3D Juggling 451: Driving On The Motorway
Claire writes: 'A friend is having panic attacks when he drives on the motorway and we were talking about how he can resolve it. He has tried loads of therapeutic solutions including Cognitive Behavioural Therapy and Hypnotherapy. Although it has increased his confidence in the room, it's not made a significant different when he's in the car and drives past the blue motorway signs. 'What I really need', he said, is 'driving lessons... but I passed my test a long time ago.'
What he realises he needs is a driving instructor who will go with him, in his car, on the motorway. It's not what the instructor will expect when they receive the phone call. But it's good news for my friend and the instructor. To get that he needs to clearly state what he needs. In organisations that's called coaching up. If he's not clear, he'll get the instructor's solution and could end up doing three point turns with the teenagers!
Discuss this week's juggling at http://www.3dcoaching.blogspot.com/
© 2009 3D Coaching Ltd
May be distributed freely. Please retain contact details: www.3dcoaching.com and send a copy/ link to info@3dcoaching.com
Follow us on Twitter 3dclaire
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Coming Soon:
21st January Action Learning Set Facilitator Training - London
http://www.3dcoaching.com/3d_training/train_to_facilitate_action_learning_sets.phtml
Thursday, November 26, 2009
Friday, November 20, 2009
3D Juggling 454: X Factor
We're about to set dates for Coaching for Excellence in 2010. Do let us know if you're interested in finding out more. Whether you're a beginner or experienced, it's a great way to improve your coaching. Simply and effectively.
Claire writes: 'The X Factor and Strictly Come Dancing on UK TV every weekend have caused more furore this year than ever before. What is talent? Why do the untalented go through and the more talented get voted off by the public? Who are Jedward anyway... you can tell I'm a Strictly fan!
Whatever the talent shows suggest, talent is more than being good at something. I think that to grow our talents we need to be both good at them and passionate about them. We meet plenty of people every week who are good at their jobs - but it doesn't fit them any more because there is simply no passion there. So where are the organisations who will pay us to use our talents? It may be time to start window shopping http://www.3dcoaching.com/php/news.php?id=336&item= . And if an organisation will only pay you to do things which you're good at, and not passionate about, where else can you use your talents? George Lucas said: "Everybody has talent, it's just a matter of moving around until you've discovered what it is." So if you're not sure, start moving - even if that's into using skills in a slightly different way at work, asking your manager if you can get some different experience, or testing out some volunteer work.
Love this? Do us a favour and send it to five people. Who thinks like you? You could send it to someone who needs to start moving
Discuss this week's juggling at http://www.3dcoaching.blogspot.com/
© 2009 3D Coaching Ltd
May be distributed freely. Please retain contact details: www.3dcoaching.com and send a copy/ link to info@3dcoaching.com
Follow us on
Twitter: 3dclaire
Facebook: 3D Coaching
We're about to set dates for Coaching for Excellence in 2010. Do let us know if you're interested in finding out more. Whether you're a beginner or experienced, it's a great way to improve your coaching. Simply and effectively.
Claire writes: 'The X Factor and Strictly Come Dancing on UK TV every weekend have caused more furore this year than ever before. What is talent? Why do the untalented go through and the more talented get voted off by the public? Who are Jedward anyway... you can tell I'm a Strictly fan!
Whatever the talent shows suggest, talent is more than being good at something. I think that to grow our talents we need to be both good at them and passionate about them. We meet plenty of people every week who are good at their jobs - but it doesn't fit them any more because there is simply no passion there. So where are the organisations who will pay us to use our talents? It may be time to start window shopping http://www.3dcoaching.com/php/news.php?id=336&item= . And if an organisation will only pay you to do things which you're good at, and not passionate about, where else can you use your talents? George Lucas said: "Everybody has talent, it's just a matter of moving around until you've discovered what it is." So if you're not sure, start moving - even if that's into using skills in a slightly different way at work, asking your manager if you can get some different experience, or testing out some volunteer work.
Love this? Do us a favour and send it to five people. Who thinks like you? You could send it to someone who needs to start moving
Discuss this week's juggling at http://www.3dcoaching.blogspot.com/
© 2009 3D Coaching Ltd
May be distributed freely. Please retain contact details: www.3dcoaching.com and send a copy/ link to info@3dcoaching.com
Follow us on
Twitter: 3dclaire
Facebook: 3D Coaching
Saturday, November 14, 2009
3D Juggling 453: Team not talking to you?
Jane writes: 'When running a series of Communication workshops Lynn and I came across a manager who was frustrated by the fact that, however hard she tried, she could not get her team members to speak up at team meetings. She was convinced that they had useful things to say – things they were saying at other times to other people – things that could help the team to develop and become more effective. What was the problem?
By exploring with this manager how she preferred to communicate (and be communicated with) she was able to acknowledge that her approach at team meetings was linked to her preferences – direct, in the moment and expectant of an immediate response. She also recognised that the preferences of some of her ‘reluctant’ team members were different – they needed time to think about and prepare a response, to be sure of facts before speaking, and acknowledgement of the impact that any changes would have on how people worked together.
With this in mind the manager adapted her approach to her team meetings by sharing an agenda before each meeting so that team members could prepare their thoughts. When she needed to reduce break times and ensure that mobile phones were not used in the workplace she acknowledged that her team members would have concerns about keeping in contact with family and friends, and about their rights. This enabled her to communicate with them in way that enabled the changes to work with agreement. The longer term result - many more contributions, great ideas and a more effective team!
We used DiSC profiling to help explore communication preferences with this manager. Contact us to find out more about DiSC and how it can support team building, conflict resolution, recruitment, and appraisals. DiSC was also featured in the Health Service Journal 26 October 2009.'
Love this? Do us a favour and send it to five people. Who thinks like you? You could send it to someone whose team is not talking to them
Discuss this week's juggling at http://www.3dcoaching.blogspot.com/
© 2009 3D Coaching Ltd
May be distributed freely. Please retain contact details: www.3dcoaching.com and send a copy/ link to info@3dcoaching.com
Follow us on
Twitter 3dclaire
Facebook 3D Coaching
Coming Soon:
25th November Action Learning Set Facilitator Training - Hull
21st January Action Learning Set Facilitator Training - London
http://www.3dcoaching.com/3d_training/train_to_facilitate_action_learning_sets.phtml
Jane writes: 'When running a series of Communication workshops Lynn and I came across a manager who was frustrated by the fact that, however hard she tried, she could not get her team members to speak up at team meetings. She was convinced that they had useful things to say – things they were saying at other times to other people – things that could help the team to develop and become more effective. What was the problem?
By exploring with this manager how she preferred to communicate (and be communicated with) she was able to acknowledge that her approach at team meetings was linked to her preferences – direct, in the moment and expectant of an immediate response. She also recognised that the preferences of some of her ‘reluctant’ team members were different – they needed time to think about and prepare a response, to be sure of facts before speaking, and acknowledgement of the impact that any changes would have on how people worked together.
With this in mind the manager adapted her approach to her team meetings by sharing an agenda before each meeting so that team members could prepare their thoughts. When she needed to reduce break times and ensure that mobile phones were not used in the workplace she acknowledged that her team members would have concerns about keeping in contact with family and friends, and about their rights. This enabled her to communicate with them in way that enabled the changes to work with agreement. The longer term result - many more contributions, great ideas and a more effective team!
We used DiSC profiling to help explore communication preferences with this manager. Contact us to find out more about DiSC and how it can support team building, conflict resolution, recruitment, and appraisals. DiSC was also featured in the Health Service Journal 26 October 2009.'
Love this? Do us a favour and send it to five people. Who thinks like you? You could send it to someone whose team is not talking to them
Discuss this week's juggling at http://www.3dcoaching.blogspot.com/
© 2009 3D Coaching Ltd
May be distributed freely. Please retain contact details: www.3dcoaching.com and send a copy/ link to info@3dcoaching.com
Follow us on
Twitter 3dclaire
Facebook 3D Coaching
Coming Soon:
25th November Action Learning Set Facilitator Training - Hull
21st January Action Learning Set Facilitator Training - London
http://www.3dcoaching.com/3d_training/train_to_facilitate_action_learning_sets.phtml
Friday, November 06, 2009
3D Juggling 452: Grafham Water
Jane writes: 'A couple weeks age I spent some time sitting on the grass at Grafham Water. It was a clear, bright, late summer afternoon and the air was eerily still. So still that even though I was only a few meters from a road there was no road noise, totally blocked by the trees. The water was as still and reflective as glass. Sitting there was amazing. The noises on the water were so resonant and rang out so clearly into the silence. The reflections into the water were almost a perfect replica of the original. Watching a swan glide by doubled with its reflection made me really look and analyse what I was seeing.
It made me think about some of the Action learning Sets I had facilitated recently where the presenter has been able to really hear things with the same sort of clarity in their heads because of the silence held by the set. And how reflections when we have space and quiet to really make sense of them are so much more powerful.
As Eric Hoffer writer and philosopher says: ”It is not so much the example of others we imitate as the reflection of ourselves in their eyes and the echo of ourselves in their words.'
Love this? Do us a favour and send it to five people. Who thinks like you? You could send it to someone who likes silence.
Discuss this week's juggling at http://www.3dcoaching.blogspot.com/
© 2009 3D Coaching Ltd
May be distributed freely. Please retain contact details: www.3dcoaching.com and send a copy/ link to info@3dcoaching.com
Jane writes: 'A couple weeks age I spent some time sitting on the grass at Grafham Water. It was a clear, bright, late summer afternoon and the air was eerily still. So still that even though I was only a few meters from a road there was no road noise, totally blocked by the trees. The water was as still and reflective as glass. Sitting there was amazing. The noises on the water were so resonant and rang out so clearly into the silence. The reflections into the water were almost a perfect replica of the original. Watching a swan glide by doubled with its reflection made me really look and analyse what I was seeing.
It made me think about some of the Action learning Sets I had facilitated recently where the presenter has been able to really hear things with the same sort of clarity in their heads because of the silence held by the set. And how reflections when we have space and quiet to really make sense of them are so much more powerful.
As Eric Hoffer writer and philosopher says: ”It is not so much the example of others we imitate as the reflection of ourselves in their eyes and the echo of ourselves in their words.'
Love this? Do us a favour and send it to five people. Who thinks like you? You could send it to someone who likes silence.
Discuss this week's juggling at http://www.3dcoaching.blogspot.com/
© 2009 3D Coaching Ltd
May be distributed freely. Please retain contact details: www.3dcoaching.com and send a copy/ link to info@3dcoaching.com
Monday, November 02, 2009
3D Juggling 451: Sore feet
There is still a space at the Hull Action Learning Set Facilitator Training day on 25th November. Email info@3dcoaching.com to find out more.
Claire writes: 'I walked my 20 miles with Tim last Monday as part of his 180 mile trek to raise money for The Severn Hospice. Do sponsor him www.justgiving.com/SHcanalotto2 I thought I was quite fit. After all, I go to the gym several times a week and my last fitness MOT said I was as fit as a 19 year old!
There were three pieces of learning.
1 The pain barrier can last hours (or days)
2 Training for an hour does not necessarily prepare you for a full day
3 Take care how you bring in a new team member
We had walked 8 miles at a steady pace before stopping at a pub to wait for Tim's son. Unfortunately the pub was hard to find and we were stopped for too long. We never fully recovered from that stop. Charlie brought enthusiasm and a faster pace which meant that we took a little while to find a pace to suit us all. The wait and the change of pace meant that we oldies found the last 3-4 miles very very hard.
Waiting too long for a new team member to come along can cripple organisations. If you're in that position at work, what can you do to keep moving forward - enough - as you wait for them to arrive so that their integration isn't painful for you, for them and for the organisation? And how do we harness the enthusisasm of a new team member whilst ensuring that the organisation is also able to fulfil it's objectives - with the whole team?
Love this? Do us a favour and send it to five people. Who thinks like you? You could send it to someone who is waiting for a new team member.
Discuss this week's juggling at http://www.3dcoaching.blogspot.com/
© 2009 3D Coaching Ltd
May be distributed freely. Please retain contact details: www.3dcoaching.com and send a copy/ link to info@3dcoaching.com
Follow us on Twitter 3dclaire
There is still a space at the Hull Action Learning Set Facilitator Training day on 25th November. Email info@3dcoaching.com to find out more.
Claire writes: 'I walked my 20 miles with Tim last Monday as part of his 180 mile trek to raise money for The Severn Hospice. Do sponsor him www.justgiving.com/SHcanalotto2 I thought I was quite fit. After all, I go to the gym several times a week and my last fitness MOT said I was as fit as a 19 year old!
There were three pieces of learning.
1 The pain barrier can last hours (or days)
2 Training for an hour does not necessarily prepare you for a full day
3 Take care how you bring in a new team member
We had walked 8 miles at a steady pace before stopping at a pub to wait for Tim's son. Unfortunately the pub was hard to find and we were stopped for too long. We never fully recovered from that stop. Charlie brought enthusiasm and a faster pace which meant that we took a little while to find a pace to suit us all. The wait and the change of pace meant that we oldies found the last 3-4 miles very very hard.
Waiting too long for a new team member to come along can cripple organisations. If you're in that position at work, what can you do to keep moving forward - enough - as you wait for them to arrive so that their integration isn't painful for you, for them and for the organisation? And how do we harness the enthusisasm of a new team member whilst ensuring that the organisation is also able to fulfil it's objectives - with the whole team?
Love this? Do us a favour and send it to five people. Who thinks like you? You could send it to someone who is waiting for a new team member.
Discuss this week's juggling at http://www.3dcoaching.blogspot.com/
© 2009 3D Coaching Ltd
May be distributed freely. Please retain contact details: www.3dcoaching.com and send a copy/ link to info@3dcoaching.com
Follow us on Twitter 3dclaire
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