do in my personal life?
My natural talents and gifts are…..
“The unexamined life is not worth living” – Socrates-
Imagination
If I had unlimited time and resources, what would I choose to do?
Possible life goals for me are….
I want to be a person who…
“The next time your mind wanders, follow it around for a while”- Jessica Materson
Confidence
What do I consider to be my most important future contribution to others?
Are there things I feel I really should do, even though I may have dismissed such thoughts many times? What are they?
“Down deep in every human heart is a hidden longing, impulse, and ambition to do something fine and enduring”- Grenville Kleiser
Reflect on those who have influenced you
Imagine you could invite to dinner 4 to 5 people who have influenced you the most- past or present- and all are sitting at the table with you. Write their names and record the qualities or attributes you admire most in these people
Name:
Attributes:
Name:
Attributes:
Name:
Attributes:
Name:
Attributes:
Name:
Attributes:
Begin with end in Mind
Habit 2 Begin with the end in Mind
Paradigm - Ineffective: I live by Default
- Effective: I live by Design
See – Principle – Mental creation precedes physical creation
Do – Behavior – Envision outcomes before you act, create and live by a Personal Mission Statement
Result – A clear definition of desired results, a greater sense of meaning and purpose,
criteria for deciding what is or is not important, improved outcomes
The Habit of Vision
Mental creation precedes physical creation
All things are created twice. First is the mental creation or plan; second is the physical creation or work.
Highly effective people clearly see the outcome they want in every area of life before they act.
Mental Creation Physical Creation
A clear agenda and objective --------------à productive meeting
An architectural blueprint ------------------à An office tower
Extensive marker research -----------------à A successful new product
An individual goal- setting session -------à A master’s degree
A personal Mission statement -------------à A life of contribution and fulfillment
Envision outcomes before you act
1. What are the top three goals for your team or organization this year?
2. How will you know if you reach them?
Habit 2 Checklist
Do you Begin with the end in Mind …..
- At the start of every meeting?
- When you plan a new year, week or day?
- When you begin a new project?
- When you plan a vacation?
- Before you begin a crucial conversation?
Applying habit 2
Identify some areas of your life in which you could benefit from Habit 2:
Begin with the end in mind……..
Create and Live by a Personal Mission statement
A Personal Mission Statement (Your purpose and meaning in Life) is like a constitution by which you make all decisions for your life.
Highly effective people shape their own future instead of letting other people, their culture, or their circumstance determine it.
Benefits of a Personal Mission statement:
- clarifies what is important to you
- provides focus
- helps you design your life instead of having it designed for you
- guides your day-to-day decisions
- gives you a greater sense of meaning and purpose
We detect rather than invent our missions in Life- Viktor Frankl
Write tribute statement for key roles
Effective people take time to define the legacy they want to leave in each of their key roles.
Their roles represent important relationship and key responsibilities
The following activities will help you define the legacy you want to leave in each of your key roles.
1, Identify and write up to seven key roles (both professional and personal)
2. Identify and write a key person’s name for each role
3. Visualize your 08th birthday celebration. Attending the celebration are the key people from each role. In the “Tribute Statements”, write a brief statement articulating how you would want the key person in each role to describe you.
For example, how would someone describe your influence on his or her life (your legacy)?
Example:
Roles and Relationship Tribute statement
Step 1 list down
Role 1: (Father) a loving and caring father
Key Person :( Daughter)
Identify long term goals
What two or three key things could you do to help make these tribute statements a reality?
Role 1: Show unconditional love and care, listen attentively to understand and accept her
for whom she is.
Continue till you have listed seven key roles and person in each
There is no greater joy or reward than to make a fundamental difference in someone’s life
– Sister Mary McGeady
Paradigm - Ineffective: I live by Default
- Effective: I live by Design
See – Principle – Mental creation precedes physical creation
Do – Behavior – Envision outcomes before you act, create and live by a Personal Mission Statement
Result – A clear definition of desired results, a greater sense of meaning and purpose,
criteria for deciding what is or is not important, improved outcomes
The Habit of Vision
Mental creation precedes physical creation
All things are created twice. First is the mental creation or plan; second is the physical creation or work.
Highly effective people clearly see the outcome they want in every area of life before they act.
Mental Creation Physical Creation
A clear agenda and objective --------------à productive meeting
An architectural blueprint ------------------à An office tower
Extensive marker research -----------------à A successful new product
An individual goal- setting session -------à A master’s degree
A personal Mission statement -------------à A life of contribution and fulfillment
Envision outcomes before you act
1. What are the top three goals for your team or organization this year?
2. How will you know if you reach them?
Habit 2 Checklist
Do you Begin with the end in Mind …..
- At the start of every meeting?
- When you plan a new year, week or day?
- When you begin a new project?
- When you plan a vacation?
- Before you begin a crucial conversation?
Applying habit 2
Identify some areas of your life in which you could benefit from Habit 2:
Begin with the end in mind……..
Create and Live by a Personal Mission statement
A Personal Mission Statement (Your purpose and meaning in Life) is like a constitution by which you make all decisions for your life.
Highly effective people shape their own future instead of letting other people, their culture, or their circumstance determine it.
Benefits of a Personal Mission statement:
- clarifies what is important to you
- provides focus
- helps you design your life instead of having it designed for you
- guides your day-to-day decisions
- gives you a greater sense of meaning and purpose
We detect rather than invent our missions in Life- Viktor Frankl
Write tribute statement for key roles
Effective people take time to define the legacy they want to leave in each of their key roles.
Their roles represent important relationship and key responsibilities
The following activities will help you define the legacy you want to leave in each of your key roles.
1, Identify and write up to seven key roles (both professional and personal)
2. Identify and write a key person’s name for each role
3. Visualize your 08th birthday celebration. Attending the celebration are the key people from each role. In the “Tribute Statements”, write a brief statement articulating how you would want the key person in each role to describe you.
For example, how would someone describe your influence on his or her life (your legacy)?
Example:
Roles and Relationship Tribute statement
Step 1 list down
Role 1: (Father) a loving and caring father
Key Person :( Daughter)
Identify long term goals
What two or three key things could you do to help make these tribute statements a reality?
Role 1: Show unconditional love and care, listen attentively to understand and accept her
for whom she is.
Continue till you have listed seven key roles and person in each
There is no greater joy or reward than to make a fundamental difference in someone’s life
– Sister Mary McGeady
Become a Transition person
Become a transition person
- A transition person breaks unhealthy, harmful, abusive or unfortunate learned behaviors and replaces them with proactive, helpful. Effective behaviors.
- This person models positive behaviors and passes on effective habits that strengthen and build others in positive ways
- Who has been a transition person for your personally?
- What effect/ influence did this person have on you?
- Identify a specific situation in which you could become a transition person
Consider your Circle of Influence at work, at home, and in the community
"The real risk is doing nothing." Denis Waitley
Teach to learn
Ineffective: I am a product of my …………..
Effective: I am a product of my……………
Stimulus ----Freedom to choose -----Response
The four human endowments are ………………..
A highly proactive person can stop the transmission of negative behavior by becoming a ……………………….
“To the world, you may be just one person, but to one person, you may be the world”
- Josephine Billings
Expand your circle of Influence
Expand your circle of Influence
Your circle of influence includes those things you can affect directly. Your circle of concerns includes all those you care about.
Proactive Focus
- When people focus on things they can influence, they expand their knowledge and experience, and they build trustworthiness. As a result, their Circle of Influence grows
Reactive Focus
- When people focus on things they cannot control, they have less time and
Energy to spend on things they can influence. Consequently, their Circle of
Influence shrinks.
"Sometimes the most proactive thing we can do is to just genuinely smile. Happiness, like unhappiness, is a proactive choice." Stephen R. Covey
Circle of Influence VS concerns
- Consider the list below, Determine which phrases belong in the Circle of Concern and which belong in the Circle of Influence
My past mistakes
My choices
My upbringing
Job security
Delayed flights
Living the 7 habits
My happiness
Weaknesses of other people
My commute time
How other treats me
Proactive challenge
1. Identify a challenging situation at work- one that frustrates you and for which you have some responsibility
2. Identify areas of concerns…………………
3. Identify areas you can influence……………..
4. What actions will you take this week in your Circle of Influence?
Never doubt that a small group of thoughtful citizens can change the world. Indeed, it is the only thing that ever has – Margaret Mead
Your circle of influence includes those things you can affect directly. Your circle of concerns includes all those you care about.
Proactive Focus
- When people focus on things they can influence, they expand their knowledge and experience, and they build trustworthiness. As a result, their Circle of Influence grows
Reactive Focus
- When people focus on things they cannot control, they have less time and
Energy to spend on things they can influence. Consequently, their Circle of
Influence shrinks.
"Sometimes the most proactive thing we can do is to just genuinely smile. Happiness, like unhappiness, is a proactive choice." Stephen R. Covey
Circle of Influence VS concerns
- Consider the list below, Determine which phrases belong in the Circle of Concern and which belong in the Circle of Influence
My past mistakes
My choices
My upbringing
Job security
Delayed flights
Living the 7 habits
My happiness
Weaknesses of other people
My commute time
How other treats me
Proactive challenge
1. Identify a challenging situation at work- one that frustrates you and for which you have some responsibility
2. Identify areas of concerns…………………
3. Identify areas you can influence……………..
4. What actions will you take this week in your Circle of Influence?
Never doubt that a small group of thoughtful citizens can change the world. Indeed, it is the only thing that ever has – Margaret Mead
Proactive language
Using the space between stimulus and response
Stimulus =====Freedom to choose =======Response
The four human endowments:-
Self Awareness, Imagination, Conscience and Independent Will
1. Think of a situation where you consistently respond in a negative way
(E.g. losing your patience, avoiding confrontation, lacking self- discipline)
2. What is a better and more effective way to respond?
3. What would be the positive consequences of responding in this new way?
(Who would be affected? What would be the impact? )
4. What is your commitment level to respond in this way the next time you are in this situation? 1 Low to 10 High
Proactive VS Reactive Responses
You have heard rumors that your company will be restructuring and there might be some lay offs. You feel threatened by these rumors and believe there is truth in them. You know upper management has been looking for ways to save money. Lately you felt the scrutiny they have started. Finger pointing and blame for recent failures has been magnified.
You believe that you have made substantial contributions during the term of your service but you are not certain upper management is aware of the value you have brought to the organization. In addition, you and your team have worked hard to develop good relationship with other departments. Nevertheless, even if upper management is aware of your contributions, your department might be downsized or even eliminated.
Reactive:
1. What are the moods, feelings, and circumstance associated with this situation?
2. What are some reactive responses to this situation? What would be the consequences of responding reactively?
Proactive: What are some proactive responses? What would be the consequence of responding proactively?
Use of proactive language
Proactive language Reactive
“Let’s look at our alternatives” “There’s nothing we can do”
“I can choose a different approach” “That’s just the way I am “
“I control my own feelings” “He makes me so mad”
“I will choose an appropriate response” “I have to do that”
“I can create an effective presentation” “They won’t allow that”
“I choose” “I can’t”
“I prefer, I will “ “I must, If Only “ :
“There are only two ways to live your life. One is as though nothing is a miracle.
The other is as though everything is a miracle” - Albert Einstein
Habits - Be proactive
=========================================================================
When we can no longer change a situation, we are challenged to change ourselves – Viktor Frankl
------------------------------------------------------------------------------------------------------------------------
Seven Habits of Highly Effective People
Habit 1 – Be Proactive
Habit 2 – Begin with the end in mind
Habit 3 - Put first things first
Habit 4 – Think Win –win
Habit 5 - Seek first to understand, then to be understood
Habit 6 – Synergize
Habit 7 – Sharpen the saw
Week one
Habit 1 – Be proactive
For the next seven weeks, you will focus on one habit per week
Each week you will be asked to do three simple activities
1. Plan weekly
2. Live the habit
3. Teach to learn
Make a personal commitment, select an accountability partner and sign up on the web
Go to www.the7habits.com/econtract
When asked for the access code, type in the following: 7X4953A
The habit of choice – knowledge, skills and desire forms our habits
The maturity continuum – dependent, independence and interdependence
Paradigm
- Ineffective : I am a product of my circumstances
- Effective : I am a product of my choices
SEE- DO- GET
- SEE a principle of “I am free to choose and am responsible for my choices
- DO – Behavior
+ Pause and respond based on principles
+ Use proactive language
+ Expand your circle of Influence
+ Become a transition person
- GET – RESULT
+ Increased influence
+ More self – awareness
+ Greater initiative
+ Become the creative force of your life
Pause and Respond based on Principles
- Reactive Behavior
Reactive people allow outside influences (moods, feelings, and circumstances) to control their response
- Proactive Behavior
Proactive people pause to allow themselves the freedom to choose their response based on principles and desired results. Their freedom to choose expand as they wisely use the space between stimulus and response
Stimulus --------Freedom to Choose ++++++ Response
=============================================================================
People are always blaming their circumstance for what they are, I don’t believe in circumstances
– George Bernard Shaw-
When we can no longer change a situation, we are challenged to change ourselves – Viktor Frankl
------------------------------------------------------------------------------------------------------------------------
Seven Habits of Highly Effective People
Habit 1 – Be Proactive
Habit 2 – Begin with the end in mind
Habit 3 - Put first things first
Habit 4 – Think Win –win
Habit 5 - Seek first to understand, then to be understood
Habit 6 – Synergize
Habit 7 – Sharpen the saw
Week one
Habit 1 – Be proactive
For the next seven weeks, you will focus on one habit per week
Each week you will be asked to do three simple activities
1. Plan weekly
2. Live the habit
3. Teach to learn
Make a personal commitment, select an accountability partner and sign up on the web
Go to www.the7habits.com/econtract
When asked for the access code, type in the following: 7X4953A
The habit of choice – knowledge, skills and desire forms our habits
The maturity continuum – dependent, independence and interdependence
Paradigm
- Ineffective : I am a product of my circumstances
- Effective : I am a product of my choices
SEE- DO- GET
- SEE a principle of “I am free to choose and am responsible for my choices
- DO – Behavior
+ Pause and respond based on principles
+ Use proactive language
+ Expand your circle of Influence
+ Become a transition person
- GET – RESULT
+ Increased influence
+ More self – awareness
+ Greater initiative
+ Become the creative force of your life
Pause and Respond based on Principles
- Reactive Behavior
Reactive people allow outside influences (moods, feelings, and circumstances) to control their response
- Proactive Behavior
Proactive people pause to allow themselves the freedom to choose their response based on principles and desired results. Their freedom to choose expand as they wisely use the space between stimulus and response
Stimulus --------Freedom to Choose ++++++ Response
=============================================================================
People are always blaming their circumstance for what they are, I don’t believe in circumstances
– George Bernard Shaw-
Wednesday, September 10, 2008
The 9 Coaching Keys Questions
The first four questions are based within the behavioral focus stream, questions 5 to 7 are questions from the cognitive stream and 8 to 10 from the unconscious cognitive stream
1 WHAT DO YOU WANT TO ACHIEVE?
This is a typical question for use within the behavioral coaching model. The aim is to help the coachee to explicitly state his goal. Frequently less experienced coaches take at face value the first statement and move on, and thus need to return at a later stage to this.
More experienced coaches recognize that time spent at this stage exploring the features of the goal will save time later.
2. WHAT IS HAPPENING?
This question aims to help the coach and coachee gather evidence on what is the current situation. How close or far is the coachee from his actual challenges.
Bringing them back to the present not tempted to accept at face value what the coachee provides as evidence. It is wise for the coach to challenge initial claims, and seek third party evidence for these. A candid and direct open communication will provide such evidence and help ensure a rounded view, not a single perspective, whether coming from either party
3 WHAT OPINIONS DO YOU THINK THERE ARE?
Exploring options is a valuable process in all coaching, if there is a belief that the coachee already has the answer to his own questions and doubts. Reviewing options is a two parts process. The coachee needs to be clear what criteria he is evaluating the options against. As a result the coachee needs to generate the criteria first, before he can start a process of generating or evaluating options
4 CAN YOU SUMMARIZE WHAT YOU GOING TO DO AND BY WHEN?
This question is concerned with action planning when working in the behavioral focus stream. The question encourages coaches to take responsibility for reviewing their process, summarizing what has been discussed and to formally state what they intend to do. This is useful question to ask towards the end of a coaching session, even if the coach has been working with cognitive and unconscious cognitive aspects.
The coach may then encourage the coachee to document this, and develop an action plan that includes a series of sub-goals or steps that take him to this goal over the coming week, month or year ,
5 HOW WOULD YOUR BOSS, MENTOR OR COLLEGUE SEE THIS SITUATION?
This question encourages the coachee to begin to explore the issue or challenge that he faces from a number of different perspectives. Often an issue looks to be an insurmountable problem to us, but when considered from the perspective of another person, either solution can be found or a deeper understanding of the issue gained. A parallel type questions is asking the coachee to consider the challenge as if he were a famous person. For a management issue, the coach may ask the coachee to consider how Richard Branson would deal with the problem.
For a relationship issue, we might select a different characters offering different perspective: Marilyn Monroe and Nelson Mandela. Initially the coachee typically provides a short or flippant remark, but the coach needs to focus the coachee’s response and ensure that he explores the issue and provides a what, where and when descriptive answer.
6. WOULD LIKE YOU TO CLOSE YOUR EYES AND DESCRIBE TO ME WHAT WOULD HAPPEN IF THE EVENT WENT PERFECTLY?
This visualization technique gets coachee to engage with visualization and explore what they see and, with follow up questions, what they feel, smell and think. Evidence has shown in the sports psychology arena that visualization not only builds self-confidence but also creates physical changes in the brain structure that aid subsequent muscle movement and thus enhance performance
7. CAN YOU SUMMARIZE FOR ME THE TASK THAT YOU WILL TEY OUT BEFORE WE MEET AGAIN?
The summarizing task that has already been discussed is applied in this context to focus the attention of the coachee on a homework task. The use of the task provides an opportunity for emersion gradual exposure to the challenging behavior, Follow up questions might be
”What would stop you doing and achieving this?”
“What could you do to overcome these barriers?”
These questions enable the coachee to prepare for the real world of competing priorities and stakeholders who may need to be persuaded
8. TELL ME ABOUT A TIME WHEN YOU HAVE FELT A SIMILAR FEELING BEFORE
This may be useful question to explore patterns. Preceding the question the coach will have encouraged coachee to talk about the current issue or problem, and in particular to draw out the feelings within their body which they experience. Using these bodily sensations the coach may then ask the pattern question that may help coachee to identify similar events, but to access these bodily feelings rather than events.
9. HOW READY DO YOU FEEL YOU ARE TO CHANGE ON A SCALE OF 1 TO 10?
WHERE 10 IS THAT YOU HAVE ALREADYMADE THE CHANGE, AND 0 THAT YOU
ARE NOT AT ALL INTERESTED IN CHANGING?
This question refers to the motivational interviewing approach. This is a complex technique and suggests that the developing coach would benefit from training before making use of the technique. However, questions such as this provide clues to whether the coachee is likely to change, or if he needs more help to explore the benefits of changing. A low score of 1 to 7 would suggest the focusing on change tools would be a waste of time and effort; instead the coach needs to invest time exploring motivation and helping the coachee to develop the intrinsic motivation to change l
The first four questions are based within the behavioral focus stream, questions 5 to 7 are questions from the cognitive stream and 8 to 10 from the unconscious cognitive stream
1 WHAT DO YOU WANT TO ACHIEVE?
This is a typical question for use within the behavioral coaching model. The aim is to help the coachee to explicitly state his goal. Frequently less experienced coaches take at face value the first statement and move on, and thus need to return at a later stage to this.
More experienced coaches recognize that time spent at this stage exploring the features of the goal will save time later.
2. WHAT IS HAPPENING?
This question aims to help the coach and coachee gather evidence on what is the current situation. How close or far is the coachee from his actual challenges.
Bringing them back to the present not tempted to accept at face value what the coachee provides as evidence. It is wise for the coach to challenge initial claims, and seek third party evidence for these. A candid and direct open communication will provide such evidence and help ensure a rounded view, not a single perspective, whether coming from either party
3 WHAT OPINIONS DO YOU THINK THERE ARE?
Exploring options is a valuable process in all coaching, if there is a belief that the coachee already has the answer to his own questions and doubts. Reviewing options is a two parts process. The coachee needs to be clear what criteria he is evaluating the options against. As a result the coachee needs to generate the criteria first, before he can start a process of generating or evaluating options
4 CAN YOU SUMMARIZE WHAT YOU GOING TO DO AND BY WHEN?
This question is concerned with action planning when working in the behavioral focus stream. The question encourages coaches to take responsibility for reviewing their process, summarizing what has been discussed and to formally state what they intend to do. This is useful question to ask towards the end of a coaching session, even if the coach has been working with cognitive and unconscious cognitive aspects.
The coach may then encourage the coachee to document this, and develop an action plan that includes a series of sub-goals or steps that take him to this goal over the coming week, month or year ,
5 HOW WOULD YOUR BOSS, MENTOR OR COLLEGUE SEE THIS SITUATION?
This question encourages the coachee to begin to explore the issue or challenge that he faces from a number of different perspectives. Often an issue looks to be an insurmountable problem to us, but when considered from the perspective of another person, either solution can be found or a deeper understanding of the issue gained. A parallel type questions is asking the coachee to consider the challenge as if he were a famous person. For a management issue, the coach may ask the coachee to consider how Richard Branson would deal with the problem.
For a relationship issue, we might select a different characters offering different perspective: Marilyn Monroe and Nelson Mandela. Initially the coachee typically provides a short or flippant remark, but the coach needs to focus the coachee’s response and ensure that he explores the issue and provides a what, where and when descriptive answer.
6. WOULD LIKE YOU TO CLOSE YOUR EYES AND DESCRIBE TO ME WHAT WOULD HAPPEN IF THE EVENT WENT PERFECTLY?
This visualization technique gets coachee to engage with visualization and explore what they see and, with follow up questions, what they feel, smell and think. Evidence has shown in the sports psychology arena that visualization not only builds self-confidence but also creates physical changes in the brain structure that aid subsequent muscle movement and thus enhance performance
7. CAN YOU SUMMARIZE FOR ME THE TASK THAT YOU WILL TEY OUT BEFORE WE MEET AGAIN?
The summarizing task that has already been discussed is applied in this context to focus the attention of the coachee on a homework task. The use of the task provides an opportunity for emersion gradual exposure to the challenging behavior, Follow up questions might be
”What would stop you doing and achieving this?”
“What could you do to overcome these barriers?”
These questions enable the coachee to prepare for the real world of competing priorities and stakeholders who may need to be persuaded
8. TELL ME ABOUT A TIME WHEN YOU HAVE FELT A SIMILAR FEELING BEFORE
This may be useful question to explore patterns. Preceding the question the coach will have encouraged coachee to talk about the current issue or problem, and in particular to draw out the feelings within their body which they experience. Using these bodily sensations the coach may then ask the pattern question that may help coachee to identify similar events, but to access these bodily feelings rather than events.
9. HOW READY DO YOU FEEL YOU ARE TO CHANGE ON A SCALE OF 1 TO 10?
WHERE 10 IS THAT YOU HAVE ALREADYMADE THE CHANGE, AND 0 THAT YOU
ARE NOT AT ALL INTERESTED IN CHANGING?
This question refers to the motivational interviewing approach. This is a complex technique and suggests that the developing coach would benefit from training before making use of the technique. However, questions such as this provide clues to whether the coachee is likely to change, or if he needs more help to explore the benefits of changing. A low score of 1 to 7 would suggest the focusing on change tools would be a waste of time and effort; instead the coach needs to invest time exploring motivation and helping the coachee to develop the intrinsic motivation to change l
Continous self coaching
Continuous Self Coaching
It’s important to realize your development can never end. On the plus side, what you need to work on is simple, not complex. It’s honest and real. It’s also not exactly the way you’d like it to be, all of the time. And you can chose to understand what you need to work on and deal with it. As compare to not understand it, not deal with it and thus not achieve the success you are capable of. Because life seems complicate to most people, you might feel a complicated approach to self – coaching is required. Not so. A simple solution works better. It does require a degree of self- review though
You can do this on your own schedule, asserting and exertion you put into coaching yourself will make for a bigger “career life-preserver”
Here are three rules that will guide you during your self coaching journey
Rule1. Remember, you’re not alone in this
Take comfort in knowing that most people spend their careers working on the same issues and problems you work on. I’ve worked on them too. “Working on them” means doing, not just knowing. A lot of things discussed you already know. The difference between you and others is what you choose to do with it. “The quality of a person’s life is in direct proportion to their endeavor”- Vince Lombardi, the late Green Bay Packer American football coach
Your success will be in direct proportion to your commitment to your self- review and to better self coaching
Rule2. Don’t be extreme; be consistent
The secret to success in self-coaching is constancy, with a good purpose and technique. The ancient philosopher wrote “Genius is nothing but continued attention” You can’t do the “right” thing once in a while> you have to do it all the time. After you experience profitable and productivity results, you’ll agree it’s all worth it.
Rule 3. Be self-disciplined.
Discipline is fun. It rewards you with the greatest feeling. Think about when you had a fully packed day, several meetings, put out numerous fires and finally home. Thinking you will a restful evening, but wait a minute, you need to honor your promise to your son to play cricket with him. You drag yourself and manage to spend some quality time with him. Don’t you feel great? Aren’t you pleased with yourself? Don’t you walk tall with what you have disciplined to carry out your promise? Of course you do. Well that’s the kind of temerity required for your self-coaching.
Take consolation in the fact that everyone (who’s any good) works on their self-development all the time. The successful ones are consistent and self-disciplined-starting with their self-review. You are a responsible adult, you know and it does not give you the license to succumb to excuses, but to rise above them.
Sincere Appreciation,
Richaard Wong
AIG Life Companies
20/F AIA building, 1 Stubbs Road
Hong Kong
Tel (852) 2832 6762
Fax (852) 2572 1792
“Things which matters most must never be at the mercy of things which matters least” - Goethe -
Notice of Confidentiality
This transmission contains information that may be confidential. It has been prepared for the sole and exclusive use of the intended recipient, his team and on the basis agreed with that person. If you are not the intended recipient of the message (or authorized to receive it for the intended recipient), you should notify us immediately; you should delete it from your system.
It’s important to realize your development can never end. On the plus side, what you need to work on is simple, not complex. It’s honest and real. It’s also not exactly the way you’d like it to be, all of the time. And you can chose to understand what you need to work on and deal with it. As compare to not understand it, not deal with it and thus not achieve the success you are capable of. Because life seems complicate to most people, you might feel a complicated approach to self – coaching is required. Not so. A simple solution works better. It does require a degree of self- review though
You can do this on your own schedule, asserting and exertion you put into coaching yourself will make for a bigger “career life-preserver”
Here are three rules that will guide you during your self coaching journey
Rule1. Remember, you’re not alone in this
Take comfort in knowing that most people spend their careers working on the same issues and problems you work on. I’ve worked on them too. “Working on them” means doing, not just knowing. A lot of things discussed you already know. The difference between you and others is what you choose to do with it. “The quality of a person’s life is in direct proportion to their endeavor”- Vince Lombardi, the late Green Bay Packer American football coach
Your success will be in direct proportion to your commitment to your self- review and to better self coaching
Rule2. Don’t be extreme; be consistent
The secret to success in self-coaching is constancy, with a good purpose and technique. The ancient philosopher wrote “Genius is nothing but continued attention” You can’t do the “right” thing once in a while> you have to do it all the time. After you experience profitable and productivity results, you’ll agree it’s all worth it.
Rule 3. Be self-disciplined.
Discipline is fun. It rewards you with the greatest feeling. Think about when you had a fully packed day, several meetings, put out numerous fires and finally home. Thinking you will a restful evening, but wait a minute, you need to honor your promise to your son to play cricket with him. You drag yourself and manage to spend some quality time with him. Don’t you feel great? Aren’t you pleased with yourself? Don’t you walk tall with what you have disciplined to carry out your promise? Of course you do. Well that’s the kind of temerity required for your self-coaching.
Take consolation in the fact that everyone (who’s any good) works on their self-development all the time. The successful ones are consistent and self-disciplined-starting with their self-review. You are a responsible adult, you know and it does not give you the license to succumb to excuses, but to rise above them.
Sincere Appreciation,
Richaard Wong
AIG Life Companies
20/F AIA building, 1 Stubbs Road
Hong Kong
Tel (852) 2832 6762
Fax (852) 2572 1792
“Things which matters most must never be at the mercy of things which matters least” - Goethe -
Notice of Confidentiality
This transmission contains information that may be confidential. It has been prepared for the sole and exclusive use of the intended recipient, his team and on the basis agreed with that person. If you are not the intended recipient of the message (or authorized to receive it for the intended recipient), you should notify us immediately; you should delete it from your system.
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