Group Training

The Purpose of Learning Resilience

Posted on by Sonia Khera in Business Coaching, Career Coaching, Executive Coaching Services, Group Training, Leadership Development, Management Development, Personal Development Comments Off

In this present day and with the days to come one thing is certain…..UNCERTAINTY

UNCERTAINTY = CHANGE

CHANGE happens in life…family, health, finance, home, work, friends, community, country and the world. Its a natural phenomena and cycle yet we have not learned to embrace it unless we have an assured positive outcome. 

Uncertainty of not knowing what is to come and how it be is uncomfortable for most of us. A few of us thrive on it. The adrenaline rush that uncertainty creates can be harnessed and focused for a specific outcome, an end goal we decide and wish to attain. I am referring to the competitive athlete who is dedicated and trains tenaciously to attempt to achieve their greatest win to triumph over themselves and others. They then are focused on using that ENERGY to spur them on to their next CHALLENGE.

Uncertainty tends to evoke an inner dialogue which then directs our thoughts. More often than not this uncertainty brews anxiety in our minds which then reflects  and is manifested in our bodies. As our thoughts reiterate and spiral out of CONTROL repeating automatically it feels like we have lost control and choice of our destiny. In the moment of contemplation and realisation it turns to fear of the unknown.

Some of us have learned the ability to rationalise and mindfully acknowledge the unknown. Most of us have never been shown or taught this life lesson and so the result is F.E.A.R. = False Evidence Appearing Real

The good news its that our thoughts are powerful and we have the CHOICE  to direct them mindfully.

* So how important is flexibility? * How is flexibility connected to resilience? * What’s the Purpose of Resilience?

MANAGE UNCERTAINTY and ADAPT TO CHANGE

So is it about survival of the fittest in this competitive fast paced life?  It about taking ACTION to learn the strategies to help yourself.

Learning about Resilience shows us how to 

  1. Be more able, agile and responsible
  2. Cope better with challenges and change
  3. Think more innovatively, positively and optimistically
  4. Manage emotions and stress levels
  5. Improve personal wellbeing and life balance
  6. Help make a positive difference.

Learning how to be resilient will enable us to address the uncertainty and flow with the tides to accept the inevitable.

Resilience is having the ability to bounce back, get up and go on with PURPOSE.

 

 


Learning Styles – aha moments

Posted on by Sonia Khera in Business Coaching, Career Coaching, Executive Coaching Services, Group Training, Leadership Development, Management Development, Mentoring, Personal Development Comments Off

The value of communicating effectively comes from knowing how we learn.

Learning Style Quote

Knowing how we process information and learn directly translates to our personality and character.

Our verbal and non verbal communication reflects our learning styles.

4 Types of Learning Style: * Activist  *  Reflector  *  Theorist  *  Pragmatist

By becoming aware of your own dominant and secondary style it will help to appreciate how are brains are hard wired and why we respond the way we do. It may be a natural or learned response.

Next try to identify the learning styles of your colleagues, your partner, siblings, friends or children.   This insight will give you an opportunity to change your approach to get a positive response from them.

I recall becoming frustrated and feeling like a child when I was not being understood and listened to. In hindsight I realise my style of communication did not match theirs and so it felt like they did not care to listen or understand my point of view. This impacted how I felt about myself at the time and I carried this experience as reality for a very long time.  I did not know any better.

The learning process comes from our experiences and the opportunity to learn from how we all process information differently has helped me value our differences.  Luckily the opportunity to tweak my style and align myself with other person happens in every conversation. This awareness helps me to improve and it could help you to be more effective in your communication approach to. It certainly helps me to feel better about myself and in the process show my respect of their style too by listening and understanding them better.


Activists like to be involved in new experiences. They are open minded and enthusiastic about new ideas but get bored with implementation. They enjoy doing things and tend to act first and consider the implications afterwards. They like working with others but tend to hog the limelight.

Activists learn best when:

  • involved in new experiences, problems and opportunities
  • working with others in business games, team tasks, role-playing
  • being thrown in the deep end with a difficult task
  • chairing meetings, leading discussions 

Activists learn less when:

  • listening to lectures or long explanations
  • reading, writing or thinking on their own
  • absorbing and understanding data
  • following precise instruction to the letter

Reflectors like to stand back and look at a situation from different perspectives. They like to collect data and think about it carefully before coming to any conclusions. They enjoy observing others and will listen to their views before offering their own.

Reflectors learn best when:

  • observing individuals or groups at work
  • they have the opportunity to review what has happened and thing about what they have learned
  • producing analyses and reports doing tasks without tight deadlines 

Reflectors learn less when:

  • acting as leader or role-playing in front of others
  • doing things with no time to prepare
  • being thrown in at the deep end
  • being rushed or worried by deadlines


Theorists adapt and integrate observations into complex and logically sound theories. They think problems through in a step by step way. They tend to be perfectionists who like to fit things into a rational scheme. They tend to be detached and analytical rather than subjective or emotive in their thinking.

Theorists learn best when:

  • they are put in complex situations where they have to use their skills & knowledge
  • they are in structured situations with clear purpose
  • they are offered interesting ideas or concepts even though they are not immediately relevant
  • they have the chance to question and probe ideas behind things 

Theorists learn less when:

  • they have to participate in situations which emphasise emotion and feelings
  • the activity is unstructured or briefing is poor
  • they have to do things without knowing the principles or concepts involved
  • they feel they’re out of tune with the other participants e.g. with people of very different learning styles


Pragmatists are keen to try things out. They want concepts that can be applied to their job. They tend to be impatient with lengthy discussions and are practical and down to earth.

Pragmatists learn best when:

  • there is an obvious link between the topic and job
  • they have the chance to try out techniques with feedback e.g. role-playing
  • they are shown techniques with obvious advantages e.g. saving time
  • they are shown a model they can copy e.g. a film or a respected boss 

Pragmatists learn less when:

  • there is no obvious or immediate benefit that they can recognise
  • there is no practice or guidelines on how to do it
  • there is no apparent pay back to the learning e.g. shorter meetings
  • the event or learning is ‘all theory’

To work on learning your style and changing your approach to get the most out of people and relationships get in touchsonia@one2oneprofessionals.com


Eight Ways to Create Wealth like…

Posted on by Sonia Khera in Business Coaching, Career Coaching, Executive Coaching Services, Group Training, Leadership Development, Management Development, Mentoring, Personal Development Comments Off

Role Models and great examples are important to identify with, to benchmark what is possible and challenge us to stretch beyond and out of the box we create.

They exist to influence and motivate the actions to tap into your potential and grow towards your wealth ambitions. Remember wealth  is classified as monetary value yet it includes the value of people, experience, opportunities and memories created along the way.

Successful people are passionate, disciplined and focused on achieving their outcomes. They define their growth with a plan of action and an inspiring vision. It means embracing change and often being the change.

  1. What and who inspires you to change and grow into your very best?
  2. What are you doing about it?
  3. Have you started on your ambition or still making an excuse?

Role Model

  1. The Creator – Builds innovative products                                  Steve Jobs, Walt Disney, Richard Branson
  2. The Star – Builds an influential brand                                         Oprah, Paul Newman, Bill Clinton
  3. The Supporter – Builds high performance teams                     Steve Ballmer, Jack Welch
  4. The Deal Maker – Brings deals together                                   Donald Trump, Rupert Murdoch
  5. The Trader – Buying and selling commodities                         George Soros
  6. The Accumulator – Buying and holding assets                        Warren Buffet, Paul Allen
  7. The Lord – Controlling cashflow producing assets                    Lakshmi Mital, Ingavar Kamprad
  8. The Mechanic – Creating a system that can be duplicated     Michael Dell, Ray Krock

Career Advancement Relies on Effective Non-verbal Communication

Posted on by Sonia Khera in Business Coaching, Career Coaching, Executive Coaching Services, Group Training, Leadership Development, Management Development, Mentoring, Personal Development Comments Off

The top traits employers look for when hiring or promoting a candidate for management are confidence, professionalism and enthusiasm.

“First impressions count”. Whoever said it was right. We can never underestimate the lasting power and impression our behaviour makes. That impression has the potential to create opportunities far beyond a future you can imagine. 

Learning to express ourselves started at a young age and the response we had helped us to change and adapt our communication styles so that we achieved what we wanted. The downside of this type of learning is that we may have picked up habits we are unaware which affects the quality of the connection we make with others.

The following pointers are there for you to understand and assess if you can adapt it in your approach as the benefits of communicating effectively through non verbal behaviour will pay back lasting career dividends.

Express yourself effectively to send the right non-verbal cues.

Good eye contact:  Eye contact is your primary tool for establishing non-verbal connections with others. It communicates your level of involvement, interest and warmth.

A confident handshake:  Communicating through touch is another important non-verbal behavior. Always put your hand out to shake hands. A firm handshake will make and leave a lasting and positive impression.

Effective gestures: A gesture is any physical movement that helps express an idea, opinion or emotion. Strive to punctuate your words with movement that is natural, lively, purposeful and spontaneous.

Dressing the part: Dress for the job you want, not the job you have. If career advancement is your goal, convey a polished professional presence in the workplace. Pay attention to small details as they will notice.

Authoritative posture and presence: When you stand up tall and straight, you send a message of self-assurance, authority and energy. Good posture creates a dynamic commanding presence and an attitude of leadership.

Appropriate facial expressions: As your facial expressions are closely tied to emotion, they are often involuntary and unconscious. To show you are paying attention while listening, hold a very slight smile, nod occasionally, and maintain good eye contact.

Break the ice and initiate interactions: Be the first to make eye contact, offer your hand to shake, have an idea or solution, go into a room, smile and make the call. Make the first impression count.

Appropriate voice tone: “It’s not what you but how you said it”. Non-verbal elements of your voice include voice tone, pacing, pausing, volume, inflection, pitch and how you articulate. It conveys emotional meaning, attitude and impact which will make an impression which lasts.

Giving pure attention: This conveys attentiveness and creates open body language. Lean into the conversation; focus your eyes, ears and energy on them as it conveys your respect, honour and appreciation to meet with them. Make sure your arms and legs are uncrossed.

Responding to others’ non-verbal cues: When leading a meeting, speaking to a group, or interacting one-on-one always pay close attention to the other person’s  body, language, voice and tone.  Note their eyes as they can tell you when they have a question, want to say something, agree or disagree, need a break, require more explanation, or have an emotional response.  By responding appropriately to others’ cues, you not only convey confidence in yourself, you show a high level of empathy, sensitivity and care for them which results in building trust.

 


The Entrepreneurial Mindset

Posted on by Sonia Khera in Business Coaching, Career Coaching, Executive Coaching Services, Group Training, Leadership Development, Management Development, Mentoring, Personal Development, Pinterest Comments Off

We are all potentially entrepreneurs. We all have our unique personality traits with the essential entrepreneurial qualities embedded within us. We also have the ability to develop the skills to be entrepreneurial. We have to choose to elevate our qualities and focus on mastering the skills to start and learn from experience itself.

Whilst some are naturally inclined to be entrepreneurial, for others it’s a choice to become it. Entrepreneurial mind-sets are not born they are developed.

Entrepreneurial thinking is directly influenced and inspired by people, places and situations. They see problems as opportunities. A want or a desire is a possibility waiting to be fulfilled.

Whilst the underlying motivation to meet that need or develop an idea maybe monetary the reality is more about proving to yourself and others that it’s possible.  The challenge to make a difference and improve life experience is the real motivator. The thought of potentially offering a product or service is to improve the experience of life is too tempting to resist.

Now for those who are risk aversive well they may falter in committing to the unknown and uncertain future. Yet it’s also possible that they may mitigate their risks with a fool proof plan and plough ahead too. The reality is that the “What if…possibility” is an inseparable part of a passion and dream that often won’t let you sleep at night.

It’s strange or perhaps not how the universe conspires through people, thinking, ideas and everyday scenarios to make things happen so that our entrepreneurial spirit can try and rise up deliver the possible. Entrepreneurism makes even the impossible possible. It’s always about a great good at the end.

Entrepreneurial Mindset includes…

1          Passionate, Energised and Inspired

“Choose a job that you love and you will never have to work a day in your life”
                                                                                                            - Confucius

2          Empowered, Confident and willing to take Opportunities

“There is no such thing as luck. Luck is where preparation meets opportunity”
                                                                                                            – Amy Hempel

3          Take ownership of your destiny

“The best way to predict the future is to create the future”
                                                                                        - Peter Drucker

4          Timely decision making and risk taking

“Only those who will rick going too far can possibly find out how far one can go”
                                                                                                                          – T.S. Elliot

5          Leadership & Vision

“Leadership is taking responsibility whilst others are making excuses”
                                                                                                           - John C Maxwell

6          Discipline & Hard Work ethic

“Genius is 1% inspiration and 99% perspiration”
                                                        - Thomas Eddision

 

7          Being adaptive, Continuous Learning & Curiosity

 “Education is the most powerful weapon you can use to change the world”
                                                                                                                - Nelson Mandela

8          People & Happiness

 “The greatest happiness for the greatest numbers”
                                                                               – Vedic principle


What other qualities and skills to entrepreneurs need to be successful?

This list is not definitive it’s infinite like the entrepreneurial mind.

Have a Dream


7 Seven Steps to Achieving Your Goals

Posted on by Ishan Saverdekar in Business Coaching, Career Coaching, Executive Coaching Services, Group Training, Management Development Comments Off

acheiveNapoleon Hill learned from successful business leaders and thinkers of his time the power of the mind to envision and determine goal success.

Successfully executing any personally motivating goal requires that you develop your plan. By effectively incorporating these seven steps the chance of attaining each goal can be changed to a certainty.

1. Express your goal in terms of specific events or behaviours. For a dream to become a goal, it has to be specifically defined in terms of operations, meaning what will be done. When a goal is broken down into steps, it can be managed and pursued much more directly. “Being happy,” for example, is neither an event nor behaviour…it is too vague. When you set out to identify a goal, define what you want in clear and specific terms.

2. Express your goal in terms that can be measured. How else will you be able to determine your level of progress? How will you know when you have successfully arrived at where you wanted to be? Be specific and quantify to qualify.

3. Assign a timeline to your goal. Once you have determined precisely what it is you want, you must decide on a timeframe for having it. The deadline you create gives a sense of urgency or purpose, which in turn will serve as an important motivator, and prevent inertia or procrastination.

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Your guide to the First 90 Days

Posted on by Sonia Khera in Business Coaching, Career Coaching, Executive Coaching Services, Group Training, Leadership Development, Management Development, Mentoring Comments Off

coaching-startThe first 3 months in a job is the pivotal period that establishes where your career goes with this organisation.

Honeymoon Period

The initial euphoria won’t last forever, use this time wisely to establish your rules of engagement or mandate.

Again this is the period when you have the most influence and will probably be in similarity mode, and so will they. So this is when you can set the agenda: mark the territory, establish the ground rules (open door/closed door, when to interrupt and not, how you manage meetings etc). Once these are established they become embedded. People adapt to new situations, but to do it 6-9 months down the line is much harder, if at all achievable.

Fresh Eyes

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