Archive for 2007

Resolutions, intentions, expectations and visions

December 29th, 2007

Do you make New Year's Resolutions? Or do you set intentions or hold expectations for the coming year?

A once-a-year re-grouping or annual planning has some big benefits. It can be motivating and create a stronger focus when a sustained effort is necessary. It is also an opportunity to reflect on the longer time span of a year, to make course corrections that have been accumulating and that will continue to affect you over the coming 12 months. The holidays provide some distance from day-to-day happenings so you can better clarify a longterm vision or direction.

I'd like to share some discoveries I've made regarding resolutions, intentions and expectations in the hopes that they can help you make 2008 unfold as your best year ever.

Resolutions

“I hereby resolve to… exercise for 30 minutes every day for the next 12 months.”

Resolutions sound powerful. And yet very often their power comes from wishful thinking and the resolution soon turns into disappointment. Most resolutions come from an external source, such as the nagging of others, an old parental voice (which seems internal but is actually merely a memory of someone else), or a judgment you have of yourself.

Think about the reasons for making your resolution. If you notice the word 'should', it's a sign that you are imposing the resolution on yourself rather than actually wanting it.

Resolutions are often much too specific. Very specific resolutions are likely to be broken and once this happens they are often dropped completely with a feeling of failure. On the sample resolution above, if I miss one day of exercise, I will have broken my resolution and so the power of it is lost. I may think to myself that I've failed anyway, so why carry on?

Conversely, resolutions can be limiting. By focusing on this one way of getting in shape, I may be missing many other alternative fitness strategies that are available thoughout the year.

Resolutions are also often made in avoidance of something (like being unfit) rather than in aupport of or in creation of something (like being healthy) which is much more motivating.

Strong resolutions that can be met successfully come from a deeper internal commitment for something you truly want. A 'resolution' like that can also be called an 'intention'.

Intentions

“2008 will be the year I become fit.”

An intention is an act or instance of determining mentally upon some action or result. It keeps the end in mind and focuses on the purpose. An intention gathers our attention on something significant or meaningful.

The most potent intentions come from a deep level of yearning. At their best, intentions have a clear outcome with built-in freedom to create that outcome as works best over time and according to circumstances. Their motivational power comes not from their rigidity but from the draw of the result.

To create a powerful intention requires some soul-searching. What do you really want? What is next for you? What will lead you to your heart's desire?

You can test out different intentions or themes for your coming year to see which ones pull you or attract you the most.

The clearer and more fully formed your intentions are, the more they will guide you and motivate you to bring them into reality.

Expectations

“I expect to complete the Trailwalker race* in under 25 hours.”

The paradox of expectations is that they are the sole cause of all problems and yet we cannot live without them.

Expectations are an avoidable aspect of our lives and an intrinsic part of any thinking about the future. Can you plan your next meal without an expectation? No. And would you want to? I guess not! Why give up the pleasure of thinking about a delicious meal in the future? Future expectations can be very enjoyable and are part of our daily motivation.

As we plan our futures we naturally expect certain outcomes. When we keep our expectations high we are ready and able to achieve much more than if we expect very little.

And yet expectations, at least unmet ones, account for virtually all negative emotions. We carry a complex pattern of expectations for ourselves, the people around us, our organizations, governments and the world. We expect things from our futures, and even of our pasts! And when some of those expectations are not met, we feel angry, cheated, hurt or depressed.

The phrasing of an expectation gives the impression of entitlement, as if someone or something else is supposed to grant our expectations without our effort and beyond our control.

The sample expectation above could be motivating and inspiring. And if held tightly, it could become a source of many problems for the racer and the team.

While expectations can be fun and useful I remind myself to hold them very lightly so that I can exchange them for better ones at any time. For example, I might choose half way through my race to set a new expectation that I will finish in 30 hours while supporting others to complete the event safely.

(By the way, I have no intention of doing the Trailwalker race. It's just an example!)

Envisioning

“I see myself crossing the finishing line with glee.”

An alternative to setting expectations is to envision what you want. Visions of the future can be very inspiring, especially when they include all the senses to create a complete picture with sound and feeling to evoke what you want. Visions can include only key details or they can be rich in complexity, giving a complete picture of how you want things to unfold.

Unlike expectations, the futures we envision are created by ourselves without an implication of entitlement. And our visions can change in the blink of an eye as situations change. Even so, it's helpful to remember not to get too attached to our visions. Let them develop and adapt as times change.

For example, the statement above is only one part of this potential vision. The whole vision could include many details of the accomplishment itself and all the steps leading up to it. The exact details will change as the athlete discovers better ways to prepare for and accomplish the goal.

The Best Motivator

Resolutions and expectations have their places. Setting intentions and envisioning the future are two powerful ways to clarify what you want and motivate yourself for the year ahead.

*The Trailwalker race is an annual 100km rugged trail team race in Hong Kong.

a few freebies for the season of giving

December 19th, 2007

To celebrate the season of giving, I want to share a small selection of my favorite resources from the incredible abundance of the internet. Please choose the gifts of information and inspiration that are most valuable to you. And give yourself the gift of time to enjoy them.

Happy holidays!

What is Enlightenment Magazine Online
All the fabulous content of my favorite print magazine is available for free online. You'll find interviews, articles and audios of forward-thinking experts on all aspects of human evolution. There's no need to sign up and no charge.

Hong Kong Carbon Footprint Calculator
The World Wildlife Fund has created a handy online calculator to give you a more accurate understanding of your personal impact on climate change and the most effective ways to reduce your footprint. This is a gift for you and our environment.

The Choosing Prosperity Game
This little game is a fun and fascinating way to gain insight into your personal relationship with money. You can learn to spend more fruitfully, whether you're an over-spender or a miser. And the main lesson is that the world is awash with money!

Shift in Action
The world's largest media library on conscious change is offering all their content free until December 24, 2007. There are interviews, teleseminars and videos from visionary leaders and inspiring change agents on human potential, the essential shifts of our times, business as a force for good, paradigms for societal change and more. So start downloading now for some great reading and listening to last you through the year.

Advanced Management Communication Workshop

December 10th, 2007

- Do you ever have to deal with difficult conversations in order to achieve your goals?  
- Have you ever wished to strengthen your skill to develop your staff more quickly?
- Do you want to break through to new levels of performance in your career?  

This training is designed specifically to meet the needs of busy managers who are committed to maximizing their own performance and the performance of their teams.  

You will learn:

•    Valuable skills to handle challenging mission-critical communications
•    Practical skills that speed up the resolution of knotty problems
•    How you can use an assessment report during a coaching conversation
•    How to practically apply the principle of Paradox to increase performance
•    Insight into your own greatest areas of strength and how to leverage them to boost your career

The workshop is hands-on, 80% experiential and personal.
You will practice coaching under the skilful guidance of expert coaches, and will receive several hours of personal coaching yourself. The workshop will provide you with deeper personal insights through the use of the Harrison Assessments.

Launched in 2004 as a break through training in effectiveness it is appropriate for:

=> Managers
=> Coaches working with management
=> Trainers, HR Professionals and Consultants
=> Current and prospective users of Harrison Assessments
=> Anyone who wishes to create greater career success for him/herself or others

The trainers will be Ava Harrison and John Bower. Ava has 50 years of experience in training and development, including coaching executives and managers. John is the most experienced and most highly qualified Harrison Assessments practitioner in Greater China and uses the techniques being taught in his own management consulting business.  

“The workshop reminded me of the core aspects of human resource management and brought back some powerful basics. The experience I got was very impressive and I could put it to use right away in my company. Everybody in our organization is benefiting from my participation because as the leader I focus again on their growth.”

–Alex Bischoff, Country Manager Rudolf Lietz Vietnam,
Chairman of the German Chamber of Commerce in Vietnam. Workshop participant in 2005.

When:    Tuesday and Wednesday, 15th and 16th January 2008, 9:00am – 6:00pm
Where:    Venue to be announced
How much:    HK$6,000 (incl. new HA reports)
                       HK$5,000 (new HA reports not required)

Early-Bird discount if booking and payment are received by noon 15th December 2007:    
    HK$5100 (incl. new HA reports)
    HK$4250 (new HA reports not required)

The fees include the cost of the venue, meals, the workbook, and reports (if required).  New HA reports are required unless you have received them in the past 6 months.

To register, contact Angela:
Tel: 8103 7326
Email: angela “at” spaxman “dot” com “dot” hk

How to talk about the money …for the boss.

December 10th, 2007

It's performance appraisal and/or bonus time. Several of my clients are sweating this week over how to make the most of the one-on-one conversations they will have with their staff. Perhaps you are too?

No wonder it's uncomfortable for the leader. The money part of the conversation is the most difficult for the boss and the easiest for the staff member. From the boss's perspective, the money conversation has the most potential to cause demotivation and even loss of an employee. Ironically, in industries where people are paid very well, staff are more likely to be demotivated, even as they receive huge gobs of money in their annual bonus. Their expectations are volatile and sensitive. Their hopes can be dashed when they receive less than they expected, but more importantly their egos are damaged as they have so much pride tied up in their pay amount.

As the boss, you always have practical limitations on how much you can pay. For staff, talking about money is simple: they want more, and by focusing on the money only, they don't reveal any personal information.  If they tell you they are motivated by money, it just means they don't trust you, and/or you're not willing to hear the full story.

What are the keys to effective money conversations with your staff?  Here are a few I've uncovered with my clients over the past few weeks.

1) Set expectations accurately.
The more your staff know about how their bonuses are set, the less likely they will be disappointed. Explaining the system to them thoroughly, even the parts that are political, beyond your control or not to your liking, has several advantages. First you build trust with them by being open. Second, they are less likely to blame you when things go wrong. (If you're planning to give them a poor bonus or no raise, you'll need to be honest about the reasons for that. That's good management.) And of course, with clear information about how the system works, they are more likely to estimate accurately for themselves before you have to give them the bad (or good) news.

2) Separate the money conversations from performance conversations
People who are worried about their compensation can't listen or think as well as those who are relaxed. So if you really want to help people improve, keep those conversations separate. Even if past performance has a major bearing on how they will be paid, you can still have a separate conversation about performance before you give them the money news. If you do negotiate your compensation packages, it could still be to your advantage to allow more time to reflect between a performance appraisal meeting and a negotiation meeting, but that depends on your style.

3) Manage your emotions
If you are stressed or uncomfortable with these kinds of meetings, your staff will notice and react, whether they are conscious of it or not. The energy you project has a huge influence on people, much more than we are generally aware of. And if they sense fear, they may respond either like an attack dog or like a meek puppy. Neither response is conducive to good communications. Therefore, be cool and confident. Know your boundaries (e.g. no negotiation) and tell it like it is.

4) Be generous with sincere praise
There is a saying that all children need love, especially when they least deserve it. The same goes for adults! Your most hardened employees may be the ones who can benefit the most, although they may not admit it. Try praising one of your toughies and see them swell with pride and rise to the challenge of winning more praise. Performance review meetings are the perfect time to build trusting relationships through sincere and specific appreciation. Sincere praise is a precious tool for leaders. The key word is sincere. Make sure your true feelings are congruent with your praise. (That's the personal development part!) And stay in rapport, especially with those who are uncomfortable receiving praise.

Do you have any other tricks you use to get through these difficult conversations? Or how about other situations that these tricks won't handle?

Please do share with us.

Love Your Work in 5 Steps! An evening workshop and coaching program.

December 7th, 2007

Imagine knowing that you are on a
path to a fulfilling and rewarding worklife. You feel confident and satisfied. 
You are clear about what you need and how you want to develop
yourself. 


Join Angela Spaxman and Carole
Lewis for a mini coaching program that lets you learn and practice the essential steps
for fulfillment at work. 

In the workshop you will:

=>   
Really think about 5 key questions that will move you forward,
thanks to the amazing power of a group and a deadline to motivate you!

=>   
Clarify your thoughts with a small group of peers

=>   Learn how others are approaching similar work fulfillment issues

=>    
Say out loud what you really want.  You'll feel more committed and motivated.

=>   
Receive support and advice from two inspiring coaches

    As you delve into the questions you will:

=>    
Realize something new about yourself

=>   Get past a barrier that's been stopping you from getting what you want in your work

=>  Envision what kind of support you need to help you make the changes you really want

   Yes, that means you'll get some insights that will really get you moving!  Here's how a past participant experienced it.

This workshop gave me some new perspectives and
the increased motivation to make changes that I knew I needed to make.  Even
though I had already spent considerable time reading about and working on
achieving my dream working life,  I needed those prods and new insights I got in
the workshop to move boldly on.  I'm now working on it.

I would definitely recommend this workshop to
anyone who is feeling there's a better working life out there for them. 

–Lorna Robertson, Teacher

    We are sure you'll benefit greatly from the workshop itself, but major career improvements don't happen overnight. And so we are offering some extra support to help you over the coming month. You will:

=>   Feel motivated and empowered with a one-on-one coaching session with one of the coaches after the workshop

=>   Get coaching support by email before and after the workshop

Apart from all these benefits, the most important fact is that by joining the workshop you'll be investing directly in the future of your career.

What is it worth to you to have work that fulfills you AND supports you?

When:  December 17, 2007,

Where:  14/F
Sincere Insurance Building, 6 Hennessy Road

,
Wanchai, Hong Kong (near Admiralty MTR
Station)

How much: 
HK$480
 
Payment in advance is required.
Contact Carole by email to carole “at” lovingyourwork “dot” hk, or
tel: 2135-5044.
Or
register on-line through the
button below.
 

 

PS
If you're not sure, or this date doesn't work for you, try out the free e-course first which will guide you through the 5 Keys to Getting Work You Love in an easy email-based format.

Leading Through Conflict

October 19th, 2007

Leading Through Conflict – How Successful Leaders Transform Differences into Opportunities
By Mark Gerzon

Mark Gerzon's book serves as a very useful description of the core skills of coaching when applied by leaders. While Gerzon’s theme is global leadership, his model of leadership relates
closely to the model of coaching for leaders. And it extends the coaching model
even further using beautiful language that gets to the core of the practice.

The Silent Scream

October 19th, 2007

Life unfolds in waves, like seasons. First we push ahead, accomplish things, learn and grow. Then we pause to consolidate and enjoy what we've gained. We feel confident that we have arrived. At last we have graduated, we have been promoted, we've reached our targets, whatever they are. But after awhile, we begin to notice a small pain, an uneasiness that grows to a silent scream. The scream says, 'there's more'.

The silent scream is the desire to do more and to be more than we are. No matter how rich, how recognized and how content you are, if you look closely you'll notice this feeling. Sometimes you will be actively following it. Other times you will need to feel very closely to know what your next desire will be. This drive is what causes all change.

Sometimes you'll try to ignore the scream. You'll set aside your dreams and play safe. But somehow it will come back, even stronger. Life may throw you extra problems to force you to pay attention. Ignoring the silent scream leads to regret.

So, feel it. Follow it. It is your unerring companion in growth.
 

Tech Tips for Coaches and Online Marketing

October 16th, 2007

Since launching my new website and e-course last week, some people have asked me for referrals to the technology I used to create them. So I have created a new page with those links and a few more IT services that I use regularly.

Also on the same page, as a bonus from my personal internet security guy, there's a clear description of a simple and free way to greatly improve your Windows privacy and security.

What else would you like me to refer you to? Books on leading, coaching, career change? Personal development tools? Anything else?

Want the perfect job?

October 1st, 2007

Want the perfect job?

I’m very excited to launch a new website with my associate
Carole Lewis. We are offering career coaching to experienced
managers and professionals in Asia who want to have the
perfect job. 

The perfect job? I’m talking about the perfect job in the
broadest sense. It could mean no job, but meaningful work to do! It could mean
working for yourself, just as much as it could mean working in a large
organization. 

Getting the perfect job could mean changing your workplace
or your career, it could mean managing your workplace relationships differently, or it could simply mean developing something within yourself
that lets you experience the perfection of the job you currently have.

The website explains the services offered, and also includes
a 5-day e-course (no charge) that will guide you through a few key steps for
getting the work you love. 

We would love to have you join the e-course and see what you
think. Is it meaningful and provocative enough to move you into action? Go to www.lovingyourwork.hk.

Getting Work You Love, Part 1

September 18th, 2007

Key #1: Decide to get the most of your career and your
life.

…In order to strengthen
your commitment, I have a question for you.

What motivates you to
find work that you love?
What will you gain by pursuing it?

Sign up to receive the full text of the e-course at www.GettingWorkYouLove.com.