nuggets of learning

Working with AI to create goals that work for you...

Wed, 08 Apr 2026 15:05:51 GMT

Creating an accountability partner

We all have personal goals—ideas we carry around in our heads, sometimes scribbled down, often loosely defined. But how often do we attach meaningful metrics to them? And how regularly do we check in on our progress?

One simple but powerful approach is to start by sketching out two or three personal goals. Don’t worry about structure or order—just get the ideas out of your head and onto the page. From there, you can use AI as a tool to refine, organise, and operationalise those goals.

Earlier this year, one of my own goals was to “adopt a business mindset.” I chose this because I knew it would improve my decision-making and increase accountability around expenditure. When I fed this into AI, it helped translate that broad intention into practical actions. One suggestion was to review my fee structure. Through that process, I was able to bring several fees into alignment, resulting in a modest but meaningful uplift in revenue. It also led to tighter, more intentional budgeting for workshops.

AI further broke the goal down into monthly achievements, with a structured quarterly review. That level of clarity made it much easier to stay focused and track progress.

This approach also works well for more abstract goals, such as improving work–life balance. A coaching client of mine had exactly that goal. By asking a few probing questions—what does “better balance” actually look like?—we were able to generate a set of rough bullet points. Feeding those into AI produced a series of realistic, achievable actions.

We then introduced two layers of accountability: a monthly check-in with me as their coach, and a personal self-review using the markers AI had generated.

Looking for a new role is another example of a large, often overwhelming goal. AI can be particularly helpful here by breaking the process down into manageable steps. The key is to provide clear criteria upfront—what you want, what matters to you, and what success looks like. From there, you can ask for weekly tasks and build in a monthly checkpoint. That consistent sense of progress is crucial for maintaining motivation.

My recommendation is to focus on no more than three personal goals at a time. Any more than that, and your commitment is likely to dilute. Keep your goals visible—add them to your to-do list and establish a monthly ritual to review them.

If you don’t have a coach, consider finding a “goals buddy”—a friend or family member who can hold you accountable. Make the process enjoyable: meet over dinner or a drink and take time to reflect on both small wins and big achievements.

Ultimately, the more actively you engage with your goals, the more likely you are to achieve them. AI won’t do the work for you—but it can make the path clearer, more structured, and far more achievable.

The Coach's notebook- stories that evoke change

Mon, 09 Mar 2026 17:03:27 GMT

Hard Conversations

One of the most common questions clients ask me is: How do I have a difficult conversation with a team member? To protect client confidentiality, names are fictitious, but the scenarios are very “real”

Harry needed to speak to a Team member about a change in behaviour. He explained that normally this individual spoke up at meetings and often volunteered for extra work. There was nothing wrong with their performance or their capability however Harry just knew something was not right.

We talked about when would be the best time to speak, I explained that it is not only the day of the week, but also ensuring it is the right time of the day. Also was keen for him to find the right environment somewhere private, and potentially out of the office.

The top tips we walked through were as follows:-

• Starting with a neutral tone – just a general check in

• Setting the right tone – empathetic “I would like to understand…

• Suspend judgement have an open mind going into the conversation

• Use clear and constructive language (don’t avoid the issue)

• Use a framework and prepare before

• Encourage dialogue (Ask not Tell)

• Power of the pause, and reconvene if you need to

• Less is more

• Be solution focused and agree next steps together

• Acknowledge emotions – how you feel and they feel?

The framework I suggested was “SBI” – situation/behaviour & impact. Harry to introduce a situation that had happened recently and to describe their behaviour and then ask the person what they think the impact was on people in the meeting.

Harry took the Team member out for coffee, and he said initially it went well. As he introduced the SBI, the person became emotional and so Harry decided to pause the conversation. He returned to the office and suggested the team member get some fresh air and come back when they were ready.

The next day the Team member shared that their Mum had been ill, and it was overwhelming their thoughts and how they were in general. Harry was ready to suggest support with a temporary change to hours so that they could see their Mum. The relief of going there and sharing was great for both of them.

This conversation reminded Harry that what appears to be a performance issue is often something deeper. By approaching the discussion with curiosity rather than judgement, he created space for honesty and support.

“Clear is kind & Unclear is unkind” Brené Brown

Winning the day...

Tue, 03 Mar 2026 16:16:18 GMT

Processes & systems lead to results

Opening ceremony

Protect the first hour of the day, create your planner/to do list and only start deep work!!

Identify 3 Frogs

Frogs come from the book by Brian Tracey “Eat that Frog” it means identifying your worst tasks first & getting them out the way as quickly as possible.

2 minute rule

You can do something immediately if it takes 2 minutes if any longer it will take you away from deep work or frogs!

Closing ceremony

Cal Newport the author of Deep work calls this “Shut Down” – ensure that you acknowledge all that you have achieved by highlighting or ticking accomplishments. Achievement underpins motivation and you will be sure to get an endorphin rush.

Weekly reset

On Friday’s closing ceremony set up the week or do it at Monday’s opening ceremony.

Environment

Everything has a place, set yourself up for success. Chefs prepare service by having all the ingredients ready, be sure at your Opening ceremony to be ready for the day.

Micro Breaks

Set up your day for success, by taking micro breaks – at least 15 minutes outside.

Designing your year

Tue, 03 Mar 2026 16:05:39 GMT

Big thinking, Direction, Identity and Growth

Designing your Year…

Regret Review

What bugs you the most about last year, write it down and think what lessons did you learn? Dan Pink the author of the Power of Regret says “Regret isn’t a weakness its instruction”

Pre-mortem

Go to the end of the year in your mind and think about the things you care about the most. Imagine if you failed to achieve those things, so therefore book them in now at the start of the year.

Three word theme

As a compass for the year what 3 words would act as your compass?

85% Rule

We succeed 85% of the time so we are always on the edge of ability. Real progress should be awkward we fall down and then we get up again.

Choose Courage over Comfort

Redefine discomfort as learning, go for those difficult conversations. Introduce friction so it acts as a disturb, eg. an app that helps with savings. Good idea to also remove friction eg. delete apps that distract.

Public promises

Making a social contract or having an accountability partner makes us far more likely to succeed.

Track small wins

Teresa Amabile the author of the Progress Principle, says the most important factor of feeling motivated is the feeling of progressing

26 nuggets from the book Strong Ground by Brené Brown

Thu, 26 Feb 2026 13:43:35 GMT

Strong ground is the ability to stay emotionally steady, honest, and courageous—even when things feel uncertain or uncomfortable...

26 nuggets from Strong Ground:-

Strong ground starts with self-awareness. You can’t stand firmly if you don’t know what you feel, value, and believe. Its all about finding Strong Ground!!
Naming your emotions gives you power over them. Unnamed feelings drive reactive behaviour.
Grounded people respond; ungrounded people react.
Clarity is kindness. - clear is kind - unclear is unkind
Vulnerability is not weakness; it’s accurate emotional exposure. Vulnerability is Greatness
You cannot lead others somewhere you are unwilling to go internally.
Your nervous system is the foundation of your leadership. Calm body, calm decisions.
Strong ground requires boundaries. Compassion without boundaries leads to resentment.
Discomfort is the price of meaningful growth.
People trade authenticity for belonging—but real belonging requires authenticity.
Trust is built in small moments, not grand gestures.
Grounded confidence is quiet. It doesn’t need constant validation.
Avoiding hard conversations erodes integrity.
You don’t have to be perfect to be credible.
Shame thrives in secrecy; it weakens on contact.
Curiosity is more powerful than certainty.
Strong ground comes from living your values, not just believing them.
Fear often disguises itself as perfectionism, control, or judgement
Your story shapes your behaviour—examining it gives you choice.
Courage is contagious.
Leaders set emotional tone more than strategic direction.
Rest and recovery are part of strength, not separate from it.
When you are grounded, you stop hustling for worthiness.
Integrity means choosing courage over comfort.
The strongest ground is built daily, not in crisis.
The ultimate goal is to stand in your truth without losing connection to others.

Working with a Coach and AI

Mon, 16 Feb 2026 17:24:27 GMT

Coaching and AI—a partnership you didn’t know you needed.

The warmth of seeing someone in person and knowing they truly have your best interests at heart is irreplaceable. Yet, I’m increasingly embracing AI and discovering the huge benefits of encouraging my clients to explore it alongside our sessions.

One key technique I use is asking clients what they want to achieve in both their personal life and work—not just business objectives, but meaningful goals that can be tracked in monthly sessions.

Starting in 2026, I’m encouraging clients to take the notes from our session and put them into AI to see the suggestions it generates. Often, in coaching sessions, our bullet points capture ideas but may lack structure. AI can deepen those notes, providing clarity and actionable steps. Reviewing what to achieve each quarter can be hugely motivational.

Sharing the AI chat with me as their coach creates two accountability partners. My role is to help clients think differently, challenge assumptions, and gain perspective. Often, even after a session, their thoughts are still taking shape. That’s why I always provide notes of what we covered—my signature approach is to capture their stream of consciousness on post-it notes. When clients input these notes into AI and ask for immediate and long-term actions, they get a clear structure and a one-line summary of the session.

Coaching is also about making life easier. Often, this involves examining processes and systems: What can be automated? What can be streamlined? For example, one client wanted to visit ten new football stadiums in the UK and Europe. Planning fixtures, dates, and timings could have been tedious—but with AI, the client created a wishlist and generated a timetable of what was possible, saving hours of research and stress.

At the heart of coaching is the big conversation—it should always be warm and personable. The real work happens between sessions, and with AI, why not make that work smoother and more structured?

Coaching and AI—a partnership you didn’t know you needed.

The Coach's notebook - stories that evoke change

Wed, 11 Feb 2026 14:52:39 GMT

How to stop procrastinating?

Procrastination is one of the most common challenges my clients bring to coaching. And overcoming it rarely comes from just one technique — it usually takes a combination of awareness, structure, and accountability.

To protect client confidentiality, names are fictitious, but the scenarios are very “real”

John was someone who strongly valued achievement. He loved ticking tasks off his to-do list. The problem? He often chose quick, easy tasks just for the satisfying dopamine hit of completion.

We started by looking at prioritisation. I introduced Stephen Covey’s The 7 Habits of Highly Effective People, specifically Habit 3: Put First Things First . This habit encourages us to distinguish between what is urgent and what is important.

John understood the concept — but in practice, he still found ways to sidestep the meaningful work and gravitate toward tasks he enjoyed and could finish quickly.

So we explored a different angle: visibility .

John was managing everything in his Outlook task list. The issue was simple — if the screen wasn’t open, the tasks didn’t exist. That made it far too easy to ignore the reports and projects that really mattered.

I encouraged him to use a paper daily planner kept open on his desk. These are inexpensive and simple, but incredibly effective. The key feature was a section titled:

“The 3 Things I Must Achieve Today”

This is where Brian Tracy’s book Eat That Frog! came in. Tracy explains that if you had to eat a live frog, you’d want to do it as quickly as possible — and if you had to eat two, you’d start with the biggest one.

The “frog” represents your most important — and often most uncomfortable — task.

John’s “Frog Space” became the top section of his planner. My rule: no more than three frogs per day. Some days, just one big frog is enough.

The shift was powerful.

The paper planner was much harder to ignore than a digital list and seeing his “frogs” at the top of the page kept his real priorities front of mind. Instead of chasing easy wins, he started tackling meaningful work earlier in the day.

This links directly to the definition of procrastination:

Procrastination is the act of unnecessarily delaying tasks despite knowing there will be negative consequences.
It isn’t laziness — it’s a self-regulation challenge, often driven by fear, anxiety, perfectionism, or feeling overwhelmed. We avoid uncomfortable tasks in favour of short-term, easier distractions.

What helped John wasn’t just a planner or a productivity method. It was learning to manage his own self-regulation — supported by coaching accountability.

Because when someone is holding you to account, change becomes far more likely.

And sometimes, progress simply starts with eating one frog.

Managing Pressure short & long term relief

Tue, 03 Feb 2026 17:19:18 GMT

Practical tips:-

The first step in managing pressure is recognising your personal signs that it’s building. Pressure doesn’t arrive all at once — it tends to grow in stages.

Your early warning signs might include struggling to make decisions, feeling more anxious than usual, fidgeting in meetings, or even noticing physical symptoms.

Pressure often shows up in four key ways:-

Mental – difficulty concentrating
Emotional – increased anxiety or irritability
Behavioural – repetitive actions (like clicking a pen)
Physical – headaches, tight shoulders, fatigue

Learning to spot your own pattern early makes it much easier to step in before pressure turns into overwhelm.

Short-Term Pressure Relief

When you notice those signs, the goal is to interrupt the stress cycle quickly.

One simple method is what we call the 90-Second Rule . When you feel triggered, step away for 90 seconds. Walk to make a drink, step outside, or just move to a different space. That brief pause helps reset the think–feel–do cycle and gives your nervous system a chance to settle.

Another helpful tool is the 4 A’s .

Ask yourself:

What can I AVOID?
What can I ALTER?
What do I need to ACCEPT to move forward?
What can I ADAPT?

These questions shift you from reacting emotionally to responding practically.

Long-Term Pressure Relief

While quick resets are important, lasting change comes from looking at the bigger picture.

One popular coaching tool is the Wheel of Life . This exercise divides your life into eight key areas that matter most to you right now — for example: health, relationships, career, home, or personal growth. You score each area out of 10 and shade them in. The more balanced and fulfilled you feel, the rounder and more complete the wheel looks. If the wheel feels uneven, it highlights where attention and small changes could reduce ongoing pressure.

We also live in a time where many daily decisions can be automated, which helps reduce mental load. Setting up recurring meetings, using budgeting apps, tracking health with technology, and shopping online can all free up headspace for more important choices.

Bringing It All Together

Short-term and long-term pressure management work best together . Quick tools help you calm the moment; longer-term strategies help reduce how often those moments happen in the first place.

Managing pressure isn’t about eliminating it completely — it’s about noticing it sooner, responding more effectively, and creating a life that feels more balanced and sustainable.

The Coach's Notebook - Stories that Evoke Change

Mon, 26 Jan 2026 16:25:18 GMT

No. 1 The Opening Ceremony & The Closing Ceremony

After 15 years of coaching, I’ve noticed that the smallest shifts in thinking can unlock the biggest changes. This blog shares real coaching stories — anonymised — that have helped people reset how they work and live. My driver is to help people to think differently and I do that by steering them to practical ideas.

No. 1 - Routines & Systems

Working with Mary it became apparent that she hit the ground running as soon as she sat at her desk. She dived into Teams messages and emails and before she knew it, she was at lunchtime or sometimes beyond without a gap. This continuous attention to work meant that she never stopped and acknowledged her achievements or took a moment to reset.

As a Coach I asked Mary “What would she like her morning to look like?” The language was very positive and forward thinking, imagining she has achieved that perfect start to the day already. Mary liked good coffee and space in her head and the physical environment eg. a clear desk.

My suggestion was to begin the day how she wanted and to set the scene. I very grandly called this “Mary’s Opening Ceremony”. We agreed she wanted a cup of coffee and her to-do list and nothing else on the desk, and most importantly no screens open. I also quizzed how effective the to-do list was? Most people work to an endless task list on Outlook or a notebook that has a continuous To-do list.

Achievement underpins motivation and to get the hit of endorphin that comes with accomplishment you need to be realistic about what you can achieve daily. I suggested to Mary that she worked with a Daily Planner. This can be completed in the morning and reviewed at the end of the day.

Most planners have your top 3 priorities & might even include habit tracking and a shut down tick box.

Mary needed a Closing Ceremony which was just as important if not more so. She needed to highlight her achievements and take a moment to acknowledge herself.

By making these changes Mary began to feel motivated and back in control of her day. She was feeling more proactive and working on projects that had been neglected as she was not being led by other people’s work.

Control doesn’t come from doing more — it comes from choosing how we begin and end our day.

Being a Coach to your Team during Change

Thu, 15 Jan 2026 12:13:37 GMT

"Ask not Tell"

Change is inevitable, and we all experience emotions and behaviours that destabilise us to a lesser or greater extent depending on our personalities. Some of the reactions might be:-

Anxiety - " What next...?"
Practical personal worries
Fatigue " Not more change"
Silence - disengagement

All of the reactions are normal and may not be the same as your own reactions to change, the role of a Coach is to look for patterns of behaviour.

Each Team member must have their say.

This can be visualised by a simple matrix:-

High individual view point & low sense of belonging = Differentiation (might feel isolating)
Low sense of belonging & low individual view point = Exclusion (they don't feel heard or feel like they belong)
High sense of belonging & low individual view point = Integrated (belong but have not found their voice)
High sense of belonging & high individual view point = Inclusion (totally heard and belong fully)

Managing resistance to change with your Coach hat on means educating everyone on why the change is necessary, intellectual reasoning so that there are no assumptions. Full participation asking for support and ideas not imposing change onto them. Ensuring that you have change ambassadors, who can help influence by communicating the change in a realistic and positive framework.

A Coach has to ensure that they create a safe space often now referred to as Psychological Safety from the work of Amy Edmondson's book "The Fearless Organisation". What this means is that everyone is heard and they feel safe to share their views whether they are positive or negative. There will never be any retribution on what they share. You will listen without defending the change. You will support and guide individuals with what the impact of the change means to them individually. Communicating constantly with consistent messages. Ensuring that you can signpost additional support.

Being a Coach is about a shift from being a problem solver, you don't have to have the answers. In order to make the shift:-

Ask not tell
Resist the urge to reassure too quickly
Being curious about them and not certain or prejudging
Don't move into solution mode
Don't redirect or come off their agenda

Think of some helpful questions:-

"What's the part of this change that is most worrying you??"
"What story are you making up, what assumptions are you making?"
"What would feel helpful from me for the short term?"
"What is within your control?"

When handling the answers, be honest about what you know and don't know. Think about where you can direct for support. Take your time to come back with the right answers.

You will know if you have been effective if:-

Everyone understands the change
Everyone feels heard
Everyone feels calm
Everyone is hearing the same consistent messages

Navigating change as a Coach will mean hard conversations as not everyone will agree with the change.

Ask not tell and empower your Team to embrace the change. When you lead as a Coach you are not just implementing change you are helping people feel safe enough to grow through it.

Saying Hello to a New Year

Mon, 05 Jan 2026 15:43:49 GMT

Reset, refocus & restart

Starting a new year is a wonderful opportunity to think about new systems, processes, and ways of working. Feeling fresh and ready isn’t just about doing something different — it’s about having new thinking and new ideas.

Have fun with your restart. Use lots of different tools and see if any themes begin to appear.

One traditional starting point is to think about goals you want to achieve this year. But pause for a moment — is there a goal from last year that you want to keep? Would you like to continue working on it, deepen it, or reach a higher level? Sometimes it’s more powerful to build on what you’ve already started than to begin completely anew.

When you think about fresh goals, brainstorm all the micro-actions you would need to get there. Don’t worry about order at first — just dump everything out. Then step back, look at what you’ve captured, and prioritise.

This is what I call zooming out in order to zoom in: think big, then move into the small steps.

Make the year as joyful as possible for yourself. Keep a notebook and write a list of 100 things you want to do this year — from the biggest dreams to the tiniest pleasures.

It’s also helpful to reflect on the year you’ve just had by asking:

What will I say yes to this year?
What will I say no to this year?

Try two columns for this and notice your balance — ideally, you’re saying yes more often than no.

With my coaching clients, I ask them to choose three words to act as a compass for the year — a sense of direction, such as Kindness, Change, Satisfaction. Each month we reflect on how those words are shaping their choices and whether they still feel right.

Finally, think about something big or small you’d like to change this year. Big might be a career move. Small might be moving your desk closer to the window. Both matter.

Have fun with your reset, refocus, and restart. Embrace the New Year — and the new version of YOU.

Space between home & work

Thu, 04 Dec 2025 11:29:39 GMT

Getting the transition right...

More and more of us work from home every day so all we have is a door between one world and another. We leave a Teams meeting and we are straight into hearing about our kids' day at school or cooking supper. This can feel very discombobulating, we are having to do mental gymnastics.

In Brené Brown's latest book "Strong Ground" she uses a really strong metaphor which I have been using in coaching sessions. Brown on a trip to London visited the lock at Teddington and met the lock keeper to ask questions of how the transition of water levels works. Locks are a method for canals and rivers to get boats up or down hill, you enter the lock and the water either rises or falls to let you carry onto your journey. if for any reason the water was not level you would be incredibly unstable and may even capsize.

She writes about how this is not so dissimilar to the transition we have to go through between work and home. If we go straight out without as Brown says not properly locking off we run the risk of different water levels.

This metaphor struck me really powerfully as I am a very visual learner and seeing the boats rising and falling set the scene perfectly for working with clients. Coaching is more effective if you can use an unrelated metaphor that is visibly powerful. So for me explaining to a client that if you don't transition effectively between work and home you are damaging your mental well-being.

My solution as a Coach is to encourage my clients to set up a closing ceremony, so that they take their time to evaluate the day and feel that they have properly shut down. I get them to think about rituals or routines that signify that moment that they are leaving work.

I also ask them to set up an opening ceremony, so that they start the day at the right water level.

My own experience of locking in and locking off, I have learnt post-Covid. I have to be really disciplined in my routines and give myself a sense of control, otherwise I would be constantly doing stuff in the house e.g. washing and ironing. I ensure I am locked in once I shut my office door, and equally when it opens albeit for a lunch break or the end of the day I am properly locked out.

Practical ideas for locking in:-

Journal (review of the day before)
Write or type your to-do list (preferably without putting your computer on)
Make yourself a coffee
Look at your calendar
Try not to open emails/Teams/slack etc... (this will take you into work before you are ready)

Practical ideas for locking off:-

Shut down your computer
Review your to-do list and highlight your achievements
Journal (review of the day if you prefer doing at the end)
Tidy your desk and declutter
if possible, shut a door, if not ensure workspace is out of line of sight

We have overstimulated minds with so many attractive and unattractive distractions. Believe that you can take control of the transition, and set up some rituals and routines to make it smoother.

Framing is a choice decide how you want to Lock off and Lock in.

Complexity of Leadership

Mon, 24 Nov 2025 12:26:47 GMT

"Leadership is plumbing and poetry" James March

Leadership is becoming more complex, and teams now expect both inspiration and clarity - vision and structure.

In summary there are two essential dimensions of leadership "Plumbing" which means to lead effectively with the right processes & systems. "Poetry" is the Leader's identity and curiosity to discover new approaches.

Plumbing is clear decision making, onboarding systems, succession planning, performance management and an open communication process for feedback.

Poetry is an exciting vision with storytelling, challenging assumptions on products or services, encouraging curiosity and problem solving.

The quote comes from the book "On Leadership" by James G March & Thierry Weil.

I recently came across the quote and the understanding of it by reading "Strong Ground" by Brené Brown.

Both have their advantages and disadvantages, too much Plumbing may well feel too rigid and too much Poetry can lead to confusion and misalignment. Advantage of poetry is that it is inspiring and easy to have enthusiastic followers. Plumbing can be advantageous to have a clear idea of how to reach the goals of the organisation.

Brown explains in her own organisation she was the dreamer and frustrated the hell out of the reality checkers. The way to make the business effective was everyone had to take on the role of both Dreamer & Reality Checker or Plumber & Poet. It is that ability to wear both hats that will see dreams become reality and most importantly take people on the journey with you.

I think this is so true of many organisations I work with. There is a great Poet with an amazing vision and relying heavily on a Team below to interpret their poetry. Leaders need to have some plumbing of their own in place. The vision is only going to work if you have some plans as to how to roll it out.

My own experience of running nuggets has been a steep learning curve of way too much Poetry and not enough Plumbing. I have worked hard over the years to build structure and processes to keep nuggets balanced . Recently I presented a proposal to a company and I had too much Poetry. I sold the vision of what the workshop would give them and did not spend much time explaining the methodology of the delivery eg. the Plumbing.

Think about your own Leadership style:-

Where do you sit naturally - Poet Or Plumber
How does that manifest itself in your behaviour or decisions?
What could you do to ensure you work as both Poet & Plumber?

The balance may shift over time, eg. a startup may need lots of Poetry to get the followers to work with you. When a company is in crisis it will need to rely on its Plumbing to get it back on track. If a new product or service is being released at the start you need the Poetry and during you need the Plumbing.

Leadership is not about choosing between Poet or Plumber, it is learning when to switch roles and encouraging your team to wear both hats. Think about your current month ahead and decide what needs more attention Plumbing or Poetry.

Learning from Regret

Mon, 03 Nov 2025 14:42:13 GMT

Regret is universal...

Regret is a Shared human experience, if we normalise it and neutralise it, and accept we all make mistakes. By taking this path we will find redemption and we will be happier and identify more meaning from the regret. Once we normalise it and contain the emotion we can then craft a redemption story.

Here are some actions we can take:-

o Generous act to outweigh a selfish act

o Thoughtful act to outweigh a careless act

o Hard work to offset laziness

All of the above can be character defining Regret residue mark eg. a tatoo use this as motivation to anticpate future regret Alfred Nobel had so much regret for creating dynamite he created the nobel prizes as his legacy.

Dan Pink's book the Power of Regret gives you 4 Categories:-

· Foundation regrets “If only I’d work hard in my 20s”

· Boldness regrets “If only I had taken that girl out”

· Moral regret – “If only I had done the right thing”

· Connection regret – “If I had only reached out”

The thrill of defeat and the agony of victory. Post interviews after the Olympics – bronze medallists happily at least I have a medal and the Silver medallist if only I was a few seconds faster...

At least deliver comfort and consolation the if only by contrast make us feel worse. We are built to seek pleasure & to avoid pain. Sadly when looking at daily diaries – if onlys outnumbers the at leasts. Regret is the quintessential "if only". It very purpose is to make us feel worse because by making us feel worse today, regret helps us do better tomorrow

Are you too much in your head...

Wed, 29 Oct 2025 11:36:42 GMT

Do you connect mind and body?

I have just started to read Brené Brown's book Strong Ground and the start of the book is her working with a personal trainer called Tony. At the start of her journey with Tony he makes it very clear that "This is about you making a commitment to body, mind, and spirit, and holding yourself accountable to that commitment".

When Brené begins the work she finds that whilst using her body she is completely disconnected from it. She explains "I am deploying my body in the service of what I want to get done, but I'm not fully inhabiting it, or seeking to understand or appreciate it" . Tony moves Brené forward by stressing "Use your mind & your body - find the ground" This is the key messaging Brené needs to turn into her own messaging of " Strong Ground, Brené strong ground" . By using this mantra she finds the muscles in her body that she needs to be working. Connecting the messaging from the head and directing it to the body.

The work of Dr. Jon Kabat-Zinn's on mindfulness positions it beautifully " awareness that arises through paying attention on purpose, in the present moment, non-judgmentally...in the service of self understanding and wisdom".

My own recent journey into PT sessions has been the same, I have tried so hard to focus on the exercise and the counting that I have not fully inhabited my body. One of the attendees at the gym said "I love coming here as I am so focusing on what we are trying to do that I don't think about anything else, it is like a mindfulness session" . Whilst I agreed with her that I had no capacity to think about anything else, I began to wonder if I was focusing on the right things.

I have always been too much in my own head with thoughts and feelings. Whilst I am fully present at the gym I am not inhabiting the body as my attention is on learning the exercise and the counting. My commitment should be around where the exercise is showing up.

Tomorrow I will try "Strong Ground - Bev - Strong Ground!!!"

Power of regret

Mon, 20 Oct 2025 10:58:55 GMT

How looking back moves us forward...

Regret is universal and is a shared human experience we should have the ability to normalise it and neutralise it.

"We all make mistakes"

Dan Pink's book "The Power of Regret" explores how embracing regret can be progressive. If we find redemption we are happier and identify more meaning to what just happened rather than regretting and closing a door. The trick is to normalise regret and contain the emotion then we can craft a redemption story

Redemptive action look like this:-

o Generous acts always outweigh selfish acts

o Thoughtful acts outweigh careless acts

o Hard work will offset laziness

·All of the above can be character defining

Regret can be categorised into 4 areas:-

· Foundation regrets “If only I’d work hard in my 20s”

· Boldness regrets “If only I had taken that girl out”

· Moral regret – “If only I had done the right thing”

· Connection regret – “If I had only reached out”

To make these practical and in everyday life imagine if you had a weekly tracker to see if you have had any regrets.

Foundation

I wish I had taken care of my health this week by…

I wish I had advanced my career this week by…

I wish I had increased my savings this week by…

Boldness

I wish I had tried…

I wish I had started…

I wish I had asked…

Moral

I wish I had remained loyal to…

I wish I have been kinder to…

I wish I had stood up for

Connection

I wish I had reached out to

I wish I had forgiven

The purpose of the book is to reclaim regret as indispensable emotion – it matters. Regret makes us human – Regret makes us better

Stop procrastinating & make it routine

Mon, 29 Sep 2025 16:37:20 GMT

Get into a rhythm...

At the weekend I kept thinking about getting out into the garden to weed!! I spent a lot of time thinking and not doing.

We can come up with so many reasons why not to do something, we become Masters at Procrastination.

The escape from a pattern of behaviour is to mix it up and turn whatever you are resisting into a routine or a ritual. The more we limit the thinking around something the more we are likely to just get on and do it. Take brushing your teeth you don't overthink it, you have a system a process you follow every morning and night.

Think how liberating it would be to stop thinking and just do the task!!

It helps if we set up a system or a pattern so that we cannot deviate too far, and also helps if you record your achievement, as this gives you a lovely endorphin hit. Be disciplined and say that you will only miss once and not twice!!

My partner and I were both in the same procrastinating mode of thinking at the weekend. We needed to position the garden differently, be realistic about what we could achieve and do a little and often. We have now decided we will do one hour every weekend (weather permitting) so as not to turn the task into something huge and hard to digest.

Do you believe that people in general are doing the best they can?

Thu, 25 Sep 2025 10:13:18 GMT

What is your answer to the question?

From Brené Brown's research 50% of people answer the question "hell no" and then as you guessed it the other half say yes in general people are doing the best they can.

To think about why the question matters think about recent situations where you were left in judgement and how did it serve you?

Your client doesn't ring you back, and you think they're a time-waster
Your friend cancels a bike ride, and you're convinced they take you for granted, selfish
Your sales manager loses an account, and you view them as hopeless

All of the examples above lead to labelling a person and not in a positively. When we assume everyone is doing the best they can, we become more understanding and better Leaders and humans in life. Take the examples again:-

Your client doesn't ring you back, and you think they are covering two accounts - they are overloaded, I can wait
Your friend cancels a bike ride, and whilst this has become a regular thing you understand her childcare is complicated it is no reflection on you
Your sales manager loses an account, and you wonder whether he needs more experience and some upskilling

The second set have possibilities and more rounded thinking rather than a hard judgement. The second set of answers definitely builds the picture of better relationships and will ultimately lead to better decisions.

It is hard to be generous in your thinking and I will admit I found the concept very hard as we are often at the centre of all our stories and we want them interpreted to support us.

An example recently, I was facilitating a meeting and had not even got past the agenda when a Leader interpreted me and disagreed with what we were covering. The Agenda had been agreed with other Leaders, at that moment in time I was left exposed and took a direct hit to my confidence. Did I think at that moment in time the person was doing the best they could, a resounding No!! However the no came from the place of my discomfort, was the Leader keen for other items to be covered, was he off the back of another stressful meeting, was he frustrated with his Leadership team which had no reflection on me.

The stories we are making up are so important to rewrite in our heads. The Leader did not hate me and did not want to disturb my confidence he wanted the most productive session.

Brené Brown talks about living BIG which stands for Boundaries, Integrity and Generosity.

"Yes I'm going to be generous in my assumptions and intentions while standing solidly in my integrity and being very clear about what is acceptable and what's not acceptable" - Brené Brown

If we have not set any boundaries we are not saying to others what is OK. Integrity as defined by Brené Brown is choosing courage over discomfort. We may need to feel discomfort in order to be generous to others, by understanding their story and asking them to share what is going on, and not sitting in judgement.

The final quote sums is up perfectly.

"I know my life is better when I work from the assumption that everyone is doing the best they can.It keeps me out of judgment and lets me focus on what is, and not what should or could be" - Brené Brown

Leading to get over the line

Mon, 15 Sep 2025 10:40:08 GMT

That final push from you as a Leader...

You are nearing the end of a big project and the Team are weary and they need that extra push from you.

Be sure to have a confident voice and ensure that you:-

Slow down & use pauses for key points
Project, don’t push – the right volume
Be succinct - eliminate “verbal clutter”
Lead with clarity, not just passion – use both
Match the tone to message – urgent/warm/firm
Presence – stand if appropriate
Reframe nerves as energy – use adrenaline
Be the calm in the storm
Practice message over perfection – the message is key

The most important thing as a Leader is to remember that you set the weather. So if you are frazzled at the end of a project and creating a storm around don't be surprised if your Team members follow your Lead. The weather should be calm and not necessarily bright sunshine however be optimistic that the sun is on the horizon.

In yourself it is OK not to be OK, however try and reverse your negative thinking traps as quickly as possible by giving yourself some positive prompts.

For example:-

I can't see a way out of our current situation

Positive prompt:-

What can I learn from some-one who has been in a similar situation?

Another really simple technique for yourself and the Team is to use positive affirmations, they can be as simples as:-

"We've got this"

To ensure that you don't lose any of the Team by bombarding them with numbers use a narrative or a story as well.

“ Player’s story not the number of players”

Connect individuals to tasks or mission

“Your work Mandy, on credit control, cleared 2 Client accounts"

Leadership examples of digging deep when times got hard:-

Satya Nadella (Microsoft)

Empowered every employee – by moving from a “know it all” to a “learn it all” culture. Day to day engineering decisions led to long term customer empowerment

Howard Shultz (Starbucks)

During an economic downturn – he did not talk about profits he reminded everyone that it was about coffee and human connection.

Think about how you want to get your Team over the line.

What story are you telling yourself...?

Mon, 18 Aug 2025 10:41:05 GMT

Be responsible for your own narrative...

We make up stories in our heads all the time and the brain will reward you for any story be it valid or not.

Brené Brown's book Rising Strong is all about challenging those stories and ensuring that they serve you well.

You can have a really straightforward interaction with someone and they may sigh at the end of the chat. You then tell yourself a story in your head that they did not like you as they were clearly bored talking to you. This triggers the emotion of anxiety. Most of us don't take time to investigate what that emotion is and why have we hooked onto it.

In the book the Rising Strong method, is to start with the "Reckoning" begin by recognising what the emotion means. Start by being super aware of how you are thinking & feeling and even your own physiology. How did you react to the sigh what was going on?

The next step is to get really curious about what happened and how the story you are saying to yourself needs to be validated:-

Was the sigh connected to you?
Was the person fatigued in general?
Why would I think they did not like me, I did not say anything controversial?
My chats in the past have always gone well?

This weekend I found several times I was saying "The story I am telling myself" even by thinking it in my head I got curious around how it had started and what emotion it had triggered. On a couple of occasions I actually said it out loud to my husband and he validated in real time that the narrative I had made up was not serving me well.

This very simple statement "What story am I telling myself?" will be life changing in actually acknowledging what emotion is being triggered.

Time & Space

Tue, 12 Aug 2025 08:05:14 GMT

Getting inspired and being curious...

We all need time and space to recharge our batteries and if we plan it well we can get inspired.

I recently became a member of the V&A which means you can visit any exhibition at anytime without paying. I was really keen to visit the Cartier exhibition and I needed to find space and time.

Eventually after several months of having it as a personal goal I got there. By setting it as a goal I was far more likely to make it happen and being focused on space and time for yourself is so important for our mental well being.

The exhibition did not disappoint, there were more than 350 objects, which are a result of the Cartier brothers travels, from Egypt, India and Japan. Whilst the jewellery was dazzling the sketches of designer ideas becoming the piece was so inspiring. The collection was only possible by private collectors lending pieces, Royalty and also the close relationship Cartier had with their Clients.

To understand the intricacy of their work, there was a video to show the making of one of the iconic Cartier panthers.

Whilst I am not about to go into jewellery design I did take a lot away from the exhibition as to how I work and how businesses work: -

Look for inspiration beyond the world you work in
Forge close relationships with your clients as they often have better ideas
Take your time to get a piece of work that really adds value
Understand the origin of your work, do in-depth research
Appreciate the work you have achieved and share with others

When I left the exhibition I felt joyous that I had seen something so unrelated to my job and yet felt rejuvenated to go back to work.

Find space and time, it will be very personal to you, could be a cinema trip, theatre, concert, beautiful building, sporting event, whatever makes your heart sing.

Stepping into the Arena

Wed, 30 Jul 2025 10:10:12 GMT

Finding your own space...

Below is an excerpt from, Theodore Roosevelt's "Citizenship in a Republic" speech , often referred to as the "Man in the Arena" passage. Famously Brené Brown quoted it in her TED talk and references it in several of her books. The excerpt speaks of the importance of action and striving towards worthy goals, rather than focusing on what others think or inaction. The pieces says that true value lies in the effort and struggle, even with errors and shortcomings, rather than in the judgment of those who just watch and don't step into the Arena.

" It is not the critic who counts; not the man who points out how the strong man stumbles, or where the doer of deeds could have done them better. The credit belongs to the man who is actually in the arena, whose face is marred by dust and sweat and blood; who strives valiantly; who errs, who comes short again and again, because there is no effort without error and shortcoming; but who does actually strive to do the deeds; who knows great enthusiasms, the great devotions; who spends himself in a worthy cause; who at the best knows in the end the triumph of high achievement, and who at the worst, if he fails, at least fails while daring greatly, so that his place shall never be with those cold and timid souls who neither know victory nor defeat."

I have recently stepped into the Arena, I have joined a gym at 54 years old. It has been amazing to enter an unknown space as the poem suggests there have been several moments where I have come short, but it is not for want of effort.

Patch fitness runs small PT sessions with strength and cardio combined. I have never lifted a weight before so you can imagine it was to say the least frightening. However weights or no weights, as in actual fact I just lifted a bar with the most gentle guidance of the coach.

Starting at Patch fitness has been an education, and the overriding success has been the people in the Arena with me. The coaches are phenomenal by knowing that your name is always the sweetest thing just hearing "Yes Bev" as you are on a machine you have never used before is so kind. The first time I went on the rowing machine my trainers got stuck in the strapping. I nearly fell off the ski machine for being too far back!! There is always someone there with you, gently encouraging.

The expansion of the brain is always good, at Patch you have to understand the exercise, count and learn a new language!! " Bev we are now doing 8 reps of a reverse squat" . As the poem suggests i have been daring greatly and trying really hard to count and do the exercise properly, often one part is often lacking.

Courage is contagious and in a small space with supportive people you are pushed to find that confidence in your own physicality. This is very new to me, as I work on peoples thinking and not how they move, however I have now been aware of the overlap. I invite people to attend coaching sessions to step into an Arena and think differently, at Patch they are inviting you to move differently.

It has been a month and I am so grateful to all the team at Patch for making me so welcome in such a new Arena.

It's the little things...

Fri, 25 Jul 2025 08:48:46 GMT

Being there mentally & physically....

I was handed this leaflet at the station and it touched a chord for many reasons. My mother was a Samaritan in the 1960s and actually met the founder Chad Varah. I was immensely proud of the work she did and she would share with us quite openly about how she listened to peoples stories and held a safe space for them to talk.

When in London every bridge has the Samaritans number displayed. This visual reminder of others troubles and the beauty of the Thames gives me a sense of melancholy.

This morning the charity was on the news as they are cutting back on premises which would mean Samaritans taking calls in their homes. Samaritans volunteer and it is important for them to have space from the work they do, so this will be hard in their own homes, I hope as a result of cut backs they do not lose too many of their stars.

The leaflet I received is aptly worded Little Tips, and it made me realise we can all be Samaritans everyday as it really is the little things:-

Spotting when something is different with a friend or colleague - are they avoiding others, are they quieter than normal, what is the change that you can see and feel?
Don't be shy to open up a conversation, "Are you OK?" "How are things?"
The best thing you can do is just LISTEN - be there mentally and physically for that person
Suggest very gently that there is help available- the Samaritans is free and there for you 24 hrs - and also offer your own services "You can talk to me at anytime"

There is a lovely statement on the leaflets that says " You don't have to be an expert to help someone open up when something is up. The fact that you care is what matters".

5 Steps to breaking a habit

Mon, 21 Jul 2025 08:47:37 GMT

Writing it down and making a plan of how you will stop...

Habits are deep rooted beliefs about ourselves and that is why they are difficult to break. For instance if you have always given yourself the label of working up to wire and being OK with being last minute that will become a belief and you will behave accordingly. We need to question how does that identity and behaviour serve us?

There is evidence that as humans we have an innate urge to feel in control. Routines give us a feeling of familiarity, comfort and safety. Below is a five step plan to break a habit that does not serve you well:-

Open a notepad and write down the behaviour or behaviours that you need to stop doing. eg. scrolling on your phone mindlessly on your commute to work
Create a list of short term goals that target the behaviour you have identified eg. I will read a chapter of my book on my way to work, I will read fiction and non fiction to grow my mind
Write down 3 bottom lines/boundaries that you will not cross eg. a) I will not get my phone out of my bag b) I will only look at my phone before 8.30am c) I will have my phone on silent
At the bottom of this list have a supporter eg. "If I break this I will write down that I broke a boundary let X know and be accountable to my own behavioural slippage
Writing down how you might replace the behaviour eg. reading a book instead of looking at the phone or simply looking out the window or commuting with a friend. Always try and find healthier alternative to the habit you are trying to change.

Working with a Coach is a really great way to have a supporter and someone to be accountable to.

9 ways to Build your Self Esteem & Confidence

Mon, 14 Jul 2025 07:21:27 GMT

"Comparison is the thief of joy..."

Social media erodes our self esteem there is too much to look at and we inevitably compare ourselves to others, consciously in the moment and then subconsciously with strangers hours after that first look. Working on what you can control and how you can make yourself feel good takes time. The effort will be the reward of feeling good in yourself!!!

Here are 9 ways to make that investment:-

Affirmations are positive statements we can say to ourselves on a regular basis to ground us and give us confidence, they can be as follows:-
"I've got this..."
"I can handle this..."
Make a list of all your positive attributes the strengths that you know you have, eg good listener, creative thinker, calm...etc
Look at ways that you can give back, donate time or money to a worthy cause
Take time to exercise it will make everything in your head feel lighter
Above all take time to be kind to yourself, whether that be a coffee in the sun, watching your favourite TV show
Surround yourself with people who make you feel good, be discerning as to whether the connection is a positive relationship
Eat and sleep well, the basics must be in place to feel good at any moment in time
Focus on your wins, keep a journal to know when things are going well and reflect and be grateful for why they did so go well
Set yourself a goal or a challenge, achievement underpins motivation, we need accomplishment to gain more confidence and progress

Think about the 9 ideas and even if you work on 2 or 3 see how much of a boost to your self esteem you can have.

Being Assertive

Mon, 30 Jun 2025 08:16:00 GMT

"Say what you mean and mean what you say"

There is a fine balance between all the behaviours:-

Aggressive
Passive
Passive Aggressive
Assertive

Too exaggerated with your Assertiveness and you are Aggressive and to meek with your Assertiveness you are just Passive and not saying what you think or feel you become Passive Aggressive.

Assertive means standing up for your own personal rights and expressing your thoughts and feelings in an appropriate way and respecting the personal rights of others by empathetic listening.

It really matters as by expressing yourself effectively it can boost your self esteem and show that you value yourself and others.

There are five essential ingredients to being Assertive:-

Listen (with empathy) understand the other person's perspective
Show you understand
Say what you think and feel
State what you want in an appropriate way
Consider the consequences for others not just yourself

To make it practical think of the 3 line strategy as a template for preparing for those tricky situations:-

I understand
I think
I would like

Above all be sure to "Say what you mean and mean what you say"

Being joyful

Mon, 02 Jun 2025 10:25:53 GMT

Why do we pursue happiness and overlook joy?

The greatest source of joy is the world around us. Looking at tangible things which then generate an intangible emotion called joy. Psychologists describe joy as an intense momentary experience of positive emotion.

We are constantly pursuing happiness, which often depends on external circumstances, achievements, relationships etc... whereas joy is unexpected in a moment eg. seeing a hot air balloon, laughing, and watching a sunset.

Studies show that we find joy in similar things, there is no bias for gender or ethnicity, we can all find joy in cherry blossom, ice cream cones, fireworks...etc...

We find joy by appealing to our senses, what we see, hear and feel. Designers describe these as aesthetics and this is true of joy, whether it be colour, shape, texture, patterns etc...

Joy spotting can improve your cognitive flexibility and studies show that it sharpens the mind. Schools that have been painted in bright colours have created more energy and enthusiasm.

Start embracing joy and start today by joy spotting and sharing it with others. Behaviour and emotions are all contagious it is about taking the time of sharing and saying it out loud.

"We pursue happiness and overlook joy" Ingrid Fetell Lee the author of "Joyful".

Team Canvas

Tue, 27 May 2025 08:35:22 GMT

Working together effectively...

The Team canvas is a really simple and effective group exercise.

The first box is identifying the members of your Team and their roles. This box is not just about their job titles have fun with it as well, what other roles do they take on? Who is the best tea maker, the best listener and who brings cakes from home.

To complete the values area, have some lovely images spread out on a table. You can buy several decks of cards #Atmybest is a set I use for workshops. Ask everyone not to overthink, but which cards are they drawn to and which reflect the feel or vibe of the Team. Once you have narrowed the cards down to a top 5 really push to get to a top 3!! You will have lots of chat and get really curious about what everyone is saying.

There is an area of the canvas for goals, this is not your objectives, really top level goals. Think big in this area, think of competitors, who would you like your Team to be!! Initially think independently and then bring it together with again no more than 3.

Finally what behaviours do you see attached to the values you have selected. Go to the Dare to Lead website #Brené Brown really good resource to download with a list of behaviours, taken from extensive research.

Bring the canvas to life and have lots of fun with it. Pictures words, Team photos and most importantly have it up in your office so every one who visits knows how great your Team is!!!

Benefits of Journalling

Wed, 21 May 2025 08:23:37 GMT

Not just a reflective tool...

I have been journalling now for a number of years and at times it has been perfunctory and I lost sight of what it was giving me. Yesterday I met my coach Debs Green and said that I had completed three entries in a single sitting as I had been away at the weekend. I realised this did sound a little crazy. My upbringing was always very disciplined that if you started something you had to finish it, so the fact I would have a journal with incomplete days was not sitting comfortably.

However this morning I have just written one entry for yesterday where everything is clear in my head and I used the journal for what I wanted it to be there for. There are so many benefits to journalling and keeping them in mind will refresh your view and not see it as a chore or just a log of your activities.

The Benefits of Journalling:-

No Screen time

They key to being effective and enjoying journalling is to decide the right time to make an entry. Some like to draw a line under the day so it is the last thing they do at night or last task of the day in work mode. I prefer to write my entry in the morning, before I put the lid of the laptop up. The engagement with paper and pen is key, it might be your only activity all day that is not on a screen.

Reducing Anxiety

My own journalling experience has significantly helped combat some upcoming situations I think will be stressful. By writing down my anxiety it does not seem nearly as big, and it gives me confidence to navigate the situation.

Managing your Emotions

Journalling is obviously reflective so you can't manage the emotions in the moment, however recording how you felt can give you that perspective as to whether it was valid. A tactic for some is to record 5 feelings and 5 thoughts this can identify patterns and reactions to certain situations.

Self Awareness

The benefit of evaluating your behaviours, thoughts and feelings is so useful to understand "What shadow do you cast?" Are you happy with the memory you leave in peoples minds. Recording interactions with others and how you felt can give you that insight as to how you come across.

Goal Setting/Tracking

Motivation is a key component of emotional intelligence and achievement underpins it, so by seeing progress in written form and being personal to you is hugely uplifting. Statistics show that you are more likely to achieve a goal if you write it down and monitor it.

Problem Solving

Problems seem much smaller when written down, with the space and time of journalling you have time to think differently about the problem. You can be creative with mind mapping, doodling and sketching so that the problem is not just in your head.

Mindfulness

Being with your thoughts and feelings for the time it takes to write the journal can be a fantastic mindfulness tool.

Growing your Self Esteem

Acknowledging YOU in your journal, your successes and the feedback you receive. Take time to really think of the things that have gone well as they will feed your self esteem.

Writing this blog has given me renewed vigour as to how I engage with my journal.

Objective Setting

Mon, 12 May 2025 09:13:55 GMT

Making the process fun & motivating...

Objective setting can be often received by Team members with a deep sigh instead of excitement about the future and the direction for them and the company.

Mindset

As a Manager you must be really enthusiastic about the year ahead and talk about obstacles and barriers, never position the year ahead as going to be difficult!! Setting the scene for Objective Setting is crucial, bringing optimism and a clear view of goals and ambitions.

Overall Purpose

To begin the process, be very clear of the overall purpose of the company and the overall high level objective/goal. For example to "Increase sales" or "broaden an offering into different geographical regions" at this stage it does not say how. This is the direction of the company for the year.

SMART objectives

Love them or hate them the SMART mnemonic does work and is a good tracker for the direction of the company/team and individuals.

S = Specific - what are you focusing on? It is important to focus on the outcome not the activity. For example to increase sales is an outcome whereas to work harder on marketing is the activity to increase sales. Managers if they are not careful end up with a list of tasks rather than objectives.
M = Measurable - Tom Peters famous quote "What gets measured gets done?" If you know you are being measured and you can see progress you are far more likely to engage.
A = Achievable - knowing that the objective is possible is to break it down and know what you will be realistically able to achieve by when. It might well be weekly/monthly or even quarterly that you can see steps getting nearer to the objective completion.
R = Relevant - This is the safety check, does this link back to overall purpose, is their a direct correlation with the Big Picture.
T = Timebound - Finally when is that moment where you celebrate achieving the SMART objective

Always use action language, so think are you improving, increasing or building think of verbs things you will be doing.

Making the process "Fun"

Instead of diving straight in and thinking of a SMART objective, have a blank piece of paper with two columns. At the top of the page put the objective really loosely eg. Improve my physical fitness and lose weight. Then create two columns that are headed what will be happening and what won't be happening.

What will be happening?

regular exercise

walking to work on office days

eating healthily

healthy snacking

good sleep

feeling confident in my body

Buying scales

Buying a fitness tracker

Weighing myself everyday

What won't be happening?

no exercise

no walking to work

no healthy eating (takeaways & unhealthy snacks)

no decent sleep

no confidence

no scales

no fitness tracker

Make the lists as long as possible and really engage with what will be happening. Imagine you are already doing the activities. When you have a really comprehensive list grab a marker pen and highlight how many things can be measured. Then with another colour pen decide how often you can checkin on the items being measured eg. daily, weekly or monthly?

The final objective:- "Improve my physical fitness by losing weight by exercising 4 x week, and to have lost 5ky by the 31st August 2025, feeling confident and healthy.

If you enjoy the process your team will as well!!

Leadership Essentials

Tue, 06 May 2025 13:08:59 GMT

Becoming a better person and Leader...

One of the key resources I reference when working with new Leaders is the book "Monday Morning Leadership" by David Cottrell. The book is a story of a struggling Leader who seeks guidance from a mentor and over 8 meetings learns some invaluable lessons and key essentials for leading others.

Drivers & Passengers

There is that ultimate gear change from leading to managing. Deciding on what sort of role model you want to be is to decide on some ground rules of how you want to operate. For example do you always want to start and finish on time when chairing meetings. Are you an example of open and honest communicator and are you willing to try new things.

Never feel sorry for yourself as that is a waste of valuable time, always make time for things to be better and to keep learning.

It is human nature to want to be liked however as a Leader you need to be liked and respected for the right reasons. For example liking you because you are fair. The wrong reasons are liking you as you are always at the bar with them and you provide free lunches. If we put much store on being liked we will avoid tough decisions.

In the book Cottrell uses the metaphor Drivers & Passengers. Managers can be passengers they have some responsibility but they are not in the driving seat eg.the Leader decides on the destination and maintains the car. Passengers may chat about upper management and mess around. Once you become the Leader/Driver you cannot blame anyone else for the lack of success of your department that is your responsibility. When you place blame you are focusing on the past, when you focus on the future you accept total responsibility. Stephen Covey the author of "7 Habits of Highly Effective People" says that if you split the word responsibility (response & ability) we always have the choice - the ability to choose our response in any given situation.

Keep the Main Thing the Main Thing

Having a clear overall purpose that all your Team can relate to is essential for being effective and successful as a Leader. I recommend watching Simon Sinek's TED Talk "Start with Why" he emphasises that is not what you do that matters but Why you do it? As a Leader it is vital that all your Team know what that Main Thing is? For example here at nuggets the Main Thing is "help people to think differently" which is our Why? - how we do it? is ensuring that learning is colourful and interactive and obviously what we do is deliver learning and development.

The Main Thing can be a cascade, eg do you know the organisations, senior leadership, departments and most importantly your own Main Thing?

Not having that clarity as a Leader will mean that you will lose Team members, and it is important to remember that " People quit people before they quit organisations".

Escape from Management Land

Cottrell describes Management Land as a place where simple things become complex, and the Team and the Leader lose perspective. People are rewarded by saying things the Leader wants to hear. Management Land is a confusing, frustrating and comical to outsiders.

As a Leader you need to hire good people, coach all your Team and not ignore poor performance. A good starting point is to categorise your Team members, into three groups:-

Superstars
Stars
Falling Stars

The mistake New Leaders make is by giving more and more work to Superstars and spending too much time with the Falling Stars.

Developing relationships with your Team is the key to success. Simon Sinek talks about the balance between performance and trust. You need high trust more than you need high performance as one can be developed but trust underpins every relationship you have.

Your job is not to lower the amount of Falling Stars by accommodating & adjusting things for them, you need to be recognising and rewarding the Superstar behaviours.

"Do right" Rule

To achieve long term results it requires establishing a code of behaviour that must be followed. As a Leader you must provide accurate feedback delivering positive and constructive feedback with examples and everyone must be clear of consequences. This requires a Leader to be courageous and vulnerable, linking back to Sinek's balance of Performance vs Trust. You can have a really high performer but if they use bullying behaviour to Team members this is not acceptable and ignoring it you will not be doing the right thing.

Don't make decisions in crisis, have processes documented and set expectations on behaviour together as a Team. The worst scenario is to ignore unacceptable behaviour your Team will be watching and depending on you to do the right thing. By not addressing any underperformance you break the foundation of a relationship which is trust.

Hire Tough

The greatest asset in your Team is the right people and the greatest liability is the wrong people.

Preparation is the key to successful applicants. Every question needs to be prepared in advance so that it can be evaluated against all the candidates. The rule of three is helpful, 3 interviews and 3 people be part of the process. Ensure that you interview at different times so if you see someone in the morning on the first interview, make sure the second interview is in the afternoon. Involve your Team they are going to be working with them as well!!

Never lower your standards to fill a position you will regret it long term.

Do less or work faster

Leaders must learn early on that if they don't control their time they don't have control over their life. We can't save time but you can make better decisions on how we spend our time. There are only 2 real choices, work faster or do less things. If you were to track where you spend your time currently in a matrix it may look something like this:-

Main things right = run a productive and necessary meeting
Main things wrong = waste 2 hours during an important meeting
Wrong things right = facilitate a great meeting that was not necessary
Wrong things wrong = waste everyones time at a meeting that was not necessary

It is what we do and how we do it - need to come together.

Set aside some uninterrupted planning time everyday. With my coaching clients I use the terminology of creating an opening ceremony and a closing ceremony.

Batch or time block your activities, this avoids you not spreading yourself too thinly or stopping and starting continuously.

Interruptions upset flow, so ensure that your Team have good access to you. One to one meetings with a good structure and time with you that is theirs and totally uninterrupted.

Meetings must be productive and short. They should always have an agenda and they should always start and finish on time. Share the most important items at the start when concentration is high.

Feedback

Every Team member has a bucket of motivation and that bucket can be overflowing or it can be empty and need filling. Sometimes the buckets can have leaks and are losing motivation everyday.

There also are saboteurs who can bring cynicism, negativity and confusion into other peoples buckets. Teresa Amabile says these are toxins that can knock our progress and our motivation. As a Leader your job is to keep the buckets full.

You can do this by really good communication:-

Keep sharing the Main Thing
Provide feedback on performance continuously
Be a compassionate Leader - show you care about them as people
Share with the Team results - how are you doing?

Ensuring that feedback is timely, specific and sincere and use a framework. SBI (Situation/Behaviour/Impact)

Learning Zone

Leaders must never stop learning and growing. It is really important to recognise if you are getting into a comfort zone you must step into the learning or the growing zone. Never stop learning from others by reading/listening to podcasts and watching TED talks. The most important people to listen to is the Team - your people!!

Giving back increases our own learning as we revisit what we learnt ourselves. You takeaway 20% of most learning initiatives and they can make 80% difference if you share the learning.

Setting goals is the key to success as a Leader they are the strongest source of motivation. They must be written down so that they clarify the goal and they also commit you to it.

Please do get in touch for a series of workshops on Leadership Essentials

3 Words

Tue, 15 Apr 2025 08:35:09 GMT

3 words as a compass for your day and your year...

As a Coach I suggest to my Clients they think of 3 words that they would like to be the direction of their year. They can connect with habits, and rituals they wish to develop or a mindset they want to switch and all ultimately leading to different behaviours. My own for 2025 are:-

Joyful
Stimulating
Relaxing

Finding joy has been something I was keen to draw on from last year. Actively recognising when I feel joy and actively creating environments and moments of joy. Each month I look at the word joy as a verb what am i doing to push it forward, how many friends have I reached out to and set up lovely meet ups. I also have to ensure I catch myself in everyday life recognising when I experience joy. I write a journal everyday and this helps to capture when that moment was. The simplest things can give you that micro moment, a coffee in the sun, walking with your eyes wide open, listening to music while driving and a glass of very good red wine.

Stimulating is when I take on new challenges for work and find that I am having to think differently or challenge myself to learn new material. This month I am working with a new company and they are using a lot of online tech and I am going to embrace this new form of interaction. Seeking stimulation through meeting different people is also something I am developing again. After Covid I think we retreated into are known social groups and did not instigate new connections. I am now gradually reaching out and finding new faces which are an instant source of stimuli. Last year one of my words was knowledge, I found this quite limiting as it did not seem to encompass anything and everything that I found I was learning, it lent itself to sounding too structured. Stimulating can be the new exhibition at the V&A, going to the theatre or a new podcast (of which there are many!!!)

Relaxing ironically is the hardest word to consciously keep tabs on!! I have to make a concerted effort to look at the week and know what relaxing means and is. There are blurred lines with joyful for example, Is being with friends relaxing and joyful?? I have decided that relaxing must be something peaceful. It is about finding that feeling of being at peace with myself. This may well be time in my home by myself, which I used to fear when my daughter and son first left home, now I am calm and don't feel lonely. I own the time and find the time to relax with my own agenda.

The key to 3 words is to have them on display in your working area so that you reference them and they are a constant visual. Each month set goals against them and daily journal to see if you have touched one or all.

Find your 3 words and your compass.

Bite Size Learning

Fri, 04 Apr 2025 13:41:42 GMT

Impactful learning in bite size chunks...

Micro bursts of learning have been around for a while now, what are they and why are they so effective?

For nuggets bite size means 90 minutes which is the perfect amount of time to get across two or three key pieces of theory and ideas around practical application. The brain concentrates for 45 minutes at a time so if you allow a break halfway through you will have two perfect segments of engagement.

Be very intentional around where you want your delegates to pay attention. The peak will be around the first 20 to 30 minutes. You get the delegates set up on an interactive exercise and the debrief of what happened is where the learning will occur., approximately 20 to 30 minutes in.

Repetition is vital and lots of visual reminders as to where you are at any point during the learning session. In person this works really effectively with flip charts on the walls. If you are delivering online the use of a Miro Board or lots of images in your PowerPoint deck will work effectively. Summarise all the time, what you have just covered and what you are moving onto.

The difference between traditional learning and bite size is the momentum and the follow up. if you attend a one day workshop you are overloaded with theory and the trainer leaves, possibly not to return for a long period of time. With Bite size learning the trainer can be in the business on a monthly basis picking up from where the learning left off and answering any follow up questions. The practical application can be discussed and this is where as a business you get a really good return on investment. How has the learning made a difference to you and your team?

By using accelerated learning methodology appealing to all five senses the brain is working to its optimum. You can set this up very easily by bringing lots of colour to the room, with visuals or props such as post its that are different colours. To ensure there is lots of different auditory experience, have music playing, use videos, have lots of voices and interaction in the room. The sense of smell can be done through scented markers a bit of fun and always a talking point. Your venue may well help with the taste experience, however a few treats in a trainers toolkit is never a bad idea. The kinaesthetic of how people feel in that room or online is all about how you show up!! Being warm and welcoming is key to an effective piece of learning and vital when you are on a bite size session.

Energy is important and is easier to sustain on a short learning burst as you are not with a group for a whole day. The Trainer demonstrates energy and enthusiasm through the tenure of their voice not necessarily just through their physicality.

Next time you think about booking some training give bite size learning a try, good time efficiency, greater retention of learning and overall better return on investment.

Random acts of kindness...

Mon, 17 Mar 2025 16:15:54 GMT

Simple acts of kindness not only benefit the recipient they can hugely benefit the giver

Being kind to others does not involve money and at times can involve very little time or effort. There are examples happening all around. In preparation of writing this blog I thought about examples I have seen in recent weeks, some grand gestures and some very small:-

A recent compliment on my outfit in a coffee shop
My in-laws having their supper paid for by a stranger (he said they reminded him of his own parents)
A coffee being given to a homeless person outside a tube station
Holding a door for several people to enter a shop

When you receive kindness you feel seen, valued, worthy, happy and safe by some-one who may even be a stranger taking the time to connect with you.

The impact on the person giving the kindness is just as beneficial, they also feel happier, more connected and it improves their sense of belonging & purpose.

Start small maybe making someone a coffee or a tea in your house, write a note to a friend and at work do a drinks round.

Studies show that there is a direct correlation between stress and chronic inflammation. Kindness can reduce stress studies have shown that people who volunteer, give to others with their time and support are able to reduce stress.

Being consciously aware that you are being kind at least 3 times a week can give a boost to your mood and reduce pressure in the body and in the head. It can make you feel more optimistic.

Studies of brain scans can see the difference between someone donating blood to another giving blood for a test. The difference between having that warm glow of doing something for others, to the focus on what is actually happening if you are having to give blood for a medical reason. The brain's reward system releases dopamine which makes us feel good mentally and physically and this can be seen on a scan when people donated blood.

So try 3 random acts of kindness this week and let me know how you feel?

For more reference and ideas, listen to a past episode from Michael Mosley "Just one thing" https://www.bbc.co.uk/sounds/play/m001v3j8 and also visit the website Random Acts of Kindness https://www.randomactsofkindness.org/

Take time to meet yourself

Mon, 10 Mar 2025 16:52:02 GMT

"Not so much about finding yourself its about taking the time to just meet YOU"

The Kindness Method by Sharoo Izadi has long been one of my favourite recommendations to Clients and I have begun to revisit for myself and Clients.

The overall premise of the book is about giving yourself permission to be kind to yourself. When you read it, you are taken on a very practical journey to properly meet YOU. With renewed self-awareness you will begin to see an increase in your self esteem.

The language is really important you are not finding yourself, you are meeting yourself. Finding implies a compete reinvention whereas the book is about you setting off to meet the real YOU.

Your first task is to write a letter to yourself about where you are at that moment in time, and what you would like to change. This letter is not necessarily about a huge change, or related to huge habit or vice, it might be a different mindset to work or your family.

From the snapshot letter you then create maps, which explore you that much more, these are just some of the headings, there are many more in the book to follow:-

Ways I'm happy to be...
What I'm proud of...
When I'm in the Zone...
What hasn't worked...
Conversations about me...
Some-one I love map...

From my own experience of The Kindness Method the maps throw a spotlight on you in a sensitive and with a very gentle lens. "The advice you give a friend should be the advice you give yourself" having this quote in mind will make your ideas and plans be realistic and at the right level of comfort.

I thoroughly recommend the book be curious about YOU

Please do get in touch for a coaching session or a workshop on The Kindness Method bev@nuggetsoflearning.co.uk

Revisiting Kindness - nuggets March Newsletter

Mon, 03 Mar 2025 11:19:20 GMT

Take time to be kind to you and others...

The Big Career Development Chat...

Mon, 24 Feb 2025 17:15:09 GMT

Own it...

Getting started

Having that Career Chat is vital for growth, and it starts with you. You need to instigate that conversation with your line Manager. Working with a Coach can help you prepare and think about how you can curate your future.

Where you are now & where you want to be?

The first step is to see where you are aligned with the Organisation's Vision and Mission. Think about where you are now and where you would like to be. This may not even be within the Organisation, however until you do the self reflection exercise you will not know where you want to be.

Energising or Draining?

The Coach will ask you to think about projects you have recently worked on that have been energising or draining. From this exercise explore what made you excited and what was demotivating. There might be many elements involved, the people, the level of challenge, the resources and the opportunities the project opened up. It is important to be self aware of your own interpersonal skills, how good were your own communication skills? To conduct a thorough skills audit it will not be just what you did, it will have a higher effectiveness rating bias on how you did it.

When preparing this self reflection, think about where you want it to go. The authors of "Squiggly Career" Sarah Ellis and Helen Tupper, say that now it is not about the career ladder but it is about embracing the "Squiggle". When considering the future do not limit yourself to the organisational standard trajectory, explore with your Coach more tangental connections.

Identifying your core values

When you look to the future you must also pause and think about what you value, and what are your dreams. There are many ways to explore your core values, there is a great link on Brené Brown's website, the Dare to Lead values exercise. Another exercise which makes you think about where your interest lie is called Career Anchors. Just google Schein's Career Anchors Test and you will be able to do this for free. Chatting with your Coach to see where the values and anchors are landing long term is a real good investment of your time.

When you starting to think about what you value in life, you should also ask the question "What does success mean to me?" Talk to your partner or family and most importantly your Coach.

"Name it"

Once you feel ready to meet your Line Manager and you have done all reflection and have a document or slide deck with your thoughts captured, set up the meeting. Be very clear what the meeting is "name it", say something similar to this "I would really value your input on my Career direction, can I sit down with you?" Once you have met it is a good idea to have regular check-ins and always name them as the Career Development meeting so that you don't get side tracked into talking about day to day business.

At the meeting express your gratitude and share your insights. Good to show how some of your development is linked to the overall vision of the company.

The Plan

Next steps is to identify opportunities available whether they be skills development, experience in certain areas or an awareness in your interpersonal skills. Your line Manager will give you guidance of how to steer organisational processes and be a Cheerleader! Be sure to evaluate the options and be realistic with your time and energy.

Present a week after the meeting your development plan and again thank the line Manager for their time and input.

All of this can be aided by the help and support of a Coach who is your accountability partner and will help you curate the best future for YOU. Please do get in touch bev@nuggetsoflearning.co.uk

Values that mean something...

Mon, 17 Feb 2025 10:35:49 GMT

Bringing life to your values...

"Values are verbs things we do" Simon Sinek

They should come to life and not just be words in the atrium of your office building.

According to a recent report by Right Management and Globoforce’s Workforce Mood Tracker study:

Among a group of 91 possible factors, personal commitment to an employer’s core values is the top driver of employee engagement.
54% of respondents who didn’t know their company’s core values reported being engaged while 88% of those that did know the core values reported engagement.
65% of workers who could name their values say they had a strong grasp on company objectives versus only 23% of respondents who say they didn’t know any of their company values

Meaningful values

Values must have meaning and not just because you need to set them, otherwise you will have cynical and demotivated Team Members. Make them stand for something. Choosing core values can set you apart from competitors by clarifying your identity and serving as a constant point of reference for your Team as to why they want to work with there. Values if right can contribute to the performance of your product/service and most importantly to the growth of your Team.

There are 4 categories

Core values - the heart of the company, the main constant beliefs that your culture is built on
Aspirational values - to fulfil in the future
Permission to play values - the values of life (how you work with each other)
Accidental values - coming out of your working practices

Ask for feedback on your values

Companies and Team members grow together and therefore the values have to stay relevant and meaningful. Ensure that you regularly re-evaluate whether they are a true reflection of your culture. This is not just the employee survey once a year, this will be in every one to one session, all of your Team meetings and from the client experience. Everything builds a picture as to whether your values work for your Company and your Team.

Keep your values at the forefront

Bring the values to life with examples of how Team Members have demonstrated a value, by describing behaviours and actions taken.

Make your values visual

Company "culture decks" are visual representation of your values, the things that your company holds as the most important.

These slides should be easy to read and understand and written in conversational language with examples, more like a handbook.

To bring them to life more think about where and when they should be seen:-

Quarterly business updates
Regularly referenced at one to one meetings
Team meetings
Recruitment
Onboarding decks
Pitches

An image is worth a 1000 words, ask Team members to share pictures that they think connects with the values. Making the values as memorable as possible.

Recognise team members for living your core values

Observing the behaviours that demonstrate the values and calling them out will encourage others to follow. Behaviour is contagious so seeing alignment in action will encourage others to follow.

Use values for interpersonal conflict

Values provide a vocabulary as to how you want to treat each other. Culture is all about "the way things are done around here". When conflict does arise using the values as a marker of the way you want people to act can help explain what has happened. If a person has drifted from your core values is there a reason an extreme circumstance and therefore is there justification. Values can be used to guide someone back to where you do want Team members to be.

Use your values to make hiring decisions and the first 100 days

At the recruitment and selection stage asking candidates to articulate what your values mean to them is a good insight as to whether they connect with them. Ask them to bring them to life by describing from their career already where they have demonstrated the value. Once you have a new member of the Team, good to keep connecting at marker points 30, 60 and 90 days asking again for examples of connecting to the values.

Zappos puts it best "Core values are more than just words. They're a way of life"

Please do get in touch for a values workshop.

Difficult Conversations

Tue, 04 Feb 2025 11:29:20 GMT

Why do they matter?

If you never had those difficult conversations in work what would happen? You may see a loss in productivity, creativity stifled, barriers between individuals, trust evaporating, collaboration stalled, poor communication, and ultimately people may leave.

Therefore it cannot be ignored, but how do you know where to start?

An open invitation to chat is a good gateway. Going into the chat with no preconceived idea of where the conversation will go. Asking nice open questions and just listening, coming from a place of curiosity.

Feedback frameworks can help if the open chat is not delivering on where you need to go. Situation/Behaviour/Impact or the SBI model is very simple and effective. Look to talk about the behaviour you can see in a certain situation and then ask the Team member to evaluate. Identifying the behaviour you want to change yourself is far more likely to happen than to be told the behaviour to change.

In preparation of the conversation use the bullet points below:-

Map out your own experience of what happened
Self monitor - is it valid to have the conversation, or were you just having a bad day
Put yourself in the other person's shoes
Manage your own expectations - what do you hope to gain from the conversation?
When is best to have the conversation? eg not at the end of the day

When you are in the conversation remember these very valid points:-

Clarify the situation or topic early
Share your own experiences with "I"
Ask lots of clarifying questions
Create a future focused solution that is right for both of you

Working with a Coach can help enormously, practising these conversations before you have to have them,

Interview Template

Mon, 27 Jan 2025 10:19:23 GMT

Key data on one page...

The nerves have started and you have prepared for so long for the interview that you now feel overwhelmed and cannot remember any of your answers.

Top tip from nuggets just have one page of information when you set off for the interview!!

Put yourself in the middle of the page and think about your core values, what are the key things that matter to you. For example is creativity core to everything you do, or is it being able to work flexibly, before starting the job process it is really important to understand what you value. There are lots of online tools that can help you identify your core values, and this insight to you will be invaluable.

Values drive behaviour so it helps you understand what makes you tick, and also gives you an idea as to whether your values will be met by organisations or whether they are not in sync.

Around the "Me" box add sections which are the classic interview questions that come up time and time again:_

Tell me about a challenging situation, how did you deal with it?
Talk to me about your strengths
What has been your greatest achievement?
How do you fit into a Team?

Never answer a question hypothetically always give concrete examples. On the sheet just put one word which you know will remind you of the story. Less is more, on the sheet!! The simpler you keep it the more memorable it will be for the brain.

The stories must be authentic, talking about how you felt in a situation not just the facts of what happened. People employ people so come across as someone they want to work with.

Nerves are not all bad, we need the adrenaline rush to motivate us into action, however we also need support tools and structure. The one page will be your support and will be the spark to reignite other thoughts and stories.

The more in-depth preparation you have done on the company and other answers will come back to you, but having the basics on one page will really help.

Working with a coach to find your next position is motivating, as you have an accountability partner, please do get in touch for more details bev@nuggetsoflearing.co.uk

Looking for a new role in 2025

Mon, 13 Jan 2025 10:58:07 GMT

Get into the right mindset to look for your next position...

If you are not careful looking for a new role can sap your energy and your time. Be really focused on what you are looking for. Warren Buffet only invests his money in a small amount of companies so that he can be really focused and not distracted by other investments. How to be more "Buffet"??

Start by listing all the roles and companies you would not work for:-

Identify any obstacles that you would draw a red line on
Too long a commute
Fully remote or equally office attendance
Do not believe in what the company stands for
Think that their product or service is poor
Have read that they do not treat employees well

Then dream big and identify the companies you would love to work for:-

You love their product or service
You love their culture
You love the benefits package
You have always dreamed of working there

Cut out the logos of the companies you would like to work at and put them on a frame on your desk. This is a great motivational tool " What you focus on becomes reality".

From both exercises you will start to build a picture of what your next move might look like.

Set time aside each week so that you are consistently touching the project but not touching it too much that it becomes tedious. Celebrate the small wins of getting acknowledgments and go for volume as you may have to "Kiss several frogs ".

Your dream job is out there, just stay positive and on track. Please do get in touch to work with me bev@nuggetsoflearning.co.uk

Reset & Refocus

Wed, 08 Jan 2025 10:12:30 GMT

Take time to think about how you want 2025 to look and feel?

What has happened?

Start the year by having a very quick review of 2024, using something very simple to just see the big things. I would recommend the matrix below:-

Highlight/No Surprise

Highlight/Surprise

Lowlight/No Surprise

Lowlight/Surprise

Keep your answers very succinct and top level.

Looking Ahead

My next suggestion is to print or look on screen at the whole year on a page. There are some great templates from the website www.calendarpedia.co.uk Once you have the year in front of you, shade all the bank holidays and any days you have already booked for holiday. With the year on a page look to see if you have spaced out your time away from work have you created a good balance throughout the year.

Focus

A good starting point is to think of 3 words that will act as your compass as to how you want the year to play out and the areas you wish to focus on.

These words are very much around how you want the year to feel, so for example could be, connected, fun, learning, stimulating, health, change etc…

Zoom out in order to Zoom in

Business plans and objectives can be quite dull and stifling so start with some bold ideas and then bring them in. For example, if you want to focus on the coaching side of your business give a big number of how many clients you wish to have by the end of the year. Then ask how that translates into number of sessions. Zooming in, what does that look like monthly, weekly and even Zoom right in and say what does it look like daily. Then decide very zoomed in, what do the sessions look like in 2025? What changes will you make thinking about the review of 2024?

Working Smarter

· How can you be more efficient and streamlined in 2025?

· What meetings do you not need to attend and which can be less frequent or shortened?

· Do an audit of where you deployed time and energy in 2024?

· Think about return on investment for you attending?

· Make every meeting 10 minutes shorter

· Delegate more

· Change your mindset to think that everything is Effortless (courtesy of Greg McKeown)

· Unsubscribe from emails that just fill your inbox

· Do an audit of all the subscriptions you have and direct debits?

Working in a Positive Environment

Finally if you want the year to go well ensure you have set up a good working environment. Does the space you work in, really work for you? Is there anything that needs an overhaul, new laptop, printer or even a new chair?

Does the space you work in feel inspiring, are you surrounded by things that make you feel good? Do you have any motivational tools as visuals eg. targets, objectives, quotes, pictures that you can look to as progress.

Declutter your desk and your office the space will give you more energy and you will feel lighter as a result.

Growth Mindset Leader

Wed, 27 Nov 2024 16:44:18 GMT

“Don’t be led by the tyranny of now wake up to the power of not yet”

 Professor Carol S Dweck

What is a Fixed & Growth Mindset?

The term comes from Professor Carol S Dweck who wrote the book on Mindset. If you adopt a Growth Mindset you believe that your abilities and intelligence can be developed by dedication and hard work. An individual who defaults to a Fixed Mindset believes their abilities are static and that they have unchangeable traits.

Mindsets evolve early and they can fall on specific areas, for example whether you can sing or draw. Our parents can create Fixed Mindsets by saying "You can't draw or sing". This is not done with malice, however the continual message will mean this will be an area you won't explore and you might well say "I can't draw or sing".

As a Leader it is possible to turn a Fixed Mindset into a Growth Mindset, and it can be incredibly rewarding.

Practical steps to take:-

Be a Role model - demonstrate to your Team that you have a thirst for learning and growth,
Encourage the Team to own their own learning and be imaginative about stretching themselves
Create an environment where everyone is comfortable with continuous feedback ·
Praise effort and process not just the result
Recruit potential not talent
Encourage Team Members to s tudy to learn not to ace the test
Failure does not define an individual or you as a Team, move forward from it
Be a Team all about curiosity continually s tretch yourselves and think of solutions that are not there yet
Create a place where risk taking is safe
Set stretch goals not just corporate objectives, believe in each other
Collaborative projects
Peer mentoring
Problem solving as a Team or in groups
Shared purpose
Continually assessing and re-evaluating how you are working together

As a Leader make this a priority and have a strategic plan as to how you can implement some of the above or all of the above. Please do reach out for a workshop on Growth Mindset as a Leader.

Leading Remotely

Mon, 18 Nov 2024 13:57:16 GMT

Finding a rhythm to leading a team remotely...

Finding effective way to lead and manage your team remotely is all about finding a rhythm that works for you and them.

The key elements to Remote Leadership are:-

Trust
Duty of Care
Overall Purpose
Interpersonal skills
Energy

Trust

Trust underpins every relationship we have, and when we have limited face time with each other we need to ensure we have a really good foundation of Trust. Finding common ground is a good starting point, whether it be supporting the same football team or having children of similar ages, these are all good talking points to establish the relationship. Trust is also knowing that you are "there", albeit remotely, make it clear that you will at certain points in the day be available for the Team. Delegating effectively so that the Team own tasks and can acquire new responsibilities and use their own initiative are all incredibly motivating and empowering, and can only be done with that bedrock of Trust.

Duty of Care

When everyone is remote it is imperative that you check they have all they need in terms of equipment and resources. Whilst not in the office everyone needs to understand the Company policies and procedures and be able to ask any questions for clarity. Mental Health Wellbeing must be monitored by asking "How are YOU?" no really "How are YOU?" rather than just the work check-in. As a Team it is a good idea to set boundaries of how you all want to work with each other. What are the core hours? when is it OK to message and when is not OK to message? Set the cadence of how often to meet and decide on the form of those different touch points, eg. One to one meeting, Teams chat, Team catch up etc...

Overall Purpose

When leading remotely your team members should know the answers to the questions below:-

1. What am I here to do?

2. What do I have at my disposal to do it?

3. What do I need to know to succeed?

4. Who are my key stakeholders?

5. How am I being measured?

6. What behaviours are rewarded in this culture?

7. What behaviours are looked down upon in this culture?

Interpersonal Skills

As a remote leader you will need enhanced empathy skills, an understanding of all things you can't see, therefore a

bigger lens on individuals lives. Sharing your own life examples provides that level of humility which makes you more

relatable. Being genuine and authentic will make you REAl.

Energy

Asking the Team how they recharge their batteries and even giving them space to do this. For example if playing football is key for their mental health and their fitness and it means logging off early every Wednesday, be that Leader who accomodates. Checking in on resilience levels, ask them whether they are on a 10 or lower, and explore what is going on. Discuss how they can take micro breaks and encourage the macro breaks, chat naturally with them about holiday plans. Share with them your own energy patterns.

Find the rhythm that works for you and your team and will be the key to finding “sweet music”

Empathetic Leadership

Tue, 12 Nov 2024 13:25:04 GMT

Do your team feel seen and really heard...?

Empathetic Leadership is the key to positive relationships. It is essential that your Team feel seen and heard and totally understood. It also helps with the following :-

Innovation
Retention
Engagement
Inclusivity

Innovation

Team members are more likely to be innovative with ideas and suggestions if they know they have an Empathetic Leader who appreciates and understands them totally. The Leader will listen to their ideas as an established relationship has been built on trust.

Retention

Respecting everyone's life and work boundaries is key to being empathetic. With this mutual respect you are far more likely to retain team members for longer in your team and organisation.

Engagement

By constantly understanding and involving everyone to achieve goals and most importantly celebrating the small wins as much as the big wins.

Inclusivity

Everyone is a unique member of the Team and everyone brings their own talents.

Empathy in action is understanding any struggles your Team members may have inside and outside work.

The key elements are:-

Fully present mentally and physically
Actively listening and being curious
Listen with the intention to understand NOT to solve or respond
Providing time and space so that they can be fully heard and seen
Showing compassion without relating to the situation (not about YOU)
Imagine being in their shoes
Following up

"People may not remember what you said but they will remember how you made them feel"

Please do get in touch for a workshop on Empathetic Leadership or 1:1 coaching bev@nuggetsoflearning.co.uk

Emotional Intelligence...

Mon, 04 Nov 2024 12:45:10 GMT

Leading life with Emotional Intelligence...

It was in 1990 that John Mayer and Peter Salovey first explored and defined Emotional Intelligence ("EI"). They explained EI as “the ability to monitor one's own and others' feelings and emotions, to discriminate among them and use this information to guide one's thinking and actions” . Daniel Coleman a psychologist wrote the book Emotional Intelligence in 1995 making the studies accessible to all and also explaining its place in business and Leadership.

There are five key elements:-

Self Awareness
Self Management
Social Awareness
Relationship Management
Self Motivation

Self Awareness - is knowing how to bring out the best in yourself, which ultimately helps you bring out the best in others. Being able to recognise "What shadow you cast?" the memory you leave in people's minds.

Self Management - is having a thermostat to control your emotions, managing your hot buttons and being at a consistent temperature. Being able to regulate and recognise your emotions, so knowing when to hit the pause if you need to adjust.

Social Awareness - is your ability to read the signals of others. Being able to empathetically listen will enable you to calibrate the whole person, detect any leakage in their body language. Knowing the right and wrong time to speak or approach.

Relationship Management - not afraid to have those tough conversations, being able to coach, influence, mentor and resolve conflict.

Self Motivation - knowing what gets you out of bed in the morning. Being able to have your own sense of purpose with a long term motivation not just a focus on the short term.

Working with a coach is an excellent way to develop your EI, as you will talk about your current performance in work and where you are in life. This safe place gives you time to reflect and reset.

Top tips to develop your EI

Journalling - Writing down your emotions and exploring what they mean to you
Feedback - seeking feedback on the impact you have
Empathetic Listening - listening for what people are not saying
Paying attention - listening to your mind and body together, knowing when to pause to regulate
Read the signals - knowing when to speak and when not to speak

Building Relationships at work

Fri, 25 Oct 2024 14:04:16 GMT

Practical tips...

Having good relationships at work is essential for everyone as it creates an environment where everyone feels good and can thrive.

"You will get out of it what you put into it"

So here are some practical top tips as to how you can build relationships at work.

Empathetic listening

Whether anyone has had a good day or a bad day, be there to properly listen to understand what is going on for them at that moment in time.

Approachable

Always wear a smile and have open body language so that people know you are a good person to engage with.

Common ground

Take time to get know what you share in common, whether it be films, sport or a current TV show.

Understand motivations

What do they love working on? When do they feel fulfilled at work?

Role within the Team

What is their role within the Team, not their job title, but do you know who is the best pub quiz contestant, who makes delicious cakes...

Milestones

The key milestones in life are important to share and celebrate together, Birthdays, Anniversaries etc...

Appreciation

Understand how people like to be appreciated or recognised and ensure that you do it, not just a nice thought in your head.

Communication

Not everyone likes a Teams message!! Get to know their preferences, email, WhatsApp or a phone call...

For more ideas please contact bev@nuggetsoflearning.co.uk

Frameworks for Feedback

Mon, 21 Oct 2024 09:07:32 GMT

Try not saying the word...

Even saying the word Feedback can send shivers down the spines of team members.

"I just want to give you some feedback"

We all know that our performance and development grows with feedback, however the positioning of it needs to be comfortable and the structure needs to work for you and the recipient.

There are many feedback models and I have selected a few that are tried and tested and put people at ease. Highlighting something positive and giving praise is always better with tangible evidence, so take the time to structure it. The noticing technique is a good example of how to do thist:-

I noticed
I saw
I heard

The key is to get really specific about what you did notice, see and hear (even play it back to them).

An even better model is the SBI (Situation/Behaviour/Impact) by recognising the positive elements of their performance and the impact it had on a client/team member or even yourself can be really uplifting. When using SBI for constructive feedback it is always best to get them to self evaluate the impact.

"When you talked over the Client", what do you think the impact was..."

We are more likely to change our own behaviour if we recognise in ourselves what we want to change.

If you find feedback is lacking in your team and your Manager, get artful in the way you ask, instead of

"Do you have any feedback for me?" try "Do you have any advice for me?"

The word advice is an invitation and much softer than feedback, and will give you a very similar result.

Another technique is to ask

"What 1 thing could I do differently next time?"

This is frame is as an invitation and you can use the 1 thing in various ways, I thing to change, I thing to improve etc... whatever wording is appropriate for the situation.

Overall feedback is good for all of us, as Brené Brown's says "Clear is Kind and Unclear is Unkind" and yet we all dance around for fear of poor delivery or upsetting colleagues.

Be brave and ask for it and also don't be afraid to give it.

Please do get in touch for one to one coaching or a workshop on Feedback - bev@nuggetsoflearning.co.uk

Self-care

Mon, 14 Oct 2024 13:52:01 GMT

Top tips for looking after YOU...

Self-care does not have to be booking the big holidays, it is about what you do everyday to make sure you are OK, although holidays are fabulous!!!

What is it? and Why does it matter?

Self-care is a conscious act people take to promote their physical, mental, spiritual, and emotional health. It is vital for building resilience in life. When you've taken steps to care for your mind and body, you'll be better equipped to live your best life.

A lot has been written about how we can do this, by providing frameworks, however it is a very personal practice that you need to work out for yourself.

Frameworks for Self-Care

Miracle Morning by Hal Elrod was an international best seller and gave a mnemonic that you could practice every morning. There is an App to support and you can buy beautiful templates on other websites with the Miracle Morning routine, it is quite intense but can easily become a daily routine:-

S - Silence - being there with yourself

A - Affirmation - positive message to YOU

V - Visualisation - what does the day hold for YOU

E - Exercise - understanding and being there with your body

R - Reading - feeding your mind

S - Scribing - writing what you are grateful for

The 7 pillars of self care is another model and less intense than the Miracle Morning you could spread across the week:-

Mental - how have you stretched your mind
Emotional, - who have you spent time with this week who makes you feel good?
Physical - what have you done in the form of exercise?
Environmental - have you done anything that helps the planet?
Spiritual - have you enjoyed meditating, or just being?
Recreational - have you pursued a hobby something fun for you?
Social - have you mixed with friends or new people?

On a Micro Level

Think about what are those things that give you immediate happiness, those micro moments. I have a coffee mid morning and I am there for the coffee, no other distractions. However the day maps out, I will always try and find that moment with the coffee. Think about what could be micro level self-care for you?

First thing in the morning I hand write my journal, a review of the day before which gives me time to reflect on what well and what I would do differently. I always give myself a GAIL which stands for:-

G - what was I grateful for?

A - what did I achieve?

I - what could i improve?

L - what did I learn?

Gratitude is something that you have to practice it is not enough to say I am grateful for...interrogate why and how you can make it happen again.

Summary

Self-care has to be intentional and making it a routine that you can build into your day will help ensure you stick to it.

Please do get in touch for help and support on self-care. bev@nuggetsoflearning.co.uk

Building your Self Confidence

Mon, 07 Oct 2024 09:14:56 GMT

Toolkit for everyone...

As an Executive Coach I often meet clients who have experienced a dip in self confidence. We work through the following areas:

1. Purpose

We talk about why they do what they do in life and work. Finding purpose everyday is so important and then also looking at your whole life. Initially starting with daily, weekly and monthly can give people a sense of control and also perspective on what they are getting out of life. It is not what you do it is always Why you do it?

2. Choice

The language we use, even internally, can empower or immobilise us. I always challenge my clients when they say things like ‘I have to go to the office’. Remember, everything in life is a choice. You're choosing to go to the office, not being physically pushed out the door. This shift in perspective can be incredibly empowering.

3.Systems and processes

The more structure and rigour we have around life and work the more in control we feel. Think about your shower routine and then think about how many systems can you introduce for work. Eliminating decisions and thinking can free you up to feel more confident in other areas.

4. People

Surround yourself with people that make you feel good. We often use the expression of taps and drains. Spend time with people that are taps and they give you energy and avoid those indiividuals who are draining. Seeking feedback can be a great energy boost, however ensure that it is a tap and not a drain!

5. Achievement

Confidence thrives on achievement. I advise my clients to record their successes in both personal and professional realms. Take time to write down or digitally capture your achievements. Achievement underpins motivation and the act of ticking them off provides an endorphin rush that boosts confidence.

To reset your self confidence can be best achieved by working with a coach. The time is yours and it is always a safe space to talk about whatever is on your agenda at that moment in time. A coach is there to boost your self esteem and help you achieve anything you want to achieve. Please do get in touch to book a one to one session bev@nuggetsoflearning.co.uk

Change

Mon, 23 Sep 2024 10:04:33 GMT

It's all the same whether it be big or small...

Change is inevitable and whether it be big or small we still experience the same behaviours and emotions. You have arrived at the office this morning and you have been forced to sit at a new desk. This weekend you have moved house, and it is one of those big life events.

Loss - The first emotion you feel when any change happens is that sense of loss. With the desk change you feel a little discombobulated and the same with the house move. Obviously one of these maybe slightly more intense than the other, but that sense of something before is very much there.

Denial - When loss occurs we often pretend that it has not happened, so we deny or overly justify in our minds that we are not feeling any unease. "I don't mind being by the window and not near my team" or "I don't mind my commute is much longer from the new house".

Frustration - When that initial denial starts to fade and we realise not sitting near our team is quite tedious and not good for collaborative work our frustrations rise. The commute to work on the first day is so frustrating, the bus was late which meant you missed the train.

Low point - The need to process the change and acknowledge that it is not working is the low point. For any situation whether it be big or small you do have to sit with the discomfort and understand what is going on. Acknowledge that the change is not working for you and then galvanise yourself into action.

Experimentation - Try different actions and ask others for support. The desk might be just that day and make sure you never sit there again, or find a member of your team to partner up with so you are not totally isolated. The commute could be tinkered with, drive your car to the station, see if you can get a lift or explore other bus routes.

Decisions - After experimenting with several options you can make some decisions. This mode of thinking is moving you away from that initial uncertainty, that you had at the beginning of the change.

Integration - Feeling positive about change, is about finding the right options that work for you and putting you back in control of taking action and making decisions. You decide to not sit at that desk again, there are better alternative desks. The commute work is much easier if you drive and park near the station and you have managed to find a road with free parking.

These headings are from the work of Elisabeth Kugler-Ross around the grief curve which was then adapted for organisations to be the Change Curve.

Understanding that change is the same however big or small means that you can reflect on your emotions and behaviour and know that they are completely normal. Accepting that change is inevitable and working through the stages is empowering.

Please do get in touch for a one to one coaching session bev@nuggetsoflearning.co.uk

Digging deep...

Mon, 16 Sep 2024 08:32:38 GMT

Get deliberate about digging deep.

We often need to find that extra bit of energy and the expression of "Digging Deep" is used as a badge of honour. "It is brilliant the way Pete is able to Dig Deep when the project gets tough". If the strategy is to just work longer and hard then it may well be to Pete's detriment and not the organisation. Whilst Pete might be remarkable what price is Pete paying for finding this extra source of energy.

In her book "The Gifts of Imperfection" Brené Brown suggests we look at it another way. The context of the book is understanding how we can live as wholehearted individuals. She explains that whilst living a whole hearted existence they do still Dig Deep but they do with a very different take. Using DIG as mnemonic this is what they do:-

D - Deliberate - They get deliberate with their thoughts and feelings about their intentions

I - Inspired - They explore whether they have different choices

G - Going - They take action

The next time you feel overwhelmed and you are staring at your screen, take a step away and try the DIG process.

Deliberate - Ask yourself why you are feeling overwhelmed and highlight the top priorities on your to-do list
Inspired - Take a moment to explore the options can you delegate/defer or do a task another way
Going - Decide on the first action you will take

In order to begin the DIG process take short breaks, if you carry on sitting at your desk you will still feel the overwhelm. A change of scenery alters your thinking and is a good reset button.

DIG is also a good problem solving tool, take time to get deliberate with your thinking around a problem. Brainstorm on paper or with others, inspiring ideas and then take agreed actions together.

Last week was my first week back from holiday and there were moments where I could have just worked longer and harder, but I took my time to practice DIG. Taking short breaks and re-evaluating my progress made the work seem inspiring and challenging in a new way.

Please do get in touch if you would like a one to one coaching session bev@nuggetsoflearning.co.uk

Post holiday blues...

Mon, 09 Sep 2024 09:26:43 GMT

The first day back after time away...

Returning to work after a holiday, is hard and the first day is always the hardest.

Here are some top tips to ease you back into the workplace:-

Space - ensure that your first morning back is not full of meetings, give yourself time to respond to emails and set up your diary. Find space during that first day to have a coffee with yourself and not look at anything apart from the coffee or whatever drink of choice.
Routines/Systems - the more processes in place before you went on leave will make it easier to fall back into
Buckets - If you think of buckets of time, so break it down so it does not feel insurmountable:- eg.
What 3 things will you achieve Today that will make the biggest impact?
What is the one thing you want to have achieved/completed this Week ?
What does the Month look like in terms of work/life, how many fun activities do you have in your diary? the bucket concept is from the book "Getting things Done" by David Allen
Right People - Meet someone on your first day back or in your first week back who really sees you and makes you feel good about yourself
Pace - Be kind to yourself on the first day and the first week, set your own pace do not be led by the pack.
Weekend - nice gentle plans after that first week, recharge those batteries to go again

When we come back from holiday we often want everything to be different, and working with a Coach is a great way of reseting how you are working and helping you to be really effective.

This is how nuggets works with clients:-

Take stock - assessing how a Client is currently working?
Setting new goals - taking time to understand which new goals want to be achieved or some existing goals
Re-energising - setting up new rituals and habits providing a boost
Clear the decks - understanding which Clients you enjoy working with/which friends bring you joy?
Reset your confidence - not so much about finding yourself, it's about with a Coach's guidance meeting YOU

Please do get in touch bev@nuggetsoflearning.co.uk

Returning to work...

Mon, 05 Aug 2024 08:33:10 GMT

Which hat are you wearing...?

Returning to work after maternity or paternity is hard, leaving your beautiful baby or babies is tough. Many companies are now recognising the support that they can provide and returnees are reaping the rewards of a smoother transition.

Coaching is one of those benefits being offered to people returning to work. The benefits are numerable for both the company and the individuals. At nuggets we provide such a service, the coaching is so rewarding as you feel you are making a difference.

When I first set up nuggets I always wanted it to be a very practical and relevant service accessible to all. Below I have identified the benefits coaching gives when you return to work from the individual perspective and the company.

The Benefits to the Individual:-

Rebuilding self confidence after a life changing event
Resetting productivity - learning how to work smarter and managing time around life and work with renewed vigour
Revisiting motivation - what are your intrinsic drivers and how can you work with the extrinsic factors to feel fulfilled
Communicating whilst on maternity/paternity leave - setting the boundaries that work for you
Understanding that any change leads to uncertainty and being sure to focus only on the things you can influence

The Benefits to Companies:-

Team members feel valued and supported through a life changing event
Retention of team members is far higher if they have organisational support
Transition back to work is smoother
Communication is structured and appropriate for team member and organisation
Coaching can be linked to the culture and the organisational values, something tangible and rewarding for everyone

I often use the terminology of "hats" if you imagine your roles in life were hats that you physically put on, then we should do a similar exercise with our mindset. When in work have your work hat on and when being a Mummy or a Daddy have that hat on. I remember when I returned to work after maternity leave, I would often work extra hours and have half a hat on at bath time instead of being in the present with my new baby. I know how hard it is and that is why I love this work as it is so rewarding to understand circumstances and get individuals to self reflect on their behaviour and identify what they want to change.

Coaching is all about evoking transformation and what better time to embark on that journey after you have had an absence.

Please do get in touch bev@nuggetsoflearning.co.uk

Boost your self esteem...

Mon, 29 Jul 2024 10:18:06 GMT

How do you value yourself...?

Self-esteem is the value we attach to ourselves which is based on our opinions and beliefs and some of these may be hard wired so therefore hard to change.

A good starting point to boost your self-esteem is to take some time to get to know yourself. Think about what makes you happy and what you value in life. This can be identified through journalling to recognise good activities and days. We can categorise this by immediate happiness and delayed happiness. Exploring your values can be done through taking a self assessment tool and by just identifying two core values this gives you a really good compass for life.

Challenge that negative inner critic and give yourself positive self talk, reverse it, as soon as it enters your head. Start the day with some positive affirmations "You got this!"

Saying no can be good for ensuring that you don't have too many demands and also really putting a value on yourself.

Any comparison with others is not always good for our mental health so limit what you look at on social media. Be intentional with who you follow and why?

Most importantly do nice things for yourself, make your favourite, book concert tickets and spend time with people who make you feel good.

This may well be out of your comfort zone but take time to acknowledge yourself, even praise yourself when you achieve. This can be the big things in life and even the small things, clearing a cupboard, booking a holiday or going for a run.

Accept compliments with a simple thank you, try not to deflect with "Oh this is something I have had in the cupboard for years..." be confident with the thank you "That is so kind of you to notice, thank you so much"

Understand yourself, by taking time to create a list of things you like about yourself, skills, beliefs and things you have learnt.

Over the next few weeks set up some new challenges to shine the spotlight on yourself in a different way:-

Volunteer
Set a small goal
Learn something new

In summary building your self esteem is:-

Take time to get to know YOU
Reverse negatives into positives
Practice saying No - put a value on yourself
Be intentional with Social Media
Arrange nice things for yourself
Acknowledge small and big achievements
Accept compliments
Make a list about YOU

Please do reach out for a one to one coaching session bev@nuggetsoflearning.co.uk

Finding confidence...

Mon, 22 Jul 2024 08:13:51 GMT

Believe in yourself...

We all have confidence within us, we have to silence those inner voices that are possibly holding us back. We have to learn to manage that inner critic by focusing on our achievements. Failure is just a minor setback and not let the voice within us be all consuming.

Confident people are able to visualise success and know how to acknowledge it and celebrate it. Behaviour is contagious so often they can make those around them also feel confident as they are able to see other people's achievements and acknowledge them.

To find confidence in yourself, start by asking questions as to what you want it to look and feel like.

What does confidence mean to you?
When are you most confident?
What doe that feel like?
What was it that helped you feel that confidence? (the people around you/a specific task or project?)

Exploring the questions above gives you some good insight as to what it looks like from a very personal perspective. We also need to think what are the barriers to you not believing in yourself. A lot of people have the feeling of imposter syndrome, that for some reason they do not believe they should be where they are. To challenge this mode of thinking ask these questions:-

What are you believing about yourself that is holding you back?
How can you think more positively about yourself?
What would you say to someone else who had achieved what you have achieved?

Asking for more feedback takes confidence, but gives you confidence. It is easier for others to see your progression and really good for you to hear others acknowledge your successes. Keep a record of what others say about you, whether it be an email folder or a notebook. This is a great reference for you to look back and reflect to boost your confidence.

Language is always the portal to meaning so be sure that you use confident phrases. Instead of "I may achieve this..." replace with "I can do this..." or even better "I will do this...". Will has willpower behind it and is always very empowering.

Working with a coach gives you tremendous confidence, as their role is to help you think differently and look at something with a new perspective. Please do get in touch for a coaching taster bev@nuggetsoflearning.co.uk

Positive Affirmations

Tue, 16 Jul 2024 14:12:09 GMT

Getting into a routine of saying them...

To silence the negative self talk change it up and replace it with positive self talk.

We find it incredibly easy to talk down to ourselves, but this negative spiral can become a self fulfilling prophecy. By learning how to create a positive spiral we are strengthening the neural pathway that gives us confidence and courage.

Affirmations are one of the most effective ways to reaffirm ourselves. They are statements that need to be repeated at the start of the day or at a time where you need an extra boost. Just as we improve muscles in the body, by repeating affirmations we are improving our mental well being.

There is evidence that affirmations can improve performance at work in just a few months. They can release pressure and calm us before a highly pressurised meeting or presentation.

How to create an affirmation that works for you?

Focus on area that you wish to change or improve your mindset around

Example:- Speaking in Public

Make sure that it is credible and achievable

Turn the negatives into positives

Example:- "I am not talented at speaking in public" turn into a positive " I am well prepared and I am excited by the challenge of speaking to the group"

Ensure the statement is in present tense

Say it with feeling

Example:- using the word "exciting" think of an adjective

Saying an affirmation every morning could be as simple as "You've got this" or "I can handle this" or "I'm enough"

If you want to really reinforce the statement add a physical high five in the mirror as you say your affirmation several times.

Please do get in touch for a workshop on confidence or a one to one coaching session bev@nuggetsoflearning.co.uk

Build your self confidence

Mon, 08 Jul 2024 15:26:00 GMT

Practical tips...

Social media pressure can be the worst, as in the photo everyone on holiday having a good time!! Comparisons are not good for our mental health and dent our confidence. There are lots of practical things you can do to keep your confidence boosted:-

Use Affirmations - affirming language to keep you on track. As simple as "You've got this", "I'll handle this". Saying the right words to ourselves and using positive language is life affirming. You can look in the mirror each morning and give yourself a high five or say something personal and powerful that works for you eg. "You are a confident professional and you got today!!"
Strengths & Attributes - make a list of all the things that you consider a strength or a personal attribute you have received feedback on. Are you a good listener? creative thinker, or do you possess a calmness and serenity that has been much admired by others. Recognising our own strengths and harnessing them so we deploy them to their best advantage is a direct correlation to us feeling confident.
Give Back - When we do things for others it makes us feel good and builds our confidence. Think about the last nice thing you did for some-one and remember how it felt.
Exercise - We feel lighter when we step away from the screen or the desk to exercise. If you get into a rhythm of regular exercise it will make you feel good about everything else and give you perspective.
Be Kind to yourself - Make a list of things that give you immediate happiness, whether it be a walk outside, a coffee or time with a pet. These moments are all about what you enjoy and you need to ensure that you have them scheduled into your day everyday. Micro bursts that feed your soul.
Positive relationships - We all know people that make us feel good and equally we know there are others who drain your energy. Take time to discern whether a colleague/friend or family member is a drain or a tap. Do they metaphorically fill you up or do they drain you of positivity.
Focus on your wins - Achievement underpins motivation so record all your wins everyday. The momentum makes you go onto achieve even more...
Personal Goals - Recording small/quick wins is good for our confidence and belief system, however go a stage further and set yourself some personal goals. Working on these alongside work objectives keeps you in a proactive mindset. The learning from personal goals can help with your work objectives and visa versa. They can be as simple as reading a book a month, to running a marathon or learning a new language.

Confidence comes from within, however by following the top tips above you are measuring externally. By working with a coach you have an accountability partner, some-one to monitor your progress, listen and if appropriate suggest new ideas.

Please do get in touch if you would like coaching taster session bev@nuggetsoflearning.co.uk

Positive Communication

Mon, 01 Jul 2024 08:17:16 GMT

The 3 I's of Positive Communication

Intentional

Before communicating think about what your intention is, know what you want to get out of the interaction. We often just leap into a chat and don't have an idea of what we want to get out of it. Sometimes it such an established relationship this is easy to do so, however when it is some-one new, trying being more intentional. We are more likely to get the outcome we desire if we take time to think about the purpose of the chat.

As an example:- You are aware that some-one in another department has key information that will help with your project. You identify the areas that you need clarity on.

Initiative

You have the reason to reach out to this individual now it takes the initiative to make the meeting happen. By using your initiative you could do a little research on the team member. They drink coffee as you have seen them walk round the office with a particular branded cup.

Invitation

The next step is to take this piece of knowledge and invite them for a coffee to talk about the project.

The 3 I's of Postive communication can be measured on scales low/medium/high. If you take the example above you could say that the coffee invitation is medium. Low would be just a catch up in the office and high may well be a lunch invitation.

Being intentional is confident and positive, taking time to use your initiative can make the invitation more attractive than just a quick off the cuff response.

Practice setting intentions and let your mind create a plan by tapping into your intellect & creativity for the initiative and then ensure the invitation is the right comfort level.

Please do get in touch for a workshop on Positive & Confident Communication or for a one to one coaching session bev@nuggetsoflearning.co.uk

Persuasive communication...

Mon, 10 Jun 2024 08:07:47 GMT

Not what you say but how you say it...

We all have seen the messages in hotels about re-using the towels, but what you don't realise is the thinking behind that messaging. We are motivated to help the environment but we are also motivated by social norms more, so if we know other guests do the same we will get on board.

A study was done in 2008 by behavioural scientists Noah Goldstein, Robert Cialdini, and Vladas Griskevicius. They created two messages:-

“HELP SAVE THE ENVIRONMENT. You can show your respect for nature and help save the environment by reusing your towels during your stay.”

The other focused on social norms:

“JOIN YOUR FELLOW GUESTS IN HELPING TO SAVE THE ENVIRONMENT. Almost 75% of guests who are asked to participate in our new resource savings program do help by using their towels more than once. You can join your fellow guests in this program to help save the environment by reusing your towels during your stay.”

They found that guests with the social norm sign reused their towels at a significantly higher rate than those with the standard sign.

You will see in some hotels that they will go even further and say that the money saved will go to a charity or an environmental cause or initiative. There is no data on this study but again, the feeling of being part of something will put that social pressure on individuals to conform.

Hotels also at the beginning got the tone very wrong by telling rather than asking which actually had the reverse effect of more towels being used. The need to invite and help people understand they are part of something much bigger than them.

As Coaches it is all about asking the right questions at the right time and for Clients to identify their own behaviour and possibly reference subconsciously social norms. As Leaders you will want your team to collaborate and work together, so think about your wording of emails, are you inviting them to be a part of something?

Please do get in touch for a workshop on communication or a one to one coaching session bev@nuggetsofleanring.co.uk

Communication 3 key ingredients

Tue, 04 Jun 2024 09:49:56 GMT

Rapport - Tension - Escalation

The 3 key ingredients are not a simple 1,2,3 they are about creating the right balance and environment that both people feel safe and listened to.

Rapport

To be totally in rapport with some-one you have total mutual acceptance and respect for each other. If your friend is vegetarian you are not in rapport if you constantly challenge them to eat a bacon sandwich. In work we accept people's way of working and don't constantly challenge them to try your way.

We know we are in total rapport with a person, when we have mutual compatibility, we can drive to a destination without talking, just listening to music but we are together. In work think about those colleagues you work alongside without constant chatter you are just comfortable in a space together.

Finding rapport is also like a rhythm, so it means not thinking about the next thing to say or not searching for solutions. As a coach you have to be in rapport with your client and that is often why best practise is having a chemistry meeting to determine whether the two of you will work well together.

Talking when it feels right and not filtering or censoring your responses as you feel comfortable and secure in the relationship.

To really deepen a connection it is important to understand why some-one enjoys something more than what they enjoy doing. Getting to the core values and purpose of any individual is illuminating.

Rapport fundamentally is about human connection, so for it to be real it is about being human and sharing emotions, how do you feel? and explaining or articulating what it going on for you and listening to them. We are all motivated by emotions and therefore create the space to talk about them.

Tension

When we use the word tension it is with a positive context, thinking that communication is like a piece of elastic we want the adaptability of it, not a tight tension.

When we communicate the environment is vital and by meeting in different locations we alter the level of stimulation and create a shift in emotions. Think about conducting your one to ones in a coffee shop every so often, the atmosphere might be more relaxed and be a very different meeting to the one online.

Team activities create different dynamics and therefore different people to communicate with. When atmosphere is playful, fun and relaxed we are more open to being our authentic selves.

People get to know you better, if you are honest, so admit you did not like the film, there should be no fear in being true to ourselves. Equally if you disagree and smile as you are saying it, the tension is more relaxed. Speak your mind without confrontation.

Escalation

The final ingredient is escalation, taking the conversation further. Identify areas of interest to connect you further. Make compliments that they can influence eg. how they chaired a meeting, or more personal on their outfit. Always be genuine and never use any fake data or third hand information. If you feel a connection you are looking for that hook to take it further. Examples and evidence can really help. It can be as simple as "That look's interesting, can we grab a coffee and chat about it more..."

Please do get in touch if you would like a workshop on Confident Communication bev@nuggetsoflearning.co.uk

Personal Impact...

Wed, 29 May 2024 07:49:16 GMT

How do you work on your visibility...?

Most of us are adverse to self promotion it feels awkward and it feels like you are "Showing Off".

Working as a Coach with Clients I encourage them to work on their visibility in a way that feels authentic and right for them.

Developing through an organisation is about developing relationships and you can only do this if you step out of your comfort zone and meet more people. I also encourage developing relationships outside of your organisation so that you are not institutionalised by your own company. Expanding your network can be informal or formal, here are some ideas:-

Mentor or find a mentor
Attend conferences
Coffee & catch ups
LinkedIn connections

We all have strengths and we have super strengths, the things that are unique to us. If we deploy are strengths and share our knowledge expertise in these areas we will become known and a go to person. This is altruistic to share what you have, this is not "Showing Off". Clients often express being inhibited in admitting they know more than some-one senior. Next time this happens view it as gift sharing, and not a negative and the Senior person will be grateful that you shared and spoke up.

Looking to others who you can support and advocate their strengths. Paying it forward is a great way of creating a culture of encouragement. As an organisation is there structure for sharing knowledge and processes. Think about how much you share and how often:-

Lunch and learn sessions
Updates
Newsletters
Cross functional projects
Team events

Being visible does not always have to relate to the day job. Volunteer if your organisation has some structured groups or committees. Such as:-

Social committee
Charity group
Community projects
Fire marshal
Mental First Aider

These groups give you an opportunity to meet at different levels, different departments and a more diverse group of people than perhaps just the people in your team.

To go out and be more visible starts with YOU. Ask yourself the question "What is the value of my work?" think about the things that you value in life and does your work feed those values. Believe in YOU and get out there!

Please do get in touch for a one to one coaching session bev@nuggetsoflearning.co.uk

Personal Branding are you on message...

Tue, 21 May 2024 07:53:48 GMT

Do you say what you want to say?

At the weekend it was the annual Bramley Fete and for the last three years a great team and I have worked on the secondhand clothes stall. A couple of years ago I wanted to brand the stall with some signage.

As a team we work really hard to sort the clothes that when we arrive on the day of the Fete we only hang the best of the best. We organise the rails according to the garment so eg. rail for dresses/another for skirts, blouses etc...

we also try and group in colours. All this setup and hard work makes it easier for the customer to hunt for bargains, but undoubtedly makes the stand something a little bit more than a secondhand clothes stall. I was really keen not to have clothes thrown on tables and sell at any price. With this all in mind we needed signage to attract but also to project who and what we were. I decided on the "Bramley Boutique" and went for T Shirts to match the signs.

We have had some funny moments, which reflect how well we have done with the set up and the branding:-

One customer asked " Do you have this in another size?"

Another "Where is your shop located?"

With your own personal brand do you say what you want to say. What are you projecting? How can you ensure that you are elevated to the right level?

People used to say to dress for the next position up. Today it is not so much about the clothes you wear but the way you behave and interact with others. Just as the set up of the stall was organised and logical, do we present in the same way. Being involved in things beyond just your day job, will definitely elevate your visibility and will get your brand out there. Think about whether you can Chair the Social Committee or be a member of the Volunteering Group?

The only way that you will ever know you are on track is to ask for feedback. Be artful as to how you acquire it, as asking anyone "Please can you give me some feedback?" can elicit a sense of fear in others or just lead to a very limited response "Yeah your great" . Try asking for just one thing! for example:-

"At the meeting last week please can you suggest one thing I did well and is there one thing you think I should change"

The fete is over for another year, and all the Bramley Boutique signs stored away, however we have left a memory in peoples minds because we created a brand. As indiividuals we do this every day so think about "What shadow do you cast?" - "Do you say what you want to say?" and are you happy with the memory you have left with them.

Please do get in touch for a workshop on Personal Branding or for a one to one coaching session bev@nuggetsoflearning.co.uk

Creating a Frame of Reference...

Mon, 13 May 2024 08:46:40 GMT

What does your personal brand say about you?

Famous brands have a very defined Frame of Reference created by marketing teams. What can we learn from this practice as individuals? How do you go about creating a Frame of Reference for your personal brand?

When you first start out as a business you want your Frame of Reference to be really easy to work out by the consumers. So initially the context of what you stand for. Federal Express when they started said they were an overnight courier service, but they wanted to differentiate themselves from existing courier companies. They added to their Frame that they were superior on speed and dependability. With the rise of emailing documents which was quicker than a courier, Federal Express needed to update their Frame. They added a new differentiator of being the most secure and confidential.

The pitfalls with Frames of Reference is that brands have to be aware of whether their points of parity match all their brands. Dove products are known for soft hands, but when they branched into dishwasher liquid with the claim of softer hands the sales did not go well as people wanted clean dishes first.

Careful analysis shows that there are three types of brand differences:-

Brand performance associations
Brand imagery associations
Consumer insight associations.

Learning from the above as to how can you best target your message. What do we want to be known for? What do we want to be famous for?

Create a Frame of Reference - put your name in the middle

Brand performance - Give initial context of what you do as with the example of Federal Express, then answer the following questions:-

Do you do what you say you are going to do? and what is that? (your point of parity)
How reliable are you?
What is your level of service, your effectiveness?
Where do you add value (the diffrentiator).

Brand imagery

Consistency in your look and level of service, what do you want people to see hear and feel when they work with you?

Consumer insight associations

Who are your customers (your family/friends & work colleagues) what problems do you solve or support them with?
What would they say about working or living with you?
How would they describe you?

After working through the above, would you consider you have an established Frame? Do you feel that you have points of parity or USP (unique selling points). Are the points of difference compelling?

With famous brands they have to be vigilant and adapt their Frame of Reference, as the world changes, remember as individual we must do the same.

Please do get in touch for a workshop on Personal Branding or a one to one coaching session bev@nuggetsoflearning.co.uk

What shadow do you cast?

Tue, 07 May 2024 08:36:02 GMT

What memory do you leave in the room after you have left?

First impressions are so important and it does not matter who you are, we are all being assessed. The first few minutes are not enough time to get to know your personality so what else can set you up for success. The brand of Me is your personal and professional identity, it is a way of presenting yourself to the world telling people what you stand for even without actually saying it.

If most of the first impression is based on the way we look, are you portraying what you want people to see and does it leave a lasting memory. A look carefully curated can portray a great deal of you, and if you are consistent will be a powerful tool of you are.

Examples of personal branding are Steve Jobz and the black polo neck and the manicured beard. The look did not get in the way of the product he was presenting it was reassuring and powerful at the same time.

Karl Lagfeld the haute couture designer, had a signature style of a black suit and tie with sunglasses, he never got in the way of his designs but he created a lasting memory of who he was. Both examples are quite extreme but how can we learn from them and still very much be are true selves.

You need to be confident in what you wear and come across as polished and professional, this does not have to be high fashion but a look that you are comfortable with. It might only be when you are in your professional mode, as often clothes can give us the confidence of stepping into a role.

One of my coaching clients recently is doing some press releases and is wearing a collared shirt, the move makes him feel business like. I often say to clients we would not garden without wellies so think about the outfit you wear as an extension of you and does it say what you want it to say.

nuggets is all about colourful learning and making a difference, I always deliver a workshop in a colourful outfit, normally one block of colour (never black).

Think about the shadow you cast and what memory you want to leave in the room after you have gone. I am more than happy for the memory of me to be "She delivered a workshop had a bright coloured outfit and pink lipstick" I would hope they would add "Fabulous workshop very insightful!!"

Please do get in touch for a workshop on Personal Branding or a one to one coaching session bev@nuggetsoflearning.co.uk

Finding Optimism...

Mon, 29 Apr 2024 08:28:29 GMT

Understanding the 3 P's of Seligman's Optimism model...

Spring is the time of year, that we should have that feeling of optimism, the blossom is on the trees and the thought of sunnier weather to bear fruit is exciting and tantalising.

Working with clients as a Coach it is often about getting them to see sunnier horizons metaphorically in their work lives or in their home life. As a trainer and a coach I use Martin Seligman's 3 P model to get someone to reposition their pessimism into optimism.

The first P is personal, where Clients think everything is about them and that the thing or situation is only happening to them. Human nature is we have a default to personalise however a way to feel more positive is to share an experience and see that the same situation has already happened to others. We are always are harshest critic and we blame ourselves for a circumstance whereas with distance and feedback from others, we can see that this is not something that is just happening to you.

The second P is pervasive, Clients can let one event suddenly consume them, and use language as follows, "Nothing is going well in my life". Pervasive is when you are taken over by something, so one incident now means that your whole life is not going well. I encourage Clients to journal and understand that there are so many other areas of their life to be grateful for. My own Coach Debs Green @ Wishfish encourages me to give myself a GAIL everyday which stands for (Grateful, Achievement, Improve & Learn). In the book You Coach You by Helen Tipper & Sarah Ellis they use the Domino Effect exercise. If you were to write on some dominos all the things that matter in your life, key relationships, skills, hobbies and interests you would see how full your life was. If you stand back and look at the dominos and write one thing that is going well for each domino you will see that so many are standing up and will not topple over as you have such a full life and so much to be grateful for.

The third and final P is permanent. This is where Clients particularly stuck in a job they have not been enjoying for a while, might say "It is never going to get any better" the future has become permanently bleak. We choose our lives and the element of choice is always there, so as a Coach it is about gently shifting their mindset. What could you do tomorrow that would make a small difference, just 1%? Or even more immediate coaching "What will you do in the next 15mins after this session?" the brain always has to answer a question and you have to fire up the motors to get new thinking started. Atomic Habits by James Clear is a great book to read to understand that we can make marginal gains and incremental changes in our lives all the time.

To summarise Martin Seligmans 3 P's he describes it as learned optimism, and working with a coach can really help identify where you are stuck in pessimism.

Personal - not all about YOU

Pervasive - not about your whole life

Permanent - you can change the future

Please do get in touch for a coaching session bev@nuggetsoflearning.co.uk

Leading your Superstars & Rockstars...

Mon, 15 Apr 2024 09:32:02 GMT

Building a high performing team...

The table above has been adapted from the book Radical Condor by Kim Scott. She talks about how to get the balance right when leading a High Performing Team. Often with my work as a Coach, there is a real fear of Micro Managing which sometimes especially with WFH can become Absentee Managing. Getting the balance just right is being a Thought Partner.

Being a Thought Partner takes time to invest in all your Team Members and not assuming they are all the same. They will have different ambitions and levels of motivation and energy.

Within any team are the Superstars who are keen to learn anything new and taken on more and more responsibility. Rockstars are really good at what they do, but don't want to be promoted.

As a coach I work with Leaders who have Superstars, Rockstars, and low performers. The trap that most Leaders fall into, is assuming everyone is a Superstar, and of course they want new projects and management responsibilities.

Organisational cultures do not often support a different route, performance management ratings only recognise team members who want promotion, which often forces people who should not be promoted to being promoted.

Kim Scott explains that the reason this happens is by using the word "potential" rather than talking about trajectory.

Superstars are on a very steep trajectory and Rockstars are on a gradual trajectory and low performers often just get ignored.

By adopting a Thought Partner approach you will be open to listening to the trajectory the individual wants to pursue.

There is never a permanent place for anyone on a trajectory. Think back to your own career where you were keen for a steep trajectory and then due to life circumstances you may have desired a more gradual trajectory.

We must not assume that some-one on a gradual progression is not bringing loads of energy and enthusiasm. Scott gives a great example of Derek working on the customer support desk, who is loved by customers and often gets baked goods as thank yous. Derek does not want to be promoted as he wants to be able to see Broadway shows and leave work on time. Scott puts a Superstar in a role above Derek and changes the dynamic and culture of the customer support team.

Whilst you must not put your Team Members in a fixed category here are some ideas as to what they might be looking for:-

Superstars

New Projects
New Responsibilities
Assigning a Coach to push them
Development initiatives
New challenges

Rockstars

Respect from the Team
Guru status
Support for outside interests
Recognition of the stability they bring to the Team

If you have low performers or people just not performing ask yourself the following:-

Is this the right role?
Did this person take on too much responsibility too quickly?
Were the expectations of the role unclear?
Is the performance slippage temporary?
Is it a bad fit? role and organisation?

Ignoring bad performance is not kind to the individual or your other team members. Leaders have to be courageous and have the conversation, as Brené Brown would say "Stay, Awkward, Brave and Kind".

Overall keep talking and listening and go beyond day to day work, talk about your Team members hopes and dreams get to know them really well.

Please do get in touch for a one to one coaching session bev@nuggetsoflearning.co.uk

Goal Setting

Mon, 08 Apr 2024 08:46:56 GMT

Write down the right goals...

As a coach this year I have asked my clients to think of 3 words that will act as their compass for the year. Please find below a selection of some of the responses:-

Connection
Energy
Strategic
Knowledge
Change
Well-being

Theses areas of focus can also be used as personal goals, with the help of a Coach they can become tangible.

There is a very famous case study that proves how important goal setting is:-

In the book “What They Don't Teach You in the Harvard Business School”, Mark McCormack tells a study conducted on students in the 1979 Harvard MBA program. In that year, the students were asked, "Have you set clear, written goals for your future and made plans to accomplish them?" Only three percent of the graduates had written goals and plans; 13 percent had goals, but they were not in writing; and a whopping 84 percent had no specific goals at all.

Ten years later, the members of the class were interviewed again, and the findings, while somewhat predictable, were nonetheless astonishing. The 13 percent of the class who had goals were earning, on average, twice as much as the 84 percent who had no goals at all. And what about the three percent who had clear, written goals? They were earning, on average, ten times as much as the other 97 percent put together.

Once you have recognised the need to make goals and identified your 3 words, the next step is to brainstorm with your coach or initially just yourself and a pen and paper. James Clear the author of Atomic Habits says " You do not rise to the

level of your goals. You fall to the level of your systems".

The brainstorm will give you some ideas as to how this goal will take shape, and as in the quote you need to then put in place some systems that will lead to you goal. Our mindset is hugely important, we must be optimistic and realistic about what we can achieve. If one of your words is "Knowledge" and you identified several courses to attend this maybe to expensive and too much time to commit to. Be optimistic and realistic and identify ways of achieving the knowledge goal in a variety of ways, online learning, reading, shadowing and of course attending formal training.

Keep evaluating your progress, and monitoring whether the systems and rituals are working for you. Recently I kept setting a specific day for my goal and I realised it was all too easy to miss. I have now established a daily routine to touch it and to record progress, the momentum is driving me foward. Share your goal with a Coach and then you will have an accountability Partner to keep you on track with progress and a person to brainstorm new ideas.

Locke & Latham 1990 say adhere to the 5 principles of Goal Setting:-

Commitment
Clarity
Challenge
Complexity
Feedback

These principles work really well with your coach, they will help you write down the goals "what gets written gets done" . The conversation around the goal will give you the clarity as to whether the goal is enough of a challenge and the right level of complexity. The Coach can provide feedback, however it would be actively encouraged to find many sources of continuous feedback to gauge progress.

Finally how do we ensure that we stick to our goals:-

Make sure you can see them and that you touch them regularly
Be sure you know Why they matter?
Recognise any triggers that take you away from focusing on your goals
Most importantly don't do it alone, identify a coach to work with you

Please do get in touch for a one to one coaching session bev@nuggetsoflearning.co.uk

Continuous Feedback the key to effective Performance

Tue, 02 Apr 2024 09:09:58 GMT

How to drive better performance in your team?

Leaders and Managers should be continuously shaping their teams by giving continuous feedback. This will take the form of a conversation, discussion, chat and a dialogue that feels so normal and comfortable everyone including the Leader welcomes it.

Feedback should never be saved up and delivered at the annual appraisal, surprising employees with incidents that had happened so much earlier in the year they will find irrelevant to their current performance.

The gift of feedback is that it can shape the behaviours you are looking for within your team, and drive performance.

Working as a coach the mistake I hear from leaders, is taking too long to deliver the feedback, sometimes not wanting to upset an individual or not wanting to do it badly means they avoid it. The biggest error is giving feedback on character and not behaviour. The statement you were "unprofessional" seems a slight on the invidual. By using "SBI" = situation/behaviour/impact you can frame what you are saying.

Situation - "At the meeting last week..."
Behaviour - "I saw you dismiss Carl's figures"
Impact - " What do you think is the impact on Carl and the meeting as a whole?"

The last part of the SBI model involves you as a Leader listening. You must never assume you are right, does the individual have valid justification for dismissing the figures. Ask really simple open questions "How do you see the situation? " Question by getting the individual to self assess, were they displaying the behaviours that match your values as a team. As a pair discuss what was going on and how you can play it differently going forward. Be supportive after the feedback, and available. Another mistake that Leaders make that once the deed is done they don't want to revisit the incident.

Always praise immediately and constructive feedback ensure that it happens within 24 hours of the event. Constructive is not always good in the moment if emotions are high, there is a danger that the feedback won't land.

As a Leader gather feedback on how you give feedback. Working with a coach can support this, talking through scenarios and reflecting on how effective the feedback was and whether performance has improved. Please do get in touch for one to one coaching bev@nuggetsoflearning.co.uk

Career Coaching

Mon, 25 Mar 2024 10:22:11 GMT

Helping find the next step...

Working with a Coach is invaluable to explore where your career is going. Coaches are independent of your organisation, and your key relationships. Your company may have ideas around where they see your future path, and your friends and family will support you but they also might be carrying preconceived ideas of your future. The coach just listens and lets you discover where your hopes and dreams are directed.

I see a lot of Clients at crossroads in their careers and by talking to me they can evaluate in a safe place where to go. All of us fear stepping out of a comfort zone into a growth zone but with a Cheerleader/Coach it helps to make it feel less daunting.

I reference the Squiggly Career book by Helen Tupper & Sarah Ellis, where they explain that there is no such thing as the linear career path. We now embark on many different routes or squiggles. Whilst this is excellent the uncertainty of stepping out of a corporate world to a startup or even setting up your own business can be very frightening. The role of the coach is to find what matters most.

Using the formula from Squiggly Career, they identify 5 key skills:-

Super Strengths - taking time to identify what they are and when and where you get the chance to deploy them
Values - What makes you? - YOU
Confidence - How high is your self belief in what you can offer?
People - People help People - so who do you know to make the role work for you?
Future Possibilities - not just looking at the role in isolation thinking about where it will take you

Within the book there is a section to identify your Super Strengths, by thinking when you have been successful at something, and the frequency of how often you were able to use this. Most importantly did you actually enjoy using the strength, we often fall into the trap of doing something as we are good but do we actually enjoy it.

Values are the very making of YOU, I would also direct you to the Dare to Lead by Brené Brown website, where there is an excellent Values exercise to download. Identifying just two values, and seeing whether a role will feed those values on a daily basis is hugely rewarding and crucial to what makes us tick. As an example my own our "Making a Difference" and "Achievement".

Working with a coach we can talk about where your confidence levels are currently and create gradual steps to take you out of your comfort zone into growth zone. The coach will not let you leap into a panic zone!

Finding a new role is very much about your existing network and this is a skill of constantly developing relationships in and outside of work, as you never know where your career may go?

Finally the future possibilities, are beyond the role and beyond the company... Thinking beyond , what do other horizons offer, in or outside your industry. What life do you want to live? mapping your job around life not trying to fit your life around job.

I always say to my Clients, you have to constantly be attractive to your existing company and your future prospects. This means that you need to be constantly learning and developing so that you are appealing. Developing your knowledge, your relationships and being confident that you are attractive.

Please do reach out for a one to one coaching session bev@nuggetsoflearning.co.uk

Finding your Leadership Style...

Mon, 18 Mar 2024 09:55:52 GMT

Working with a coach to find the most effective Leadership Style for you...

The old stereo type of an extrovert slightly autocratic leader is a thing of the past. I work closely with Clients to show them that they can be their authentic selves in the way lead. Brené Brown's quote "Vulnerability is Greatness" is the mantra that I often use in coaching sessions.

Finding your voice and a way of leading is about sharing initially who you are and your story so far. I ask Clients to think of Leaders they have found effective and Leaders they have loathed this helps shape the style they wish to adopt.

To lead anyone there has to be fairness and transparency which in it self gives respect and integrity, there is nothing hidden.

Often Leadership comes from an internal promotion so there is that awkwardness of stepping into some-one shoes. The mistake is to be too different, or to just replicate. The most successful path is being true to who you are and listening in those first few weeks and letting the team lead themselves.

The transition to Leadership is transformational that move away from being transactional. As a discussion and a starting point I ask new Leaders to consider the 4 Transformational Leadership Styles:-

Idealised
Individualised
Intellectual
Inspirational

The Idealised Leaders, is very much led by their values, as to what is wrong or right and a moral path or cause that feels good to follow. With this in mind they have very loyal followers.

The individualised Leader, considers all the team member and uses a coaching approach of thinking what is appropriate for every team member and not introducing blanket systems for all.

The intellectual Leader is thinking of new ideas, initiatives and new ways of working. They bring their intellect and high level of thinking to adopt new ways forward.

The inspirational Leader has the fantastic sound bites and can create the most exciting vision. They are very encouraging and very future orientated.

It might well be new Leaders see themselves as a combination, and as a Coach you can talk about areas they wish to harness and areas of development.

In my time of working as a Coach I have seen Clients evolve into great Leaders, as they listen to themselves and constantly ask for feedback. They are authentic and not afraid of sharing vulnerability. Please do get in touch to discover your Leadership Style. bev@nuggetsoflearning.co.uk

Sense of Purpose

Mon, 11 Mar 2024 09:39:44 GMT

Finding why you get out of bed in the morning...

Working as a Coach you are the Cheerleader the accountability Partner who guides individuals to live their best life. At nuggets my mantra is "Helping people to think differently to be the best version of themselves".

I work hard to get Clients to explore, why they get out of bed in the morning what is their sense of purpose, what drives them and propels them forward. The starting point is to get them to watch Simon Sinek's TED Talk where he outlined the principle of Start with Why by using Apple as an example. Their Why is to "Always challenge the status quo" which is great for them as an organisation but how does that work with individuals and can Start with Why work on a more personal level.

At nuggets my Why is "Helping people to think differently" which I can do in and outside of work, and a lot of the time outside work it is helping myself to think differently.

Over the years with Clients I have found some remarkable "Why's" as coaching creates that space for people to discover their sense of purpose, or you could describe it as their North Star.

Here are some examples:-

“Enabling everyone to feel the magic of clothes”
"Happy Dogs"
"Helping people to put their best foot forward"

The first example was an individual who was setting up a Personal Styling business and wanted everyone to enjoy clothes and not have a fear of clothes. The client loved her job, and finding her Why added and an extra level of commitment and passion to what she was trying to achieve with the business, but also gave here as individual the reason she started the day.

"Happy Dogs" came from an owner of dog walking business and when we both had the space to say what was he trying to achieve with the business, it came to seeing and being with "Happy Dogs". It was so simple for him to realise that is why he went to work everyday, but also worked on so many levels as to Why people wanted to work with him.

It is not always business owners who find their Why, I think it is just as important when working for a big corporate to think of your own individual Why. The final example was an employee in a large agency who worked in a service area of the business and wanted to help others be the best they could be. She thought that "Helping people to put their best foot forward", worked for her young family as well as her role in the agency.

We so often just tell people what we do, but the emotion and the commitment is all around the Why.

Please do get in touch to explore your sense of purpose through coaching or a workshop explaining the concept to your team. bev@nuggetsoflearning.co.uk

Presenting with Confidence...

Mon, 04 Mar 2024 11:39:37 GMT

Working with a coach to give you tools and techniques...

Clients often ask how you can present with confidence. The role of a coach is to be the ultimate Cheerleader and Accountability Partner.

One of my Clients knew his subject and had no confidence issues on the content, but found that he was delivering in a robotic way with very little engagement. I encouraged him to try a more facilitative style, interact with the audience by asking a few questions, which would work well in small groups. If the group was too large, then he could try some rhetorical questions with a moment to pause.

To start his presentation we also worked out a question that all the audience members could say yes to, and therefore stand up and then by reducing the amounts get them to sit down. For example have you been to the cinema in the last year, hopefully the majority of the audience stands and then gradually reduce the number of people standing by asking last 6 months, 3 months, this month and ultimately this week if you have any left standing.

We worked through the different audiences he presented to and how making himself more personable by different types of engagement could make his style less robotic and give him confidence in his style.

Another Client felt that they lacked presence, and when as a Coach I asked questions to identify why they felt this way, it came down to their voice. They had physical presence but they had received feedback in the past that they were slightly monotone. My suggestion was to read children's story books, and practice really animating their voice.

The other practice tool was to highlight the key words that they wanted to put emphasis on ensure that these were highlighted in their notes or in bold on their slide deck.

I encouraged them to watch presenters and newsreaders and see how they delivered tonality even on the hardest of news topics.

Being a coach is about being that accountability partner, so it was really important that I checked in with them once they had done a presentation and we talked through what had worked and what had not.

Coaching is about that encouraging voice from the sidelines, empowering Clients to believe that they can do it!!

Please do get in touch to have a workshop on Presenting with Confidence or to have a coaching session bev@nuggetsoflearning.co.uk

Self Motivation

Mon, 26 Feb 2024 10:50:28 GMT

The best motivation is self motivation...

Self motivation is knowing what works for you and also what doesn't work for you. It comes from within you, however you may need to take sometime to discover your personal drive. Knowing your overall purpose, why you get out of bed in the morning. Simon Sinek says that we all need to find our Why in life. The purpose must be compelling and must act as a reference point whether it be daily, weekly or monthly. Do we still find our Why inspiring? nuggets overall purpose is to "Help people to think differently" this can be reviewed constantly and when we get examples of change in others it is hugely motivational.This comes from an internal drive and intrinsic desire to help people to think differently but also the reward of seeing the change gives us that extrinsic, external drive. To reach any purpose or goal you need self discipline and confidence.

After finding your why, self motivation needs a framework to ensure that you stay on track. From the Tony Robbins website here are 10 factors to consider.

Take responsibility for your life - only you make the choices
Find your Why? - compelling purpose
Re-evaluate your goals, are they in sync with your Why?
Empowering beliefs - any negative beliefs turn into positive affirmations
Time management - procrastination is the biggest cause of people not reaching their goals
Action plan - achievement underpins motivation, so you need to tick that to-do list
Look to others for success - comparison is unhealthy, however supportive collaboration and connectivity are good
Music - can lift our moods and feed our mental well being
Fresh air - being outside can clear your head and reset your thinking
No multi-tasking - spraying/switching are all destructive ways of not getting to achievement
Movement - getting up from your desk, and move around the room, and also exercise!!
Visualisation - if we imagine we have achieved the goal and think about how we will feel we will move towards it
Gratitude - practise on a daily basis everything you have been grateful for that day

From my work as a coach I wanted to share how I make a difference.

Alex a cafe owner was in constant toil, running a business and working in the business. As her coach I got her to take some time out and explore her Why? What we discovered was that she loved the atmosphere that the cafe had, and she was motivated about maintaining that and growing it. We realised this was a "Feel Good Vibe" that anyone who worked in the cafe, supplied the cafe and obviously customers needed to feel this and most importantly Alex needed to feel this.

This compelling Why was her compass for Why she had bought the cafe and what it gave her and others.

We created areas for her goals that fed into the Why?

People
Place
Product
Profit

Please do get in touch if you would like nuggets to explore your Why? and help with your self motivation bev@nuggetsoflearning.co.uk

Employee Engagement

Mon, 19 Feb 2024 12:01:45 GMT

Partnership between Employer and Employees...

Employee engagement is all about how fulfilled and connected individuals feel to an organisation. Simon Sinek describes it as a partnership between Employer and Employee. It is "how it makes you feel" as businesses are about people. Employees want to feel safe and cared for, and by developing human skills, such as listening, problem solving and giving feedback, both parties will feel engaged.

It is not as easy as solving a problem of dissatisfaction and then thinking you will have immediate satisfaction. Engagement is very complex as we are looking beyond whether someone is just happy. Happiness, Well-being and satisfaction are all short term. The longer term signs are:-

Enthusiasm & dedication
Connection to overall purpose
Knowing that their contribution matters

If you were to classify your employees as to whether they were highly/moderately or hardly engaged where would you identify the gaps from the bullet points above. Where has communication and connection slipped that they do not feel any of the above. A common misconception is that by solving any dissatisfaction you have immediate satisfaction. As an example the break room is unpleasant, you redecorate the break room but all you have created is neutrality, this was something that was expected it does not seem an enhancement. Satisfaction is connected to how trusted, respected and how interested the Employer is of you as an Employee.

The Employer sets the tone by being confident about the direction of the Company, and the Employee takes responsibility for their own self motivation, their own levels of inspiration and commitment. Dan Pink says that this is often about the level of autonomy you give your team. Simple and short term tasks can be rewarded, but in business it is very rare for a task to be simple and short term. Most employees are dealing with complexity and long term tasks, where they need to be creative and conceptual. People need to have space, to put their own mark on the task, choices as to which team members they work with and input on the right working environment.

Pink gave examples of highly engaged workforces in his talk. Call centres are not necessarily known for autonomy, however Zappos the online shoe ordering business, did away with call recording, or set times for the lengths of calls. The only instruction they gave employees was "Solve the customer's problem". This level of trust and freedom led to great results. An Australian software company called Atlassian gave employees once a quarter a day to work on other areas of the business. They then had to share what they had learnt or created. Another call centre gave employees one hour off the phones every week, where they were asked to think about improvements but were encouraged with the hour to spend it away from the phones. This was called the "Genius Hour"

Being involved and having space, gives you that self motivation which can work perfectly in partnership with the overall drive of a business.

Here are some indicators as to whether you have an engaged workforce:-

Performance and productivity are high
Employee referrals for jobs at the organisation
Absence rates are low
Organisation is successful
Quality and standard of work is high
Employees are loyal - high retention rates

Please do get in touch to have a workshop on Employee Engagement or one to one coaching bev@nuggetsoflearning.co.uk

Mastery

Mon, 12 Feb 2024 11:17:30 GMT

Fall in love with practice...

Mastery is a book written by George Leonard, where he explains how mastery is all about the continuous journey of mastering.

We often have dips in our motivation, but is that because we have not fulling committed to a system or a habit. If we have success and it is quite sporadic, are we learning how we got there and would be able to get there again.

Mastery is about adopting a mindset of a lifelong learner. We start with something simple where we visualise what success looks like. We then begin to practise and this process may be difficult initially and then over time it will become pleasurable. We will have brief spouts of progress and then long periods of hard work and at this time may feel that you are going nowhere. Leonards talks about plateaus where we reach a point and it feels that there is no progress.

It is really important at this stage to keep going "practice for the sake of practice itself" and stay on the path of learning. You will be using new behaviours that will turn into new habits and the change will be sustainable.

The steps that the books suggests are:-

Am I surrendering to instruction?

Find a teacher a master or a way to learn something new. The classic modern day example is the couch to 5k. People use the App as the master/teacher to guide them into the world of running.

Am I practising intentionally?

Be defined by the practise not the goal. It is not about running the 5k it is about running becoming a habit and the behavioural change in you, in looking after your body and fitness. Acknowledge the incremental steps the improvements, and acknowledge the negative, but always accentuate the positive.

Do I love to practise?

If you run with a friend with your couch to 5k you will have linked pleasure with mastery. If you listen to a good playlist on the run or if you simply enjoy where you run, these are all about enjoying the journey.

Am I exploring the edge?

The structure of couch to 5k is that it pushes you a little harder each week which means there is just enough stretch or as Leonard describes "Edge". If a goal is achieved too quickly it cannot be defined as Mastery.

The opposite of Mastery is looking for a quick fix. Heart surgery maybe necessary but if you are not prepared to look at your diet and exercise afterwards. The lottery is fun but will not be a way to learn how to master savings.

Mastery is not just about work or fitness, it can be those harder things in life. Relationships needs us to think about Mastery, otherwise we will plateau and not grow together. Think about how many times you have dinner the two of you and really listen to each other, the intention and the practice are essential. How many times do you have dinner as a family around the table? Today we are surrounded by instant gratification this is not Mastery.

Remember that Mastery is not about perfection its about the process. Surgeons have the ritual of donning their gowns and gloves this puts them in right headspace for the operation. Important to always have that level of humility that we will always be a beginner and not a Master if we are a lifelong learner. There are no experts only learners.

In summary again:-

Am I surrendering to instruction?
Am I practising intentionally?
Do I love to practice?
Am I exploring the edge?

Am I taking on the identity of a learner. "Is it the routine itself that feeds me"

Please do get in touch for a nuggets workshop or one to one coaching bev@nuggetsoflearning.co.uk

Feed your Motivation...

Tue, 06 Feb 2024 11:14:26 GMT

Just as with nourishing food what is the nourishment for your motivation.

Very personal to all us is our motivational drivers it is our very own recipe for success. We have to find the right ingredients and we can call them our nourishers. This comes from the work by Teresa Amabile who wrote the book the Progress Principle.

In the studies she found that we are motivated by finding the best inner work life experience, which means we feel empowered by meaningful work and meaningful accomplishment. We feed our motivation with small wins that gives us momentum and moves us forward, which she labels progress principle.

Intrinsic motivation comes from within us, how much of personal challenge we crave. If something captures our interest, and we find it enjoyable, and it is the right amount of challenge. Setting this up for others you would provide:-

Clear goals
Autonomy - freedom
Resources
The right amount of Time
The ability to Learn & Develop
Support when needed
Conditions for ideas to flow

If we are truly motivated we will have tapped into our emotions, managed our perceptions and be able to drive our own motivation. The four main components of Nourishment are:-

Respect - we need to be recognised for our achievements, and our ideas given attention, we can ask for feedback and make sure that we are getting what we need. If we fe el unrecognised and not acknowledged for any contribution or effort it would very quickly turn in to a toxin
Encouragement - Our own enthusiasm can feed others to support us, so there is an element of our own belief, our self efficacy. A project that does not spike our interest or others and can very quickly become toxic.
Emotional support - We need empathetic support, others truly understanding what is going on for us at that moment in time. The very opposite would be sympathy, colleagues feeling sorry for us would not nourish us or move us forward.
Affiliation - We crave belonging, and at our very core we crave a sense of community. Affiliation can also be a cause, being part of something for the greater good, so not necessarily people, but a product or service that you are proud to be aligned with. If we are not connected to something meaningful again it will flip to being demotivating.

Toxins in summary can be categorised as constraints, d emotivation means no progress and if not picked up quickly can have long term effects on the individual and other team members.

Feed your own motivation by taking time to acknowledge whether you have the right nourishing environment set up.

Please do reach out for a workshop on motivation or one to one coaching bev@nuggetsoflearning.co.uk

Summary of Atomic Habits...

Mon, 29 Jan 2024 18:32:05 GMT

You do not rise to the level of your goals you fall to the level of your systems" - James Clear

Atomic Habits is still a No 1. best selling title for good reason. The book is very practical, impactful and totally relatable. As a coach it is the book I recommend to clients, so here is my summary and key highlights:-

Creating new habits can seem daunting but the book uses a very simple formula to entice and lead you:-

Cue - make it obvious
Craving - make it attractive
Response - make it easy
Reward - make it satisfying

The atomic principle of marginal gains means that we are not diving into habit and ultimately failing as we were too ambitious. By looking at each step we can think of it as what will be that 1% everyday that will make a difference. To eat healthily might be having fruit on your desk. By making the fruit accessible is making it obvious , buy a new fruit bowl to make it attractive , or think in the future as to what the healthier you will look like? The bowl being on the desk is very easy , no going to the kitchen. To make it satisfying think of the healthier you, but an interim reward might be a meal out or the cinema, for every piece of fruit have a habit tracker, and when you reach 20 marks, celebrate. Achievement underpins motivation and we all like to acknowledge progress and accomplishment.

We can stop habits by reversing the bullet points above:-

Cue - make it invisible
Craving - make it unattractive
Response - make it hard
Reward - make it unsatisfying

If you want to stop looking at your phone so much, put it in another room and then in order to use it you have to ask some-one for it. Take off the apps you are drawn to, and reward this change in behaviour with a treat with the time you saved not being on your phone.

Identity based habits is a key part of the book. If we adopt the identity of the habit we are wishing to become second nature it will more than likely become intrinsic. The example if I want to start running and adopt the identity of a runner, what processes would a runner adopt and what outcomes would they be looking to achieve. The processes might be to run twice week with the outcome of three Park Runs a month.

Create rituals that lead you into a habit, for example listening to a podcast whilst ironing.

Start with repetition not perfection.

Apply the two minute rule the gateway into a habit.

Commit to a process not a goal

Focus on the practice instead of the performance

Release the need for immediate results

Please do get in touch for one to one coaching and exploring the key learnings of Atomic Habits bev@nuggetsoflearning.co.uk

Visualisation...

Mon, 15 Jan 2024 17:01:02 GMT

If you can visualise something you can make it happen...

Visualisation is a technique used by successful athletes, and an effective tool for anyone.

Ashanti Johnson is a fitness instructor and the Owner of a fitness brand 360. Mind, Body & Soul, combining physical fitness with mental fitness. Ashanti would stand on her balcony drinking coffee and instead of looking at the view she would look down at the parking lot and visualise that as the parking lot of her own gym. This daily ritual of being in a safe place and quietening her mind made her vision become more and more real.

Her work has led her to share the same practise with others. Often clients arrive with vision of losing weight and when asked how much weight they wish to loose, they let doubt and negativity come in. Ashanti says we have to route out the negativity and make sure we have the right energy around us. She will steer the client back to an image of when they felt a good weight and get them to really focus on their intention on the vision. We are all creators and we can all create our own vision. She says that normally it falls into three areas:-

Some visualisation about our bodies
Some conflict or relationship we would like repaired
Accomplishing a goal

The visualisation is the manifestation of it happening.

Marisa Peer is a world renowned speaker, therapist, and best-selling author with nearly three decades of experience, she uses her experiences treating patients including rock stars, CEOs, Olympic athletes, and Oscar winning actors to inform her life-changing speeches and lectures.

One of her talks she explains how we need to collaborate with our mind. Her four tips on how to do this are as follows:-

Your mind does what you want it to do?
It is hard wired to move you towards pleasure and away from pain
You need to use pictures and words so it knows what you want it to do?
You need to move it from familiar to unfamiliar so that unfamiliar becomes familiar

Telling your mind what you want it to do, eg. if you hate exams and you tell yourself it is going to be hard it will be hard as the mind will make it hard. The mind listens to the messages you give to it, and is very specific to your words. If you are dreading a presentation, and you say you can't do it, the mind will give you a headache and will give you the excuse to get out of the presentation as that it was you asked it to do.

The solution is to change your language "I have chosen to make this presentation, as I want to do this" - in addition "I have chosen to feel great about doing it" Your mind needs to collaborate with how you behave.

Be very clear that you want this, and then link it to step two moving towards pleasure and away from pain. If are running and linking music eg. running with AirPods you may well be experiencing pleasure and ignoring pain. Sometime it may have to be experiencing pain to get to something you want, having to have physio to get to the pleasure of running again.

The brain responds to pictures you create in your head and the words you say to yourself, so you need to feed it with the right pictures and words. Visualising the pictures you want to see with the right words to accompany will set you up for success.

If it is familiar to procrastinate and you don't change the familiar to unfamiliar it will stay as a behavioural pattern. Positive examples are believing in yourself:- Muhammad ali told t old himself he was the greatest before he was the greatest. Train your mind that you are there, b elieve in yourself other people will. Potential expands as you move towards it - I want it to happen and it will happen.

In summary:-

Tell your mind exactly what you want - powerful words - rewire it for success
Link massive pleasure to it
Change pictures Change the words
Familiar to unfamiliar - self belief becomes so normal to you

Please do get in touch to explore visualisation more with one to coaching bev@nuggetsoflearning.co.uk

Saying yes to...

Mon, 08 Jan 2024 10:35:00 GMT

Start the year the week the month with positivity...

Make a list of all the things you are going to say yes to in 2024. To start the process do some reverse psychology and list all the things you are going to say no to.

Please find examples below:-

Saying no to...

Nights out I would not enjoy
Eating badly
Eating at my desk
Not having a daily purpose or plan
Being around negative people

Saying yes to...

Running twice a week
Attending Park Run when I can
Saving money each month
More holidays/travel
Walking everyday
Journalling everyday
Looking further ahead - planning work/socials

This is a good exercise to do with your partner and see if there are some things that you can share and work with each other. Having an accountability partner can help with the motivation to keep going.

Keep the list on your phone so you can check-in and add to it. As the year unfolds you may well nail some of the "Yes" list and they become habits and rituals, therefore remove them and add new ideas.

The no list needs to be monitored for slippage, and also may have additions as the year unfolds.

Values drive behaviour so think about if your values are being crossed this may mean an addition to the no list. For example if you value honesty and you have a relationship with a supplier that does not, they maybe added to the no list.

We can add to the yes list by letting our values drive our behaviour to positive outcomes. For example if you value learning and you have a colleague who does as well, you could add them to the yes list as a learning buddy.

Say yes more in 2024.

Please do get in touch if you would like a one to one coaching session bev@nuggetsoflearning.co.uk

Start small to achieve Goals in 2024...?

Wed, 03 Jan 2024 09:56:02 GMT

Breaking it down...

We have really great intentions at the start of the year and often we make big and bold New Years Resolutions. It is good to inspire and motivate yourself but use the technique of breaking it down. Achievement underpins motivation so we will feel far more fulfilled if we have accomplished small tasks taking us closer to the big goal.

When we group data we can describe it as a chunk of information, such as a telephone number and the process of chunking is when we break it into small groups.

Chunking helps you organise your thinking and handle more information. Telephone numbers become much easier to remember if you put them into small clusters. This method can also allow you to become more efficient, as you can classify things into groups, moving them from very specific to general or the other way round. This comes from Neuro Linguistic Programming (NLP) and they call it chunking up and chunking down.

If your new resolution was to learn language and you apply chunking up (specific to general)

going for coffee with my friend Michelle and speaking french
duo lingo daily
attending evening classes
sourcing classes
exploring languages across Europe

If your new resolution is to run in 2024 and we apply chunking down (general to specific)

Running shoes
Running buddy
Couch to 5k
5k
First Park run locally - Saturday 10th February 2024

We all have different preferences when it comes to processing, so some people find chunking up easier and others chunking down, initially try both methods with the same goal.

The most important thing is to start today with something small, even the process of organising your intentions is a great step for 2024.

Please do get in touch if you would like one to one coaching with nuggets - bev@nuggetsoflearning.co.uk

The Big Chat

Mon, 18 Dec 2023 16:07:47 GMT

Appraisals should not be a form filling exercise...

According to an article in Harvard Business Review, a third of US businesses have abandoned the formal review process. There has always been a legacy of fatigue from line managers conducting appraisals and even appraisees filling in their forms.

The best scenario is regular conversations about performance and development w ith the focus to buil d the workforce your organi s ation needs. Business researcher Josh Bersin estimates that about 70% of multinational companies are moving toward the model of continuous chat.

Appraisals are resented as they steal time in preparation and the sessions. It is also felt that there is too much focus on rating systems and links to promotions and salaries. If conversations have not been as fluid and as meaningful as they should have been, people are surprised and only takeaway the number they have been given. Performance management is tangible and intangible so therefore how can it be just a simple metric.

As an Appraiser you have the responsibly to make the process motivational. In an ideal world you have managed expectations and had continuous conversations throughout the year, and there should be no surprises on the day. If you think of the event as a Big Chat. Be guided by just a few key questions, and do not have any preconceived idea as to what is going to happen:-

What have you done this year?
What went well and what could you have done differently?
What do you want to do next year?
What do you need to learn, in order to get there?
How can we support you?

These 5 key questions, will form the basis of a Big Chat!! Steer your employees away from form filling give them these questions and ask them just to think about them before the meeting. If in advance they want to send bullet points as a summary will be a good prompt at the session.

As a Line Manager you set the tone for the Appraisal session, and it is up to you how you show up. If you decide to share how many appraisals you have conducted and how tired you are, the employee will feel that it is a form filling exercise. If you greet the team member with a smile and enthusiasm to have a Big Chat, you will be met with the same positivity.

Please do get in touch for top tips for Appraisals or a workshop on the Big Chat bev@nuggetsoflearning.co.uk

Review of 2023 and looking ahead to 2024...

Mon, 11 Dec 2023 17:31:49 GMT

Take time to look back and then forward...

Review of 2023

Best 5 days of 2023

People who were important to you in 2023 and Why?:-

Achievements x 3

What are you grateful for?

What did you learn this year?

Who did you share your learning with…?

Looking ahead to 2024

Three big goals in life or work for this year:-

Days & Events in 2024 (Weddings/Big Birthdays/Anniversaries…)

What will you say yes to?

What will you say no to?

What 3 things will move you closer to the life you want to live?

Conflict Resolution checklist

Wed, 29 Nov 2023 17:18:00 GMT

Don't be afraid to share your thoughts and feelings...

Before you even begin a conversation, ensure that you have done all the preparation you need to.

Write down your experience of the conflict. Ask yourself whether it was an isolated incident?
How are you feeling? check whether you are OK you and you are not being overly sensitive
Put yourself in the other person shoes - get a sense of their perspective
Think about your ideal outcome, a good outcome and your least acceptable outcome, manage your expectations
Find a time that is right for both of you
At the start agree to discuss the issue by taking turns of sharing each others experience and ideally find a solution
Ensure you clarify the topic or issue
Take turns to share your experiences
Clarify and repeat if necessary
Decide on a future focused solution

Please do get in touch for a workshop on Conflict Resolution bev@nuggetsoflearning.co.uk

Top tips of how to approach conflict...

Mon, 20 Nov 2023 09:43:12 GMT

Conflict is the most natural thing in the world.

Even the words can be changed instead of conflict, we could say a disagreement or debate. Depending on whether you are a conflict avoider or conflict seeker the words will have an impact on how you feel.

When approaching a situation that you don't feel is right the best course of action is to be in the right mindset. Being in a Win Win frame of mind, believe that all parties can be happy with the outcome. In the excellent book "Getting to Yes" by Roger Fisher, William Ury & Bruce Patton, they tell the library story. Two people are sitting in the library, and one individual wants the window open to let in fresh air, the other individual does not want to sit in a draft. They both hold their positions firmly and a conflict begins. The librarian who hears the dispute steps in and opens a window further down the corridor to satisfy both parties. One individual has fresh air and the other is not in a draft. The librarian focused on the interests of both parties but did not take a position.

You must always share your experience of the situation that you are aggrieved about and use "I" statements. With this summary it is about how you felt and thought no interpretation of the other parties experience. If you say "I felt left out" that is your experience and non negotiable. People often in conflict go to meaning "I was ignored at the meeting as you don't think I have anything to offer" This statement is not about your experience and you have leapt ahead by analysing the situation and stamping a reason around the behaviour. By simply saying how the behaviour made you feel is all that is required.

Too many times in conflict people get swept into the past instead of focusing on the future. The past is normally where there have been unresolved problems and there is no benefit on sifting through them again.

We cannot ignore conflict. If you have a stone in shoe and carrying on walking eventually the stone might do damage to your foot, it is the same if you ignore a disagreement. Relationships suffer long term and they have no depth to them as you have not entered into a meaningful conversation.

Active listening and empathetically listening to their experience could be all that is needed. You might be both misunderstanding each others approach. By truly listening to how they feel you may well realise that your own actions have been misinterpreted.

Go into any conflict situation with your ideal outcome, good outcome and your least acceptable outcome. Be prepared to be surprised that you may even share the same ideas you are just both reading each other the wrong way. Sometimes the root cause of the conflict might not even be the same. You are not happy about messy kitchen and neither are they, but mess to them is dirty dishes whereas mess to you is a dirty floor. Understand the topic or root cause of the conflict.

Please do get in touch for a workshop on Conflict Resolution bev@nuggetsoflearning.co.uk

Healthy & Unhealthy Conflict...

Tue, 14 Nov 2023 09:24:01 GMT

Turn unhealthy conflict into healthy conflict...

Conflict in essence is an issue between two people and therefore should be the most natural thing in the world. If the disagreement gets solved then there is no reason that the issue should do long term damage to a relationship.

When we approach conflict we need to adopt the right mindset. Believing that a win win is possible means your approach will be far more collaborative than combative. This is where you begin to see the difference as to whether the conflict is going to be healthy for a relationship or unhealthy. See the list below:-

Healthy

Go into the conflict believing that you will understand the person better through the process
Trust the person better as they will be honest
Focusing on solutions
Looking to the future
Seeing the discussion as a chance to learn

Unhealthy

Approaching the conflict with the attitude that you are right
Blaming the other person
Criticising the person and not focusing on the problem
Talking about the past
Being subjective and not objective

Conflict cannot be ignored, as matters will fester. Think about a rock in your shoe, the more you try to carry on walking the more you become aware of the rock. If you ignore the rock for your whole walk by the end you may well have hurt your foot. Doing nothing is no solution.

Please do get in touch for a workshop on conflict resolution bev@nuggetsoflearning.co.uk

Fear around conflict

Mon, 06 Nov 2023 11:14:55 GMT

You can't avoid conflict so conquer the fear and confront it...

There are so many fears attached to tackling conflict:-

Fear of saying something wrong
Fear of damaging relationships
Fear of being disliked

If we accept that conflict is the most natural thing in the world, and take each fear and process what is going on.

The fear of saying something wrong, has the affect of people saying nothing. If we don't say what is bothering us the conflict festers and begins to damage relationships we have. One very easy first step is to write down what you want to say. When we look at what we want to say we can then decide to commit to it and also challenge ourselves as to whether it feels right? We must ensure that we are not commenting on a habit that is a recurring pattern as it may well be this is something the person does not want to change. If we are commenting on a particular incident and when we right it down and it still feels right, then you must say it. By addressing conflict we have more honest and truer relationships.

The second fear of damaging a relationship, is not a healthy view if you want your connections to be real. The more we get into the habit of addressing conflict the more our confidence will grow. Tackling issues as they occur, if you find it very distracting some-one always being on their phone whilst you are talking to them, say it! If you smile as you say the thing that is bothering you, it is unlikely this would break a bond. Feel secure that the memories and stories you share together are bigger than just one or more conflict situation.

Possibly the greatest thing that holds us back is the fear of not being liked. We all have a need to be liked it is human nature. If we don't say what we really feel we might begin to hide who we really are and come across as fake. Hiding your true thoughts is not being true to yourself. Celebrate who you really are. There is no harm in not agreeing to everything far better to "say what you mean and mean what you say".

As an exercise think about the things you dislike that a loved one does, and have a conversation around it. Please let me know if this has made your relationship stronger by some candour.

Please do get in touch for a one to one coaching session bev@nuggetsoflearning.co.uk

One conversation away...

Mon, 30 Oct 2023 10:27:58 GMT

You can't afford to avoid it...

We avoid that one conversation that could make the biggest difference as we fear it will make things worse. The longer we leave a discussion that needs to happen, communication constricts, tensions rise, trust evaporates and collaboration is done. Even the simplest things that you want to say when avoided fester and frustration increases.

The reason we avoid difficult conversations is fear, that it will escalate and will we be able to control it. If you took the view that everyone is feeling the same it would be a level playing field.

Here are 3 rules to lead through an unavoidable conversation that come from a TED Talk by Adar Cohen.

His first rule is to move towards the conflict, which may appear combative, but if you take the view the conflict is the information is the data. By making it explicit and stating what it is everyone is clear on the conflict and the conversation you are having. Often people skirt around the issue so often you are not really sure which issue or conversation they are wanting to have with you.

The second rule is my favourite, you don't know anything . If you take a step back and ask the right questions to understand their perspective, you are practising empathy and they will open up in front of you. Strangely this is liberating put your issue to one side and being in a place where you know nothing. All you have to do is listen.

The final rule is to keep quiet, and don't panic with the silence. Breakthroughs in disagreements often happen in the silence. In the space left be confident that some-one will fill the void and suddenly the obvious solution or thought comes out.

The three steps in summary are:-

Move towards the conflict
You don't know anything
Keep quiet

There is always a way through and take a step forward and have that one conversation you have been avoiding.

Please do reach out this week and share with me that one conversation you have been avoiding. nuggets provide one to one coaching and a place where you can talk and think differently to evoke transformation.

bev@nuggetsoflearning.co.uk

Taking the lead...

Mon, 23 Oct 2023 11:23:45 GMT

Be confident in your communication...

You are planning to see a friend, and you are ruminating ideas what to do, and maybe you even say "happy with whatever...?"

Confident communication is all about taking time to think about who you want to spend time with, being imaginative with the time and also most importantly issuing an invitation.

In its simplicity it is:-

Intention - who do you want to see?
Initiative - what will you do?
Invitation - taking the action

Think about the month of November and write down the people you would like to see, we do this with work, but why don't we take the time to think about our social life in the same way. Think creatively about where you will meet them and what you will do. Stretch beyond the usual coffee, and think about what they like doing and what you like? Even issue the invitation in a different way, not the usual WhatsApp, pick up the phone and really sell the idea.

Whenever we get too comfortable with our friends and communication, we can get complacent with what the friendship means to us. Value your social life and take time to invest in it. Please do reach out for one to one to coaching bev@nuggetsoflearning.co.uk

Top tips for finding flow

Mon, 16 Oct 2023 13:50:42 GMT

Applying "flow" to our work increases creativity, productivity and happiness...

The psychology of flow comes from the psychologist Mihaly Csikszentmihalyi who wrote the book "Psychology of Optimal Experience". Flow is the state in which you are so involved in an activity that nothing else seems to matter. It feels challenging but enjoyable and you have no awareness of time. Think back to a time that you working on something and before you knew it, a couple of hours had gone by and you had not got up from your desk.

The first top tip is how can you find and feed flow. Identify a goal that is challenging, and is meaningful to you. You know why you want to do it you are motivated to work and move towards it.

Make the goal unmissable, do not lose sight of what you want to achieve, make it really hard to ignore. Create a poster, or write it at the top of every page of your notebook. Put the goal in a frame on your desk. Anywhere and everywhere you can see it!!

The goal you have identified has to put you at stretch, it is doable but you are being challenged.

You may find it hard to identify where to start and in order to get into flow you have to accept this is part of the process. Whenever our brain feels like it is locked take a few minutes to clear your head by going for a walk or just taking time to breathe. We must enter flow in the right mindset, so accept that in order to get clarity of where to start, take a break.

Once we enter flow we need to have regular feedback to check we are on the right track. Ask colleagues "What has been going well?" and... "What would be even better if...?" If you work for yourself, ask your coach for feedback or ask yourself key questions. "What does a job well done look like against my goal?"

The environment plays an important part in finding flow, and will be very individualistic. Some like music some find it distracting, some like clutter, some like clean space it is important to identify where you find flow working best.

Finally make sure that you take time to acknowledge achievement by sending yourself a pride postcard. Just write a few short sentences to reflect and celebrate your achievements.

Please do get in touch if you would like support in finding flow bev@nuggetsoflearning.co.uk

The Right Words...

Tue, 10 Oct 2023 09:25:50 GMT

The influence and magic of saying the right words

"Words have an amazing impact, and by understanding when, why, and how they work, we can use them to increase ours." - Jonah Berger

The power of don't over can't is enormous. If there is something that you have been trying to resist replace the can't with don't. There is much more willpower with don't and it is also sounds much more conclusive. See the examples below:-

"I can't eat chocolate" "I don't eat chocolate"

"I can't smoke tonight" "I don't smoke"

When you are next nervous about a presentation or a meeting you are chairing or anything putting you at stretch. Give yourself some self talk but use "You" in your chat. Also put your name into your self talk, it is calming and empowering see the examples below:-

" You got this"
" You have all the knowledge"
" Bev you have all the details"
" Bev you are in control, you know what you are doing..."

Words can also be a great management tool. If one of your team members is floundering and not knowing where to start. Coach them by using the word "Could" -

"What could you achieve in the next five minutes..."
"What small action could you take..."

Nobody wants to be told what to do, so tell language should always be avoided. In elections they often tell people to vote, however if they attach an identity to an action eg. Voter, it becomes more appealing. If you ask a team member what actions do they associate with a top performer they will identify the actions that work with that identity.

Please do get in touch for a workshop on confident communication or a one to one coaching session bev@nuggetsoflearning.co.uk

Self Awareness

Mon, 02 Oct 2023 08:08:04 GMT

What shadow do you cast...?

" Self-awareness is the most important skill to be successful in the twenty first century at work" Tasha Eurich

The researcher Tasah Eurich suggests that on average only around 10 to 15% of people are self aware. She explains there are two types of self-awareness. Internal awareness is knowing our strengths, values, passions and aspirations and understanding our thoughts and feelings. External awareness is understanding how other people see us.

We can increase our internal awareness by job and relationship satisfaction and it obviously decreases when either are affected by anxiety of stress. External awareness can be improved with empathy from others but also our own understanding of other people's perspectives.

Take time to improve self-awareness by pausing and asking the right questions:-

When did I have a positive impact in that meeting?
What part of my day did I enjoy the most and why?
Why do I feel uncomfortable when I talk to that person?
Where do I feel most helpful in my job?
When have I been at my best this week?

Feedback from trusted friends and colleagues can also increase your awareness. Ensure that they are supportive and want you to succeed. They are not afraid to give direct feedback as they care about you personally. They also understand your world of work.

Emotionally Intelligent people know "What shadow they cast?" and they keep it consistent. Good self-awareness is thinking about what you leave in the room after you have gone. What memory do you want people to have of you and is it the right one, and is it the same memory you left last week.

We should aim for consistency with internal and external observations:-

How clearly we see ourselves = understanding how other people see us

Identify 3 individuals who can give you feedback and use the questions above to evaluate how good your self-awareness is.

Please do get in touch for a coaching session bev@nuggetsoflearning.co.uk

The power of "not yet"

Fri, 22 Sep 2023 08:31:16 GMT

"Don't be led by the tyranny of now wake up to the power of not yet " Carol S Dweck

Carol S Dweck from Stanford University studied the power of mindset, and the results were that people either adopted a Fixed Mindset or a Growth Mindset. Her studies showed that it is developed very early in life. She worked with children inviting them to complete puzzles that got increasingly harder. The children with a Fixed Mindset wanted to stop once they had experienced success as they did not want to fail and it was easier to stop. The Growth Mindset children embraced the challenge and wanted the puzzles to get harder and harder. One child even said " I love a challenge".

The Growth Mindset is all about the power of not yet and their language might sound like this:-

We can...

How can we...

I believe that I can influence...

I believe that I can change...

Life will challenge me and lead to personal development

My belief in the power of not yet reinforces my belief in the importance of effort

The Fixed Mindset language:-

We can't

How can we?

Defensive

Protective of the past and not embracing change

To develop the power of not yet, here are some nuggets:-

Practice for tomorrow
Relive a day and see if you could do it differently "Ground Hog Day"
Study to learn not to ace or just get a result
Praise effort and process as much as results
Recruit potential not talent
Failure does not define you - learn and move forward
Stretch yourself, step out of your comfort zone and enter a growth zone
Create an environment for a Growth Mindset
Continuously use the expression "not yet"

Please do get in touch if you would like a workshop on Mindset bev@nuggetsoflearning.co.uk

Thinking & Discussing DEI

Tue, 12 Sep 2023 08:45:24 GMT

Knowing what it takes to be an inclusive Leader...

"Diversity, equity, and inclusion are three closely linked values held by many organisations that are working to be supportive of different groups of individuals, including people of different races, ethnicities, religions, abilities, genders, and sexual orientations" McKinsey website.

To be an inclusive Leader it is so much more than just awareness, or a marketing campaign.

To create a more inclusive environment it may well start by fostering braver conversations and everyone having a shared understanding.

All too often the concept of DEI does not translate into reality, so here are some thoughts and ideas of how to make it "real".

Storytelling videos - people sharing experience in and outside the company
Self Assessment tools - where is everyone's understanding - not to shame people but to educate and be a prompt for further discussion
Info graphics with the key terms - initially an awareness tool however the graphics should also be used in team meetings to chat about what it all means individually
Inclusion circles - made up of cross functional team members. Collaboration of ideas at regular meetings in small groups

When learning and understanding DEI it should be orientated to impact of behaviours, accepting everyone is accountable and everyone is involved. Sharing stories and having awkward conversations that is the way change, if needed will happen.

As an inclusive Leader think of these three areas:-

Awareness
Action
Accountability

Managing resistance to change...

Thu, 24 Aug 2023 08:47:32 GMT

How to ensure that everyone feels included?

Team members need to feel included in change. Resistance begins the moment people are excluded and no recognition of everyone’s unique abilities could put the whole process in jeopardy.

High Sense of Uniquen ess/Low Sense of Belonging = Differentiation

For some reason these team members bring unique abilities, but as they do not feel like this is recognised they do not feel accepted within the team. This often where it is the skill of a Leader is to manage these talented individuals to give their ideas airtime and make them feel included, normalising their uniqueness.

Low Sense of Uniqueness/Low Sense of Belonging = Exclusion

These team members do not feel part of the group, no sense of belonging and therefore feel undervalued, so do not contribute. This is often a vicious circle of team members and leaders, both stubbornly mak ing the situation worse.

Low Sense of Uniqueness/High Sense of Belonging = Integrated

Whilst this is great that the team members feel so blended into the culture, they lose their ability to bring something unique. They might well be so used to old processes “this is the way we have all done things around here…”

High Sense of Uniqueness/High Sense of Belonging = Inclusion

This is where ideally you would like all the team members. Everyone has a voice and feels that they are understood and accepted within the group.

Communication is always the key to change, frequent and on multiple platforms. Everyone needs to feel involved and even taking time to personalise how you share updates. Making it as easy as possible for change to be adopted.

Managing You...

Mon, 14 Aug 2023 15:17:25 GMT

Manage your thoughts and emotions

What do we mean when we say the inside out paradigm? - Very simply we are saying, our thoughts create our experience of reality. We are not just hearing our conscious thoughts as they only make up 11%, the biggest driver is our subconscious thinking which is 89%.

The two work in very different ways. The conscious is logical and uses words that we relate to, the sub conscious is driven by emotion and offers up feelings that generate thoughts.

This influences your experience of reality. If you have a strong belief that you are going to be bad at running the subconscious will generate a feeling around being bad at running. We are interpreting internally what is going on externally but not referencing any experience of reality.

An example I am scared of snakes yet I have never encountered a snake, the snake is not sending me the fear, my feelings from my subconscious are driving my fear and anxiety. If you go to the cinema and watch a horror movie the walk home is worse than the walk there. Your feelings around the film have now altered the walk home which in reality is very safe as it is the same walk.

We need to stop thinking we can manage emotions, and understand that a new feeling drives a new thought. Babies never sustain any emotion for too long, they feel happy they are happy, they are sad and they feel sad, babies do not let the subconscious over process, partly as their brains are still developing.

Try to stop controlling emotion, accept it and grow with it. Have the experience with the emotion, you can handle it, and don't avoid it.

I am not suggesting we do things that scare us for the sake of it. However don't let fear grip you, take risks and feel the emotion associated, and accept it but don't let it stop you from having the experience. Emotions are temporary and will pass, as with the baby experiencing numerous amounts in one hour.

Once you have achieved whatever it was that took you out of your comfort zone, learn from the thinking and emotion around it. Daily journalling is a good reference of how you experience emotions.

Keeping differences in mind...

Mon, 07 Aug 2023 08:45:51 GMT

What they have done in the past they will still do in the future...

Do you have that colleague who is always late for a meeting? You want to change their behaviour, because you hate the impact on your world. The first step is to accept that it is impossible to change some-one's behaviour unless they want to change it themselves.

We need to accept that everyone is different and accommodate differences rather than fighting against them and only really causing pain to ourselves. If we don't recognise and accept the differences we will be disappointed by the reality as we have had unrealistic expectation about their behaviour.

We have to accept that what they have done in the past they will do in the future? so if they have always been late they will be late going forward.

If you analyse your disappointment you will see that you are disappointed by something they have never done. You are only disappointed by your unrealistic expectation.

Blow away the myth that people want to be treated the way you want to be treated. As an example, I hate being late and arrive everywhere quite early. I would like to be prompted on timing and if running late would love someone to tell me. My husband is late all the time and would not be happy to be prompted on timing, in fact the prompts often have the reverse effect and make him slow down and ultimately he gets even later.

Compassion is key in accepting differences and accepting the behaviour you have seen is what you are going to see again. Therefore allowing extra time or creating fake times that accommodate the lateness.

Be compassionate with yourself rather than beating yourself up. I work very near the wire on most projects, it is unrealistic to think that I will work in another way. I can look at past projects and know that is the way and accept it, far better than to be angry with an unrealistic way to behave that I have never done.

Developing confidence

Mon, 31 Jul 2023 08:26:45 GMT

Expanding your growth zone to become more confident

We have things that sit in our comfort zone and then the things that are outside. It is too simple to think that we will just step outside comfort and everything will be OK. If you are scared of rats and you were put in a room full of rats that will possibly send you into a panic zone that will not help you master the fear. The rats on mass would make you retreat to your comfort zone and may cause long term damage, for example PTSD or a mental breakdown.

The solution is gradual exposure to what is preventing you from stepping out of your comfort zone. One rat in a cage and then maybe two and even some-one else holding a rat might lead from comfort to a growth zone. We have to build the confidence in our ability until eventually it leads to mastery.

There is a big difference between stress and trauma, the latter is when we either go into our flight/fight or freeze mode. When this happens we instinctively go to our comfort zone and then as above we gradually brave the growth zone and then in time more things can flip into comfort. With the expansion of your comfort and growth you are pushing the panic zone further and further out.

Ask yourself:-

What is in your comfort zone?

What is in your panic zone?

What is in between the two zones?

Two examples below on how identifying the gap and gradual mastery led the individuals back to comfort.

Bob was struggling with social interaction. His coach gave him the task of saying Hi more often and smiling and making eye contact. The next week Bob was asked to ask people the time. Bob initially found this easy, but did find that he was happier asking people in roles, eg. security guards or people in shops. The coach then encouraged to ask colleagues and people he knew. The final push was when asking for the time to comment on the person's watch or phone. Bob realised that he was then leading to a conversation.

Sue was nervous about presenting at work. She was very confident socially but feared presenting to a large audience. Her anxiety was around people questioning her knowledge. The coach asked her to prepare a topic she could talk on for 2 mins or less and offer up in conversations, not in a presentation context. From this she was encouraged to expand to impromptu talks to safe audiences and small groups. Sue's confidence around her knowledge soared and she was able to present to a larger audience having delivered the materials in small chunks over time.

I have used a photo of myself with this blog as my current growth zone area is back to mixing in larger social groups. Since Covid and a lot of time last year working in very solitary environments I have shrunk my growth zone and expanded my comfort zone. If I have a choice I mix with a small circle of friends and work is often from home. Whilst in presenting mode very much in my comfort zone, but it is often the interaction in a large office that puts me into growth zone. Over the next few weeks I am going to practice speaking to people I don't know in large offices and gradually attending bigger and bigger social events.

Please do get in touch for one to one coaching bev@nuggetsoflearning.co.uk

Resourcefulness

Wed, 26 Jul 2023 08:50:20 GMT

Key to be resilient is being resourceful

As a team you can be more resourceful but as a Leader you lead the way on thinking in a different way.

Evaluation

Taking time to evaluate situations, what are you really seeing? Understanding what resources and support are available. When we evaluate where we are it often feels that we are not doing anything but the time that will be saved further down the line by taking time to take stock.

Creative Thinking

To be resourceful we need to look at things differently. Hold an object in your hands and look at from all angles. We can do this with services, thinking about how we can adapt ideas and find fresh thinking. A good starting point is to list everything you know already and then decide what would happen if you did the exact opposite. Flexing your thinking gives you a new way of seeing things.

Notch up the Nos…

Resilience is often about picking yourself up and going again. Being resourceful is about seeing every no as a learning experience and the more you have the more you can learn.

Think Win Win

To think win win and understand the other persons perspective is a far healthy way of going into any negotiation. It is a meeting of minds and not a competition.

Bend the Rules

To keep going we may need to adapt a structure or flex it to fit with the work. If we are held back by the rules, it will be exhausting and deplete resilience and resourcefulness levels.

Proactive

Take time each week, to think proactively. If you are currently just doing a day-to-day to-do list, stretch it to looking at the whole week. Go even further and have the months mapped out, look at the year on one page. Take time each week with a piece of paper to creatively think about your current projects.

To book a workshop on being resilient and resourceful, please email bev@nuggetsoflearning.co.uk

Managers managing Managers…

Mon, 03 Jul 2023 15:12:40 GMT

The responsibility of managing managers falls into two areas, the focus on them as an individual to produce good work and then how effectively are they supporting their team.

You will always need their goals to be aligned with yours and the organisation, providing continuous feedback and support to advance their career. In addition you will need to deliver leadership coaching so that they can develop the culture and capabilities of their team members.

As a Manager of Managers you will need to role model the right behaviour at all times. Remember, people are watching all the time, so be deliberately aware that others are paying attention. Ensure you give your Managers autonomy and that they do the same for their team members.

Listen to the subtle change in your coaching language, it will not be about the project it will be exploring the relationship of their direct reports with the project.

eg. “How is that project going?”

instead ask…”How are you working with Bob to get that project done?”

Compliment your Manager’s in public so that their team members see them being acknowledged. Give them opportunities to demonstrate their credibility in front of others. They look good, makes you look good and ultimately makes the team look good.

Give them an individualised approach, work alongside them or observe them at their team meetings. Be careful not to intrude eg. attending their direct report one to one sessions would be intrusive, but seeing them interview a candidate would be a good chance to give feedback.

They need to lead in their own way, so give them space and a chance for them to develop their own leadership style.

Setting it up:-

Meet your Managers individually assess what they need
Create personalised development plans
Within that plan – customised reading lists & management topics
Agree opportunities when to observe
Continuous feedback using WW/DD = What well? Do differently?
Emphasise curiosity rather than judgement

Humanising Leadership…

Mon, 03 Jul 2023 15:12:38 GMT

Holding yourself accountable for finding potential in people and processes. The accountability is role modelling and being prepared to be vulnerable.

We are looking for those courageous leaders. They don’t walk around the office just hoping to feel a good vibe they take time to get to know their team members. They don’t create a competitive environment where blame and shame can foster. They are about the journey to the results as much as the results.

Relationships take time to evolve, any financial investment you would not expect to see an immediate return on, it is the same with your team members. As with Stephen Covey’s (EBA) Emotional Bank Account, you make deposits and only ever make a withdrawal when you have a healthy balance. Giving every team member the same amount of time with you and being transparent that no-one has more or less.

Being there at a one to one session, really listening and not being focused on an agenda.

Today I attended my own coaching session, and we sat on soft chairs at a coffee shop. These sessions normally take place over Zoom whilst I am sitting at my desk. I realised how much I was present during the session. The coaching was very human to human and not necessarily about business it was about “me”.

Leaders with that humanising approach, facilitate honest conversations about the highs and lows of working as a team. They share their own stories so that there is an appreciation of struggle as a strength not as a weaknesses. Effort and hard-work are rewarded as much as the end product or result. Encouraging everyone to give feedback to help each other grow.

Feedback is not easy but the more it is normalised the more it will help everyone to develop. Step into the discomfort for the greater good.

Brené Brown quotes “if you’re comfortable, I’m not teaching and you’re not learning. It is going to get uncomfortable in here and that’s okay. It’s normal and it’s part of the process.” Cultivate the courage to be uncomfortable.

Be as curious as your team members to grow and encourage them to give as much feedback to you as you do to them.

Please do get in touch for a workshop on “Humanising Leadership” bev@nuggetsoflearning.co.uk

Curiosity

Mon, 03 Jul 2023 08:28:00 GMT

Share with some-one today something you are curious to learn about and why? Saying it out loud means that you are more likely to start finding the answers. We are often curious about things but do we actually go out there and find ideas, answers or solutions.

The brain always has to answer a question and in so doing creates a new neurological pathway. Bit like a workout with your body the more your mind gets asked questions the more it expands with new pathways.

Francesca Gino a professor at Harvard Business School presents the business case through her research. Organisations that foster curiosity, have fewer conflicts and inspire novel problem solving that leads to better outcomes.

Staying curious does need to be intentional to make it effective in teams, with the ultimate aim to create a culture of curiosity.

Some ideas of how to do this:-

As a child Why? was your favourite word, go back to being curious and ask as many Whys as you can. Please do get in touch for a workshop on how to say curious or for one to one coaching bev@nuggetsoflearning.co.uk

Motivating through interviewing…

henry@ebiscuits.co.uk (Henry Lewington) — Wed, 28 Jun 2023 15:43:59 GMT

We can rarely motivate some-one else to change. We are better off helping them find their own motivation to change.

In the early 1980s Bill Miller worked with people with addictions. His approach was to ask questions and just listen.

Addicts in the past had been persuaded to change, but if you insist too much you created resistance. Miller’s approach was in his words“Talk themselves into the change” Get them to say how they might change, and you are walking alongside, listening but not telling.

To start motivational interviewing it is to come from place of humility and curiosity. You don’t know what might motivate some-one to change. By asking the right questions it is like holding up a mirror, if they describe their behaviours there might be that moment where they want to change.

Ask engaging questions that they want to answer
Reflective and empathetic listening
Affirming the person’s desire and ability to change

As coaches we are often motivating though interviewing, even as simple as changes to their working day and those life changing moments. Time and space is a key factor and being genuinely interested in what your client has to say. Often just repeating back what they have just said, can be the moment they decide to change.

It is so hard to change anyone’s behaviour unless they want to change it themselves.

Coaching is all about motivating through interviewing, please do get in touch to book a session bev@nuggetsoflearning.co.uk

Cultivating Meaningful Connection - with the England Nets Team

henry@ebiscuits.co.uk (Henry Lewington) — Wed, 28 Jun 2023 15:43:58 GMT

According to Brené Brown to cultivate meaningful connection it requires grounded confidence, the courage to walk alongside and story stewardship.

As a coach you need to develop a meaningful connection and the first step is for the Client is to feel grounded confidence in themselves. This is very much about the relationship being developed and the client being prepared to drop their armour. We want clients to experience vulnerability, be curious about new ways of thinking or working and be receptive to trying new things. If they arrive at a session so confident that they know it all they will not experience grounded confidence. We mistake the loudest voice as the most confident, and if not challenged that knowing and proving will limit their ability to be open to new ideas.

Grounded confidence is also about embodiment, which means being open with what your body is telling you and being prepared to adapt. Angry people live in angry bodies!! Physical self awareness is a good step to letting go. It is far too easy to just listen to our heads and not our bodies, if you have not slept well, what is that telling you? If you feel anxious, or simply just ache – what is this telling you? Understand and know when you are in flow with body and mind.

“We have to prepare the child for the path, not the path. for the child.” – Tim Elmore

If we are going to walk alongside we can’t control the path. Walking alongside is other-focused and control is self focused. As a coach you never know where a session is going to go and that is right for the Client. We have prepared the environment in creating a safe place but we don’t lead the direction.

The greatest honour as a Coach is story stewardship, honouring the nature of the story and knowing we have been entrusted with something valuable. We must tread with care that we don’t takeover the narrative or tap out. This is where as a Coach you often have to sit with discomfort, you have to follow the story they want to share. The takeover or tap out can be prevented by extricating yourself from the story, don’t look for anything relatable, this is about them.

In summary meaningful connection is about:-

Centred confidence
Walking alongside
Story stewardship

Please do get in touch to book a coaching session bev@nuggetsof

2 Types of Conflict

henry@ebiscuits.co.uk (Henry Lewington) — Wed, 28 Jun 2023 15:43:58 GMT

An Australian organisational psychologist called Karen Etty Jehn (“Etty”), explains there are two types of conflict, relationship or task.

Relationship conflict is personal and emotional and filled with friction and animosity. It may start with a difference of opinion but very quickly it will become a personal attack, which will be damaging long term.

Task conflict can be as simple as which restaurant to eat in that evening or the colour of a font on a document. This is normally based on ideas and opinions.

Etty studied teams in silicone valley and found that teams performed badly if they started with relationship conflict rather than task conflict. They entered into personal feuds, and the relationships were so broken that they did not offer new ideas or opinions.

Teams that were high performing started with low relationship conflict, and kept it low throughout their time of working together. In their teams task conflict was high and they were able to see things from many different perspectives.

We often believe the absence of conflict is harmony although without any difference of opinion there is no creativity and can just be a very stagnant environment.

We want teams have the courage to fight for their ideas and the resilience to stand down if another idea is better, and not lose resolve to fight the next time. The key is a solid foundation of trust, where it is acceptable to point out blind spots to help overcome weaknesses.

Language is key to setting up a challenging network. Encourage team members to debate ideas, intellectual not emotional. Tone to be vigorous and feisty not aggressive. People disagree because they care not for the sake of disagreeing.

“It is possible to disagree without being disagreeable” – Adam Grant

In his book Rethinking – Adam Grant says you have to be careful that task conflict does not overspill into relationship conflict. Set up boundaries and ensure you frame the dispute, remember it is a debate not a disagreement. Distance from the position not emotionally attached to an idea.

A recent novel I was reading the evidence was so conclusive to the prime suspect the Detective in charge asked the whole team to prove the suspect innocent. As the story unfolded the suspect had been framed. We often need to rethink or look at our thoughts and ideas to determine is this emotional and relationship conflict or can I make it task conflict.

Delegating effectively…

Mon, 22 May 2023 11:04:00 GMT

If delegating is not done effectively it can be construed as just dumping. Think of the benefits before you even begin. Reduction in your own workload, development of team members leading to a more collaborative team with more shared responsibility.

A good way to start is to think about what you are doing and then deciding what can be delegated:-

At the end of this exercise you should be left with some tasks that you can delegate.

Think of a suitable team member and give a really structured plan of how they can ultimately own the task.

Please do get in touch for a 90 minute workshop on Delegating Effectively bev@nuggetsoflearning.co.uk

Navigating your own Mental Health…

Tue, 16 May 2023 09:18:00 GMT

This week with Mental Health in the spotlight we can learn from others how to spot signs within ourselves when we are perhaps “not OK”.

Last year my own mental and physical health took a battering, and the signs were there, but you look at external factors rather than determine your internal indicators. Reflecting on last year I can see that I focused much more on the physical signs, which were loss of weight and lack of sleep and some medical problems.

The internal triggers were my sense of overwhelm in my head the number of scenarios I played out, over and over again. These films or plays all with different endings always happened at night and led to lack of sleep. I spent a lot of energy on how to improve my sleep, whilst in reality I needed to think about the thinking. To understand the connection between feelings, thinking and behaviour as they are separate modes but they must have a good relationship with each other. When you are not thinking straight you feel awful and don’t manage the behaviour well. Drinking red wine in the hope you will sleep better is like applying a band aid to the wrong area.

My sense of overwhelm I have always shared with my family but now I am so much better at articulating it and knowing how I can manage it. In the past I used to describe it as “ants in my head”. My children would laugh and if I seemed a bit sad or under pressure they would say “Mummy have you got ants”.

Last year it was not just an ant colony it was several all at the same time. I often use the word “process” especially when working with coaching clients, take your time to process your thinking. When we have lots of situations in life that we have never experienced before we find it hard to prioritise which to process, so we try and process it all together.

Every mental health story is different, but I did several things to move myself out of my overwhelm, and it is still very much work in progress.

Last year I read “Atlas of the Heart” by Brené Brown it could not have come along at a more timely moment. The book explains that language is the portal to meaning, so the book covers 87 emotions and experiences. It was my friend in a dark place to label and understand what was going on.

Since last year I am very aware of the feeling of being “safe”, this is something I have determined myself. Being away from people who really care for me for a sustained period does not help my mental health. Situations where there is contrived joy will make me struggle, I know this maybe a temporary phase, but I feel unsafe with false hilarity. Safe also means doing menial tasks that don’t use my mental capacity, so cleaning or gardening I find really help. Walking everyday has been invaluable for my mental and physical health.

We are all unique, but sharing our stories and talking about Mental Health especially in a week where it is profiled will be a help to so many people who are suffering alone.

Mental health awareness week…

Tue, 09 May 2023 12:35:00 GMT

“What mental health needs is more sunlight, more candour and more unashamed conversation”

– Glenn Close

Next week is Mental health awareness week starting on Monday 15th May – Sunday 21st May. What will this mean and what will it look like? It is about being brave and saying “it is OK to not be OK” – Brené Brown. Removing the stigma and normalising the chat surrounding mental health.

If you break a leg we talk about it, and we hear how it happened and we possibly even sign the plaster. Mental health is not obvious and just because we can’t see it does not mean that we can’t talk about it.

Current statistics show that 1 in 4 of us is struggling with our mental health. Organisations need to understand that is not a personal issue that it is a workplace issue and a lot can be done to create the right environment. If it is OK not to be OK, what skills do your team members need to have open/honest conversations.

Managers have to have the courage to “hold space and not fix” , often all that is required is a damn good listening. We are craving time for someone to genuinely care and just listen and hold the space for us.

In that space you need to convey that you care, and that you don’t feel awkward. Brené Brown used to end every podcast with the phrase “ Stay awkward brave & kind” With listening being the key ingredient, nice big open questions and certainly no judgment. If appropriate share your own stories to demonstrate humility but not to hijack the agenda.

The vulnerability the person demonstrates to share a story must be seen as courageous. Vulnerability really does equal greatness. The courage to honest about how you are feeling is at the very heart of emotional intelligence and makes you authentic and very “real”.

Organisational initiatives can demonstrate care. Creating a Well Being wall or just a holding space wall, a place where people can add nice quotes or just ideas as to manage mental health. A very popular idea is to train mental health first aiders, people who you can reach out to and also people who know how to hold space. Companies have invested also with in-house yoga and masseurs that are available during working hours. The ability to switch off from everything by engaging in a physical mindful activity. Setting up fiction book clubs are also attractive for getting employees to think about something else in a different way.

At a very basic level for your own mental well being, swap negatives for positives eg. if some-one has a bigger house and you feel disheartened – go back home and think how clever you have been in creating a small place into a cosy home.

Always keep an eye on how much holiday you have taken and ensure you spread it out throughout the year. There is nothing more restorative that a well earned break in a totally different place.

Ask each other “Are you OK?” and get the conversation started.

Please do get in touch for one to one coaching or workshops around Mental Health – bev@nuggetsoflearning.co.uk

Performance Management…

Tue, 25 Apr 2023 08:40:00 GMT

What is performance management? – it is all about maximising the value of your employees. It is not a single activity, it is every working day forming a continuous cycle. By setting objectives and goals you have a way of monitoring progress. The emphasis is on individual improvement, that leads to greater effectiveness as a team and ultimately as an organisation. Accountability to each other on meeting the goals and objectives keeps everyone moving forward. Performance management brings learning and development and organisation development together.

In a very simplistic form it is:-

Past performance – Objectives – Rating – Judgement – Feedback – Future Performance

However the reality is far more complex. The organisation has to have an administration process to ensure that the management is fair. Employees reactions to the feedback, based on their own personality and perception of their role and performance is unpredictable. Objectives are not often just about tangibles they will be subjective measuring standards of behaviour and learning abilities.

The key to success is the continuous conversation around performance, a good understanding of all of the critical success factors :-

These high quality conversations are in the moment, not on annual performance, or the process or about past performance. Focus on some-one strengths and treat it as more of an appreciative enquiry. The team at “Amazing If” use the “Even better if” as a motivational tool and a way of pushing performance to another level.

There are also those awkward conversations that need to be had in order for performance to get back on track. Initially try an exploratory approach, by using powerful questions to get the individual to self appraise.

If there is still no recognition of under performance then you will need to be direct whilst still caring for the person. This technique is called “Radical Candour” by Kim Scott.

Performance Management is about being seen and can be the most rewarding and motivational tool available to any employee and manager.

Please do get in touch for a 90 minute workshop on Performance Management bev@nuggetsoflearning.co.uk

Any Questions…?

Mon, 17 Apr 2023 10:33:00 GMT

At the end of the workshop we often say “Any questions” and no surprise no-one really wants to ask anything. They have been listening for a while and they are keen to get back to their day job and there is also that feeling of “I don’t want to be the only one!!”

Ozan Varol in a recent Pinkcast with Dan Pink, says we need to put people at ease and use better language. We can do this by asking a better question:-

Example:- “The content was really confusing at times and I am sure there are plenty of questions and now is the time to ask?”

Reframing the fact that the content was confusing, helps to normalise the fact that everyone will have questions.

Another example, if you are in a team meeting or just at your own one to one meeting with your line manager and you asked have you had “Any challenges” the default is to say “no”. However if the Manager positions it with everyone having challenges you are better placed to share with each other.

Example:- “It has been a tough quarter and there have been loads of challenges, would love to understand yours…?”

This is a great example of creating a psychologically safe environment where everyone has a voice and everyone feels they can share successes and failures. Bréne Brown suggests we use the language of brave spaces, where you can show up and share everything. We will only share if we are asked a better question and it will solicit better answers.

Tomorrow I will be running a workshop and I will finish with something very different to “Any questions”

Please do get in touch bev@nuggetsoflearning.co.uk

Enjoying job hunting…

Tue, 11 Apr 2023 16:31:00 GMT

Systems lead to goals so think about all the different ways you can get to your new job and most importantly enjoy the process.

Contacts

There is no doubt that people lead to jobs the old expression “not what you know but who you know…” Create a list of everyone you know, don’t judge at this stage whether they will be useful go for quantity. Once you have a substantial list, then you can categorise, Gold, Silver & Bronze. This is now your coffee list, who can you meet who will be helpful. The Gold’s are working for your dream company, the Silver people might be in the right industry and the Bronze maybe a network of existing friends and colleagues. Set yourself targets as to how often you see a Bronze and see two Silvers a month and stretch for one Gold. Keep the momentum and make sure the list is very much a working document, notes added as to how the coffee progressed, did you get new contacts etc…

Trading up and giving back

Everybody likes to help everyone, and likewise see what you can do for others. We are all equipped to be altruistic it is often the case that no-one asks. You might feel easier asking for help knowing that you can offer a service/favour or a contact for them.

New Vibe

Try working in different space especially if you feel disloyal looking for a job whilst in the office, or likewise if you are already not working, home can become too familiar. We often challenge our thinking in a new environment. The vibe of the surroundings might give you a more ambitious mindset.

Your Tribe

Your resilience levels might feel depleted as looking for a new position is tiring. Surround yourself in the evenings with people who really see you.

Targets

Achievement underpins motivation so you will need some metrics in place to keep up the momentum. You can use your Gold/Silver and Bronze list, but also have other targets. The number of applications with a conversion rate to interview.

Show off

Write blogs and articles about what makes your heart sing. Keep yourself immersed in the world you want to work in and reignite your knowledge skills that you have. Post and comment on things in your work community, enjoy being an expert.

Job hunting need not be a passive or reactive exercise, embrace it by being as proactive as possible.

For more tips and ideas or one to one coaching please do get in touch bev@nuggetsoflearning.co.uk

Mental fitness…

Wed, 29 Mar 2023 09:09:00 GMT

Simon Sinek recently said that he did not like the terminology of Mental Health and he much preferred the term mental fitness. His argument was that health is more of a fixed destination you are either healthy or not healthy. He compared how we rate our physicality by going to the gym and having good days and bad days. We have so many mental states eg. so many destinations, sad, happy, joyful and uncertainty. We are never 100% fit with our bodies or our mental state but we work at both constantly improving them.

The other terminology is mental well being which incorporates all the destinations but there is also the overall feeling of protecting yourself. Well being is about you taking ownership of the destinations and only going where you feel safe. If you know a situation will take you to the destination of uncomfortableness maybe it is not right for you at the moment in time.

We do all need to experience discomfort and in the great words of Bréne Brown, “Vulnerability is Greatness”, we learn in this space and it will enrich us. However there does always need to be a slight caveat though to understand where you are currently. So just as you go to the gym and use the equipment or run a distance you put yourself at stretch but at the right time.

Review your week to check you are comfortable with the destinations it is taking you to. How many new situations will you experience and are you feeling in a good place to cope with that. How much time have you built in for recovery, using the gym analogy again are you warming down your muscles. If you have a week of a lot of connectivity, have you got some time for some solo walks. Manage your mental fitness/well-being as you would your gym schedule.

Impact of Change…

Mon, 20 Mar 2023 08:55:00 GMT

We all experience change and we all go through the rollercoaster of emotions. Some of us simply fly through the change and others take their time experiencing the highs and lows.

Change always involves loss, whether it be an actual item, a person, a role or an identity.

Elisabeth Kubler-Ross’s Grief Curve explains it perfectly:-

Shock/Surprise – Even though you may have known about the change there is always that initial shock and surprise that it has happened.

Denial – The second stage is try and pretend it has not happened.

Frustration – we realise that the change is now happening and what the loss will mean. This is the stage where we demonstrate quite lively emotions and behaviours. There is a sense of outrage that this is happening.

Low point – Sometimes described as the valley of despair. We reach the real dip in the curve where we are not sure how to move forward. We have flooded the emotional part of our brain and se we have lost the sense of how to think logically.

Experimentation – To move us forward we must try really hard with new ideas and some of these may lead us to the next stage of making decisions. Sadly we can try an idea and it fails and we feel back at the bottom of the curve. Experimenting is about trying lots of new things – go for quantity not quality at this moment to propel yourself forward.

Decisions – Make some good decisions and you are high up the side of getting you out of the change curve. You have moved back into thinking mode and you feel in control of the change.

Integration – Your experimentation and decisions have come together and you have made good progress at getting out to the curve.

There are many change curves in life and the more we get used to navigating them by expressing the stage we are at and how it feels. We will always have the initial uncertainty, but we can roadmap our way through it and name the emotions we are feeling.

Please do get in touch bev@nuggetsoflearning.co.uk

Reset boundaries…

Wed, 15 Mar 2023 10:08:00 GMT

With the world of work constantly changing whether we are in the office working from home we need to reset the boundaries.

Several companies are embracing the freedom of flexible working and therefore setting no boundaries and this comes with its advantages and disadvantages. When we first started dress down Friday there was tremendous fear as no guidelines made people feel nervous. However you also had individuals who could not wait to express their personality through their clothes.

By totally giving employees autonomy as to where they work, we have in effect like a sandcastle let the walls come tumbling down. Without any walls we have created a system open to abuse, of working too long or too little.

Routines and processes are the keys to success, repeated behaviours lead us to goals. By introducing Tuesday as the day at the office, people can work their week around the day they need to be at the office by establishing a routine that works for them. The fluidity of saying come in on a day that works for you, is no boundary or guideline, and no routines or rhythms get established.

Boundaries can also be liberating as we are inclined to use the whole space available. Professional footballers don’t just follow the ball they spread out and use the whole pitch. They each know their positions and the pitch is very clearly marked out with boundaries.

It is known that you work longer hours at home than at the office, so establish some cut off points set boundaries as to when your team can send emails. Agreeing the tech that is acceptable and unacceptable eg. WhatsApp groups not for work?

Bréne Brown uses the phrase “What’s OK? and what’s not OK?” – just these two simple questions might be all you need to reset team boundaries.

Please do get in touch bev@nuggetsoflearning.co.uk

4 A’s of relieving pressure…

Mon, 06 Mar 2023 16:23:00 GMT

The build up of pressure can lead to stress so how can we take steps to not let it happen. Have a look at the 4As.

Avoid situations that we know are going to lead to stress. If the commute during rush hour is going to make you feel out of control for the rest of the day, see if you can work from home or travel later. If a colleague sets the tone of the day can you sit in another work station. One of the most empowering tactics and a way of taking back control is to say no to something that you think will give you extra pressure.

Alter how you communicate, make sure you say what your time limitations are to some-one elses expectations. If working to a deadline that you know is unrealistic, speak up and see if the date can be altered.

Accept that you may well just feel out of control, and be sure to share with some-one. Explain what led you to feel this way and how you can get back on track. “It’s OK not to be OK” is very liberating, articulating your emotions, you have taken them out of your head. We may have to accept that something can’t change, as we cannot influence it.

Adapt to make your life easier, whether it be a ready meal one day a week, or sharing the cooking with the household. Good is good enough, low your standards very slightly especially if you are a perfectionist. Try the 10/10/10 strategy, what will this situation look like in 10 hours/10 days or even in 10 weeks time, will you remember it. Adapt your thinking by looking at the positives or adapt your perspective and see it from some-one else’s position.

We are trying to find balance and get back to ourselves, so trying one of the A’s or all 4, may lead you back to you.

Please do get in touch for a workshop on Managing Pressure or a personal coaching session bev@nuggetsoflearning.co.uk

Leadership in a Hybrid Environment

Mon, 27 Feb 2023 15:59:00 GMT

The Hybrid environment is common now in most organisations, the balance of working from home and being at the office.

The key is setting it up so that it works for all team members. People need some structure and the level of rigidity is up to the culture of your team, however no guidelines at all could leave employees bewildered. If you compare the guidance and structure to a dress code policy. When people have the chance to wear anything it can make some feel uncomfortable (you remember those insecurities of the mufti day at school). Some loose idea of how you want the hybrid working to take shape. Are you looking for 2 or 3 days in the office? Are there key meetings when you need everyone in?

As a Leader ensure that you don’t have any proximity bias make sure you have robust performance management metrics that reward, based on contributions. The old days of presenteeism and visibility are being replaced by demonstrating meaningful work.

As a team decide on the tech you would all be happy to use eg. only Teams messaging and Teams meeting.

The success of hybrid working is how well you know your team members and how you wish to work together. Ask the team to complete a user manual as below:-

Agree some acceptable behaviours and some unacceptable behaviours and create your own charter or etiquette rules. Example could be turn up 2 mins early and never more than 5 mins late unless a valid reason and you have informed another team member.

Intentional is the word to think about with leading a hybrid team. You cannot be as spontaneous as before everything is done with intent. The days you spend in the office, where and when you have your team meetings, the social events and the bi-weekly or monthly catch up with your direct reports all have to be intentional.

Your role is about:-

Your aim is to have a high trust culture with adult to adult behaviour. The team working interdependently and all preferences are aligned. A high courage and high consideration environment where everyone feels psychologically safe.

Hybrid working is still evolving so you must be prepared to review constantly due to changes in the organisation or to individuals needs.

Please do get in touch if you would like a workshop on Leading in a Hybrid Environment bev@nuggetsoflearning.co.uk

Zoom in & Zoom out

Mon, 20 Feb 2023 11:21:00 GMT

Planning your year with goals and objectives can be quite a dull exercise, so I was so inspired when I listened to a podcast with a new way of planning. The Squiggly Career Podcast Episode #72 https://www.amazingif.com/listen/goal-setting-that-works/ .

The concept is very simple, think of a theme you want to focus on this year. I chose “Growth” and then broke into three areas which all feed into each other:-

This is your starting point of Zooming out.

With my three areas you can then begin to play zooming out and zooming in. Ask the question:-

What do I want to achieve once a quarter?

What does that look from a monthly or a weekly perspective?

Obviously I created a very colourful and beautiful slide deck. I shared with my coach who was initially quite taken with the work and then on closer inspection wanted to know how far my thinking had gone… The model only works if you scope it far enough and it puts you into stretch. If like me you got as far as creating current months good to have started however you may lose the momentum if you cannot see further ahead.

An example of this was wanting to have activities with my family which is about growing me. My coach suggested we all throw ideas into a hat of what we want to do and then we see which months they fall into. It was really good fun and some didn’t make the board “Morris Dancing”!!

I love the exercise being visual and collaborative, please do get in touch if you would like nuggets to facilitate with your team on a Zoom in & Zoom out exercise.

bev@nuggetsoflearning.co.uk

Make journalling work for you…

Mon, 13 Feb 2023 12:37:00 GMT

Writing a journal is a great way of releasing the tensions of the day and also recognising the things you are grateful for and a record of achievements.

It is a very personal practice and how you endeavour to write it should be what works for you. I work with several clients who journal and many have different practices and I have also read extensively on the benefits.

How can you make it work for you, and ensure it gives you the outlet that you want it to fulfil. A good starting point is to think about when you will introduce it in your day.

When to write a journal:-

Start of the day

Review the day before by journalling the events that happened. Starting the new day with this practice ensures you have closed down any leftover thoughts or concerns from yesterday and you are ready to dive into the new day.

End of the day

Capture the events of the day in the same day, use the journal as a closing ceremony, write before you sleep or the last activity at your desk. This a good way to release any thoughts or feelings you are holding.

In the moment

Recording key events as they happen can also be a good way of understanding what just happened and how you feel about what did you learn? Writing or typing an entry does mean it leaves your head and gives you more space for other events. We can often block our neurological pathways by overthinking one incident.

Weekly record

Another practice is just to make one weekly entry and just focus on what you wish to decipher. What very specific thing happened? and how did it make you feel? and what can you learn? Instead of having several entries just focusing on the one thing that will really make a difference going forward.

What to put in the journal?

Journals were traditionally all about capturing life events and a record of your life. My first foray into the practice, read very much this way, eg. what I was eating and whether I had slept well. I found reading it back it was very dull and even the writing had become a bit of chore. If your journalling becomes lack lustre and not significant enough, revisit what you want it to give you.

I was keen to work out some emotions I was experiencing after grief, so thankfully my coach gave me an excellent tool of giving yourself a GAIL.

Gail is a Mnemonic and gives you a framework and shortcut to review what is happening.

Grateful – What are your grateful for that day or week?

Achieved – What are have you achieved and been proud of?

Improve – What could you have improved? Behaviours/Skills/Interactions….

Learn – What did you learn facts/about yourself/about others/or new knowledge…?

I found the GAIL gave me a vehicle for my emotions to understand there was so much to be grateful for and despite tough times you do still achieve, learn and a hunger to improve to be your best self. You can buy pure Gratitude journals which often have prompt questions to steer you through a path of emotions.

Another top tip is to just focus on one key moment/event and no need to fill the rest of the journal with just living activities. You are wanting to understand life moments, so what really happened and how did you feel and what will you learn.

Reviewing your Journals

I have not been very structured as to how I look at my journals and have introduced a recent habit of reading last years entries. This was a very bad time in my life and I am not sure what I am hoping to achieve by saying this time last year was really awful. It may make me feel grateful for now but I don’t think it is serving me constructively.

If your aim of journalling is to improve behaviours and habits then your review should be weekly. On a Friday look back at the week and decide what it is saying to you. Give yourself a weekly GAIL or again just ask what is it telling you? how does that make you feel? and what have you learnt.

Please do share your journalling stories bev@nuggetsoflearning.co.uk

Human connection holds the key to happiness…

Mon, 06 Feb 2023 10:37:00 GMT

A Harvard Study of Adult Development began in 1938 with 724 participants and consequently 1.300 interviews with the descendants. The result has been the world’s longest study of what makes humans thrive and what makes them happy. The most recent custodians of the project Robert Waldinger and Marc Schulz have found one simple finding that stands out.

40% of the variation in happiness can be explained by environmental factors. The quality and quantity of human connection is what makes the biggest impact. The authors words “Good relationships keep us happier, healthier and help us live longer. This true across lifespan and across cultures”

Happiness is not about we have materially it is what we surround ourself with in terms of connections.

If you were to be given a prescription for happiness it may well read as follows:-

Being there physically is easy, being there mentally and emotionally for any interaction is an investment. If you do engage your whole self the return on that investment is invaluable. We really need to notice people, reading their verbal and non verbal behaviour, and noticing changes in behaviour that maybe the clue to a change of heart.

The study still continues today and the big question is social media an asset or a disaster? The Harvard study shows that it widens your social circle and makes maintaining contact with friends easier. However it means we are less attentive to the people who are physically present. So we have increased quantity of connection but at expense of the quality.

Try this week to really notice people in shops and restaurants who serve you. Be there for your partner properly not the usual meal on your lap in front of the TV. If a friends texts you this week, surprise them and just pick up the phone. Suggest to a colleague that you have the meeting face to face or even better go for a coffee with them.

This blog was based on an article in the Times by Daniel Finkelstein https://www.thetimes.co.uk/article/the-secret-to-happiness-is-human-connection-not-economic-growth-7sgjp5n6v

To book a workshop on human connection please email bev@nuggetsoflearning.co.uk

Time to talk…

Mon, 30 Jan 2023 12:09:00 GMT

“We would never tell some-one with a broken leg that they should stop wallowing and get it together. We don’t consider taking medication for an ear infection something to be ashamed of. We shouldn’t treat mental health conditions any differently” – Michelle Obama

This Thursday is national Time to Talk day, which is crucial to alleviating the anxieties in our heads. Literally lifting them out by chatting and sharing with others. Think how you can get people talking:-

Being kind to yourself is also massively important. Shahroo Izadi in her book the Kindness Method strongly advocates setting time aside to have a conversation with yourself. Look down on the world of you and think what you want it to look like. Think about the advice you give a friend it would be kind and well meaning, therefore speak the same way to yourself.

Share with others how you keep your mind/body/heart and soul in check. Do you have daily or weekly rituals around all the areas. Stephen Covey describes this as the Whole Person, and each area needs to be fed often, he says think of it as your weekly compass:-

Chat to others about what they are grateful for, or even buy a loved one a Gratitude Journal. Taking time to appreciate what we have rather than looking at what we don’t. Think of people you are grateful for and spend more time with individuals who see you.

On Thursday start a conversation around what gives you immediate happiness and what do you considered delayed happiness. This is from the book The Chimp Paradox by Steve Peters, he explains that it is far better to manage our Chimp brain than to control it. Therefore how do you feed it with immediate/delayed happiness. It might be a cup of coffee gives you an immediate boost and the delayed is planning the night out with friends.

Simply on Thursday try “ I’ve been feeling…… can we talk ?” sharing will start the conversation.

Please do get in touch for one to one coaching or a workshop around “Time to Talk” bev@nuggetsoflearning.co.uk

Objective Setting…

Mon, 23 Jan 2023 15:54:00 GMT

The season for objective setting and the fear of where you start and also where you finish.

Objectives setting should be seen as an important exercise and not just an unnecessary layer of bureaucracy.

The scene needs to be set that everyone is involved and that they set their own objectives. Everyone needs to “Begin with the end in mind” – Stephen Covey, what do you want to achieve and how will you feel if it happens.

You need to get excited at the direction the objective could take you in. This will occur by taking an inside out approach, already imagining “What will be happening…?”

Very loosely the objective was to increase sales of learning & development workshops – visualise what you will be doing:-

By thinking about the tasks that lead to an objective you begin to engage with it, and ultimately make it more specific. How many more workshops, who are you going to target and by when.

Also to understand the relevancy of the objective you need to reverse the psychology “What won’t be happening if I don’t set this objective?” This tells you whether it was realistic in the first place.

If I don’t increase sales of learning and development workshops – do I just become a coaching practice?

Stretch objectives takes us just a little further from our comfort zone this means we appreciate and value the effort to achieve. Setting an easy objective leads to complacency and does not move our performance within an organisation.

Objectives provide a story and a history of progression without them it is a book without chapters.

Tom Peters quotes it perfectly:- “What gets measured gets done”

Please do get in touch for a workshop on Objective Setting bev@nuggetsoflearning.co.uk

Even better if…

Mon, 16 Jan 2023 11:05:00 GMT

Feedback helps us grow as individuals however to seek it out and to position it so that everyone is comfortable is an art.

Feedback is a leadership essential, you should be able to give and receive on a regular basis. You have possibly been on numerable courses where you are really good at giving positive and constructive feedback, however how good are you at asking for your own feedback.

Even the word, has an element of “fear” if you say, please can you give me some feedback the task feels daunting. We are seeking specific feedback however we need to help people and put them at ease so that it becomes almost a collaborative review.

So if I say “Please can you give me your thoughts on what went well and even better if…?”

It is a great tool in Appraisal season for opening up the conversation “even better if…” You worked on Project X and if you were to work on it again what would be even better if…

Think about it this week even with just navigating life:-

Look at the list you create and say “even better if…

I was working on a workshop on career development where I came across the nugget “even better if” it was from a podcast “Squiggly Careers” to find out more here is the website. https://www.amazingif.com .

Less but Better in 2023

Tue, 10 Jan 2023 08:56:00 GMT

I am currently reading Greg McKeown book Essentialism, and the ethos of the book is the disciplined pursuit of less.

Before 2022 came to a close I sent my clients a review of the year and a way to look forward to the next. The main basis of this exercise is “what are you going to say yes to…?” and “what are you going to say no to…?” With Mckeown’s advice of less but better you can really drill down on your list.

McKeown uses the example of a wardrobe. If you never organised your clothes and you just carried on buying more and more and never discarding the old you would end up wearing the same clothes. You want to have a tight selection but be able to create variables in your outfit selection. Less but better and on a rotation, regular audit for Spring, Summer and Winter.

Please let me know what you are going to do Less but Better – Happy 2023

bev@nuggetsoflearning.co.uk

Closing down 2022 & resetting for 2023…

Mon, 12 Dec 2022 14:43:00 GMT

This is an exercise I provide all my coaching clients at the end of the year, with a few adaptions. This year was really keen for the focus to be on what you are saying yes to and what you are saying no to. This gives a very good guide of where you want to focus your attention in the coming year. We often just think about the yes and don’t acknowledge that not saying no will prevent us from getting to the yes activities.

Set aside some time over Christmas to do the exercise and see how it helps to prepare you for 2023.

Review of 2022

Best 5 days of 2022

People who were important to you in 2022:-

Achievements x 3

What are you grateful for?

Are you living the life you want to?

Looking ahead to 2023

Big Goals

Days & Events in 2023

What will you say yes to?

What will you say no to?

What 3 things will move you closer to the life you want to live?

Immunity to change…

Mon, 05 Dec 2022 09:43:00 GMT

The gap between our intentions and action.

“If 14 frogs are sitting on a log and 3 decide to jump off, how many frogs are left” – the answer is 14 as it is all very well to think about jumping but the actual jump might not happen!! The gap between our intentions and action.

This comes from the research and the book by Robert Kegan & Lisa Laskow Lahey, Immunity to Change.

Possibly one of their most shocking pieces of research was patients with heart conditions. Only 1 in 7 made changes to their life, and it was not that they didn’t have a great desire to live it was about exploring what was their immunity to change.

Kegan in a talk explains how when quizzing a heart patient on why they were not taking their medication regularly the reply was “I don’t know”. He asked the question what is the biggest worry if you take the medication? The reply was the answer you would give if you didn’t take the medication so his brain created a neurological pathway that was so hard wired he could not hear the question. We default to the answer we know based on the most obvious question. Kegan persisted and asked again “What is the biggest worry if you take the medication?” Eventually the guy erupted in outburst of his fear of taking on the identity of an old person like his father who was sick. What Kegan had uncovered there was a big assumption around the commitment he was being asked to make and that was preventing him from making the change.

The book outlines four columns to work through to uncover what is really going on:-

Bréne Brown had Lisa Laskow Lahey as a guest on the Dare to Lead podcast and Brown walked through the steps to uncover her immunity to change. She was not attending team meetings and picking up with individuals outside of the team meetings which was leading to confusion of some team members knowing more or less than others. When quizzed by using the four column technique, it was uncovered that Brown thought by attending the team meetings she would lose some creativity time. Her assumption was that she could not be creative in a team meeting.

The final story comes from Kegan and also uncovers the self deception we create around why we are not changing. A guy visits a bar every night at the same time once a week and orders 3 shots. The bar tender asks why does he not just order a triple and have them in one glass. The guy explains that he has two brothers in different parts of the world and at the same time once a week they each have 3 shots to remember each other. This goes on for years, until he asks the bar tender to only pour 2 shots. The bar tender is really keen to know why but does not want to intrude. Eventually he asks tentatively why only 2, and the guy says “Oh, I quit drinking”. This is the self deception of doing one thing and not looking at both things at the same time.

We can be actively resistant to change as we may have an unconscious goal behind the change. The frogs who had the goal to jump and the desire but did not want to be cold. The heart patient who wanted to take the medication but did not want the identity of a sick old person. Bréne Brown who wants to attend her team meetings but does not want to lose time being creative. The last guy with the shot glasses does not link not drinking with the ritual he has set up with his brothers.

Please do get in touch for a 90 minute workshop around Change or one to one coaching bev@nuggetsoflearning.co.uk

Appraisals need to be a celebration…

Tue, 29 Nov 2022 13:52:00 GMT

The end of year appraisal must not be a form filling exercise it should be a celebration of your achievements throughout the year.

It is an opportunity to spend time with some you work with and discuss performance and development outside of your normal 1:1 catch ups. It is in essence a meeting to record the past years achievements and decide on learning and development needs for the next year. It is also an ideal time to put forward ideas about career development, learning, training and support needs. The appraisal is also all about relationship building, time set aside from the day to day, where you can strengthen bonds and clarify expectations.

It is a big conversation, a meaningful time to connect with the person who monitors your performance. This is the time you want some-one to really see you, not just tangible achievements but those intangible moments where there was a shift in your performance.

The reliance on a form which may or may not have metrics, brings a sense of dread to the line manager conducting the appraisal and to the appraisee. Think about answering the key questions below to give you prompts to a Big Chat:-

Remember this is the Big Chat and it is your appraisal. Take time to think about what you want to talk about. Share your achievements and feedback you have received. This is a time for you to shine and celebrate who you are and what you bring. Be honest about your ambitions and the support you need to get there, think beyond the organisation. Enjoy the experience

Please do get in touch for a 90 minute workshop on delivering effective appraisals with the emphasis being on the “Big Chat” – bev@nuggetsoflearning.co.uk

Do I love to practice…?

Mon, 21 Nov 2022 11:37:00 GMT

This question is fundamentally the key to mastery. Whenever we take on a new challenge we find it difficult but if we can persevere and be patient we get to a point where it is pleasant and effortless.

George Leonard’s book on Mastery says their are four approaches:-

The Dabbler starts a new hobby, sport or job with enthusiasm but quickly loses interest when they experience a plateau. Carl Jung the Swiss psychologist says they are the “eternal child”.

The Obsessive does not like the plateau anymore than the Dabbler, but instead of giving up they will try harder and harder to the point where they burn out and give up.

The Hacker is content when they reach a plateau and does not push themselves anymore. The example used that if they were mining for gold and found it, they would just stop when they found it.

Mastery is about reaching the plateau and still carrying on and potentially having several plateaus. With the gold example they would carry on mining in different areas with successes and failures along the way.

Leonard explains that to achieve mastery you need to be able to answer “yes” to each of these 4 questions at then end of each week:-

The first question is about putting your ego to one side and adopting the identity of a learner. Understand how others have done it before, find an instructor whether it be a physical presence or a book and surrender to their instruction.

The next stage is to practice with intention be there mentally and physically. I have recently started yoga and I realise the more I focus on the pose I am creating the more likely I am to have the balance. The moment I let my mind drift the concentration goes and I literally topple over.

The most important question is “Do you love to practice?” Missing practice is like missing a meal, you are in a rhythm and you get to a stage where you don’t want it to stop. In the book there is an artist who paints 4 hours everyday and says “the routine itself that feeds me”. Atomic Habits by James Clear reinforces this message “If you want better results then forget about setting goals. focus on your system instead”.

The final question you need to answer at the end of the week is “Am I exploring the edge”. Seeking out discomfort, finding new challenges so that you don’t just stay on the plateau. A marathon runner changes the pace to add difficulty. Think about volunteering for new opportunities, responsibilities and roles you have never done before, you need to find the edge it does not find you.

The last word has to go to George Leonard “Perhaps we’ll never know how much a human being can truly achieve, until we realise that the ultimate reward is not a gold medal but the path itself”

Please do get in touch bev@nuggetsoflearning.co.uk

Coaching Future Leaders

Wed, 16 Nov 2022 10:18:00 GMT

“If people believe in themselves, it’s amazing what they can accomplish“

– Sam Walton

Overview

Coaching is about providing a safe place to evoke transformation. Identifying areas of development as in the examples below:-

Setting Objectives

What will you gain?

How does it work:-

Initially book 2 x one hour sessions over Zoom

These will be within a fortnight of each other to establish rapport, and then monthly going forward.

The client will work between the sessions on actions and key learnings.

Each session is £100 for an hour

‘I have found my coaching sessions have really helped me with my development, both personally and professionally. They have given me clarity of direction and helped me set clear timelines and goals around the steps I need to take to get where I want to be in my career. The one-to-one support in identifying obstacles personal to me and making it easy to work on overcoming them has been invaluable. It has been a positive and productive experience and I would, and have already recommend coaching to my peers.’

Fast track to Joy…

Mon, 14 Nov 2022 12:22:00 GMT

After a break up, grief, disappointment or financial insecurity it is hard to hit the button on joy instantly. As with anything in life you need to work at it and sadly there is no short cut or fast track.

Tony Robbins outlines 9 ways to be full present and feel more joy, which are great but they will take time and most importantly your focus and commitment.

Take time to work through the 9 steps and they will take time. Being fully present in each of the steps helps you move that little bit closer to joy. No emotion is continuous however by investing in each of the areas there is a pathway to joy.

Please do get in touch for a coaching session bev@nuggetsoflearning.co.uk

“Don’t chase your dreams, chase your talents…”

Mon, 07 Nov 2022 11:09:00 GMT

This quote came from Reese Witherspoon on a podcast Rethinking with Adam Grant.

We often say on workshops make sure to harness your strengths and not focus on your weaknesses. Witherspoon’s quote implies that if we do focus on our talents they may well lead to dreams but drilling down and identifying them is the most important first step. Dreams can be unknown and a distraction however they can magically appear without you having even identified them.

Witherspoon is a firm believer that we are all unique. What does it mean to be “uniquely you” if you were to forensically explore yourself what would you discover about your talents. This is not the same as comparison which can lead to a dip in self confidence by exposing inadequacies. Lift the lid on you!!

Acting is as much about listening as acting. In life how often are we showing up mentally and physically properly showing up. Being authentic and real is about listening for the cues and adapting and responding appropriately.

We grow in confidence from working on challenging goals however confidence is not a measure of success. Assumptions can be made that confidence is a marker for competence. Assess your own levels of confidence in conjunction with competence. Growth is always about exploring the next opportunity and with it will come confidence.

Witherspoon’s company “Hello Sunshine” is about honouring female authorship.

The culture of the organisation is that no ego is bigger than the mission. The history of getting it right builds confidence. Feedback to each other is always honest and thoughtful. The company and the individuals are ready to pivot with change eg. moving to streaming and TV shows rather than bigger budget films.

We can learn as individuals from that cultural ethos, how quickly we adapt to change and alter our behaviour. Acknowledging our achievements to build on and not letting our ego get in the way of team success. Witherspoon summarises this perfectly “How we show up for each other…?”

Please do get in touch for one to one coaching or a workshop on identifying talents bev@nuggetsoflearning.co.uk

Relevant coaching…

Wed, 02 Nov 2022 16:26:00 GMT

nuggets are introducing a new coaching series relevant to anyone facing a change in their circumstance. Any change whether it be your own physicality or circumstantial puts pressure on your mental well being.

As a coach it is always the Client’s agenda however the coach needs to be relatable and credible. In February 2022 I was diagnosed with Diabetes Type 1, I am still processing the change and I am keen to work with others who have a dramatic change in their landscape. This is physical change, however I can also relate to situational change, such as children leaving for University or taking on a new role with new responsibilities.

We are introducing:-

Change of Landscape

“The real voyage of discovery consists not in seeking new landscapes, but in having new eyes” – Marcel Proust

Overview

Coaching series for a change in circumstances practical guidance and support in adjusting to a new landscape.

Objectives

What will you gain?

How does it work:-

Initially book 3 x one hour sessions over Zoom

These will be at fortnightly intervals

Work between the sessions

Please do get in touch for yourself or team members bev@nuggetsoflearning.co.uk

Change of Landscape…

Wed, 02 Nov 2022 16:17:00 GMT

Diabetes at 50!! So I became a Type 1 Diabetic actually at 51 years of age but 50 sounds a better number. It has been a steep learning curve where I have learnt to be:-

Inevitably the diagnosis of any health condition is not just physical it is mental as well. The adjustment to the way you approach life changes.

My experience is not unique there are currently a rise in the number of Type 1 Diabetics. Is the increase a consequence of Covid or was it inevitable with people who have a propensity to a weak auto-immune systems. The situation is not reversable so the way forward is to live with the condition, not let it define you but adjust to it and lead it.

As my story is not unusual I wanted to share it publicly and combine my coaching skills with others who are experiencing changes in life. I am launching my new coaching sessions and calling them a “Change of Landscape”.

Whether it be Diabetes or a recent life change adjustment where you have to dig deep to lead the circumstances.

My approach as a coach is to be your accountability partner and your No.1 Cheerleader. Navigating life with a coach gives you a sounding board who listens to everything you say and everything you don’t say.

I would never have been able to tackle my diagnosis without my amazing coach Debbie Green .

When life gives you a curve ball it not unusual for it to come off the back off other life events. My mother was dying and I think my neglect of my own mental and physical well being played apart in the decline. So overcoming grief and diabetes meant that the landscape changed very rapidly. Two children going to University left me with an empty nest, no parents and of course Diabetes!! Please do get in touch if I can help you with your “Change of Landscape”

bev@nuggetsoflearning.co.uk

Quiet quitting or setting new boundaries…

Mon, 24 Oct 2022 11:02:00 GMT

Is quiet quitting just a new label for disengagement. Are we describing the team members who do the bare minimum to not get fired. By doing this they think they are in control but in the long term our they damaging themselves. That lack of engagement does not feed the soul and therefore it is destructive to them as well as the organisation. Quitting implies that you have given up, but they are still there working albeit at a less optimum level.

The freedom you think working less will give you, actually controls you more, as the concentration to not to do as much as you are capable of is restricting. Working with passion and total engagement effectively happens organically therefore focusing on quiet quitting takes focus and actually makes you have less freedom.

Is quiet quitting a new phenomenon since Covid? We have all re-evaluated our lives and our self preservation has kicked in. If we see it in Leadership we would say it was finding balance so is the term quiet quitting right?

Adam Grant defines employee engagement as cognitive, emotional and behavioural. The cognitive is our attention and total absorption in work. Emotional is the amount of energy, vigour, enthusiasm and vitality we apply. Behavioural is the initiative we show by delivering thorough and high quality work by reaching our goals. Simplified even more Think/Feel/Do the three operating systems of us as humans. This engagement can be applied to your job role and not necessarily the organisation.

Therefore since Covid I could say I like my team and I am liked by my team but now I don’t want to work anymore than 40 hours.

The answer to determining whether you have quiet quitters is that awkward conversation. Is the person setting new health boundaries or are they disengaged with their role or the organisation. Bréne Brown says as a leader you need to sit with discomfort and provide space for these key awkward conversations.

Is quiet quitting about setting new boundaries. Simply asking “What is OK and what is not OK?” again Brown makes a big point of getting clarity on the positive as much as the negative.

Understanding what is a boundary will also mean understanding emotional professionalism. Seth Godin explains we ask team members to bring their whole selves to work with their emotions, however that is not sitting at a meeting not contributing with your arms folded this would be emotional unprofessionalism. Brown says the Leader’s role is to have the capacity to sit with even more discomfort to understand the boundaries associated with emotional professionalism.

I highly recommend Part II of the Dare to Lead podcast with Bréne Brown, Adam Grant and Simon Sinek.

Drucker memo…

Mon, 17 Oct 2022 12:21:00 GMT

This comes from Peter Drucker’s self-management technique “feedback analysis,” which involves writing down your expectations today to improve your performance tomorrow.

He suggests when embarking on an important decision, key moment, or starting a big project write down what you expect will happen in 9-12 months.

Dan Pink in one of of his excellent Pinkcasts suggests doing this every 6 months. Write a paragraph or two what will unfold, don’t read it again until a notification pings up in 6 months to read it.

He calls this his Drucker memo, where he can see if expectations meet reality.

The process helps you see blind spots clearly and by identifying problems in retrospect some of them have not become issues in reality.

The technique also helps you understand your strengths and the gap between what you expected and reality, did you deploy your strengths well.

Dan Pink’s greatest insight is that it can make you bolder, by forcing yourself to think about expectation it clears a pattern of pessimism you might have been locked into. The new pattern is to be more emboldened.

Please do get in touch for other self management ideas bev@nuggetsoflearning.co.uk

Are we OK…?

Fri, 07 Oct 2022 10:57:00 GMT

I recommend everyone in a team or working with organisations to listen to Brené Brown’s latest episode of Dare to Lead, her guests are Simon Sinek and Adam Grant.

My summary and my own thoughts about the podcast will resonate with so many of you. The opening question is what are you seeing in organisations? and the response is resistance to hybrid working and remote working. People are still burnt out or to use Adam Grant’s language some are still languishing. It is the “Great Awkward” everyone is now in the business of managing chaos.

People are struggling to regulate emotions and there is a need from Leadership to normalise it. It is OK to not be OK. Vulnerability is greatness and we are all uncertain about this new world of work. We need to find some calm within the chaos and good leadership is about recognising it and not under estimating it.

The three of them have a very much US focus so a lot of emphasis on the “Big Resignation” whilst here in the UK we are now dealing with the “Silent Resignation”. The cost of living crisis means we will stay but we will work to rule and we are not OK.

There are also people that thrived since Covid a re-evaluation of their life led them to make new decisions. They have certainty to do something else but anxiety as to what next…! Often these two opposing feelings can give you “I’m OK but not joyful”.

We are all grieving an existence that we can’t go back to and yet it is this feeling of ambiguity, that uncertainty as to whether it was better?

The leadership solution is to have the uncomfortable conversations and hold space for some-one to talk, not to solve. “ Hold space not fix”

It is not OK to post on social media that you are not OK this communicating out, but connecting in that awkward conversation to say you are struggling. This exposure of your vulnerability takes a risk as to whether the person will connect with you, and the rejection could be devastating but worth risking than just posting with no hope of human connection.

Our partnerships/marriages have been under the same burden, we are not looking for our partner to solve anything we are looking for them to acknowledge us. Opening up to each will bring us closer.

Relationships in and outside work take constant maintenance. Communicating via text is not connecting, I speak to my kids at University as I want to hear the awkwardness in their voices or the joy. Relationships are hard work and continuous.

We are in the business of human skills not Hard or Soft as organisations like to label them. If you invest in development of human skills you get the behaviour you reward.

To create a culture of givers rather than takers we need to acknowledge them as a group not as individuals. They need to be involved in meaningful work and the organisation also need to provide the environment where they can thrive.

Toxic cultures are where abuse and unethical behaviours are rife and trust is badly broken. This is where you see a High Performer thrive with no-one trusting them. This individual is dangerous and will increase the toxicity. This person needs help and the first question is are they coachable? In essence they are “Not a High Performer if they don’t make people feel better”.

Organisations now have to believe they are in service not individualism. Service to each other as to what is best as a group to maintain a healthy culture. NASA has the mantra the most meaningful way to succeed is to help others to succeed. Show up for each other. Talking to people about the value of people not about people. When presenting, speaking or even in meetings we are in service to be generous. Data now needs to be collated on what a high performing team looks like rather than individuals.

I cannot recommend the episode highly enough, my three favourite writers in the same place, and saying all that I am feeling and seeing.

https://brenebrown.com/podcast/whats-happening-at-work-part-1-of-2/

What is Burnout…?

Tue, 04 Oct 2022 11:18:00 GMT

You lack energy and empathy towards others and even yourself and overall you feel unfulfilled. These ingredients lead to a cynicism towards colleagues, the company and your work. The solution is to identify why you have been left feeling this way and identify where there is a disconnect.

Ironically life might be good on paper, but there is an intersection where life and work have run into obstacles at the same time.

There are 6 factors that can give cause to burnout based on discrepancies:-

Workload – You feel overworked, is this an organisational problem or a line manager allocating too much or is it that you yourself have taken on too much. The solution would be to set boundaries as to what is acceptable to reset the discrepancy.

Reward – You feel that you are not rewarded in a comparable way to others. Clear criteria can redress this imbalance.

Community – Workplace does not provide opportunities to connect or you suffer from social anxiety. The balance of connecting and isolation which works for the workplace and the individual.

Fairness – effort vs yield, if you perceive another colleague is doing less work but being paid more, then we will become cynical towards the organisation as the effort Vs yield is not fair.

Values – people want to be challenged and valued, if this falls short and there is a discrepancy. Your values do not align eg. A Doctor cares for a patient and whilst hospital management will be focused on costs.

Use the 6 factors to identify where the discrepancy is, this is a way to move forward and out of the burnout.

Burnout is very much work or an occupational problem it is important to acknowledge that it is not depression. With burnout the hormones tend to stay neutral where as depression you carry with you and is physiological with hormones running high.

Another solution to burnout is to think about your life purpose, take time to be introspective and ask the right questions to find out what gets you out of bed in the morning.

Please do get in touch for one to one coaching or 90 minute workshops bev@nuggetsoflearning.co.uk

Prioritisation…

Mon, 26 Sep 2022 08:34:00 GMT

“The activity that arranges items…”

It sounds so easy so why do we find it so hard. Even this morning starting to write this blog I was distracted and was not giving it the priority it deserved.

Brian Tracy the author of “Eat that Frog” has the simple principle to avoid procrastinating imagine you had to eat a live frog, you would want to do it as quickly as possible. His ethos therefore is to get your worst job done as quickly as possible. Eat that Frog!!

There is also science to support when is the best time to have ultimate focus. Dan Pink the author of When says there are three main time periods in the working day. Peak, Trough and Recovery. The Peak period is in the morning and we are best tackling the analytical tasks that may need attention to detail. The Trough just after lunch is a good time to catch up on admin, tasks that will need less brain power. We then have another period called Recovery when it is a great time to do creative thinking and this could be late afternoon into the evening.

The most well known Prioritisation exercise is the matrix by Stephen Covey. In its simplest form is to ask the question is this task important or urgent. He challenges the fact that sometimes urgency is generated by others and if we identify important tasks they often prevent items even becoming urgent. Spending too much time on important and urgent together can feel very reactive whereas tasks that are important and not urgent are proactive and preventative.

Knowing that nothing has been lost or forgotten is also good for your peace of mind, so David Allen author of Getting Things Done, recommends using the metaphor of buckets. Allen suggests having a Daily, Weekly, Monthly, Annual & a Projects bucket, this way nothing is lost.

Prioritising is a discipline or practise that with the right personal planning tools can become effective. Look at your to-do list this morning and simply identify the “Frogs” and go for a very simple A, B, and C system. The “Frogs” are As they have to be done today, the Bs maybe this afternoon and the Cs are unlikely to be tackled today but they are safe in your daily bucket for now.

Please do get in touch for a 90 minute workshop on Prioritisation bev@nuggetsoflearning.co.uk

Understanding the Service Profit Chain…

Fri, 16 Sep 2022 11:54:00 GMT

Harvard Business School wrote an article on the service profit chain back in 2008 however the relevance of the article is even more prevalent now post Covid.

Back in the 70s and 80s businesses focused on profit goals in isolation with the work hard ethic driving growth.

Today economics of services consider the factors that drive profitability, investment in people, technology, revamping recruitment practises, training and compensation that is linked to performance or effort not just results.

The shift in thinking means that employees are just as important as customers.

The hard value of profit is now being measured by soft measures, for example the profit of the business can be measured alongside the satisfaction of an employee.

To understand the service profit chain see it as journey as follows:-

The right Leadership underpins the journey and the success of the service profit chain.

The steps form a continuous pattern, and to ensure that you are on top of all the areas involved. You will need to conduct a Service Profit Chain Audit, asking key questions:-

The measures have to be connected to create a comprehensive picture so that the service profit chain provides a strong foundation for profit and growth.

Please do get in touch for one to one coaching or 90 minute workshops bev@nuggetsoflearning.co.uk

Psychological Safety

Tue, 06 Sep 2022 08:46:00 GMT

“ A team climate characterised by interpersonal trust and mutual respect, in which people are comfortable being themselves” – Amy Edmondson

Edmondson is a Harvard Business School professor and the author of “The Fearless Organisation”. Psychological safety is about your voice being heard, it is not about being nice, its about being able to be candid and honest about what you see and hear. It is also not about avoiding conflict or license to whine it is about having a voice and being able to speak up.

The research for the book focused on hospitals, Edmondson studied the rate of reported errors, versus patient outcomes, across surgical teams. The research found that the teams with the highest number of mistakes, seemed to have the best patient outcomes. Their success was down to an attitude of honesty, transparency and learning, it was psychological safety in action.

Google wanted to explore why some teams were great and some teams not so great. The study took five years and was called Project Aristotle. The outcome was that you can’t simply bring people together who are the most qualified and expect a great team. Instead the team has to have the right characteristics. The researchers discovered what really mattered was how the team worked together not who they were. Top of the list was psychological safety.

Edmondson was delighted that Googles research supported her own findings. We are in a knowledge economy and without safety of speaking up, new innovations could be missed. Leaders need to ask for forgiveness if they have not provided a safe enough environment for voices to be heard. Ask your team is it easy to come to me with mistakes or new ideas.

Psychological safety is not only important in established teams but also in what Edmondson defines as “Teaming”. This is when people need to work together interdependently to get a result. An example would be an Accident & Emergency department, sometimes you don’t know who you are working with and you have different expertise but you need to work together in the moment. In order for that teaming experience to be effective everyone needs to feel psychologically safe.

The goal is not psychological safety it is the means to your goals.

In summary what is it?

Practical ways to be resilient…

Mon, 15 Aug 2022 11:27:00 GMT

When you wake up in the morning decide where you are on a scale, if pain was one end and power the other end – where would you want to be?

The answer is that most of us want to be the power end. Life events can drain our batteries, so keeping a metric of where you are and working out what it tells you can be a practical step to measuring your resilience levels. For a month keep a pain to power tracker and see what patterns emerge.

We can also think about what Mindset do we wish to adopt. Professor Carol S Dweck says that people either have a Fixed Mindset or Growth Mindset. The power of being able to say “not yet” is the Growth Mindset.

By adopting a Growth Mindset we have the elasticity to be resilient and bounce back.

Recognising our sign symptoms of when we feel our resilience levels are low can also be a very practical tool. We can do this by using five main areas:-

Ask yourself have you noticed any of these areas being harder than normal, these may be indications that your resilience levels are low.

Susan Kobasa a leading psychologist says that there are 3 key elements of a resilient individual:-

Challenge – view any difficulty as a challenge

Commitment – committed to their lives and goals

Personal Control – spend time and energy on stuff they have control over

The last statement aligns with Stephen Covey’s Circle of Concern/Circle of Influence. We should only focus on the concerns that we can influence if not we should let them sit outside our heads and make them a “no concern”.

Finally in summary what key things can you be doing to develop your resilience:-

1.Learn to relax

2.Practice thought awareness

3.Edit your outlook

4.Learn from mistakes and failures

5.Choose your response

6.Maintain perspective

7.Set yourself some goals

8.Build your self confidence

9.Develop strong relationships

10.Be flexible

Please do get in touch for a workshop on Resilience – bev@nuggetsoflearning.co.uk

Top tips to stop procrastinating…

Mon, 08 Aug 2022 09:01:00 GMT

Set the Table

Setting yourself up for the day, what can you realistically achieve today, be ruthless in only listing the tasks you will achieve. Have an opening ceremony which means you are ready to begin the day. I light a candle on my desk and say that nuggets is now open for business!!

Look at the week

On Friday plan the week ahead, look at your meetings and diary commitments and plan in project time. Book time with yourself to do specific pieces of work.

Consequences

This is the 10/10/10 rule. Ask yourself how will I feel in 10 hours if I have not achieved what I set out to achieve. How will I feel in 10 days time if I still have not achieved what I set out to achieve. The final 10 is what will I feel in 10 weeks time when some-one else has been given the task I was asked to achieve.

Prioritise

If you have a long to do list it is hard to identify what to do first and what is a priority. Use a very simple system of A/B/C/D/E. A tasks are your top priority and have to be done today. B can slip into tomorrow and C are nice to do when there is time. D is to be delegated and E is to be deleted from the list. Realistically we only really use the A, B and C.

Key Results

Identifying your A tasks will also give you focus on what will give you the greatest return. What tasks will generate the key results you are looking for.

Ritualise time management

By having an opening and closing ceremony each day you are acknowledging your achievements and you are focused for the next day.

Do the most difficult task first

Always tackle the task you have been overthinking first. It will be blocking your bandwidth in your head. Once you start it is never as bad as it seems.

Chunks of time

Think of small chunks of time, don’t look at the whole day as one piece of work. Try the pomodoro technique by Francesco Cirillo, work on a task for 25 minutes (pomodoro) and then take 5 minute break. Work to four pomodoros and then you are able to take a longer break of 30 minutes.

Set Deadlines

Impose deadlines on yourself, I have to finish by lunchtime or by the end of the week. Adrenaline helps us enter a flow state and forces us into action.

Please do get in touch for a workshop on “Procrastinating” bev@nuggetsoflearning.co.uk

Towards or away from…

Mon, 01 Aug 2022 16:26:00 GMT

Take stock and think about what you do want and what you don’t want. We are all programmed slightly differently.

Some of us have a very clear idea of what we want now in the present and in the future. However there is another approach of knowing what you don’t want and using that as your steer.

Using the headings of health/wealth and happiness and see the different thinking patterns that will drive motivations in very different ways:-

Health – Towards

Purchasing toothpaste that will make my teeth look white today and in the future

Health – Away from

Buying toothpaste that has its lead line on preventing tooth decay

Wealth – Towards

You know what you want to earn today and tomorrow, next month and next quarter

Wealth – Away from

Knowing you don’t want to be poor in your old age and being prudent with your investments and lots of insurance policies

Happiness – Towards

Immediate and delayed happiness come easily

Happiness – Away from

Hard to be happy in the present if you only focus on what you don’t want

Think about the situations you face in life and try another approach if you think it may lead to a better outcome. We don’t need to lead our whole lives by being towards or away from, think which approach would suit the situation.

Please do get in touch for a workshop on motivation bev@nuggetsoflearning.co.uk

The curse of overthinking…

Mon, 25 Jul 2022 08:18:00 GMT

“ Many of us have become over thinkers because it gives us the illusion that we’re doing something about the problem we’re overthinking about” – Nick Trenton

We all have moments where we have so much in our heads that our bandwidth is stretched to capacity. We then decide to focus on just one problem and overthink it so that it becomes a really huge problem. The bigger it gets the more you lose the ability to see any clarity, make any decisions or to feel calm.

Nick Trenton the author of Stop Overthinking says the first mistake is to think that you can think your way out of overthinking. Understanding that you can’t think and feel at the same time is liberating. When you are too emotional and in feelings you need to move away from whatever is triggering the anxiety and move into thinking, and likewise too much in your head you need to feel instead of think.

Trenton suggests the 5,4,3,2,1 approach, using all five senses to reset. Imagine sitting at your desk overthinking. Stop and take a moment to :-

5 – look at 5 things in your office – really stare and visualise them, lamp on your desk, tree outside, the sky, pen you have been using, a chair opposite you

4 – hear 4 things and really hear them – the fan on your computer, your breathing, car outside, ticking of a clock

3 – feel 3 sensations, your hands on the desk, the fabric of your shirt, warmth of mug on your desk

2 – smells you can detect in the room – your own perfume/aftershave, the aroma in the room

1 – taste sensation, the coffee, or just your own taste in your mouth

This method gives you the control back.

Behind every overthinking episode is a deliberating belief, Trenton describes this second method as “counter belief experiment”.

You are about to present to a large audience and you are overthinking and you believe you are not prepared enough. He says take the following steps to challenge that anxiety belief:-

Finding evidence to support your counter belief, helps you dispel the original belief, this will lower the anxiety and stop you overthinking.

The final method Trenton suggests is worry postponement. When the overthinking starts, book a worry appointment for later. The delay often takes away the anxiety. The worry just wants to be acknowledged and that maybe all it needs as often when you revisit the problem it is not a problem.

To book a workshop on “How to stop Overthinking…?” please do get in touch bev@nuggetsoflearning.co.uk

Infinite mindset…

Tue, 19 Jul 2022 14:49:00 GMT

The difference between a finite game and infinite game is the context of Simon Sinek’s book. Finite game you know the goal to achieve and you know the players and everyone understands their role. There are fixed rules and there is a clear beginning and end. An infinite game is played by known and unknown players – there are no rules, and the players can operate however they want, they can change how they play the game at any time and for any reason. As there is no end there is no such thing as winning

There are finite goals within life such as school but ultimately life is infinite. There is no such thing as coming in first in marriage or friendship, the same with global politics and there is no declaration of being a winner.

When we lead with a finite mindset it will lead to all sorts of problems the decline in trust. Infinite mindset we create high levels of trust co-operation collaboration innovation.

The game of business has no finishing line you want to build organisations that are strong enough and healthy enough to stay in the game for many generations to come.

Five principles of an Infinite mindset:-

2. Build trusting teams – a current buzz term is psychological safety if your employees feel safe then they will trust you more. Creating an environment where failure is embraced and the team/organisation believe in a growth mindset.

3. Study your worthy rivals – In the book Sinek uses the tennis players Chris Everett-Lloyd and Martina Navratilova as examples of worthy rivals. They respected each other off the court and to that end they wanted to improve to be a worthy rival. Everett Lloyd particularly altered how she played from being a baseline player to coming into the net, she learnt from her rival and improved her game.

4. Prepare for existential flexibility – Be prepared to flex your business be aware of your just cause being limiting. The US railroad was about improving rail roads and with the decline of train travel they have been left behind. Imagine if they had invested in “just moving people” they could have invested in other forms of transport. Other examples are Blockbusters did not move the business from video rental and got squeezed out by Netflix who worked on a subscription model.

5. Demonstrate the courage to lead – making decisions that are bold and brave. The example of CVS Caremark in February 2014 taking the decision not to sell cigarettes as it was not in line with the healthy just cause they wanted to follow. Shareholders were not happy about the downturn in revenue but it is about having the courage to lead your team and the organisation to follow your cause. Consumers did not leave and in fact some shopped there to follow the cause and data showed a small decline in smokers in localised stats near their stores.

Please do reach out if you would like a workshop on the Infinite Mindset bev@nuggetsoflearning.co.uk

Giving the “right” feedback…

Mon, 11 Jul 2022 10:57:00 GMT

Feedback is a gift and the more we get used to giving and receiving the more we will be working in teams with high trust.

Kim Scott’s book “Radical Candor” uses a very simple and powerful framework to explain how to land feedback that resonates. In a talk she gives to accompany the book she tells the story of her own boss at the time Sheryl Sandberg giving her feedback and it not being received. Sandberg commented on the fact that she said “um” after every third word when she presented. Scott waved a hand as if to sweep the feedback away. Sandberg persisted and said a presentation coach might be an idea. Still the message was not getting through and eventually Sandberg got straight to the point. “By saying um after every third word there maybe a perception that you are stupid and insecure” . Scott immediately listened.

The only reason this feedback could land was their existing relationship and the confidence that Scott had that Sandberg was being tough because she cared. The model has two axis – how much you care for the personality and how direct you want to be.

Being direct can often be misconstrued as being cruel but the reality of a clear message is that it is much kinder. Bréne Brown is quoted as saying “ Clear is Kind and Unclear is Unkind”.

Radical candour within a team needs to be frequent, candid and flow up and down and even sideways. This high trust environment provides psychological safety for all members.

If we don’t care about the person and we are not direct we are using passive aggressive behaviour where on the surface we flatter some-one but behind their back we criticise. Scott calls this “Manipulative Insincerity”.

Caring for a person too much can weaken are ability to be direct and we can give feedback that maybe helpful short-term but we are not addressing possibly big flaws. On the model this is known as “Ruinous Empathy”.

Finally if we are too direct and we don’t care for the person we are aggressive and just have the label of “Obnoxious Aggression”.

Please do get in touch if you would like nuggets to deliver a workshop on Feedback bev@nuggetsoflearning.co.uk

Your first 100 days…

Wed, 22 Jun 2022 10:59:00 GMT

Niamh O’Keefe’s very practical book acts as a coach to guide you through your first 100 days of a new Leadership position. However the book is like a manual that you could pick up at anytime and start a new 100 day plan it does not have to be a new job.

The book is how to have:-

The first chapter asks how you think before starting:-

Before you start a new position there is an emotional release from the old, and good to recognise what that is before launching into a new role. Be prepared to have a good energy bank take care of your mind and body, have a break before you start the new role. The book provides templates of how you can send a pre-start announcement to your new team.

To write your first 100 day plan, break into 4 areas and each one will need outcomes:-

There are 10 areas and each need an outcome, from those break them into milestones what will you need to achieve by when…

Most importantly show up as a Leader, by providing a clear direction (vision), bring people together and deliver results. Use your newness as an advantage what do you see with your “Fresh Eyes”.

By 30 days you should have begun to see the characteristics of a high performing team evolving. You have also identified the critical success factors to take you to 30 – 60 days.

During the next phase seek feedback from your stakeholders as to how you are progressing. Get the team to work harder, and learn to sit with discomfort at times. Keep updating your plan and bonding with new people.

The last milestone is 90 days when you only have 10 days left, you need to close out the plan and celebrate. Thinking beyond the 100 days, you have been in a sprint it will now be a marathon going forward, a more gradual pace but keep an eye on your continued effectiveness.

For a more in depth book review please join the nuggets bookclub this Friday 24th June @ 10.00am – https://www.eventbrite.co.uk/e/nuggets-bookclub-tickets-333571219497

Why does everything feel so hard…?

Mon, 13 Jun 2022 10:58:00 GMT

The dialogue we have with ourselves is all wrong, we say this going to be hard. We even speculate that it will take so much time and therefore it must be hard. Greg McKeown in his book “Effortless” says the first thing we should say is “What if this could be easy?” Already your mindset alters with possibilities and even enthusiasm.

Getting to an Effortless State is the first step to believing the task will not be hard. We can look at the following steps and what to say in our heads to move us forward:-

Once we have the belief that the task is going to be easy we also need to have an Effortless action plan. McKeown says another reason why we often don’t move into action as we have not determined the obvious steps to get there. This is his Effortless Action Plan:-

D – Done – What does done look like?

D – Delete – What steps could you delete or combine?

O – Obvious – What is the obvious first step?

G – Gradual – What does gradual progression look like?

G – Grateful – What are you grateful for whilst working on this task?

Staying with an Effortless mindset and action plan, can lead to Effortless Results. McKeown says look at how many things can be automated going forward. Trusting others to perform tasks and also what steps can you take to prevent things becoming too much like hard work.

To explore the book much more, please do come to nuggets bookclub this Friday 17th June 2022 at 10.00am the link to register is here:-

https://www.eventbrite.co.uk/e/nuggets-bookclub-tickets-333571209467

Empathy…

Tue, 07 Jun 2022 10:40:00 GMT

Empathy is an emotional skill and as with any skill you have to keep practising to gain mastery.

It is about our ability to understand what some-one is experiencing and to reflect back our understanding.

The attributes of empathy by Theresa Wiseman:-

Empathy is a tool of compassion, we only truly experience it if we are present for some-one else’s pain. If we are not willing to be fully present then it’s not real empathy.

Brené Brown writes in Atlas of the Heart “ We need to dispel the myth that empathy is walking in someone else’s shoes. Rather than walking in your shoes, I need to learn how to listen to the story you tell about what it’s like in your shoes and believe you even when it doesn’t match my experiences”

Empathy misses:-

We need to truly listen and be present for the person feeling what they are feeling to even begin to master empathy.

Disappointment

Mon, 30 May 2022 10:30:00 GMT

It can range from mild discomfort to deep hurt. Disappointment is unmet expectations. The more significant the expectation the more significant the disappointment.

We feel disappointment as we have not examined or expressed our expectations, and yet we have a clear picture in our heads of what we want to see. The movie in our mind is perfect. Why don’t we share what is going on in our heads? It is often as the conversation will expose our vulnerability and that may well be tough and awkward. When we share what we want we our putting ourselves first which again is not something we do very often and it takes bravery to value our own expectations.

In Atlas of the Heart by Brené Brown uses the expression “Painting Done”. She fully briefs colleagues on her expectations and then says “Painting Done”.

We have to also manage how we handle unchecked and unexpressed expectation, as an example “She will love her gift?” – we don’t know whether she will love her gift this is an unchecked expectation. If you have no control over the response you will be disappointed and damage your self worth.

Even when we are intentional and thoughtful about expressing our expectations it can still lead to disappointment and we are left feeling vulnerable. However you cannot be vulnerable without being courageous, so better to have tried.

Some people don’t even enter the arena, by deciding to use a numbing technique to never experience disappointment “I am not going to get excited as I will only be disappointed”.

Go forward and be courageous and partner up with your expectations, “What do you want the weekend to look like…?” – “How do you see the project completed…” Be bold, brave and put your expectations out there.

nuggets book club

Mon, 16 May 2022 13:01:00 GMT

By popular demand the book club is back. We will be covering some great titles:-

Each session will be one hour costing a nominal fee of £10 per session. Please dip in and out of the choices and share with friends and colleagues.

I will present a book summary and ask questions around the book to create discussion. There is no pressure to read the books, however hopefully the club will entice you to rush out and buy some of the titles.

The sessions are fun and interactive, with a practical learning element.

Please do follow the Eventbrite link to book your place:- https://www.eventbrite.co.uk/x/nuggets-bookclub-tickets-333571179377

Please do get in touch for workshops or coaching bev@nuggetsoflearning.co.uk

Everything has changed, but nothing has changed…

Tue, 03 May 2022 07:40:00 GMT

I am back at the desk of nuggets HQ having taking a temporary leave of absence for a month. As the title says “everything has changed, but nothing has changed”.

The last month I have been caring for my Mum alongside my sisters and Step Dad, and very sadly she died on the 25th April 2022. My whole world will never look the same again without the person who created me in it. However the world keeps spinning and less you hold on you get left behind.

In grief you find the normal things like making a bed really calming as there is little emotional input and the procedural aspect of the task gives you perspective. The times you feel derailed when you can see no end in sight for the person in pain and you have no capacity to change the trajectory of the outcome.

Throughout my absence I have been reading “The Atlas of the Heart” by Brene Brown and the comfort of unpicking emotions and experiences has also given me an amazing sense of my self. Understanding that meaningful connection only happens if you talk about your emotions.

I remember reading that Gill Hicks who survived the 7/7 bombing in London, returned to her desk and tipped the in box that the team had kept untouched straight in the bin. Her view that nothing mattered but everything mattered, after what she had just been through.

I think of the many books I have read in the nature of my job and many will help me now forge ahead with maybe a slight change of heart or mind.

Everything has changed means a new view of my work, perhaps a boldness that was lacking before, however to be sure the things that have not changed are being true to my values.

“Helping people to think differently” by making a difference

“Achievement” my anchor value of progression which will move me forward ensuring that things do change.

I will shortly be starting a bookclub for The Atlas of the Heart if you would like to attend please do get in touch bev@nuggetsoflearning.co.uk

One to ones matter…

Mon, 28 Mar 2022 08:54:00 GMT

Meeting with your team members on a regular basis fosters a meaningful relationship. As a Manager they are the most important productivity tool you can have and to your team member.

For transparency and consistency you should offer every team member the same access to you, whether it be one hour fortnightly or one hour once a month. Book them into your diary as recurring meetings and think long and hard about the timing. This is a motivational tool so think about when the team member will feel at their best and yourself.

As a Line Manager you wear many hats and be careful which one you are wearing as to whether it is appropriate. Fundamentally you are their coach, you are invested in their performance and can pass judgment. You are not a counsellor although sometimes you may drift into this area, remember there are experts in this field. Mentoring is often what the future holds so you can dip a toe in this area however it is hard when you have a vested interest, you may not be as bold with your advice.

One to ones need to be relaxed with good rapport, but not so relaxed they have no structure or focus. You must also be weary that they are not all about work in progress. The time is about progression with a focus on what you are doing and also how you are doing it. There is a bigger conversation about motivation, dreams and desires.

Feedback is part of the catching up, whether it be positive or constructive. The best way to deliver is to have structure, see the mnemonic (“SBI”) below:-

S Situation

B Behaviour

I Impact

An SBI can be used for positive or constructive, see examples below:-

At the meeting last week …Situation

You were so articulate and clear on the project to the client. ..Behaviour

The client was enthusiastic and keen to start the work now …Impact

At the meeting last week …Situation

You were very quiet and withdrawn …Behaviour

The impact was the Client lost confidence in our offer – Impact

The responsibility of a line manager is to check in on a team members well being. As an organisation there is the need to provide psychological safety, however be aware of what you can and cannot influence. Stephen Covey’s Circle of Concern/Circle of Influence is a good test to see whether you should provide support. They are concerned about a deadline, this is something you can influence. They are concerned about the weather, this is not something you can influence. A number of things can be influenced, but if not explain to the team member they need to stop letting them feel such a big concern.

If you look like you are enjoying a one to one session so will your team member. Getting the most out of a one is all about the preparation and what you put into it and the input of your team member.

Please do get in touch to book a workshop “Getting the most out of one to ones” – bev@nuggetsoflearning.co.uk

Language is our portal for meaning…

Wed, 23 Mar 2022 10:25:00 GMT

So excited Brene Brown’s new book Atlas of the Heart is now in print. There is so much to unpick, but a good starter is using the right language to explain our experiences and label the emotions involved.

Ludwig Wittgenstein’s quote “ The limits of my language mean the limits of my world”.

Fifteen years ago, Brown asked participants on her shame resilience research to list all the emotions they could recognise and to name them. This took five years and involved seven thousand people. The average number of emotions named across the surveys was three, and they were happy, sad and angry.

Brown obviously found this very disheartening when the vastness of human emotion is not about mad, sad or glad. There are so many despair, shame, wonder, awe… that in their richness make us human.

Language is the portal to meaning, making connections, healing, learning and self awareness. When we don’t have the language we lose our ability to explain what is really going on.

In Atlas of the Heart there are eighty seven emotions and experiences that are defined and brought to life so that we can increase our vocabulary.

The next time you say the following:-

What are you feeling? Naming it accurately what is really going on. Vocabulary should be as expansive as our experience. Better responses might be..:-

Yesterday my son failed his driving test and it was pure anger, and it was limiting to his growth. He was not labelling it as disappointment, and his rage directed at the Driving Examiner whom he will never see again, is sadly not constructive.

Articulate what is going on in your world this week, and I would welcome comments and discussion.

Please do reach out bev@nuggetsoflearning.co.uk

Less but better…

Mon, 14 Mar 2022 10:13:00 GMT

Do you find you are stretched to thinly, attending meetings back to back and often not remembering the content.

Greg McKeown’s book “Essentialism”gives advice on how to get disciplined in the pursuit of less. Simply put a value on what you are saying yes to and say no more. We often struggle to say no as we think we are saying no to a person but you are saying no to the request not the person.

Often when we say yes to the wrong things we have short term comfort that we have done the right thing, however this may well give us long term discomfort. Not all effort is equal, be careful what you are saying yes to.

The over used word of “busy” means a brain that is operating without clarity. You are never that helpless that you cannot make the right decisions. Think about the best yes, be discerning take time and have an awkward pause to think is this the best use of your time.

Time out refreshes us whether it be play or sleep. Escaping helps with concentration time away gives an expansion of our awareness. This then gives more elasticity in the brain, greater bandwidth and again more discernment about the right choices. Sleep is the best asset you have in resting and growing your mind. The antidote to stress and the best recharge ever.

Be a journalist of your own life. By adopting the discipline of journalling everyday, you begin to get perspective and notice patterns. You can understand what is important now.

In essence is it a “Hell Yeah or a No” this is the title of Derek Sivers book and arguably a good compass to follow.

Please do get in touch bev@nuggetsoflearning.co.uk

Feedforward instead of feedback…

Mon, 28 Feb 2022 10:42:00 GMT

Feedback focuses on the past something we have done, and therefore can be quite limiting. However skilled you are at delivering feedback it all runs the risk of being personal. When delivered badly often elicits defensive behaviour, and a positive developmental conversation disintegrates.

Feedforward is about giving suggestions for the future. Identify a behaviour you would like to change or develop. Ensure that you have selected something that will make a significant and positive difference in your life.

Describe the behaviour to a colleague/coach/line manager it can be as simple as

“I want to be a better listener”

Ask for feedforward, suggestions for the future that might help them achieve a positive change in that behaviour. Below are some examples:-

The exercise should be “fun” and motivating a very different vibe to feedback.

An article by Marshall Goldsmith author of MOJO claims several reasons it is worth giving it a try:-

There is still a place for feedback but by engaging your whole team in feedforward there might be more of a growth opportunity. A great question is “How can I better help our team in the future?”. Ask every team member to identify a behaviour. Then as a whole group facilitate a feedforward session.

Please do get in touch if you would like nuggets to host a Feedforward workshop bev@nuggetsoflearning.co.uk

The Power of Journalling…

Mon, 21 Feb 2022 10:40:00 GMT

At the start or the end of the day record the days events in a journal.

According to mental health professionals, journaling is one of the most recommended tools to have a clearer mind and a happier life. Recording moments acknowledging what happened and not letting a day just drift by.

Identifying values we have in life is a great compass as to whether you are on course. By recording whether you lived by your values in your journal gives us identity and a moral compass. Brene Brown advocates us identifying two core values to live by. As an example my values are:-

By journalling I can track my values, have I made a difference today and what are my list of achievements.

Journals can help you recognise how you have been thinking or feeling that day. One of the top tips is to name your emotions, giving them labels helps you to own them. Once you own an emotion you can then begin to process it, eg. if you were scared and you own it, you can then identify where the fear was coming from. A more positive example if you were happy, what triggered that emotion and how can you repeat it.

Logging your rituals or your habits, one source of tracking can be vital for your journalling. I have at the top of the page walk and nuggets. My ritual of walking everyday needs to be ticked and my nugget is the one thing that has the greatest impact that day (it can be a high or a low).

Why do they work?

Adam Grant talks about mindful, mattering and mastery in his TED Talk the follow up to his New York Times Article. Journalling hits all three areas there is the mindful activity of writing and the mattering of whether you have leaned into your values. The mastery of what you have achieved that day and whether you are learning some new skills or new behaviours.

By journalling we can clear some mental blocks, everything seems so much clearer on paper. A project you have been deliberating on for too long, once you journal what you have started on the project you appreciate that you are moving forward. Progress in any shape or form is motivation.

Being kind to yourself by documenting what is actually going on. There is a peace in the moment of writing and a closing ceremony of what has taken place.

Please do get in touch for a coaching session bev@nuggetsoflearning.co.uk

Pain Vs Pleasure…

Mon, 14 Feb 2022 09:49:00 GMT

The secret to productivity might well be finding the balance to pain and pleasure. Dr Anna Lembke the author of Dopamine Nation explains how pain and pleasure are located in the same part of the brain.

As they are located in the same place we need to keep a balance eg. not too much pleasure and not too much pain. We call this balanced status homeostasis and a deviation from this leads to stress.

Today we are overloaded with so many pleasurable experiences we can overload on these. As an example if you went to a fancy restaurant every night a plain bowl of rice would never be appealing again. Dr Lembke says that once we say yes to pleasure we need to know how to say no to withdraw to equilibrium. However what can happen is a gremlin in our brain persuades us to have just one more hit, and before we know it we have tipped over into pain. If you imagine dopamine in a jar it about tilting it for fun and then resetting it so that it is level again.

The solution to remaining motivated and not being distracted by instant pleasure, is to try and have a dopamine detox. Phones and social media can be put out of sight for a whole day, reducing caffeine, gaming and even TV. Learning to be bored again is a good way to reset your pleasure hits. Lembke talks about the strength of rehabilitated addicts, their fresh eyes on the world give them a new take on some of the mundane in life, perceiving it as new pleasure.

Thinking about a difficult task you have to do today and then a small pleasure reward afterwards will be a good balance.

Please do get in touch bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Values that work for you…

Mon, 07 Feb 2022 11:05:00 GMT

Living or leaning into your values can be life changing. We all need a sense of purpose and direction and finding values that resonate can provide a compass for life.

Brene Brown’s book Dare to Lead shows the way to find jus two values which completely define you and provide that direction we all need. The first part of the exercise is to identify 15 values that sit well with you. When you start to explore the 15 further, you might identify that some are saying the same thing and some might be too aspirational and some just not true to you. It sounds crazy but you can get this list down to 2.

Why only 2?

If you want to really lean-in then these 2 values:-

The second part of the exercise asks you to identify behaviours that support your values.

For example:-

Making a difference

Behaviours that support my value of “Making a Difference” are listening and being there physically and mentally. Through this value I want to make decisions that are right and kind.

The third part which gives the value even greater clarity, what are the slippery behaviours that are outside your value.

With the Making a Difference value it would be not listening and making decisions that are repeat thinking and not individualised or personalised.

You are also asked to provide an example when you were fully living into your value.

Making a Difference – changing a client’s thinking around how they see a situation and through coaching getting them to adopt new behaviours.

The final part of consolidating your values is finding a “Values Buddy” who really sees you?! They know the early signs of you living outside of your value, they know when you are fully leaning into it. They are your supporter and cheer leader.

Brene Brown’s website provides a pdf document for you to walk through, well worth the time and please do contact me if you would like one to one coaching bev@nuggetsoflearning.co.uk

https://brenebrown.com/resources/living-into-our-values/

Cast a vote for who you want to be…?

Wed, 02 Feb 2022 13:58:00 GMT

This a line from James Clear the author of Atomic Habits. He talks about establishing identity based habits, so if you want to run take on the identity of a runner. Every behaviour or action you then ask yourself does this support the identity you wish to adopt.

The runner identity is quite a clear role but what about the type of person you want to be, leaning into your values. If you want to be more caring what actions and behaviours support this person.

Clear talks about the two minute rule, so the identity you wish to adopt scale it down, and simply just start showing up.

He tells the story of Mitch who goes to the gym for 5 minutes, 4 days a week. Mitch knew that he had to master the art of showing up.

We often put off action as we think we need to learn more about the identity, however the best way to learn is to take action. Don’t buy all the equipment and just look at it. Keep the bar low and you will then step into the repetition as with Mitch’s visits to the gym. You gradually build momentum and you will progress which is directly correlated to motivation. (Teresa Amabile the progress principle)

The showing up is reinforcing your desired identity and a desire to repeat the behaviour.

To keep on track rewards are helpful when we were at school it was about getting a badge, now it might be tracking a good decision or casting votes and logging behaviours that compliment the identity. It is always good to make your progress visual. External rewards must be aligned with the internal identity you are driving to adopt. Simon Sinek calls this the “Celery Test”, if you want to be a healthy eater you are not going to have a reward of an unhealthy food, it must be aligned to your new identity.

True behaviour change is identity change eg. The goal is not to run a marathon the goal is to become a runner.

Reshape the way you think about yourself and be happy in yourself.

Every action or behaviour you are casting a vote – building a body of evidence that this is the person you want to be.

Please do get in touch bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Power (is it a dirty word?)

Mon, 24 Jan 2022 10:56:00 GMT

The perception of power might be large and loud however is that really effective.

From the book “48 Laws of Power” by Robert Greene we learn that some of the most interesting initiatives are by no means loud. One of his primary laws is to say as little as possible, let your actions speak for you. Be comfortable with silence and then when you do need to say something imagine you are a hawk swooping in with one powerful sound bite. Perfect your timing as to when you say your key “nugget”, and above all limit the words you use – less is more.

We are guilty of getting too emotionally attached to a position, however we will be more powerful if we let go of the ties. The politician who does not always vote for his party is more powerful than the member who follows the crowd.

Another way to be powerful is not to over share. Apple are very good at hiding from their competitors and the world what their next product will be. Concealing your intentions holds a great deal of power. Say little about your processes and your achievements will appear effortless. Your audience/clients will have the “wow” effect of something achieved and do not necessarily need to know the journey.

Power is the ability to be audacious, believing anything is possible. This might be achieved by a compelling spectacle or taking on big companies.

In the 2020 US Presidential Election there were more candidates than usual. The audacity of the Senators and Governors who put themselves forward, did not lead to securing a candidate position, but it elevated their position in their home state.

Software firm owner Nigel Cannings, from Twickenham, took on Tesco with a publicity campaign to force them to stop making night deliveries near his home. He gave up two to three hours every week over the course of two years to work on the campaign with a successful end result.

Power is not about attaching yourself to a role.

“ Don’t accept the roles that society foists on you, be the master of your own image, rather than others define it for you” – Robert Greene

He explains that if we are formless, that we constantly recreate ourselves, we don’t represent one position, one view or identity. We will foster more power by evolving, new thinking and embracing change. We all know that change is inevitable and when people around you display instability you will be perceived as powerful with your calm personae attached to change.

Finally to truly be powerful you must not seek it or want it. Never appear power hungry and never make power moves.

The quiet and intrinsic power is within you.

Please do get in touch for one to one coaching bev@nuggetsoflearning.co.uk

Add an egg…

Wed, 19 Jan 2022 14:03:00 GMT

In the 1950s General Mills launched a line of cake mixes under the name/brand “Betty Crocker”. The cake mixes included everything in a powered form milk/eggs etc… All you needed to do was just add water, mix and then pop in the oven. It saved everyone time and effort and was error free.

The product did not fly off the shelves. General Mills decided to bring in some psychologists. They needed to work out why consumers were not purchasing the product and the short answer was “guilt”. People felt bad using the product despite its convenience.

General Mills could have spent more money on advertising promoting the benefits of the time saved instead they made it less convenient. The product was revised with the addition of a “real”egg as well as the water. They relaunched the product with the slogan “Add an egg”. Sales of Betty Crocker soared.

By adding the egg, it took away some of the guilt, still saved time and most importantly the egg symbolised ownership and effort so the cake maker was invested.

The significance of the egg is relevant in so many ways at work:-

The egg is such a powerful story and shows how we can motivate and empower our team members by asking for their input. Never present or delegate a project step by step, you will have presented a complete powder mix. The enlightenment and the novelty comes from the “real egg” which means team members connect as they can see their input.

Please do reach out and share your stories about adding an egg – bev@nuggetsoflearning.co.uk

Fixedness…Think differently

Mon, 10 Jan 2022 09:15:00 GMT

nuggets is all about getting people to think differently and at a start of a New Year it is a good time to evaluate how you look at things. We have worked on projects the same way and have the same rituals and routines, we get stuck in our ways.

The psychologist Karl Duncker discovered a version of “Functional Fixedness” when he posed his famous candle problem. Duncker asked participants to attach a candle to a wall, with the following materials, box of thumbtacks, a box of matches and a candle. Some tried pinning the candle to the wall with the thumb tacks, others tried melting the wax to get the candle to stick to the wall. There were only a few that used the thumbtack box by tacking it to the wall and thus creating a candle holder. These innovative thinkers had got past the fixed usage of the box and its function. The same exercise was repeated with the box presented empty and there was greater success as the participants could see the box out of context not holding any contents and were more ready to use it. Visualising something as a possible solution means that you have to stop being fixated on its functionality.

The experiment is all about a problems with functional materials, but what about looking at the way you work or the services you offer. You will have become fixed on the way you doing things and have created a fixed view.

Try this week to think about what could you look at differently within your company services or the way you work. Imagine a TV without a screen, or a lightbulb without the filament, to make this leap you have to accept that we all look at objects in a traditional way, as we all suffer from fixedness.

Share your ideas or book a workshop with nuggets in 2022 bev@nuggetsoflearning.co.uk

Review of the year…

Mon, 20 Dec 2021 09:08:00 GMT

This will be the last post of this year and so a good time to take stock of the year. I send this to all coaching clients so they can see what has happened and begin to focus on the year ahead.

Review of 2021

Best 5 days of 2021 (think of your whole life, where were you and who were you with?)

People who were important to you in 2021:-

Achievements x 3 (in or out of work)

How are you feeling December 2021 :- (start with an adjective and then explain why you have chosen that description)

Looking ahead to 2022

Big Goals (work or home)

Days & Events in 2022 (significant Birthdays/events such as Weddings/Anniversaries etc…)

Have a lovely Christmas and please do ask others to follow my Blog and I look forward to connecting with you again in 2022. bev@nuggetsoflearning.co.uk

Letting go…

Mon, 13 Dec 2021 12:13:00 GMT

Getting a sense of who you are does not have to be quite as dramatic as the route of Jay Shetty the author of “Think like a Monk”. Shetty spent three years living as a Monk to understand why they are so happy and centred, he discovered at the core of their life was their ability to master the art of letting go.

First step we can take is to let go of external expectations, which have evolved via our parents/friends and society at large. Shetty says we can take stock of what we value in life and then practice choice awareness against our values. Think daily do you want to spend that time or money doing what you are doing. You have the power of choice and if there is no value attached to the outcome is it the right choice. Attending a conference to learn, or alternatively attending as you have been told to, both give you different choices.

Letting go of negativity towards others, especially if you are holding onto them for a long time. You have a row with your partner which may take you 1% of your time to reach resolution and yet 99% of the time is left with negative thoughts swirling in your head. Shetty says that we should forgive without waiting for the person to apologise, and we should also get into the habit of well wishing, passing and sharing our own happiness. We should delight in other’s success be genuinely happy for them.

Letting go of attachment is possibly the one I found most poignant. If you think in life that everything is borrowed you will enjoy the moments you are in so much more. As an example, in the book he explains you rent a luxury car and you enjoy every moment of the experience as you know it will not last and you don’t own the car. Imagine taking on this mindset for everything. You are only borrowing your family for periods of time. Detaching from people and things makes you love them even more and then when you are attached to them in moments of time, they are all the sweeter.

In summary:-

Please do get in touch to book nuggets for coaching or bite size workshops bev@nuggetsoflearning.co.uk

Starting new things…

Mon, 06 Dec 2021 11:09:00 GMT

When we start something new we are incredibly vulnerable, and we are excited that we are trying some new things. Sadly awkward and uncomfortable comes after the excitement. Brené Brown’s definition of vulnerability, is uncertainty, risk and emotional exposure.

Don’t let being afraid of the vulnerability mean you stop trying, if we don’t have the expertise we don’t want to try, but this will limit us.

If we stop growing – we stop living. You need to feel the discomfort of being a new learner. The awkwardness will pass as the more we do it the more we can try normalise the discomfort. To feel unsure and uncertain is courage.

Brown names starting things for the first time “FFT” which stands for “F*#-@$+” First Time, the out of control moment. By naming it, you take back control in effect language is a handle!! By naming experiences and feelings its gives you power and you have a hold on it.

The FFT can also be called TFT if the first F is offensive – Terrible First Time

Just by saying out loud “This is Terrible it is my first time…”

or “This is a “FFT”

There are 3 parts to the FFT:-

The pandemic was new to us all and we all felt a FFT together.

This week push yourself with a FFT, thrive in the discomfort as you are growing and being vulnerable is far more courageous than avoiding something new. Please reach out to bev@nuggetsoflearning.co.uk

Finding flow in pure joy…

Mon, 29 Nov 2021 10:25:00 GMT

Adam Grant wrote the article on languishing which was such a life saver to so many people. He has now delivered a TED talk to explain his own journey from languishing to flow. The route out is not a productivity task it was as simple as playing Mario Kart with his family. Something that gave him and others pure joy.

Before the pandemic he had a list of all the things not to do: –

As we know during lockdown every rule went out the window. We watched box sets scrolled social media even though none of us were doing anything. We were muddling through with very foggy windscreens. This was not depression, there was still hope and energy but we felt a bit aimless, and Grant says this was languishing. Cory Keys first coined the expression and she explained that chronic languishing can lead to depression. In time it can dampen your enthusiasm and you become indifferent to your own indifference.

Teresa Amabile says that motivation hinges on progress, so there is tremendous pressure to be upbeat and busy. Grant demonstrates that optimism is not the solution, as to randomly assign too many blessings means your optimism may run out. In the TED talk he asks for one person to say 3 good things in their life and then another to say 42 things, as you would expect the latter becomes random and not meaningful.

So during the lockdown optimism was not the solution, flow was the answer. Mihaly Csikszentmihalyi is the psychologist who explored why flows leads to happiness.

Flow is about total absorption in a task eg. gardening, cooking or the Netflix series. However the last one is only a temporary cure as you are passively engaging a fictional world. Peak flow is about participation in the real world.

Grant found Mario Kart which connected the three ingredients:-

It all started when he and his sister reminisced about playing Mario Kart as kids. They decided to play with their own families online, and soon that led to Saturday night adult Mario Kart nights. The mastery connects with the principle of progress, the momentum of the game. Mindfulness you need to give the game your full attention no other distractions. The most beautiful component is the mattering, playing as a family knowing it matters for each other.

My own journey through lockdown was starting a nuggets book club. I set the challenge of a book review each week just for 30 mins. The format was a silly icebreaker that engaged the attendees. I had to master the book through the week and during that 30 minutes I was just there being mindful of the content and the people. I really felt it mattered to me as an individual to still be motivated but I also felt it mattered to others. The book club gave me flow and so much joy.

Please do get in touch bev@nuggetsoflearning.co.uk

Develop your resilience ad resourcefulness…

Wed, 24 Nov 2021 09:16:00 GMT

Throughout this period we have talked about being resilient, learning to work from home and how to return to the office. However resilience has a partner we now need to be resourceful as well.

We will still have macro shocks and disruption alongside the micro daily stresses and strains.

Resilience is our capacity to cope with pressure, change and stress. We need four components to ensure we are resilient:-

Resilience can be learnt and below are some ideas as to how you can equip yourself:-

Resourcefulness is about the creative ability to overcome problems and making do with what is available at that moment in time. Summarised below:-

We can learn to be resourceful however there is an element that is innate are ability to survive is within us already. We need to keep developing that ability to find quick and clever solutions by being more agile in our thinking.

Tools and ways of developing your resourcefulness:-

We are in a new arena of working where being resilient and resourceful, hand in hand will be our way forward. Working patterns will be tried and adjusted several times until we get some good rhythms that are effective.

Look at the toolkits above and practice them to ensure the core behaviours of resilience and resourcefulness are instinctive.

Please do get in touch for a coaching session bev@nuggetsoflearning.co.uk

Your First 100 Days…

Mon, 15 Nov 2021 10:43:00 GMT

The job market is buoyant post Covid and many people are starting out on their new positions in Leadership without a clear pathway.

I have been reading and following the book “Your first 100 days” by Niamh O’Keefe. The book is practical with many top tips and ways of navigating your start.

She identifies the areas that you will be working on by creating heading as in the table below:-

You as a Person

This is a key transition it might be your first Leadership role, on workshops we often talk about the move from Driver to Passenger. The difference between being transactional to transformational. Write down the key Leadership skills you think you will need in order to develop.

As a new person to the company or team you are a unique contributor you have fresh eyes on the business and can suggest new ideas and innovative ways of working. Keep a journal so that you capture your thoughts.

Your Role

Starting a new role there will be content that you have to understand and learn, make a development plan.

Understand what targets you need to hit and focus very much on being a Business Achiever.

As a Team Builder create a high performing team, don’t be afraid to make changes.

Communications provider to your team and to stakeholders, create a communications map of who needs to be informed and how often.

Organisational focus

As a new Leader you are a Value adder in what you bring to the strategic direction of the company, ensure that you think big, do not get caught up at a micro level. Write down early on your vision for the direction of the whole business, do not limit your thinking.

Relationship builder, internally and externally, working networks and cultivating genuine trustworthy and meaningful connections.

Navigating a new culture is vital as this is the beating heart of any organisation. Think about ways you can enhance rather than alter straightaway.

On Market

Think about your competitors, how can you make an impact and prove that you are a Market player. Take time to conduct thorough research.

P lanning

With the headings map onto a table actions that you think you will achieve by when:-

“Begin with the end in mind” Stephen Covey the author of 7 Habits of Highly Effective People

Start with a vision, your legacy, what do you want to be remembered for, project five to 10 years in the future. Dream big and focus on success, when writing your vision use the present tense, use clear, concise, jargon-free language. Infuse it with passion and make it inspiring and align it with your business values and goals. A vision statement should be concise, no longer than a sentence or two.

The book is filled with checklists and the story of a new leader running alongside the text. Practical workbook for a new leader to follow.

Please do get in touch if you would like a coach for your first 100 days bev@nuggetsoflearning.co.uk

Getting back to Positivity…

Mon, 01 Nov 2021 11:03:00 GMT

If we measure our own positivity against the average person’s positivity it is not much of a benchmark. We need to work on it ourselves and determine our own metric.

This weekend I created my own circle of negativity, which is so easy to do. Once you send one negative thought they all want to pile in!!

The power of “Yet” rather than “I will never achieve this…” Instead re-programme your brain to say I have not achieved this “Yet”. This powerful insight comes from Professor Carol S Dweck who is author of Mindset.

Shawn Achor the author of the “Happiness Advantage” explains how we need to change the lens of how we see things. First year medical students have what he describes as the medical syndrome where they learn so much about diseases in the first year that they start to embody the symptoms.

We also must be aware of judgements on other peoples happiness as we can only predict 10% of others happiness based on external factors. You have a good job and a great partner “You must be happy”. However happiness is how your brain is processing the world. We can control our own brains, but it is not going to help if some-one is telling you to be happy based only on their external evidence.

If our brain’s our processing the world which will determine our happiness, look out for the influences that affect you. At the moment we are bombarded by negativity in the media, if we let all of it penetrate we will walk around with the World’s responsibilities. How many times do you hear the news during the day, perhaps just once will keep you up to date, but continuously throughout the day might let the negativity spread?

Shawn Achor describes in his TED talk that a school that was hosting a Wellness Week, with various talks spread out over the week entitled:-

He said to the school what you have outlined is a sickness week. Change the formula for the brain, rather than the negative, what could those workshops be about instead…

One of the formulas for being happy is to work to a 3:1 ratio.

Each week think of any of the above to make your 3 to counteract one negative opportunity/experience or interaction.

Train your brain to focus on the present what is the positivity you feel in the moment. Society measures success on getting better and better. If you are waiting to be happy it limits your brains potential for success. We constantly think there is a happiness horizon based on completion.

Take time to scan the positives. The chemical in the brain (dopamine) is what we release when we feel positive so measure how often you are releasing it:-

By doing these rituals you will be scanning for postivity.

Enjoy the week and stay positive, please get in touch for one to one coaching bev@nuggetsoflearning.co.uk

Economy of Kindness

Mon, 25 Oct 2021 09:37:00 GMT

If kindness was currency and you made withdrawals and deposits, but we were all in the business of kindness, we would have such a different vibe. Stephen Covey the author of 7 Habits of Highly Effective People explains that every relationship we have is based on an emotional bank account. We make withdrawals emotionally and we also give deposits of support. Even the day to day living can be weighted by how much we do for each other. Emptying the dishwasher is a great deposit and then a withdrawal is when you don’t clear up the kitchen after cooking.

Kindness in business is now needed more than ever with the return to offices. Before the pandemic the focus solely on growth and profit left little room for Kindness. Companies are now recognising lives of their employees. Friday afternoons free, either billed as “Focus Friday” or simply half days set up in the summer have been extended to Christmas, giving people a longer weekend and more freedom from the organisation.

Values are being reset, how do we really want to work with each other. We want to work together and build on the stuff we care about. We are recognising that more is not necessarily better. We are looking for shared responsibility alongside shared values.

This is the time for us to adapt thrive while the Covid conscience is still memorable. The positives of the pandemic was that it taught us that we were brilliantly adaptable. Chemistry and connection of people is far more appealing than pure standalone growth.

Take 15 minutes today to watch the Mary Portas TED talk December 2019

Getting to the Finishing line…

Tue, 19 Oct 2021 09:47:00 GMT

We can see the finishing line but we don’t get there, on projects at work and home. Peter Hollins the author of “Finish What you Start” explores why this happens. He describes the unfinished projects as the mental scrapyard in our heads.

We go into projects in week 1 with a surge of inspiration we are full of ideas we are literally fizzing. We have four follow through muscles:-

The starting point is being focused on what you want to achieve being clear of those first actions and knowing what distractions we must resist in order to persist.

However in reality what happens is we weaken those muscles by either getting distracted or just deciding that the task is too hard. We then create the psychological roadblock of Perfectionism. When the task gets harder our ego kicks in and we don’t want to fail so we make the task impossibly hard to achieve. Perfectionism is insecurity in disguise, we have made the task impossibly good instead of good enough.

The sad reality is that we only learn when we have a finished product. By adopting a finishing mindset you know at the end you can look back and evaluate this is where you know that you have learnt something. You might create a terrible blog post but it is there for everyone to see and you can take the feedback and write a better one the next time. It is better to have put something out there than not have done anything.

We need to get better at finishing so therefore we need to create a manifesto (a set of rules) that we can apply when we start on a project.

This rule is simple to adopt if you think when scheduling your day of packets of time/1 hour blocks and state using the want/will/won’t is going to happen.

By starting you are crushing procrastinations the most potent weapon inertia

This is an implementation intention and will triple the rate of follow through.

The second rule to adopt is the 10/10/10. We have our two selves Present and Future self. Your present self is wanting immediate pleasure and wants to avoid immediate pain at any cost so will drag down the future self into inactivity. The 10/10/10 rule is imagining the following:-

The idea is that the 10 day procrastination will be so unattractive as a visualisation exercise that you encourage and get yourself into action. The pain and guilt of letting yourself down and others of being inactive for that long is so damaging you want to start to work those follow through muscles. You don’t want to be that person.

Finish is about learning, use those follow through muscles today and share your nuggets of learning with me bev@nuggetsoflearning.co.uk

Not everything has to be so hard…

Mon, 04 Oct 2021 15:48:00 GMT

This is just a taster of the content of the book Effortless by Greg McKeown.

Not everything has to be so hard – Burnout is not a badge of honour. Often we create self-imposed pressure by striving for perfection.

We can change the dialogue in our heads:-

Quote by George Eliot “ What do we live for, if not to make life less difficult for each other”

Imagine your brain is a supercomputer – it might not perform optimally, computers slow down if their hard drive is too full they need to be decluttered. This is the same in our heads we may well be walking around with outdated assumptions, negative emotions, toxic thought patterns, this will slow down our mental energy and we will think everything is too much effort.

When everything does feel so hard? Have a warm meal, hot shower and a good night’s sleep and you feel less heavy. Ask the question, what if this could be easy…? As a society we think trivial things are easy – important things are hard. We use language to support this, it has to “ Hard earned” or “It will take blood, sweat & tears “.

We then distrust if something is to easy, we may say “ easy money ”.

Think this week is there something you have been putting off, try asking the question “What if this could be easy?”

Please do get in touch for a workshop on “Effortless” bev@nuggetsoflearning.co.uk

Doing the right things…

Wed, 29 Sep 2021 10:37:00 GMT

Designing a course with this title and the 90 minutes I have to deliver it does not really do it justice. Doing the right things now as Leader encompasses so much. There are the basics but what about your character and how you interact and engage with your team.

Doing the right things at the right time is also crucial, no-one welcomes the constructive feedback a week after the situation. A continuous conversation and a relationship built on trust not just the performance will benefit both you and the team member.

A good starting point is to think about a great Manager/Leader you had, what was it they did. When people do this as an exercise one of the key things that comes out is communication. They had regular and consistent interaction with this person.

Transparency and consistency are the two key words when you map out how you want to speak to your team members. Sharing key information with every team member and ensuring it happens regularly avoids other rogue voices filling in the gaps.

Fair and reasonable also good validating tools. Think about your behaviour was I fair and reasonable and how would I feel if some-one asked that of me.

Doing the right things is tangible eg. regular one to ones however the memory of how you did them will last longer than just doing them. Doing the right things is about embodying and playing out being the Leader you want to be.

For more details please do not hesitate to get in touch bev@nuggetsoflearning.co.uk

You are enough…

Mon, 20 Sep 2021 09:56:00 GMT

Listening to a podcast on the Kindness Economy they were talking about the importance of the right language to sell your product. There is a skincare company called “Unconditional Skincare” which has removed all the stereotypical language used in the beauty industry.

“Quick fix”

“Repairing”

“Anti-ageing”

They believe and say “Your skin is enough.

“We believe all skin has the potential to glow at its healthy, radiant best when given the live goodness it needs”

The power of the messaging and also the kindness will grow self esteem instead of crushing confidence.

Framing any message in a positive has got to be a better than starting with a negative. We are now in the business of followers rather than customers. Therefore we need listen to what they are saying. We can use our values as guides as to how we talk and share.

At nuggets we encourage and value the ability to think differently, so therefore our messaging is around what it gives you. We don’t want to fix your thinking we encourage you to see, hear and feel things differently which might ultimately make you think differently.

You are enough is such a great message to say to yourself today, you can go out there and embrace anything and everything as you are enough.

Have a great week and reach out for a coaching session bev@nuggetsoflearning.co.uk

In the moment…

Mon, 13 Sep 2021 07:53:00 GMT

Listening to Clare Balding talking about Emma Raducanu’s performance, she said one of the keys to her success and demeanour was always being in the moment. When the two players appeared in the tunnel before the game, Raducanu was in that moment. When she had three championship points she was in at that moment. When she won had to be interviewed by the press she was in that moment.

As a professional athlete only focusing on everything moment by moment and not even thinking the unthinkable, kept Raducanu’s feet on the ground.

The right mindset of having that narrow focus is something you can learn and manage. In Steve Peter’s book “The Chimp Paradox” he talks about managing the Chimp which effectively is your emotional brain. We can manage it by rewards, or ignoring the negative self talk and when appropriate let it play and having the right emotions at the right time.

Living moment by moment can help especially in turbulent times. Last week I received some sad news, and the art of processing was to focus on the next hour. Life moves forward and to contain the emotions focusing on short bursts of time gives you the stability and courage to move forward.

The Chimp needs immediate happiness and delayed happiness. If you write a list of all the things that give you immediate happiness you can really enjoy the moment you are in with them. For example the mid morning coffee, the walk in the afternoon or the book you are enjoying before you sleep. As humans we like to look to the future and the moment you choose to write down your ideas for delayed happiness is as good as moment as any. The joy of writing all sorts of possibilities will be a lovely escapism for the mind.

My coach recently talked about your day being 21 packets of time. The packets are am/pm/evening and think about the packets as moments. Ensure 2 packets are just about you, with the things that give you joy.

Be in the moment today. Look at your schedule and be there for that meeting, ensure you are in the moment (don’t turn your screen off, be there for others and for you).

Please do get in touch if you would benefit from one to one coaching bev@nuggetsoflearning.co.uk

I am honoured…?

Tue, 07 Sep 2021 08:26:00 GMT

I am honoured that you have chosen to read my blog. The word honoured is such a great grandiose statement that as the recipient it makes you feel good. Words are so important as to how they make people feel.

When I work with clients I may say “I am delighted to be working with you or that was a great session…” however honour is so much richer.

Recently in a book “Monday Morning Leadership” by David Cottrell the mentor writes a note to the client which is as follows:-

“Congratulations for having the courage to seek advice. This step alone indicates that you have a tremendous amount of pride in your work and, more importantly that you are willing to take responsibility for your actions.

I am honoured that you are allowing me to share my experiences with you and I look forward to working with you”

The note is genuine and authentic and makes you want to to work with the Mentor.

Starting any relationship whether it be a coach/mentor or even a new Line Manager how do you set the scene.

Identifying with the person and recognising their commitment and what they bring, and most importantly conveying what it means to you to work with them.

If you have a new person joining your team, you want them to feel valued at the start of the journey. Try saying:-

“We are honoured you have chosen to join our team and we value the new initiatives you will bring”

Have you ever said to family members that it is an honour to be their child, sister or brother? The word contains so much respect and pride and says so much more.

So to finish today’s blog

“It is an honour that you have taken time out of your day to read my blog and I would be honoured if you shared the message and use the word today”

Please do get in touch for one to one coaching sessions or a workshop around working as a team. bev@nuggetsoflearning.co.uk

Decoding Greatness…

Mon, 23 Aug 2021 09:44:00 GMT

The book by Ron Friedman explains that we can find our own greatness not just from leveraging talent or practising more than anyone else, there is a third way.

We can reverse engineer and find our own code to greatness.

The first step is to Collect greatness, whether it be books as a writer, records if a musician or cookbooks as a chef. David Bowie had a massive record collection and Van Gogh despite his poverty state had more than a 1000 Japanese prints. Award winning chef Michelle Bernstein encourages aspiring chefs to spend what money they have on eating in fabulous restaurants.

Create your greatness library, whatever your niche. By consumings as many examples as possible it begins to give you an underlying structure, you detect patterns as to how things work. This form of learning is implicit, you are not consciously learning, but you are understanding greatness in your field.

The second step is to decode what is happening which you can do by copyworking. Write something word for word, or recreate a piece of work from memory. If you are an athlete copy and mimic the training patterns of your hero. You will begin to notice patterns and rhythms as to how they get to their greatness.

Reverse outlining is the third step. Work back from a finished piece of work and create the outline. Watch one of your favourite TED Talks if you are an aspiring speaker, identify the structure. Did they have a theme/anecdotes/main story/conclusion? Work out the % of time spent on each of the areas.

Contrasting is another way of analysing greatness. Take a piece of work from your greatness collection that is great and another of piece of work that is not so great. What is the difference? What makes one piece of work great and another not?

All this takes time and is still not your greatness, so the final step is to evolve your own style. Look outside for more inspiration, work with different people and ensure you have a broad range of experiences in your life, not necessarily connected to the thing you want to achieve greatness in.

Decoding greatness by using reverse engineering gives you a formula and steps to work with, here they are in summary:-

Please do get in touch for one to one coaching or a 90 minute workshop bev@nuggetsoflearning.co.uk

The Main Thing…

Mon, 16 Aug 2021 09:36:00 GMT

“Keep the Main Thing the Main Thing” from the book Monday Morning Leadership by David Cottrell.

The Main Thing is people’s purpose and priorities. People have different perceptions of what the Main Thing is. If as a Leader you are not clear on The Main Thing, people will leave. People quit people before they quit companies.

Simon Sinek says “Start with Why” ask your team members “Why do you come to work? what is your driver. His argument it is not what you do? but most importantly why you do it? To create a culture of trust there needs to be harmony as to how you do it? This is where you establish core values of working together. These three areas Why/How/What create Simon Sinek’s golden circle, but always starting with Why.

To identify the Main Thing break it down by using the language of strategy:-

Vision – defining where you want to be in the future

Mission – The purpose of your business (The Why and the Main Thing)

Strategy – The direction of each department eg. Finance/Marketing/Operations – that leads you to mission & vision.

Objectives – Team and individual objectives that fit into the strategy

Tasks – things that you do everyday that lead to the objectives

V alues – guiding principles of how you want to work with each other

When you define each of the areas think about companies you want to replicate and companies that you are opposed to being. Love and hate elicit powerful reactions and help position where you do want to be.

A simple team exercise is to ask every team member “What is the Main Thing…? the response to the blank space will be very varied and your role as a Leader is to get clarity.

Please do get in touch we are running the “Main Thing” workshop on Thursday 26th August 2021 @ 10.00am (90 minutes) at a cost of £40 per delegate. bev@nuggetsoflearning.co.uk

Motivation levels & Gaming

Tue, 10 Aug 2021 07:57:00 GMT

Games are designed around the basis of DDA (dynamic difficulty adjustment) the balance between ability and challenge.

What is the comparison to motivation, are we in a flow state when we get the perfect level of capability and challenge.

When you are gaming they talk about levels of immersion:-

In organisations we talk about employee engagement and almost think this is enough, however the conversation at one to ones needs to be around specific projects and levels of immersion. Understanding a team member was engrossed or having a chat around what total immersion might look like.

Motivation is described as entering a flow state and this is what gaming does for the player, takes them somewhere else. It can be a journey away from boredom or anxiety or to pure elicit enjoyment. Gaming is often associated with relaxation and escapism.

Often games are set up with static difficulty where the player has to make the decision on the level of difficulty before the game starts. Individuals do this in work, putting themselves forward for roles or not putting themselves forward. Managers need to identify potential to push team members forward so that they are not held back by their own decisions on their capabilities.

Ideally the gaming industry know there is a fine balance of Dynamic Difficulty and Static Difficulty. To retain the players engagement they have to feel that they made the choice, but they want to be immersed and in the game by the challenge.

Think about your team members and decide how many choices they have and how much challenge they need.

Please do ge t in touch for a team 90 minute workshop or one to one coaching bev@nuggetsoflearning.co.uk

Key ingredients for a coach…

Mon, 19 Jul 2021 09:38:00 GMT

Right Mindset

Sport is an obvious setting for a coach and very easy to understand their role, they are helping the athlete reach their full potential. The results are tangible and the competitive environment of achievement makes it a very conducive to getting in the right mindset. In business the same willingness is required of a coach to identify with the client their talents so that they can achieve extraordinary results. The goals might be less obvious but it is the role of the coach to empower and inspire the client to achieve. The coach must have the right mindset of believing in the development of the individual.

Listening in the moment

During the pandemic it has been really important to have a coach with the speed of the transformation of work. Understanding the levels of adaptability and working with other life commitments. The coach listens and understands what is important to you at that moment in time.

Empowering

Coaching definitely empowers employees to do their own thinking, by providing space and time. The coach is always listening and never uses any “tell” language, they are inquisitive and encouraging. They never judge and clear their own minds ready to listen without prejudice. Empowerment drives engagement, and subsequently self direction which is a driver to innovation. Studies show that engaged employees make companies more profitable, so therefore engagement drives performance.

Empathy

Empathy is the cornerstone of good coaching, “It is not about you!!!”. Understanding the persons perspective at that moment in time is what it is all about.

Energy

The coach must be like a battery pack, of giving the client a boost, a belief in their talents and capabilities. Their energy levels can be conveyed through their language and the levels of encouragement they give the client.

Accountability

The most important ingredient is to be there as a coach, check-in on their actions and ideas, hold them accountable to what they discussed the last time. Understand why they have not made the change and how they feel if they have made a change. This can be tangible actions and tasks, however it may well be a behavioural change which is where the Coach can play their most pivotal role.

Coaching is transformative and if you put in the right ingredients in and believe in the ability to evoke a change in anyone you will be amazing.

Please do get in touch to book your first coaching session bev@nuggetsoflearning.co.uk

Reducing Noise…

Mon, 12 Jul 2021 08:51:00 GMT

Wherever there is human judgement, there is noise, this comes from the book “Noise” by Daniel Kahneman, Oliver Sibony & Cass R Sunstein.

There has been a lot of research and talk about bias but the book explains the impact of noise. If you go to a meeting and the first speaker offers an opinion the second speaker might disagree but upon hearing the first lacks the confidence to speak up. Quickly you have a rapid conversion due to the noise. Anyone in the room who feels slightly humbled or deferential can quickly be converted and squash their opinion due to the noise attached to a stronger speaker. Noise can determine direction of judgements and suppress counter arguments or different noise.

Noise is not just what you hear, we can have noise in our heads. We make decisions when often we are not in a good state of mind. We have low energy and we hear a voice or a noise that will create a bias and noise that will sway our judgement.

The first practical step to prevent noise and having an influence is identifying situations where noise may occur.

The list is by no means complete, noise is everywhere…Even ordering your food at restaurant the first person who selects may influence you as it is the first noise you hear.

After identifying that noise will happen, work through the 7 steps below to try and prevent it having an impact:-

Noise is an obstacle to fair judgement, use the 7 steps above to try and prevent its hold on you and others.

Please do get in touch for 90 minute workshops over Zoom or Coaching one to one for an hour.

bev@nuggetsoflearning.co.uk

Creating rapport…

Mon, 05 Jul 2021 09:05:00 GMT

Recently on a workshop a delegate asked me to explain what I meant by rapport.

Dictionary definition:- a friendly, harmonious relationship especially : a relationship characterised by agreement, mutual understanding, or empathy that makes communication possible or easy.

Rapport starts with that lovely small talk that puts some-one at ease, and they step into your world and feel comfortable. For some it is the most natural thing in the world and yet for others it can feel contrived and clumsy.

A colleague once described it to me as creating “limbic soup” which has stuck with me as a perfect explanation of what is happening mentally and physically. If you are interacting with another person and you feel immediately comfortable, you feel safe because the emotional part of the brain the limbic mode relaxes. We also know that oxytocin’s are released, another chemical to help you relax into the conversation, creating a connection and lovely soup.

Insights from the book “How to Talk to Anyone” by Leil Lowndes gives some actual tools and techniques. She describes conversations as being similar to a game of ping pong. You serve and you expect a return and then you may have to return again.

The serve is the hardest how do you start a chat by not using the usual opening gambits which can often have the reverse affect of shutting some-one down. She suggests an acronym “WIT”- We, It & They:-

We – using we brings people closer together – we are in this together

Example: “I hear she’s a great speaker, we are in for a treat”

It – Have an “it” up your sleeve – is there a current news story that everyone is talking about

Example: “What do you think about (insert your It )?

They – Know something before you meet up, what hobbies/interests do they have

Example: They – “Bob told me you support Liverpool”

Most of us are lazy with our interactions and go for standard questions:-

“How are you?”

“What do you do?”

The first is far too wide, and you never know what is going on in anyone’s world, and chances are you will get the standard response of “fine” which is extremely hard to interpret and does not give you anything to work on.

What do you do? – is another stock question which is more often answered by talking about work, which may not be their true passion. Much better opening is:-

“How do you like to spend most of your time?”

The brain has to think about the answer it does not have a standard response and you will get a lovely insight into the person you have just met. To keep the conversation going and making it more about them, just repeat their words back to them. The last word they say with a question, just nods and provide really good positive non verbal indicators that you are interested.

Rapport is a skill and when deployed effectively can make anyone feel fabulous, be more artful in thinking about how you want a person to feel. Try different openers and really listen and make it all about them.

Please do get in touch for a communication workshop bev@nuggetsoflearning.co.uk

Employee centric culture…

Mon, 28 Jun 2021 11:01:00 GMT

“It’s not about being easy on your employees or expecting less from them. High-trust companies hold people accountable but without micromanaging them. They treat people like responsible adults” – Paul J Zak – Neuro science of Trust

The quote above gives the foundation of an employee centric culture it must come from a layer of trust. Zak outlines in his article the eight behaviours he believes create a high trust culture:-

Zak’s work involved measuring levels of oxytocin, which gives an indication of trustworthiness. In a small rodent brain oxytocin is released if it is safe for another rodent to approach. If the animal was scared it inhibits the release of oxytocin. His studies on humans proved that stress inhibits oxytocin and the antidote is empathy. The basis of empathy is a “damn good listening to”, going beyond just actively listening to empathetically listening. This means absorbing the content intellectually and emotionally.

Brene Brown also advocates that trust is a foundation from her book Dare to Lead. She states very clearly that you can’t have courage without vulnerability. In order to run or rumble with vulnerability you have to have tough conversations, which are best placed if there is a layer of trust. Employees should live into their own values and the values of the organisation. She uses a mnemonic of BRAVING as detailed below:-

Boundaries : You respect my boundaries, and when you’re not clear about what’s okay and not okay, you ask. You’re willing to say no.

Reliability: You do what you say you’ll do. At work, this means staying aware of your competencies and limitations so you don’t overpromise and are able to deliver on commitments and balance competing priorities.

Accountability: You own your mistakes, apologise, and make amends.

Vault: You don’t share information or experiences that are not yours to share.

Integrity: You choose courage over comfort. You choose what is right over what is fun, fast, or easy. And you choose to practice your values rather than simply professing them.

Nonjudgment: I can ask for what I need, and you can ask for what you need. We can talk about how we feel without judgment. We can ask each other for help without judgment.

Generosity: You extend the most generous interpretation possible to the intentions, words, and actions of others. Generosity is closely related to judgment and is in fact the opposite.

In summary Brene Brown says that organisations need to cultivate a culture of brave work and tough conversations.

Think about how you are embracing trust within your culture and put your employees first.

Please do get in touch for a workshop on the content above, called “It’s good to share, talk and listen…” bev@nuggetsoflearning.co.uk

Have to…or get to…!

Mon, 21 Jun 2021 08:51:00 GMT

I am delivering a Time management workshop later today and it always strikes me how much we think Time has power over us. Time is a non-spatial continuum it does not really exist and yet we think it is a “Thing”.

We have to have the right mindset and language as to how we look at Time. It must not lead us we must be able to make choices and lead our own time.

“I have to…!”

We can feel so much more empowered if that report we have to finish we say in our heads “I am choosing to work on that report this morning”, rather than “I have to…!”

If this feels a bridge too far then try “I will get to that report this morning”. This gives you momentum and moves you towards the task.

Feeling that time is controlling you, will overwhelm you and the increments of time will slip away. If you know during the waking hours what you want to achieve and split the day up you will feel so much better. Achievement underpins motivation and you will be in control.

I read a recent article that said rather than viewing a day as wasted divide the day into 3 sections. What did you get done in the morning, mid afternoon and evening? If the morning becomes a very reactive time and you do not feel you have achieved what you wanted to, make sure you pick up in the evening and then focus on the positive outcomes in stages. Never right off a whole day, in a part of it there will have been an accomplishment.

Working in teams listen to other people’s language, and see how much people believe that time has control. As a leader say to your team members when are you going to “get to that …” rather than “You have to …” pass on power.

Think about how you feel about time today? Lead it and enjoy it, we all know how quickly it passes.

Please do get in touch if you would like a Time Management workshop bev@nuggetsoflearning.co.uk

Am I ready to be coached…?

Mon, 14 Jun 2021 09:12:00 GMT

Will you benefit from working with a coach do you understand what you need to do in order to be ready? Clients come to me sometimes as they have identified their own readiness and the other route is from their leadership group. My role as the coach is to manage their expectations and get them ready for the experience.

Coaching can help you achieve a higher performance and greater personal satisfaction at work. You may be aware that you need to make changes in behaviour and mindset in order to advance in your career. To gain the benefit of coaching you must fully engage in the process, this will mean an investment of time and effort. The work happens between the coaching sessions not necessarily in them.

How can we determine whether some-one is “match fit” ready for coaching:-

If you think you are ready to be coached, then get in touch bev@nuggetsoflearning.co.uk

Critical Thinking…

Mon, 07 Jun 2021 12:20:00 GMT

The definition of critical thinking is to deliberately analyse information. By making it an intent we can make better decisions and have a better judgement of a situation.

We need to take time to step back and analyse a situation be the Judge and the Jury. By asking the right questions we need to evaluate arguments and evidence. Ironically we need to be open minded and not critical, to be open to being creative, reflective and adaptable.

Critical thinking in essence is about filtering and discovering. We must have a clear mind and not be influenced by a higher order of thinking.

Think about situations that require you to apply critical thinking:-

We have to be rigorous in our wish to apply critical thinking we have start with looking at scepticism (why are we doubting the truth) and we have to take a more neutral stance and be objective “fresh eyes”.

The starting point is “What do I know?” and “How do I know this?” this can dispel any deep routed opinions of others or even yourself.

In 1968 Dick Fosbury won the gold medal for the high jump in the Olympics, it is one of the best examples of critical thinking. Up until 1968 high jumpers believed that you had to land on your feet. Fosbury decided to ask the question “How else could I get over the bar?”. By throwing himself head first over the bar he lowered his centre of gravity and reduced his chances of hitting the bar. We are now all familiar with the Fosbury Flop but it all started by applying critical thinking.

Tom Chatfield wrote a book on Critical Thinking and created the 10 commandments of how to do it:-

Critical thinking is about a better way of looking at the world. Please do get in touch if you would like nuggets to deliver a workshop bev@nuggetsoflearning.co.uk

Inside the box…

Wed, 02 Jun 2021 09:37:00 GMT

The expression think outside the box is the soundbite we all use to think creatively. It often scares the logical thinkers as the randomness of having no stucture or parameters and literally no box can be very intimidating.

There is an alternative “Inside the box” a book by Drew Boyd and Jacob Goldenberg, they give a framework for how you can do creativity with what you have. New ideas are normally a combination of old ideas and the key is to how sort what you have.

Boyd and Goldenberg give three techniques:-

Divide and rearrange is to look at the components you have and literally divide and rearrange. One of the best examples of this is lego, the bricks are the physical parts that once divided up or rearranged can create many different things. The same principle can be applied with a service, write all the stages of the process on post-its and then stand back and decide whether you can divide or rearrange any of the parts.

This is the journey of promoting and selling a workshop – lets divide and rearrange a few elements. No reason why the Blog cannot move to the end as key learnings for the delegates.

The second idea from the book is Subtract and replace, the best example of this is Apple with the iPod Touch. Initially they did away with buttons and replaced with a wheel. They also went to a further stage and took away the screen.

With the workshop journey, no-one enjoys a death by PowerPoint, how many slides can be replaced with discussion or exercises even though it is an online workshop.

The third idea of Inside the box is Multiply and revise. The example is back in 1971 Gillette introduced the razor with two blades, they did not just double the blades they made the angle different a revision that led to a smoother shave. With the journey of the workshop I need to double the times that I post the workshop to social media with a revision of how I promote it, what is the key angle.

Try and use the technique on a service or a product to see if you can look at it differently, it compliments process mapping technique perfectly.

Please do get in touch for further ideas and for a workshop on creativity or process mapping bev@nuggetsoflearning.co.uk

It’s good to share, talk and listen…

Mon, 24 May 2021 14:59:00 GMT

Without contriving and formalising how can you encourage your team members to share more. Developing good listening skills and providing space physically and mentally where they can talk.

However is the starting point with their own confidence, do they believe they have anything to share. What is their story do they believe they have a relevancy and ideas to contribute. Every team member needs to feel valued and appreciated and then they will believe they have a platform to speak.

The first myth to blow is that information shared needs to be knowledge based. The difference between knowledge and wisdom goes some of the way to demonstrating we all have something to share.

Everyone has some wisdom or an experience worth sharing, more often than not, learnt from a failing. Some-one else’s failure could be the key to several others learning. Creating a culture where “wisdom of mistakes” becomes the buzz will lead to a transparent and open culture.

Stepping out of comfort zones, will blow away layers of hierarchy. Peer to peer sharing and in addition reverse sharing, the most junior sharing with Senior Leads.

Several companies have tried to formalise how they share knowledge, such as Estee Lauder creating “Dream Space” knowledge sharing portal. The success is creating an online platform, however the space might not lead to meaningful relationships.

The secret is to create an informal environment where everyone feels comfortable sharing, however some clever set up that it becomes natural and evolving.

Mentoring schemes in organisations are formalised and structured, however they take administration to set up. The sense of belonging to the organisation’s existing culture might inhibit and deter the people you want to encourage to share, the voices that don’t get heard.

Just as you ask some-one “How are you?” the response will be “fine thank you”.

You want something more than “fine”, you desire and crave a community of people who are sharing their skills, expertise, knowledge and ideas that are so much more than just fine.

Get personal you want to talk, listen and share. If a work community is going to grow together it has to be a common currency and the norm where you listen, talk and share. There will be a phase where it feels contrived however you are striving for an environment where it feels normal and acceptable that you have a coffee and a catch up with the CEO whatever your level.

Imagine your company is a coffee shop where the tables are always full and you circulate around.

It’s good to share, talk and listen – please do get in touch for a virtual coffee with bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Effortless & Enjoyable

Mon, 17 May 2021 10:57:00 GMT

Diving into a task and visualising it as being effortless and enjoyable is hard. I often practice the approach from Brian Tracey’s bestseller “Eat that Frog” that if you had to eat a live frog you would want to eat it as quickly as possible. However my procrastination kicks in, and I am often overwhelmed by the frog. I look at it for a long time and have no idea where to start.

There is another approach that comes from the book “Effortless” by Greg McKeown. He uses a acronym to put us in the right frame of mind for a project.

D.D.O.G.G.

Done – What does done look like?

McKeown says take 60 seconds to visual the moment of completion. What is the final action? Pressing the send button on an email, pressing upload on YouTube or closing your window on the Zoom meeting, or is it plate of food you have created.

Delete – What steps can I delete it?

Start looking at the piece of work from 0 and thinking what steps do you need to carry out. Minimise the steps by deleting and combining, fancy recipes often have ingredients you don’t have and the taste might not be affected. A project or task on paper looks a lot less scary than in your head.

Obvious – What is the obvious first action?

Once you have the momentum of starting you relax into the project or task. The need to identify the first step is crucial, you may have done this by mapping out your tasks. In the book McKeown gives an example of some-one needing bookshelves and the first task would be to measure the walls. It materialises the reason the task has never moved forward is the individual did not own a tape measure – the obvious first task would be to buy or borrow a tape measure.

Gradual – What gradual pace can I sustain?

Establish a rate of progress that you can sustain and will enjoy. If you have to walk 30 miles, visualising a mile a day for 30 days is sustainable, 2 walks at 15 miles might overwhelm you. To quote McKeown “Do not do more today than you can completely recover from by tomorrow”.

Grateful – What can I be grateful for?

If you were to run a marathon and only focus on the aches and pains, you would feel every step. You need to focus on what you are grateful for. You will be grateful to the support you are receiving the progress you are making. Think of every time you complain replace it with something you are grateful for, and your step will be lighter.

In summary if you enter an:-

Effortless State – believing you can achieve the task and you will enjoy it.

Effortless Action – your gradual progress at the right pace for you

Effortless Results – focusing on the gratitude

Please do get in touch for a bitesize workshop with nuggets or a colourful coaching session bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Why do you need a “great” process…?

Tue, 11 May 2021 08:58:00 GMT

“The secret of getting ahead is getting started. The secret of getting started is breaking your complex overwhelming tasks into small manageable tasks, and then starting on the first one.” Mark Twain

When cash machines were launched the process was not full proof, you got your cash before you retrieved your card. Everyone was so keen to get their money that they forgot their cards. Banks found that the process was flawed, they just needed to change one part of the process. Retrieve your card and then get your cash.

Have you recently come across a process that was straightforward and that you felt was clear and carried you through with good signalling.

I recently donated some clothes to charity using an on-line system. I ordered bags online, received them/filled them, and then I followed a process of how to return the bags. The top of the website page told you where you were in the process. The visual indicators were excellent even an icon of the bag gave me confidence that I was progressing and I knew where I was at any part of the process.

Thinking about your own business, do your Clients know the process they are entering into and do your team follow the same process.

Focusing on a good system can save time and can be more effective. James Clear the author of Atomic Habits says that our systems are more important than our goals. If we get a system, process or ritual ingrained it becomes unconscious competence.

The first stage is to map out your process, with as much detail as possible. Think about the intangibles as much as the tangibles. When facilitating a session we use a pizza as an example, you need the dough first then the tomato base, cheese and various toppings. However when we think in business it is more complex than just toppings, what questions do you need to ask, how do you present the service you are offering, and how do you convert a conversation to a sale. Using a length of brown paper (easier and more modern to now use strips of magic whiteboards) and post-its map out each stage of the customer journey.

The next part of the process is to analyse the process, where is there overlap, who is responsible at certain points, put initials on your map.

Do you need to redesign the process, change a couple of steps. Think about timings that go with the process, is it 2 weeks to reconnect with a client or 4, make a system.

Start using the new process straight away, and communicate all the time as team as to how the process feels, as you still may need to tweak even at this stage.

Finally set up a review meeting when the process has been operating for 3 months, decide what has gone well, what could be done differently and what could you stop doing.

Please do get in touch if you would like nuggets to work with you on your processes.

http://www.nuggetsoflearning.co.uk

bev@nuggetsoflearning.co.uk

What does it mean to be Assertive…?

Wed, 05 May 2021 08:36:00 GMT

Working from home you need to be heard and it is a fine balance between sounding too aggressive or simply just being Assertive.

What does is mean to be Assertive?

Behaviour based on a philosophy of personal responsibility and awareness of the right of others.

What does it look like?

Good eye contact and an open posture, matched with clear communication.

Why is it so hard?

UK culture loves to use sarcasm, which however you wrap it up, sadly stills falls into the aggressive category. We are emotional by nature and therefore we are reactive, and sadly with low emotional intelligence we can become aggressive. With our fight/flight instinct we either go into fight mode tending to be aggressive or we flee to avoid conflict and fall into passive behaviour. Listening is a key element of being Assertive, however it is a skill and therefore you need to concentrate and have enough energy to do it well.

What are the five key ingredients of being Assertive?

What do we mean by responsible Assertion?

If you imagine a set of scales with your own personal rights one end and the other end respect for the rights of others you would be creating the right balance = responsible assertion.

What assertion is not?

About getting your own way and winning every time. Manipulating and managing others to get your own way.

For a practical workshop on how to be more Assertive please book yourself onto our next Developing YOU module – Thursday 13th May @ 10.00am – £40 per person

After registering, you will receive a confirmation email containing information about joining the meeting.

Think again…

Mon, 26 Apr 2021 09:57:00 GMT

When was the last time that you stopped what you were doing and thought I will rethink that task. We get locked into behavioural patterns which are driven by our values and beliefs.

Adam Grant the author of Think again, says we create an overconfident cycle:-

The cycles strengthens every time we preach, prosecute or politick. What do each of these three modes look like?

Preaching – you have a belief and the more you preach the more you are 100% certain, you ignore data to the contrary as it does not support the belief you are holding onto. Examples: belief in a political party, an investment, a way of working, new software etc…

Prosecuting – we prosecute an individual’s idea we dismiss their views on other areas as we do not hold their initial belief. Examples: political views, charities they support, way of working etc…

Politicking – we adopt others view points as we want to be liked and accepted by them. Examples: political parties adopt policies that will attract supporters, you may support your Managers opinion in order to get promotion etc…

If you imagine all of these three areas compound our overconfident cycle and we become blinkered to rethinking.

Adam Grant asked the scientist Daniel Kahneman what he does when he finds flaws in his research. Kahneman’s reply was “Its wonderful, I get a chance to be less wrong”. We all need to “Think like a Scientist”. The whole makeup of a Scientist is that they see ideas and beliefs as hunches that need to be tested.

We can start by thinking like a Scientist by using The Rethinking cycle:-

One way to begin this new mode of thinking is to write down two headings:-

Humility has always needed to be a leadership characteristic, however the ability to rethink and have a confident humility is something we can all look at now in a very uncertain world.

Make this blog practical by challenging your own beliefs this week, if you have a doubt about a meeting being at 9.00am rethink it. The project is not going to run on the software selected by yourself, put your hand up and express doubt. The new hire you have made might not be the right for the culture, be open with your team, have confident humility.

Please do get in touch for a workshop around rethinking bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Book a place on Developing YOU – Thursday 29th April 2021 @ 10.00am – 90 minute workshop £40 per delegate

Star quality in leadership…

Mon, 19 Apr 2021 09:10:00 GMT

Why do some leaders lead well and others fail? What do we mean when we talk about “real” leadership?

The “real” components are the ability to listen not just with your head but your heart as well. To be empathetic and not sympathetic. Finding the perfect assertion level that does not tip into aggression. Reading all situations with clarity and acting decisively, independently and most importantly with grace.

Understanding what makes us sad/mad and glad is the same for our colleagues, clients and family. Emotions shape our behaviour and determine whether we are sad/mad or glad. They have the ability to guide you on the most important decisions in life so there is an economy attached to our emotions.

The star quality within Leadership is that key ability to read the signals and understand your own emotional intelligence and of others.

If emotional intelligence is the star quality and the part of leadership that makes us real what is it.

The rational brain your prefrontal communicates constantly with your emotional centre the limbic, helping you to form judgements and make choices. If you imagine this is like a broadband connection between the two centres and it is critical for the development of your emotional intelligence. If you imagine we have an experience (prefrontal) passes (limbic) to give you an emotion the two connect regularly and you learn from the emotions you have used in the past. You effectively accumulate emotional capital (experiences that have either made you sad/mad or glad).

Martyn Newman describes New Leaders as Emotional Capitalists which is the name of his book. Daniel Goleman first brought emotional intelligence to the business world in 1997, however Newman’s book gives it the commerciality that was sometimes lacking in the work of Goleman. By understanding your emotional intelligence it will help in all areas of your business not just your own personality, it will link to revenue and sales.

To find your star quality in leadership, simply book onto one of our workshops:-

Developing Emotional Intelligence
Date:- Thursday 29th April 2021
Time:- 10.00am (90 minutes)
Cost:- £40 per person per workshop
To book a place, please email bev@nuggetsoflearning.co.uk
All the details of the workshops are in the brochure just hit the link below:-
https://lnkd.in/dFHyR57

nuggets – Start with Why?

Tue, 13 Apr 2021 07:56:00 GMT

Simon Sinek’s TED talk, asks us to look at our businesses and Start with why? Why do you do what you do? People will do business with you because of why you do it not because of what you do.

Why do you get out of your bed in the morning. I love my business and understanding why I do what I do is the easy part.

The test is the “celery test” do you do your Why everyday. Sinek says that if you want to start eating healthily then celery must be in your shopping trolley. So if you have the clarity of Why do you put it to the test everyday. The Why is made up of a contribution and an impact. At nuggets the Why is “Helping people to think and work differently (the contribution) so that they can enjoy their best life (impact). The celery test is making sure that I do this everyday.

The discipline of How is often that unique thing that your business does that sets you apart from your competitors. Mine is colourful learning, the most comments I get from delegates is the colourful materials and often the colourful clothing of “me”. The discipline which sounds an odd word to use, is all about the continuity. When I am tired and think do I need a flip chart or heaven forbid I decide to just wear black, that is when I am not being true to the How?

What we do? the really dull part and in a nutshell either your job title or the transactional side of the business. However successful businesses ensure that the What is consistent. So the processes and practises in place mean that any interaction with your business does look and feel the same. If you attend a coaching session with nuggets does it feel the same as a workshop.

Start with Why? is all about finding not creating. Your why is deep routed within you and is totally intrinsic to who you are.

It is harder to find the Why in larger organisations, however certainly not impossible and so good for teams. The Why gives you followers and motivates, inspires and meaning to their day to day jobs. In his workbook Finding your Why, Sinek says you can have several Whys within an organisation, described as nesting. Different departments have their own nests and there is an accumulation however somehow they all factor into the main contributions and impact of the company.

As an individual take time to think about Why you are getting out of bed. Start by thinking of verbs (doing words) something that is the contribution:-

Then think about what the impact of that contribution has on people you come into contact with throughout the day. This will be the celery test as to whether you are making difference and whether you really feel your Why?

We are running an open workshop over Zoom on Thursday 29th April at 10.00am GMT – Developing Emotional Intelligence the cost is £40 per delegate. Please do get in touch if you wish to secure a place by emailing bev@nuggetsoflearning.co.uk

Developing you…

Tue, 06 Apr 2021 09:54:00 GMT

What shadow do you cast…?

What memory do you want everyone to have of you? What do you leave in the room when you leave. Be happy with the shadow that you cast and the memory that lingers in people’s minds.

Brands pass from generation to generation with lasting memories. Companies work hard to protect the image and ensure that the product and service is consistent. As individuals we need to make the same investment in developing our own personal brand. When was the last time you booked a workshop for yourself, just about developing you.

We have an impact on everyone we meet and we are choosing how that is deployed.

“About two years ago I realised I was no longer a person but a brand” Martha Stewart

One of the first steps is to understand the key elements of emotional intelligence, from Daniel Goleman studies they can be broken into 5 key areas:-

From those areas you can then:-

This will give you:-

We are delighted and excited to be launching our open workshops Developing You – There are 5 modules

You can attend the modules as a stand alone workshop or you can attend all 5 as a series, the first one is:-

Developing Emotional Intelligence
Date:- Thursday 29th April 2021
Time:- 10.00am (90 minutes)
Cost:- £40 per person per workshop
To book a place, please email bev@nuggetsoflearning.co.uk
All the details of the workshops are in the brochure just hit the link below:-
https://lnkd.in/dFHyR57

Please get in touch and explore “what shadow do you cast…?”

Do you have a User Manual…?

Mon, 29 Mar 2021 12:00:00 GMT

When you pick up your shiny new car, it has a user manual, you know where the gears and levers are. Every warning light is understood as the user manual gives helpful pictures. As team members do we provide a user manual to our line managers.

As an individual you want to give your best to the organisation, however you also want to ensure that they understand what you want and what you offer. These are the elements of the psychological contract you have entered with the company. They gave you a contract with the tangible items they wanted and offered, however what about everything that was unsaid by both parties. Did you really want fun at the office and what did that look like?

A user manual could be a tool that could tease out the information.

People have different responses to feedback, some love it and want bucketfuls others just want a thimble very seldom. Working environments can be really conducive to some if they are quiet and others crave a buzz of peripheral noise and activity.

This is a great time to work with your team members to understand their user manual. We have all been working remotely for so long have we created a working day that now works for us, which means we have not worked a traditional 9 to 5.

There is always the unknown gifts that we have not shared with our leaders, you may well have discovered new hidden talents during this lockdown. Unless we use a tool like the “User manual” will we ever uncover the stars.

Back to the car analogy, this is a really good time to assess where you are, consider this your MOT. Please do get in touch if you would like one to one coaching bev@nuggetsoflearning.co.uk

Create a visual…

Mon, 22 Mar 2021 18:01:00 GMT

Working with my own coach recently we were saying how much my business has changed over the last year. Clearly nuggets is not alone in having to adapt to the times we are living through and working where the demand is.

The coaching practice was far more agile than the learning and development workshops. I was able to increase my client base with coaching due to less travelling time, and offer a far better service. My model now is to engage with clients as often as they need instead of having a very static model of monthly catch ups.

The zoom intimacy works very beneficially with coaching, as the intensity and the immediacy of messages is extremely motivational.

Times are now changing again, and I wonder whether people remember that I am “Famous for the workshops”. The core of the business was always delivering colourful memorable workshops and this has still been possible over Zoom, however a gentle nudge that we are still here for that service.

The other key touch point I have been immensely proud of, was the blog which during lockdown has reached a far greater audience than before. The topics have been relevant and timely and receive great feedback, however does everyone know they are there.

Motivational speaking has been the quieter side of the business, however I now have my own story of how to transform and adapt your business. (Happy to take bookings bev@nuggetsoflearning.co.uk)

Realising there was more than one touch point made me want to share with my audience all the different ways you can connect with nuggets. My brain works visually so I really wanted to capture this in a diagram something that was memorable.

The graphic at the top of the blog was created it shows how you can dial up a nuggets service, however at the very centre is why I do what I do?

Helping people to think and work differently

My graphic was created by GetAhead a team of virtual assistants so you don’t have to be an artistist or a graphic genius. Simply explain what you are trying to achieve and then pay some-one to create it for you.

Metaphors are also great for explaining where your business might currently be and how it has evolved, transformed since lockdown. The word agile has been slightly overused be more imaginative, were you a certain animal before to what you are now? As an example were you a horse running in the flat races and now you compete in the steeple chases (lots of hurdles and more runners) and you love it.

Please do get in touch if you would like any of the nugget services or if you want a coaching session on how your business has transformed.

bev@nuggetsoflearning.co.uk

Please do take a look at the website – we will shortly be delivering a public workshop over Zoom on Developing You.

http://www.nuggetsoflearning.co.uk

Thinking about your Welcome…

Mon, 15 Mar 2021 15:49:00 GMT

Last week with the children returning to school it was interesting to see the contrasts of how they welcomed them back.

My daughter was thrust straight back into academia with an A’level mock the first day back, and yet my son also in 6th Form had a day of focusing on their well being culminating with a beer round a fire pit. I know which Welcome I would have preferred!!

Also in the press I saw one school put up balloons festooning the entrance and the classrooms, albeit a primary school, however who does not want to feel special.

How will you welcome your team back?

Welcome in itself is written as a smile, having the word as prominently on show as you can will be a nice touch.

We can also start to send welcome letters now or even welcome packs, any form of teaser campaign and above all an acknowledgement of how excited you are to see them face to face.

Top Tips to consider with your Welcome:-

For more ideas on the easing out of lockdown please do get in touch bev@nuggetsofleanring.co.uk

Experiential space…

Mon, 08 Mar 2021 15:51:00 GMT

With the schools going back today, people are beginning to contemplate a return to the office. Leaders need to ask the right questions and begin to think how they want to use their space.

We want team members to have an experience and engage with the place in a new way. Do you have to associate the place with sitting at a desk. Will it be a social hub, with facilities that you need to host drinks, buffets and any form of get together. This new area could be a conference facility, spaces bigger for social distancing and large rooms without desks.

Social areas in offices are nothing new, however the change will be leaders will actively encourage time spent in them. Table football, pool and darts chances for individuals from different departments who may not have seen each other for a whole year to meet up.

The fixed desk might be old fashioned and the need to reconnect might mean switching every month.

Flexible working has worked and must be a pattern that everyone has the choice to continue with. The core hours of 9.00am to 5.30pm will be altered with people arriving at lunchtime and working in the evening, likewise the breakfast club could be the liveliest time of the day it will all depend on your culture.

The space can be used for well being events, encourage everyone to down tools and meditate, practise yoga or do a full on cardiac workout (air fresheners at the ready)!!! Lunch and learn can be so much more fun than a PowerPoint presentation, get departments to create board games of what they do, treasure hunts, book summaries the more imaginative the better.

We have been starved of opportunities to collaborate and connect spontaneously, so make this happen in the new world. Coffee and connect throughout the day, and with a new mix of people. Encourage this by providing creative tools such as white boards, post-its and most importantly good coffee.

Before everyone returns look at your space with “fresh eyes”, what would make the area more attractive and inviting. Watch the old classic “9 to 5” film with Dolly Parton where they reinvent the office space. If this is what you are aiming for ask employees to bring in house plants, photos and encourage a home from home atmosphere.

Theme your meeting rooms around your product or service, making spaces fun and connecting with your brand.

The place to start preparing is for Leaders to ask the key questions now…:-

What will be sad is if the opening of office is dictated by leadership without buy-in from team members. This is an exciting time to reconnect and for your business to operate like it never has before, don’t be led by numbers or safe guarding, create an experiential new space.

For more ideas or for nuggets to facilitate a new space ideas session please get in touch with bev@nuggetsoflearning.co.uk.

Keep being Resilient…

Mon, 01 Mar 2021 09:01:00 GMT

The final push through lockdown could be our toughest job yet, knowing that freedom is within touching distance how do we keep on being resilient.

We wake up each morning and decide on the level of energy we wish to deploy. In the book “Feel the Fear and do it anyway” Susan Jeffers says we should use the pain to power continuum. If you see a line on a piece of paper with those two words, decide how near to pain you are and how near to power you are. We want to be near power however a poor nights sleep or a genuine illness might pull us towards pain. She says we have the choice and whatever we deploy at the start will set the tone for the day and potentially the week.

Our mindset is another conscious choice we make although we might have carried beliefs from childhood into adulthood which might not be helpful. Professor Carol S Dweck’s book on “Mindset”, explains we either have a fixed mindset or a growth mindset. If you were told as a child that you can’t sing, can’t draw or that you are poor at sport this is something you have decided to fix and lock in. These items we lock in are not good for our resilience levels. Also success can be deliberating, she explains often once something is achieved, people with a fixed mindset stop trying this is not good in an environment where we have no control and we need to continuously think of new ways to work and adapt.

The word resilient means for a person to be able to withstand or recover quickly from difficult situations. To know that resilience is about bouncing back what are the components that you need to work on to ensure that you do recover. If you imagine a table, it has four legs and a top, and without one of those vital pieces the table would feel unstable and fall. We need each leg of our resilient table to be firm and secure.

Leg One – Mental toughness – making decisions and using all your logical thinking to way up pros and cons and be aware of problems as they arrise

Leg Two – Physical energy – staying strong and to be able to attend several back to back virtual meetings still with a smile

Leg Three – Emotional balance – A support for others and ourselves the right level of empathy, and measured responses.

Leg Four – Social skills – Naturally adept at making others comfortable and comfortable in your own space.

Table Top – Sense of purpose – meaning to what you are doing, the core of who you are.

Create your own “Resilient Backpack”. If you were going on a hike you would pack a rucksack with essentials for the trip. We are still on the journey of lockdown and decide what you need in your resilient backpack, here are a few ideas:-

Identifying a dip in your resilience eg. which part of your table is unsteady or is it a mood that you can recognise as a sign. Anxious, antagonistic, defensive, snappy, withdrawn etc… We will all have our own indicators, the trick is to get to know yourself and know when something is becoming a pattern. Take something out of your backpack to make yourself feel better or work on a leg of your table, or make a choice to have a growth mindset.

Please do get in touch for a workshop on Being Resilient – bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Staying true and staying in touch…

Mon, 22 Feb 2021 09:52:00 GMT

A client last week shared a brilliant story about why they go to one Fish and Chip shop rather than another that is cheaper and closer to their home. It is all about their brand integrity and the product/service. The Fish and Chip shop only uses fresh fish never frozen, they are not the cheapest, however they have queues outside the shop. It made me think about what defines everyones business “quality of fish” and also how you engage with your customers during lockdown. This restaurant undoubtedly has returning customers due to the quality of their product, this ensures they have people returning.

We will recognise companies that have been imaginative during this time, changing their product or service and making it more accessible. Restaurants like Wagamama sharing their recipes and setting up an online cookery school. ASOS adapting their stock to accommodate the demand for casual clothing, this repositioning of their offering shows they understood the customers need.

Communication is key, the right level of messaging and the right tone. Even on shop windows the positivity of a simple message “opening soon” or the longer ones thanking everyone for their loyalty. Speaking to the hearts and minds of who you want to stay in touch with.

During the time out the companies who have made their products and services even better or adapted their offers will be recognised. I was predominately a learning and development business, with a coaching offering. nuggets is now an online coaching service with workshops. Recognising the need for learning and development to be more intimate and more immediate has lent itself far more to coaching, therefore I have adapted my services.

The lockdown has made it necessary for firms to engage with their customers in new innovative ways and prioritise their happiness. Loyalty schemes need to be personalised therefore even more data capturing and more artificial intelligence to understand what really will make their hearts sing.

The road ahead is still going to be long, however the more we take the time to stay true to our brand integrity eg. quality and communicate with our customers the more secure our businesses will be.

Please do get in touch if you would like nuggets to facilitate a brainstorming session on your key offerings and how you are communicating with your clients. bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

In the “Grip”…

Mon, 15 Feb 2021 09:25:00 GMT

This is the terminology for being out of character, not quite ourselves and it comes from Myers Briggs, the personality self assessment tool. The expression seems so apt at the moment as we are all drifting into being “In the Grip”.

What does it actually mean and what does it look like to us all individually?

In a nutshell it is the version of ourselves that puzzles us, we can feel irrational, out of control, unstable or even just a little crazy. These temporary episodes at the time literally grip us, however we have to recognise that they are actually healthy and demonstrating our adaptability.

This side of character is most likely to occur during times of stress, fatigue and illness.

The first step to moving out of the grip of these out of character behaviours is to perhaps identify times when we our feeling naturally ourselves and when not.

My own personal example is as recent as Friday. My normal disposition is to be very positive and optimistic and to be more future orientated. I recognised signs of feeling a bit despondent so decided to cheer myself up by buying a new outfit which normally would be quite a good idea. In the past this would be a trip to shops and visualising where I would wear the outfit in the future. However during lockdown this meant shopping on line, I got locked “in the Grip” there was too much choice and I found it really hard to visualise. Came out with an outfit, missed the detail aspect now have an outfit on the way to my niece as did not change the delivery address from Christmas.

One of the main reasons we get locked in the Grip is down to energy levels. We are awaiting news about lockdown being lifted however my advice is to still maintain good energy levels so whatever the news you don’t behave out of character. Set your own agenda and don’t be influenced by “stuff” you can’t influence.

Please do get in touch bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Networking in the remote world…

Mon, 08 Feb 2021 17:32:00 GMT

Last week I was asked to discuss the difference between networking face to face and the shift to the remote world.

I always have standard features and, using the word “Welcome” harks back to my days at Disney. The word is a smile within itself and as a host it is so important to make everyone feel welcome as soon as possible. To foster warmth instantly over a screen you have to use the right tonality as well as the right words. I attended a webinar recently where the host was very shouty and I felt intimidated even sitting in my own home.

Try and be original with introductions, just as we hated the round the table we also hate round the screens. Ask people to hold up pictures or give a word to describe how they feel at that moment, who is their favourite actor or actress…be adventurous!

Decide whether to have a waiting room or no waiting room. The benefit of not having one is that you can host some small talk before the event begins. The formality of a slide or holding screen can be appropriate, or it might create a barrier.

Engaging with people is about staying on screen, so minimise your slide deck and use break out rooms as when necessary.

Your own background rather than a beach in Miami, exposing your home makes you authentic. Everyone loves to see a dog or child in the background, its “real” and all an extension of you.

Networking is relationship building, it is not about attending to be seen on screen, it is about getting to know each other and if you set up appropriately and warmly it can happen very easily.

Please do get in touch bev@nuggetsoflearning.co.uk

Please visit our website http://www.nuggetsoflearning.co.uk

Mental & Physical Rhythm…

Mon, 01 Feb 2021 17:15:00 GMT

As a coach I am always keen to steer my client towards healthy habits, rituals and routines. These are normally behavioural choices and not necessarily centred around physicality.

Last week I heard a talk by Dr. Zarrin Shaikh about the importance of well being from the cardiology perspective. Dr Shaikh qualified as a Doctor and for many years worked on the frontline of NHS in cardiology.

She is now focusing on lifestyle cardiology, prevention of heart disease. She shared a great mnemonic “Fresh” which is something I will share with my clients:-

F – food

R – relaxation

E – exercise

S – sleep

H – honesty

The last letter H for honesty is about your own self awareness about whether you are being kind to yourself. The four other categories are great pillars for life and well being which we need to track continuously.

In my coaching sessions during lockdown I have been advocating rituals, like having a break at the same time each day, beginning and closing the day at the same time. During her talk Dr Shaikh confirmed that biological patterns are really important.

A recent conversation with a Leader who shared the need for her team to get into a rhythm with each other. Remote leadership is hard but the more rituals you can put in place the more likely your team will get in sync with each other. I have a client every Monday at 9.00am and I love the discipline of an appointment at the start of the week.

Journalling is a ritual I do everyday to review and assess my development. I set out what I want to achieve each day and take great joy in highlighting tasks accomplished. I have a break in the morning at the sometime each day. Think about how you can create your own rhythm mentally and physically, is it the right beat and volume, and is it sweet to your ears.

Please do get in touch for a coaching session bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Time to focus on time…

Mon, 25 Jan 2021 14:36:00 GMT

Time is a non spatial continuum, so what are we focusing on…

We can build a relationship with it by asking some key questions to ensure we are maximising our use of it.

Think about your answers, most of us waste our last hour of the day and the second question normally challenges everyone. How do I feel about time, do I treasure it, do I have any feelings around it? Start to care about time and have feelings around it, guarantees you will make better decisions if you care. We all wish for more time, however unless you write down some goals that you want to achieve will you know what you are going to do with more time. Goals will be accomplished if they are written down and you will find the time.

We have peaks and troughs throughout the day and if you identify your “Prime” time you can ensure that is the time you get your best work done. It has been proven that there is an hour that is best for you. Protect it and ensure that is the time you get your work done that needs the most concentration.

Dan Pink’s book When looks at the science behind time, he explains that there are three phases throughout the day peak/trough and recovery. Analytical and detailed work is best tackled in the morning at the Peak and then when you hit the Trough you should work on procedural/administrative jobs that require little thought. Late afternoon we hit a creative period where we can brain storm and have some of our best abstract thinking this is late afternoon/evening, known as our Recovery time.

To have a better relationship with time, see it as a skill that you need to work on and a behavioural shift you are making a conscious effort to focus on. Try new planners, to-do lists and see how each new system feels until you hit a ritual or pattern that works for you. Extra time cannot be purchased but greater focus and clarity on what you are doing with it can help you achieve better results.

Here are some key nuggets around time:-

Please do get in touch for a 90 minute workshop on Time Management bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

24 hours…

Mon, 18 Jan 2021 12:26:00 GMT

We start each day with 24 hours and how do you ensure that you make the most of the 24.

If you were working on a project there would be a debrief meeting and an evaluation/review of what went well and what you could do differently or anything you would stop doing.

Look at today or tomorrow and write down what you did in your 24 hours.

We all need a decent night sleep that will cut into a large part of your allocated 24. Keep a log of what your average sleeping time is, you might see a pattern of when you are sleeping well, is 7.5 hours perfect, or are you more alert after 8 hours.

We all are craving structure and have realised in lockdown we need to create our own timetable however are we using the time to its optimum.

Be realistic about work, break it into manageable chunks, look at one hour periods at a time. If you scheduled 3 hours for a project, guaranteed the last hour will be phone surfing, reading the news feed or tidying the pens on your desk. Far better to cut the project into small chunks with breaks.

We lose the most hours when we decided to watch TV in the evening and even worse if we eat and watch. We have more time than we have had before, so making eating, just eating and make watching just watching. Be discerning about what you watch and schedule how long you are allocating, otherwise we realise we have lost 3 hours of our precious 24 and if you were to ask what we had watched we cannot remember.

Exercise can be chunked as well, far better to do something for one hour, instead of doing nothing, which can easily happen if we have not worked effectively with our 24.

Be indulgent with your 24, in the middle of the day read with a coffee and rest assured you will look back on that 1 hour and see it as a good investment.

Just because we are at home, we can still see the people we want to see, with the power of technology. Write a list of who you want to see? The is will be a good allocation and even the time to set it up and reach out will be worth the feel good factor for you within 24.

Log what you do with your 24 hours and look at patterns and ask yourself did you maximise the “24”.

Finding a purpose…

Mon, 11 Jan 2021 17:09:00 GMT

We set our agenda whilst working from home so therefore each day we set the path of intent. Find a purpose in everything you do, from a micro level to macro level.

Having a purpose is liking having a compass in your head. You know for the day the direction you are heading and therefore you set off with a good mind set.

Write down each day what your overall purpose will be and then look to the tasks that connect with that overall purporse.

Example:-

Overall purpose – To write and submit a report

Alternatively if you decide your purpose for the day is to be healthy, think of all things you can do that connect eg. eating well, exercising and going to bed early.

When we have decided on our purpose, achievement follows closely and underpins motivation.

Ideally if you have purpose at a macro level you have a clear idea of why you do what you do everyday it make is much easier to set tasks at a micro level.

Ask yourself key questions to discover your overall purpose:-

Start to get inquisitive about why you do what you do? Having a clear purpose even when conducting the smallest of tasks is a sign of healthy mental well being.

Decide what is going to be on your agenda tomorrow set the compass and find your purpose…?

bev@nuggetsoflearning.co.uk

January mindset…

Mon, 04 Jan 2021 14:57:00 GMT

First day back at work for a lot of people and whilst not the physical commute to the office, we do need to fire up those neurological pathways and get in the right mindset for work.

Luckily I had a 9.00am so I was behind the desk and even slipped a jacket on, so that a different outfit helped my mindset. Psychologically clothes can help alter your approach (remember you would not garden without your wellies on…)! Therefore alter your weekday clothes to your weekend clothes, subtle changes as we obviously are more casual than we used to be. Comfort is important however putting something on that you associate with work may help you get in the zone quicker.

Planning what the month is going to look like also helps, rather than just approaching the days reactively.

There are many planning tools out there and the more visual the more likely they are to hold you to account and put you in a proactive mindset. I have just discovered a new site with the fantastic name “Scattered Squirrel” loads of downloadable planning tools. https://scatteredsquirrel.com These can be adapted by you as the more customised or personalised the more likely you are to achieve the targets.

Putting treats to one side, and saving yourself for the weekend will also shift your mindset into a discipline mode. Self regulation of working hard to get to the reward.

As most of us will be working from home and only attending events virtually we must introduce structure and timings to our day. These will give the brain time to recharge and work to the optimum when required. Therefore ensure that you start your day at the sametime everyday, routine and rituals are advantageous for the brain. Build in break times at the same time every day so again the mind begins to see a pattern of when it needs to be firing on all cylinders and when it needs a slower mode. Decide also when to end the day, as creating a closing ritual is as important as the start.

January is a new start and mix up patterns and ways of working within the structure you have created above. So as an example I wake up the same time everyday, however in the New Year I have moved the daily standup over Zoom from 10.00am to 11.00am and I have created some new agenda items. Instead of running on a Monday I am going to do a Wednesday. With the present situation we are in, we do need to create change for ourselves so that we see people and situations at different times of the day to last year.

Life is always what we make it – so today create yours…

Please do get in touch if you would like to start coaching with me and I will help you through January and for the whole of 2021 – taster sessions are available bev@nuggetsoflearning.co.uk

Review of the year…

Mon, 21 Dec 2020 13:06:00 GMT

No-one would dispute that 2020 has not been the best of years, however there will have been highlights and we need to ensure that as memory they outweigh the lowlights.

An exercise I give to all my coaching clients and an exercise I perform myself is a review of the year.

The first part is to identify your 5 best days of the year.

Taking the time to identify which days really worked for you in 2020, gives you the ingredients of a great day to take into 2021. What were you doing and who were you with? Often the best days are the simplest, not anywhere special but the feeling and the people that really made it magical.

Write down the names of the people who were important to you in 2020…

Achievement underpins motivation and what 3 big things really stand out for you, what were you really proud of accomplishing.

Achievements x 3

How are you feeling December 2020?

It is hard with the current situation to identify how we are feeling, however writing down how we feel often dilutes the emotion. Once you write something down it leaves your head and in reality you can start to assess your emotions more calmly.

Looking ahead to 2021, think about the 3 big goals you want to achieve.

Finally the year ahead, do you already know of days and events that will happen, eg significant Birthdays, Anniversaries, etc…

Days & Events in 2021

Thank you so much for taking the time to read the blog and have a wonderful Christmas break and see you in 2021.

bev@nuggetsoflearning.co.uk

Finish on a high and start on a high…!

Mon, 14 Dec 2020 14:55:00 GMT

We are nearly at the end of 2020 and what 3 things can you achieve before the year closes. What would you like to clear up and finish and feel you have accomplished before the door shuts on 2020?

The final push of the year gives us some extra energy, with very few working days left in December, make sure you can get to the festivities knowing you have done what you need to do.

Make the actions of the 3 things/projects you want to complete visual. The satisfaction and psychological high you will receive by ticking off or highlighting cannot be under estimated. Achievement underpins motivation, so make sure you finish the year on a high.

To start January in the right mindset, write down now what you want to achieve. Think of 3 again and make it visual, once we start focusing on the future we can get excited now. What we focus on will become reality, so again make sure that you have it on display.

Posters and whiteboards where you work are great to keep you on track, they are showing a journey of hopes and dreams. You and only you can decide where you want to go. Once the destination is decided the planning and excitement can begin.

Please do get in touch for one to one coaching of how to think and plan for 2021 bev@nuggetsoflearning.co.uk

“How to get the best out of Appraisals…?”

Mon, 07 Dec 2020 11:36:00 GMT

Appraisals can’t just be an end of year exercise, performance development is continuous throughout the year. However they serve as a marker and a time for an employee to shine and a time for a Manager to show appreciation and gratitude for work during the year.

A key to the success of the meeting is about building a relationship, finding common ground and developing rapport. Making the team member feel comfortable and using the knowledge you already have to create a warm atmosphere where the discussion can be open and developmental.

The conversation is central to a good appraisal, it is not about being led by the paperwork. Asking the right questions and listening to the answers without interrupting and remembering whose agenda the meeting belongs to. Keep in mind the 80:20 rule, and use techniques to keep the person talking, this is their appraisal not yours as a Manager.

Limit the paperwork, you only really need one form at the most. The employee to complete something before the meeting to give structure. The Manager to make notes during the conversation, however not to fill in the form as this will definitely break the magic.

“Show Off” as an employee this is your time to shine. Bring examples of work that you are proud of and time where you worked well with team members. Owning your own self development and knowing where you want to go with your career.

Feedback is vital from both parties. Acknowledging what has gone well and acknowledging projects that could have been tackled differently. Good idea to use a framework whether it be positive or constructive, look at the elements you want to talk about. We call it an SBI:-

Situation – what happened and when?

Behaviour – how did you respond and react?

Impact – was it positive or could you have done it differently?

The appraisal is not just about the years performance you can also talk about career development. The future is incredibly inspiring and it would be limiting to just talk about where the employee was now. Hopes and dreams are in the future.

The appraisal is a motivational exercise and the employee should leave on a high with a clear idea of where their future is heading.

Please do get in touch if you would like a workshop on “How to get the best out of Appraisals…?” bev@nuggetsoflearning.co.uk

Out of which maze…

Mon, 30 Nov 2020 12:17:00 GMT

Dr. Spencer Johnson wrote the follow up to “Who moved my cheese…?” and called it “Out of the maze” he delivered it to his publishers shortly before he died in July 2017. Very poignantly the book includes a letter he wrote to his own tumour. The belief he attached to the tumour was fear until he realised that if he loved the tumour, he would become far more appreciative of the life he had left and ultimately more loving to his family and friends.

For those of you who have not read the bestseller “Who moved my cheese…?’ the theme is that cheese is a metaphor for what you want to have in life and the maze is where you look for what you want. The book emphasises the need to adapt to change and move with the cheese.

“Out of the maze” picks up with one of the characters who was left in the maze Hem, and the book asks the question what if you don’t know where to begin.

The central character (Hem) is locked by the fact change has happened and the belief that things will never be the same. However he meets the character “Hope” who says “Maybe they can turn out better than they were…”

We have beliefs that we get locked into and they can hold you prisoner in a mindset. A belief is a thought that you trust is true, which can be either hold you down or lift you up. Therefore you can change your mind if you choose a new belief. You must not become the belief, you are the person who chooses your beliefs.

The book “Out of the maze…” goes even further by saying – there are no limits to what you can believe. You can simply change your mind by having new beliefs.

Sometime we have to believe before we can see the result so that we get into the right frame of mind.

An example:- believe you can sell your business before you have put it on the market and then you will do all that is necessary to get it ready to sell

On the journey to get out of the maze the character had to lose old baggage which is a metaphor for old thinking and beliefs. We often on the journey have to seek out the very things we have always avoided. Explore what has until now always seemed impossible.

The reflections at the end of the book, put it very succinctly “The Maze I need to get out of? is my own thinking”

Please do get in touch bev@nuggetsoflearning.co.uk

How to never eat alone…?

Mon, 23 Nov 2020 16:17:00 GMT

Keith Ferrazzi wrote the book “Never eat alone” back in 2005 it laid out the steps and the inner mindset he uses to reach out to colleagues, friends and the thousands of people who have helped him. Originally the books was going to be called “You can’t get there alone”

Ferrazzi was the son of a steelworker and a cleaner who wanted him to have the best start. He was able to advance to Yale, Harvard and several top executive posts. The most remarkable part of his achievements was the network he created from Washington to Hollywood.

His form of connecting was based on the generosity of helping friends connect with other friends. He distinguishes this as genuine relationship building not the crude glad-handing associated with networking.

These are just some of his thoughts and tips:-

The book is divided into four sections which give you a great compass as to how to get to the level of relationship building of Ferrazzi.

To understand more about the book, please do come to the nuggets book club this week, for more details please get in touch bev@nuggetsoflearning.co.uk

Tough Calls

Mon, 16 Nov 2020 10:43:00 GMT

Tough calls by Allan Leighton was written in 2011 however the book is so timely now and could really do with a update to help decisions people have been making during the pandemic.

Leighton starts the book, with his own personal tough call, as to whether to take a position with Asda after 18 years with Mars.

As a leader it is almost always the difficult decisions that end up on your desk. If everything is ticking along nicely most people don’t need to bother the Leader. It is only when things get choppy that people turn for help and that generally happens at 3.30pm on a Friday afternoon.

Leighton explains how decisions can be broken into categories:-

Radical decision – when things within an organisation’s control have gone badly wrong and urgently need addressing

Crisis decision – external factors takeover and you are hit by a challenge or a disaster

Opportunity decision – there is a potential takeover or merger

Progress decision – smaller scale decisions that businesses face everyday

These categories of decisions form the basis of part one of the book. The second section is all about “road testing a tough call”. Testing the vision, and deciding whether leadership Vs consensus is the right approach. Most importantly as a leader the moment when it is right to change your mind.

Part three of the book, is “Seeing it Through”. Have you got the right people on board and have you won hearts and minds. Finally are you communicating on message.

We all make decisions everyday. Most of them are pretty straightforward, but every so often there are some really tough calls. In business the choices that executives make can make the difference between success and ongoing prosperity or failure and financial disaster.

We will be reviewing Tough Calls at nuggets book club this Friday at 10.00am. Please do send me an email if you wish to attend bev@nuggetsoflearning.co.uk

Speaking to yourself as you would to a friend…

Mon, 09 Nov 2020 15:07:00 GMT

I recently reviewed the book “The Kindness Method” by Shahroo Izadi who explains how harsh we are on ourselves. She says you would not be that fierce with a friend so why are we with ourselves. This morning I came across this story which completely reinforces her theory.

In his book, Feeling Great, Dr. David Burns recounts a conversation with a carpenter, Frank, who was painting his house. One day, upon returning home, Dr. Burns noticed a change in Frank’s usually sunny disposition and asked if he was feeling alright.

“I’m getting old,” he confessed, fighting back tears. “My body won’t be able to keep up the same pace for much longer. I’m worried that I might not have enough money to support my wife and me when I retire. “I’ve never accomplished anything meaningful or significant in my life.”

Feeling bad for Frank, Dr. Burns asked if he could try something helpful called the double standard technique.

Here’s how he describes it,

“When we’re upset or fall short of our goals, we tend to beat up on ourselves with harsh criticisms. But if we were talking to a dear friend with the same exact problem, we’d do so in a far more compassionate, supportive, and realistic way. Once you’re aware of this, you can ask yourself if you’d be willing to talk to yourself in the same compassionate way you’d talk to a dear friend.”

After asking what he would say to a friend in his position, Frank replied that he would remind that friend that he and his wife would have a decent retirement and be fine even if he decided to retire someday. Moreover, he would assure his friend that he had never once received a complaint about his work, not even once, nor had he ever cheated anyone—and that’s as meaningful as it is significant.

Much to Frank’s surprise, his sadness wasn’t caused by his age, nor his fear of financial hardship come retirement, but rather, his negative thoughts.

The story resonates for the times we are in at the moment we all need to be kind to each other and give more feedback than usual. We need to give authentic praise that has true value within it. Say what the person has done well, but substantiate with evidence and make it specific to that individual. Most importantly try giving yourself some value based praise, we all need a boost.

Please do get in touch with nuggets for a short workshop or coaching by contacting bev@nuggetsoflearning.co.uk

Nuggets to get you through November…

Mon, 02 Nov 2020 16:41:00 GMT

We have one month of lockdown come Thursday, so what does your November look like?

Map out your month by using the number 4, as we have 4 weeks to focus on:-

Traditionally monthly planning would ask you to think about the following as well as your Power of 4:-

The other way to check whether you are on track, is to use Stephen Covey’s Habit 7 from the book 7 Habits of Highly Effective People – Sharpen the saw . He says to ensure that we are functioning on all cylinders think of your mind/body/heart and soul. So for the month of November map it out using this key:-

To help get through November get in touch with bev@nuggetsoflearning.co.uk – happy to provide (reasonable rate) one off coaching sessions through this lockdown

Journey of on-boarding…

Tue, 27 Oct 2020 17:43:00 GMT

With so many new starters beginning their working lives virtually we need to ensure that you have a really good structure to your on-boarding.

Before they even take the position are they absolutely clear about what it involves do they have total clarity. Do they understand the “Overall Purpose” of the organisation and more specifically as an individual do they know the answers to the following questions:-

1. What am I here to do?

2. What do I have at my disposal to do it?

3. What do I need to know to succeed?

4. Who are my key stakeholders?

5. How am I being measured?

6. What behaviours are rewarded in this culture? What behaviours are looked down upon in this culture ?

As an organisation you will need to share the vision for the role not just the company vision. Can you put into one paragraph the overarching problem the person is being hired to solve or overall objective. Have you created a document that covers the roles and responsibilities, an overview. Identified the KPIs – key performance indicators that will give the new starter the key to their success. Mapped out how many milestone check points you will need and how often to meet.

Connections

The first 30 days will be crucial to see that your new starter connects with the right people.

Who would you like them to meet as the Welcome meeting (virtually how many team members do you want on that first call). Who is best to host the Culture overview meeting to explain “They way things are done around here…”. The IT department is a crucial connection to ensure they have set up everything. Meeting with the line manager purely on role and responsibilities, and timings set up for milestone meetings. Discovery meetings with others departments so that their overview of the company is not limited to their department. There will always be things that can’t be covered by others so provide relevant reading material.

Comprehension

By 60 days does the new recruit, understand all products and services. Have they put together a strategy, compilation and review of what they are going to do. Set them a date to formally present their ideas. The presentation will explain their developed solutions and ideas. They will outline an implementation plan and the results they are expecting.

Confidence

By 90 days the new starter will have had some early wins, therefore there is now work that can be evaluated. Confidence in selling products & services should be well underway. The individual should feel secure in their position within organisation. Depending on level should have a strong relationship with leadership team.

Contribution

What have they added to the team, have they enhanced your company culture. What return have they provided in terms of revenue contribution. What is the reaction from clients in levels of rapport and numbers.

The next step is for them to plan next 90 days

Spinning “role” plates…

Mon, 19 Oct 2020 09:30:00 GMT

Do you know how many roles and titles you have in life? If you imagine some spinning plates with all of them labelled with your roles in life you would get a sense of your life. We invest time in certain roles and then sadly as we over invest on certain plates others may wobble and some may sadly crash to the floor.

We have to carefully keep them all spinning with a steady and calm momentum in order to help our own mental well being.

The starting point is to work out what roles we have:-

You will notice that I have included your work roles as well as our life roles. We all put on a certain demeanour depending on the role we are playing and therefore we need to see the full extent of our plates. By including all your roles you get a sense of scale and the emotional investment you are going to need.

It is hard work to keep it all spinning, but life is better if the rotations are calm and steady. I have these last few days only been spinning one and I find that I have lost touch with who I am. Just focusing on that one role has in a way left me slightly disarmed as to who I am.

My spinning will begin again this week and luckily none of my plates were totally neglected so I will not be sweeping up crockery, however it has been a wake up call as to who I am and my many roles.

Please do get in touch with identifying your roles in life bev@nuggetsoflearning.co.uk

Key takeaways from Dare to Lead

Tue, 13 Oct 2020 10:29:00 GMT

Brené Brown’s book “Dare to Lead” leads on perfectly from Daring Greatly to explain how vulnerability can be a strength in leadership and develop much healthier cultures.

She identified within organisations unhealthy behaviours and cultures.

When she asked participants to identify brave leadership they struggled and were not sure whether courage was a skill or a trait. She also needed to address the myths attached to vulnerability eg. its not a weakness it is a strength. Her studies showed that you cannot get to courage without rumbling with vulnerability.

When speaking to the Special Forces she asked did you feel vulnerable at a time of high risk and uncertainty and emotional exposure, one guy put up his hand and said he had been on three tours and felt that every time. This gave Brown her best example of courage sitting alongside vulnerability.

Vulnerability is not winning or losing it is all about the courage to show up when you can’t control the outcome. To love someone is the ultimate example of vulnerability.

Everyone needs a square squad the group of people who love you for all your imperfections and your vulnerability. They are called the square squad as you write their names on a square piece of paper one inch by one inch, and carry them with you.

Clear is kind and Unclear is unkind. You want to give some-one feedback however you are reticent so you “fudge it” and end up talking to others rather than being clear and direct. Tough conversations are never easy but they are much kinder when they are clear.

Tips for your meetings to demonstrate bravery, use Brown’s technique of permission slips, what behaviour or intent do you want to bring to a meeting. For example I would like permission to listen with passion and I want to stay open minded. As a group writing down your intentions is powerful and a shared experience.

“Turn and learn” another technique for your team, when you experience unrealistic time lines or very different views on budgets. Brown’s team use the methodology of “Turn and Learn” when a timeline has to be agreed, they all write their prediction on a post-it note and on the count of 3, they all reveal at the same time. This prevents everyone following the crowd and original thought.

Guiding us through leadership and life should be our values which we need to live into. Brown says that we should only have 2 core values, and whilst this seems harsh you find that once they are recognised they do fit with decisions, behaviours and every aspect of your life. The 2 that she lives her life by are faith and courage.

It is tricky to know what comes first being vulnerable or trusting another person:-

How do I know if I can trust some-one enough to be vulnerable…?

How to build trust without ever risking being vulnerable.

The book uses the mnemonic of BRAVING as a tool to use with your team on developing trust.

B = Boundaries

R = Reliability

A = Accountability

V = Vault

I = Integrity

N = Non-judgemental

G = Gratitude

If you were to use the inventory on yourself, it might well read something like this.

“ Did I respect my boundaries, did I rely on my self or my self talk, did I not share anything inappropriate, did I choose courage over discomfort, did I ask for help when I needed and was I generous to myself”

The final part of the book is the ability to learn to rise, therefore learning how to fall before you jump. The first lessons that sky divers learn is how to fall without a harding landing. We must rise from failure and be experienced with falling and rising.

The last word has to go to Brown “Choose courage over comfort, choose whole hearts over armour and choose the great adventure of being brave and afraid at the same time.”

Please do get in touch for any nugget workshops or colourful coaching bev@nuggetsoflearning.co.uk

Marble jar friends…

Mon, 05 Oct 2020 15:35:00 GMT

This Friday we will be reviewing the best selling book “Dare to Lead” by Brene Brown.

The story from the book I want to share is about trust which features in both books Daring Greatly and Dare to Lead. It explores why we have low trust in organisations and sometimes with our friends. Working from home we can feel isolated so how do we reach out and show that we are still very much there for our friends and colleagues and build trust.

Brown describes a system that her daughter’s school teacher created called the marble jar. If the class as a group made a good decision they had a marble added to a clear jar that was visible to all of them. If they made a bad decision then the marble was taken out. The transparency of the marbles showed whether the classroom had a good “vibe”, was it a nice place to be.

In the book Brown’s daughter comes home from school after an incident where some of her friends shared something she did not want them to share. Brown used the marble jar as an example and asked her daughter – “Who are your “Marble Jar Friends?” She asked her daughter to talk about the “Marble Jar Friends” and say what had they done to earn her trust and friendship, (and a marble).

Her daughter came back with the smallest of ways:-

Brown found this a revelation that Trust is not gained by the big gestures in can be incremental as above, and it can be the small behaviours that will matter the most.

In her research Brown said that participants described trust as slow building and a layered process that happens over time. The chicken and egg scenario- do we need to trust to be vulnerable or do we need to be vulnerable in order to build trust.

Think over the last month what have your friends done that have earned marbles in your jar of accumulating trust. Colleagues may well have reached out to you even though they are not in your team, but just wanted to put a marble in your jar.

If you are leader how many marbles do you give out and do you track the marbles you receive from your team. Trust underpins all of our relationships so get with the currency of marbles…

Please do come to the book club this Friday @ 10.00am, send me an email and I will get you booked in bev@nuggetsoflearning.co.uk

My week with the – The Kindness Method

Mon, 28 Sep 2020 14:11:00 GMT

Last week the nuggets book club reviewed “The Kindness Method” by Shahroo Izadi. As I prepared for the event on the Friday I undertook the exercises myself so that I felt the content had landed and that I understood how to implement the theory.

The author Shahroo Izadi studied psychological sciences and then psychology becoming an assistant psychologist at an NHS substance misuse centre. However the most relevant fact about Shahroo is her battle over her weight which lasted for two decades. It was not until she implemented the Kindness Method on herself that she lost 8 stone and most importantly she has kept it off ever since.

My own journey last week started with the “Snapshot Letter” this is the first exercise where you asked to right a letter to yourself explaining what is going on now. My own personal perspective was around the discipline of work, being healthy and not being overwhelmed by worries around my family.

The main tool that the book draws on is mapping thoughts. You put the central theme in the middle and populate the map with everything that comes to mind.

These 3 maps put you in a great positive mindset and they are your starting point of change.

4. What hasn’t worked – This map is beginning to identify your resistance, my two big AHA moments were brave and thinking BIG

5. Conversations about me – This is a hard one to write. What have you heard said about you, what have you said about yourself, what do you think about yourself? We are really cruel and this is where you can write it down and hopefully leaves your head landing on the paper. Here are two of mine:-

6. Some-one I love – What would you say to some-one you love? Of course it will look nothing like the cruel dialogue we say to ourselves. I chose my daughter who has just turned 18 years old and I filled the map with all the things I wish for her now and dream of for her. It was the easiest map to complete!

7. This is not a map but key questions to try and get you to focus in a nutshell what it is you need to work on or change:-

I want to do more of…

I want to less of …

I want to be more…

I want to be less…

I want to start…

I want to stop….

In a nutshell – in one sentence say what all the answers are saying:-

I will think big about the business, learning and developing new material all the time by delivering more workshops and coaching.

8. What’s the Harm? – if you don’t change what will happen. The business will look the same next year and the year after.

9. Why haven’t I changed already? – most of my answers had the word “small” in them which again kept leading me to this overall change in thinking. Think Big and talk Big.

10. Developing new strategies – studying the map of “Why I haven’t changed already?” makes you realise that it is you and only you that can make the change. My realisation that my lifestyle and childcare made it very easy to think small. I am aware that everything is comfortable and entering a world of discomfort has been putting me off.

11. Journalling – Take responsibility for what is happening in your life by recording the days events. What are you grateful for? What tested you? How would you respond in the future? This has been my morning ritual for over a month and it pays dividends in a sense of calm and well being, an observer of you and all that you are grateful for.

12. Worry snapshots – capture those tiny little niggles even say them into your phone, once you say them out loud they have gone…

13 What will test me – back to the maps, what will really test your resolve

14 How it’s most important for me to be? – This is a summary of how important this is from a strangers perspective or your family, or even an imaginary film star playing you… I chose to hear what my family would say in 6 months. This was the turning point of the week, I got really excited about what I wanted them to see and hear from me. It really mattered and I really wanted it to start now!

15. Life if I don’t make the changes – dated (6 months time)

16. Life if I do make the changes – (6 months time) – don’t just write the opposite think about what you want it to look like. My big is not about the size on monetary aspect of the business my big is about the depth – meaningful work, making a difference and understanding that is a huge selling point and enormously rewarding (BIG language)!!!

17. Affirmations – that support your change, and saying them out loud everyday

18. The Plan – What are you committing to, capture and log a review date of 3 weeks time.

19. No more excuses – another map to recognise some of your inner dialogue that has been trying to stop you

20. Testing myself on purpose – we all have those habits that we know are going to derail so be ready for them and put yourself in the frame to test yourself.

In summary my week of living with The Kindness Method made me feel good about myself and my business. At times it felt very indulgent however the mindset and outcomes are superb. The Plan started on Thursday and nuggets and I are thriving.

Please do get in touch if you would like one to one coaching bev@nuggetsoflearning.co.uk

Please do watch the video of the book review: – https://www.youtube.com/watch?v=Q2PGtK9Kijs&t=19s

Colourful coaching…

Mon, 21 Sep 2020 09:27:00 GMT

At nuggets we deliver colourful coaching, a visual map of the clients words and their thinking by using different coloured post-it notes.

I qualified as a CTI Co-active coach and was very happy with the techniques, however I wanted to put my nuggets stamp on it. I have worked with Coaches myself and the ones that resonated with me were the ones who used visuals.

Not everyone is visual although everyone needs a reminder a memory snapshot for the coaching to be effective. Coaches make notes during or after the session and sometimes they capture the essence, my belief in the colourful coaching methodology is that it works brilliantly as it is in the here and now.

Coaching is all about the quality of listening and being sure to hear the words the client uses, just a change of one word can alter a meaning. Using the word “rubbish” and “terrible” definitely have different levels of impact. We listen with our eyes and our heart and can ask about the emotion behind the words but only at the right moment.

The relationship between the coach and the client is like a dancing partner. The client always chooses the dance and always leads the dance, however the coach is there as a partner on the dance floor. As a partner you can help navigate around other people on the dance floor and ask how they are feeling and if they are enjoying the dance or do they want to do another. The rhythm and movement of the coach and client must be comfortable and enjoyable.

The best coaches are the ones that are outside of the company and industry, the lack of knowledge is beneficial in giving guidance and opinion when appropriate that does not come with any hidden agenda. “You can reach for the stars” in a coaches eyes as they do not have a vested interest in your performance they are being paid to coach you, so that you can reach the potential you desire.

Colourful coaching is one hour and currently via Zoom. The first two sessions need to be within a fortnight of each other so that rapport is established, and going forward the Client can determine how often they need to meet up. In the virtual world of Zoom it is advisable to meet more often.

Using a board the post-it notes are displayed behind the coach creating a journey of the session. The board acts as a great summary and most importantly a record of the session. Photos of the post-its are sent to the client.

We ask before the next session the client sends their nuggets and actions. nuggets are the key learnings which will make the most difference.

The cost of colourful coaching is £100 and we would love to start working with you on any of the following or something that is relevant to you now:-

Please do get in touch bev@nuggetoflearning.co.uk

The essence of the 7 Habits

Mon, 14 Sep 2020 16:11:00 GMT

Many know the best selling business title “The 7 Habits of Highly Effective People” by Stephen R Covey. People live by the habits and can name them easily, although how many remember the first part of the book the very essence.

Covey could see that much had been written about Personality Ethic in self help books, how to improve time management, communication and other outside skills. He believed that you needed to start from the inside, you needed to change your character first.

The book starts with him describing him and his wife worrying about their son. They can see that he is not doing well academically or on the sporting field. They realise after a long period that there is nothing wrong with their son, it is their perception and other people’s perceptions. They need to work on their own characters to see their son differently. It took a long time of understanding that they were looking at the measure of success for parenting shared by others and themselves and not loving their son’s uniqueness.

Real change comes from the inside out. Trying to master external techniques without altering your thinking and yourself as a person, will not bring many fruits.

Other examples of working on the inside out approach are:-

The inside-out approach says that it is futile to try to accomplish better relationships (something external) without having changed the internal (your character).

The character ethic is based on the idea that there are fundamental principles to live your life by eg. 10 commandments. Values are more personal and also define your character.

An example:-

We can work on our attitudes and behaviours, however Covey says far better to look at paradigms “perceptions, assumptions our frame of reference”. Another way to look at paradigms is to see them as maps. They can be split into two categories “The way things really are “Reality”…and “The way things should be …”Values”.

We see our own paradigms not as it is but as we are. What we see is highly interwoven as to who we are. Being is seeing. We can’t go very far to change our seeing without simultaneously changing our being.

In order to improve ourselves we look within and work on our character and our paradigms. To make a major change we may need a paradigm shift. If the paradigm is the lens through which we see the world the shift might be instant or it maybe slow and deliberate process.

Examples of paradigms shifts:-

The book the 7 Habits of Highly Effective People is about a principle centred, character based “inside out” approach to personal and interpersonal effectiveness. “Inside out” means to start with self, your paradigms, your character and your values. It is futile to put personality ahead of character, you will never improve a relationship unless you improve yourself first.

Measuring happiness…

Mon, 07 Sep 2020 14:02:00 GMT

Happiness can be interpreted in different ways by all of us, and is it possible to measure it? We have a good idea when we are happy as the chemicals in our brain release the endorphins, however do we ensure that it is happening regularly.

The first step is to recognise what does make you happy.

Dr Steve Peters the author of the Chimp Paradox gives a really easy way to look at:-

Make a list of everything that immediately makes you happy:-

Everyone will have a list unique to them, and worth taking time to reflect on what does give you immediate happiness. The joy is that you can adjust your quickly, and the fact you have it on the list is that psychologically you recognise it is an activity that you enjoy. At the end of the day how many times have you rewarded yourself with immediate happiness.

Delayed happiness is events that you plan, so might look something like this

The delay creates anticipation and often the wait makes it all the more enjoyable. It is good to create your own delayed happiness not just the planning of others that you buy into.

Start to be action orientated around making yourself happy, as no-one will do it for you.

Tracking each day as to what has made you happy will reinforce the behaviour. Start by journalling the days events this may well give you new items to add to your list.

Make yourself happy and measure it constantly…

Please do get in touch bev@nuggetsoflearning.co.uk

Back to school…

Tue, 01 Sep 2020 14:14:00 GMT

Using “Back to school” as a metaphor for business what does it mean for us…

New Uniform

We might well be staying the same, as per working from home, therefore do we need a new uniform. It is not just about the clothes we wear it is the mindset we put on every morning. Do you feel positive about the future and do you believe that you are still developing and growing. Every morning you wake up you choose the attitude you decide to put on. Susan Jeffers quoted in her book “Feel the Fear and do it anyway” if you wake up in “pain” you will stay in “pain” all day. Whereas if we decide to pop “power” on, we will have a very different day. Think about what you need to look good inside and outside and remember you make the choices.

New Timetable

September is a good time to change your schedule, the days are changing it is already getting darker earlier, therefore do you start the day earlier? What new routines and rituals are you going to factor into your week. Map out the month of September and decide what will be a weekly or a daily discipline. Most importantly remember to write it down.

New Teachers

Who are you going to work with in September? Reach out to new Clients and new businesses that you have never reached out to before. Try different sectors and industries, be open minded about who you want to work with.

New Subjects

What new skills and development do you want to start? Think about mind/body and soul, develop your whole self. Set yourself a monthly goal to ensure that you remember to focus on it. James Clear the writer of “Atomic Habits’ says remember it is important to start, it is better to run for 10 minutes than to not run at all. Get started and you will then begin to embody the identity of the habit you wish to develop.

New Friends

Existing colleagues and new colleagues, reach out of your comfort zone and attend new webinars, virtual workshops and new meetings. See if you can meet a new person each week or month, set it up as a challenge.

Please do contact me if you would like to attend the nuggets book club starting this Friday at 10.00am when we will be reviewing the book “Eat that Frog”.

bev@nuggetsoflearning.co.uk

Getting to know your Chimp…

Mon, 24 Aug 2020 12:55:00 GMT

The excellent book by Dr. Steve Peters “The Chimp Paradox” explains the principal of mind management.

In essence Peters explains how we have three areas of the mind:-

The Human brain is the area of the Prefrontal where logic can be applied and rational thinking . The limbic part of the brain is where your Chimp lives. The Human and Chimp have very different minds.

The Chimp is a Chimp, it can be good and it can be bad it thinks independently, it is an emotional machine and you have to learn how to manage it.

Brain scans can show us where blood supply goes in certain situations and you can see from these scans who is in control. If you are highly anxious the blood supply goes to the limbic brain where your Chimp is. Feeling calm and rational you will see the blood supply in the prefrontal part of the brain.

The Chimp is a bit like owning a dog you are responsible for its behaviour but not for its nature. The secret is to learn how to live with it and manage it.

The Computer is the balance of the two minds, it is where experiences are stored and the memories are saved. This is extremely helpful for both the Chimp and Human to remember what worked and what didn’t work.

The Human has a personality centre where you work with facts and truths. The Chimp has a jungle centre where it works with emotions and feelings. The Chimp Paradox is the fact that your Chimp can be your best friend or your worst enemy, you have to live with it and manage it.

Eat that frog…

Mon, 17 Aug 2020 09:20:00 GMT

Eat that frog … and fight procrastination, the book by Brian Tracy, gives really practical steps as to break free from limiting patterns of behaviour:-

Go on “Eat that Frog” today

Make learning stick… why does it matter?

Mon, 10 Aug 2020 08:58:00 GMT

“I am always ready to learn although I do not always like being taught” – Churchill

Make learning stick, why does it matter, if you can learn something in your short term memory and ace a test is that all that matters. Why does learning something long term really matter?

As in the Churchill quote we can all recall a bad learning experience, the teacher spoke at you and your brain drifted with the result none of the information was retained.

My own experience of learning can possibly explain why it matters and why I try so hard to make learning stick for others.

I did not learn to read until I was 10 years old, it just did not stick. The concept did not seem fun and no-one really explained what it would give me. There is an assumption that you understand what reading will give you, however at infant school age, painting a picture or diving into the dressing up box seemed to me far more enticing.

I started on the Peter and Jane books and then seem to spend an eternity on some Pirate books. I am not even sure to this day why the Pirates were used and if I am honest I don’t think I even knew fully what a Pirate was.

We were encouraged to take the book home and practice with our parents, there was no diary to monitor whether this happened and therefore no structure. As you can imagine those Pirate books stayed in my bag and were only read at school.

Once you have hindered your own development you get labelled very quickly. My lack of reading made all my other subjects harder and before I knew it I was in the “Learning difficulties group”. I can now laugh at the title, but at the time they used to call that title out openly in the class “All those for the Learning Difficulties Group follow Miss Webster…”).

Over a period of time you then develop a fixed mindset around your experience. I was the third daughter “the creative one”, I did not need to be the clever one, so it was OK not to be fantastic in class. Professor Carol Dweck’s brilliant book on Mindset explains that it is easier not to stretch yourself if that is the role you are fulfilling. Whereas some-one with a growth mindset will constantly put themselves at stretch and reach out for new opportunities and risks.

The reasons I was not mastering reading could be summarised as follows:-

I guess you are now all wondering whether I am still on the Pirate books and how I turned it around.

I was very lucky as there was that one teacher who made it her mission to get me to read. Instead of sending the “Learning difficulty group” out of the class she focused on them within the class. We all had times with her where we read out loud whilst the others were working with a gentle hum, therefore no public humiliation. She set up the right space and comfort level to make it happen.

With me specifically she commented on how expressive I was, and how good I was at reading out loud. She had spotted a talent within the confusion of interpreting the words. She also selected books specific to each child or encouraged us to bring books into school.

The book that made it all happen ironically was “George don’t do that…” by Joyce Grenfell. It was funny and was littered with illustrations and somehow just clicked, it was the first book I read on my own.

I now understood what reading could give me and I have never been without a book a testament to the struggle to get there.

What was it that finally made the learning stick?

Making learning stick is all about the experience, the memory and the relevance.

Giving you insight to classic titles…nuggets bookclub is returning

Mon, 03 Aug 2020 11:31:00 GMT

Do you find that you don’t have enough time to keep up to date with your reading?

When lockdown started in March, nuggets set up a bookclub which ran every Friday for several weeks. The commitment was 30 minutes every Friday and classic business titles were covered.

The format of the sessions were:-

We are going to start again in September, with the same format and new titles that will still be classics and chosen specifically for the times we are living through.

There is never any pressure to read the book, as nuggets is saving you time by giving you an insight as to what the book is covering and most importantly practical tips as to how you can apply the content.

The sessions take place over Zoom and where possible they are as interactive as they can be. The feedback from the first series was great:-

“ Really liked the synopsis at the start of the sessions to explain the principles of the book”

“The colourful diagrams diagrams helped to visualise the content of the book”

“The simple-ness of the concept and being Fri day morning”

“Every session had an exercise to engage the attendees”

“Bite size chunks worked well”

To get you ready for our next series these are the books we will be reviewing:-

Please do get in touch if you would like more details bev@nuggetsoflearning.co.uk

Better & Better decisions…

Mon, 27 Jul 2020 16:40:00 GMT

“Thinking in bets” is the book by Annie Duke a professional poker player. The exercise of decision making under conditions of uncertainty aligns with the game of Poker where you make decisions under conditions of uncertainty.

High quality decisions are like investments in life.

View every decision as a bet and you become more open minded.

“Are you certain you will enjoy the book?” – some-one wants to bet with you that you won’t. You then begin to challenge your beliefs, what information do I need or what am I missing? What does this person know about the book that I don’t?

Suddenly you are more open minded as you have so much more information about the book, favourable and unfavourable. You have lost your bias and you have made yourself more open to new information.

This approach to decisions, beginning to look at them like bets, means we embrace objectivity and we make better decisions.

Duke’s other principle is to think about expected value. Calculate the expected reward and the outcome. Is it worth watching the film for 2 hours or meeting a friend for coffee for 1 hour and then exercising for the other hour. Think about the time, money and attention and committ with confidence if the expected value works for you at that moment in time. Assess your decision by how much you are investing Vs expected value.

We get better decisions if we evaluate their success and their failure. We could make a terrible decision and get good results by being lucky. However if we have just haphazardly got lucky this would not be a good pattern to follow.

We should evaluate the positive and the negative, so if you make a decision and get a good result, think what two mistakes you made. This creates the mindset of process focused rather than results focused.

“What makes a decision great is not that it has a great outcome. A great decision is the result of a good process” Annie Duke

We are making decisions in uncertain times so what can we apply from Duke’s theory:-

What next…?

Mon, 20 Jul 2020 09:43:00 GMT

There is no new normal as everything is new, so therefore what next…?

We have developed new habits and even new skills to adapt to our new working environment and changes to our business. We have reinvented products and services to fit the climate we are in. Following successful brands we have evolved and adapted to the new compass and the new direction we have been forced to follow.

Going forward there are three main areas that will keep us on track:-

1. Pivot to the customer has been a buzz on blogs and social media, however what does it actually mean. We have to put the customer at the centre of everything and we literally move around them (pivoting) to every need demand they desire. My own example would be, my coaching sessions reduced to one hour and were conducted over Zoom, as this is what worked for the customer. nuggets workshops are also only one hour over Zoom and the customer chooses the time of day.

We also pivot by being innovative with our products and service. You cannot deliver in this climate the same service you did before so you adapt it. My workshops used to be highly interactive with flip charts and lots of colour. The changes I have made are colourful PowerPoint slides and interaction of a verbal kind using very imaginative exercises.

The expression pivot also has a financial connotation, how quickly can you alter your fees. Your expenses might be less in this climate so therefore you can optimise what you have and make it a financially attractive. This is smart pricing, you get a lot for your money but it is at a fair rate.

A customer centric business is personal you foster loyalty by sharing how you have made the business accessible to them and affordable. You make it very clear that you are there for them whatever the situation globally.

2. Agile everything…the principles of agile are not exclusive to software development and can be applied to any business. There are 12 principles of Agile that fall into three main categories:-

Part one the clarity and transparency is all about having regular milestones and measurements which align with a vision and goals. There must be clear intent and direction so that you always understand what is valuable to your customer.

At nuggets I have a white board in the office which clearly shows how many coaching sessions, workshops happen each month. The overall vision of nuggets is to “Help people think and work differently…”. After every workshop or coaching session individuals send their nuggets (key learnings) so that I know that I am on track with my vision and I have added value to the customer.

The second part of Agile is learning and leaning. We have to look deep into our processes and systems to minimise waste. Repeat tasks to spot if you can make any incremental changes. Review all the work you do as quickly as possible so that you have a very short feedback loop.

The third and final phase of Agile is the people focus. Ensure you recognise effort and you have collective ownership over tasks and projects. Empower your team to improve together and collaborate regularly. Drive processes through as much communication as possible.

3. Trust and Transparency finally on the journey of what next..? Trust underpins every relationship you have, you may have deep foundations of trust with some and very weak ones with others. In the current situation we are in, they need to be solid and robust. Take time to build relationships, it is as important as the job itself. Without people you have no business and people are human.

Transparency is how are business is conducted, we operate fairly with no hidden costs or hidden agendas. We share our vision and our products and services and how we want to work with our customers.

In summary the “What next…?” will be intelligent agility, retaining excellence and above all taking time to understand our customers.

Self motivation…

Mon, 13 Jul 2020 10:39:00 GMT

The force that drives you to get stuff done… The definition sounds easy enough however to get the drive and the force to keep going is hard.

We have all had to self motivate, we don’t even have the discipline of a commute the deadline of travel.

Self motivation is the driver but you need the passenger of self discipline sitting alongside and encouraging you with a rigour and a structure.

Motivation is intrinsic and extrinsic and we need both working together to push us forward. Intrinsic comes from within us as to what we want to achieve and is the most fulfilling as we have set our own targets. Extrinsic is the external rewards, such as money and status.

A key component of emotional intelligence is self motivation, knowing what gets you out of bed in the morning. Daniel Goleman the author of numerous books on the subject says it has four components:-

We are more likely to be motivated if we have set our own personal standards, we can follow other peoples standards however the motivation level will be low.

Scott Geller, psychologist says ask yourself three questions:-

The first question asks for self efficacy ( your belief in capacity to execute behaviors necessary to produce specific performance attainments).

The second question is your ability to way up the consequences, positive and negative and still not be deterred.

The final question weighs up everything, achievement, effort, consequences and result.

Geller also says you can evaluate against the 4 C’s:-

So in order to be self motivated we need to set our own personal standards and be able to evaluate ourselves. To gain deep fulfilment we need to evoke passion find the drive within ourselves and not wait for others to give it to us.

The skills needed to self motivate:-

The next step is to maintain your self motivation which can be the hardest part of the change you wish to make. Ironically today I watch the TED Talk on “Master Procrastinator” before writing a blog on self motivation.

Maintaining self motivation:-

Working from home has pushed us into self motivation at a deeper level and employers have trusted us far more than ever before. To continue to have the flexibility of working from home we will now have to share our personal standards on self motivation and self discipline.

There is no time like the present to talk with your line manager about the structuring of your day and the future goals you wish to attain.

Please do get in touch for a workshop on self motivation bev@nuggetsoflearning.co.uk

Getting the best out of working from home…

Mon, 29 Jun 2020 09:38:00 GMT

We strive to be effective and efficient and we have to create our own routine.

Initially we went racing into the lockdown, it was powered up productivity, we did not know we would still be working from home, three months later. Some of us have now burned out and don’t have the initial excitement and enthusiasm of being at home.

Just as you change gear in your car to alter your performance, we are now at that stage as people we need a boost a new gear change.

Start the week with a plan of what you are doing and ensure that you break it into a daily task list of what can be achieved. Having a rolling to do list for the week is not as motivational as looking at what you have done each day. Ensure that you review at the end of the day what you have completed and even add to the list of tasks the things you have completed that weren’t on the list. Highlighting or ticking them as complete seems childish however the acknowledgement of your achievements and the reflection of how you spent your time is all good inputs for the list for the next day.

There is no escape to see colleagues and a chance to loiter in the kitchen. We need breaks and working from home you need to book them in. Sadly they are not as spontaneous as at an office, but if you have other people in your home, schedule a coffee and meet up with them. Most importantly have a change of scene move away from desk and if possible take the break in another room.

For some having no set hours is scary, managing the day, week and the whole calendar seems to big and endless. We need to start thinking like a leader who operate from a framework of freedom. Leadership thinking is having a clear purpose or vision that every thing you do everyday factors into that vision and overall purpose as to who you are. This umbrella view of everything then gives you an idea of what needs to completed each quarter/monthly and then at a micro level daily. Ideally having on display your purpose can be motivational and a guide as to whether you are on track.

nuggets overall vision is to “Help people think and work differently…” do I do something everyday to make that happen.

We have had to fit life into work as never seen before, parents home schooling and attending zoom meetings. Dogs being walked, houses cleaned and endless meals being prepared. We have to treat life with as much importance as work, you need to plan it and schedule it. You must not squeeze life in around work. Map out when is a good time to walk the dog or to exercise yourself, ensure it is in the diary everyday. Plan and write up your meals, so the thinking and uncertainty of what to eat does not fill your head. Your hours don’t have to be as they were and they don’t have to be the same everyday, however for your own mental health know when you start the day and when you are going to stop the day.

Accountability has to be robust, more evidence to justify what you have achieved, therefore have we slipped into a more results driven culture. The balance of how much you are trusted and the measurement of your performance from a far. If you are more trusted is the performance more guaranteed. We cannot rely on our Leaders to simply trust us we have to communicate with them regularly to ensure they do trust us. Trust underpins any relationship we have and it is built on a foundation of knowledge of the other person. Remember the name of some-ones dog on a Zoom call could be a motivational gift and that simple insight could increase productivity.

Working from home is what we make it and what choices we make around how to set it up and it is now the time to review:-

Please do get in touch for a workshop on “ Making the most of working from home…”

bev@nuggetsoflearning.co.uk

Having a Zoom one to one …

Mon, 22 Jun 2020 09:25:00 GMT

Working with Clients at the moment I get asked how to make one to ones as effective as possible now they are over Zoom.

With most people working from home, one to ones need to be more often. You possibly followed a best practice guideline of one hour once a month, however in this climate, fortnightly will be better with a timing of 30 minutes.

Zoom is a great tool for one to ones as the intensity of just two faces does give you a clear insight as to how the person is feeling. They might well convey some leakage in their body language which you would not spot on the phone. However with Zoom fatigue being the current buzz phrase it is perfectly understandable that many may have had enough of the video conferencing. As a leader suggest a combination of one by phone and one by Zoom.

The one to one session should always belong to your team member so therefore it is their agenda. However it is good to provide a template that gives them an idea of what to prepare. Currently we will have items in there that would not normally have been in there before, such as well being of working from home. The template can be really simple with some headings as below:-

It can even be as simple as Past/Present/Future, the most important thing is that they steer the meeting and that they come prepared.

Your job is to summarise what was covered, in simple bullet points, so that you can track their performance. You also have shown that you have listened and demonstrated support.

As a leader don’t committ any of the following common mistakes:-

Embrace getting to know your team better and Zoom is a great for intensity, intimacy and confidentiality. During this time you can get to know your team really well.

Please do get in touch if you would like one to one coaching with nuggets bev@nuggetsoflearning.co.uk

The “New” Normal…

Mon, 15 Jun 2020 13:48:00 GMT

The “new” normal for me is now normal and will be for a very long time. My challenge now is how to make it work for me.

Looking at how my home office, do I need to invest in some new equipment.

In order to help me work my “normal” I researched some statistics on how a group in the UK have been adapting.

The statistics are UK findings based on 1,016 respondents working full-time remotely.

• 59% of UK employees working different hours than they used to

This statistic came as no surprise as you are working around your home life and you have no commuting. The positive that can be taken from this figure is that you can work when it is your prime time, when you can work to your optimum and get the best out of yourself.

The negative to this figure, we are all available and at home so we have been contacted at odd times of the day. If you are going to continue to work from home, then set some boundaries as a team as to when to communicate and when not to communicate. Having consensus on some core hours will not single out any individuals and also won’t lead to competitive behaviour.

• 62% rely on workplace tech to stay connected

This might be an investment area for many. How good is your Broadband is it time to source a new provider. Is it worth investing in Zoom so that meetings can be longer than 40 minutes or as a team is it better to be with Microsoft Teams.

• 36% are having fewer meetings

Although this seems like a statistic we should be applauding we need to ensure that this is not a breakdown of communications. Ensure that all your team members feel as connected as possible. Although we are all suffering from several video conferencing meetings, check whether a simple phone call works. Going forward as your normal make sure your meetings are no longer than an hour and you have an agenda or purpose for all the ones you attend.

• 30% say they are starting their working day earlier

• 27% are working later in the evening

For me going forward I am more than happy to start the day earlier, as my brain and energy are so much better in the morning and I don’t have a commute currently or a school run. The second percentage I am only going to let happen occasionally with a specific deadline, it will not become a habit.

• 31% say they are working from a desk

• 35% from a dining/kitchen table

• 20% from their sofa

• 5% work from their bed

The environment and set up you work in, can have a direct correlation to how effective you are. Your office set up needs to work for you and also needs to inspire you. Simple top tips, put your desk in the window or sit somewhere with a view.

Most importantly have a good desk/table and chair. One Client I work with has had to visit a chiropractor due to bad posture, incurred from more sitting down in their career than ever before.

My action is to paint my office – freshen it up (will work wonders for me psychologically). I can’t get out to Clients so make my space work for me.

• 45% challenges from enforced remote working are self-discipline

Set deadlines for yourself and book appointments for certain tasks. Committ to yourself and follow a realistic daily to-do list.

•23% “feeling like I can’t switch off”

When it is your own business it is hard to walk away, mentally and physically. The only way with my “normal” is to book time off. Companies will be encouraging everyone to take holiday now. When you have your time off do something completely different to your day job.

I am signing off now to book my holiday and paint the office.

Please do get in touch to book a workshop – bev@nuggetsoflearning.co.uk

The “new” Normal – one hour over Zoom for £100

The nuggets book club

Mon, 08 Jun 2020 08:38:00 GMT

When lockdown started, I decided to run a book club every Friday for FREE to share my favourite business books and why they make a difference. Every book I selected had a relevance to the period we were in.

To be true to my nuggets style I wanted the sessions to be interactive which is no mean feat on Zoom. I would start each session with some exercise that had a connection to the topic or book and would make everyone relax and laugh.

The sessions were only 30 minutes as I was conscious to peak interest in the book and leave attendees wanting more from nuggets or a desire to read the book.

My summary was structured around the book framework eg. using chapter headings to say what each part of the book was covering. They were very comprehensive so no attendee felt isolated if they had not read the book or even heard of the author.

Before each event I would explain in a few lines what the book was about and if possible direct them to TED talk by the author.

After the summary was delivered I would ask three questions to understand from attendees how some of the content had resonated. We always had amazing responses and very honest and open at some situations which must have been very personal.

In true nuggets style we finished with the key nuggets as takeaways as to what the book meant from a practical perspective.

The books we covered are listed below:-

Please do get in touch if you would like any of the book summaries delivered to your team. The session is 30 minutes with no cap on attendees and the cost is £100 per session or £150 for two.

Please do get in touch to find out more bev@nuggetsoflearning.co.uk

Zoom fatigue, how to combat it…?

Mon, 01 Jun 2020 09:13:00 GMT

Zoom fatigue is a new saying in our new world of working. For the first time we are forced to focus more intently on each other. In a conference room we can whisper to a colleague, day dream and look out the window. On Zoom we are there on the screen absorbing information and looking out front. This constant gaze does not allow or accommodate peripheral vision.

We have all see the Zoomers who can’t do it, they fidget whilst on the call, their eyes are drifting to their phones or they are checking their emails. Everyone can see their straying eye contact and their lack of focus and can be as exhausting to watch as you demonstrate exemplary focus.

The secret is to relax and enjoy the conversation, make eye contact with the person speaking and forget you are on video. The more consciously you are aware of the video and focus on yourself the more you will lose the flow of the chat.

Make notes, this is not rude it shows you are engaged and genuinely interested in what the person is saying and it helps with your concentration levels. Paper and pen is better so that there is no clicking or other screen involved.

Everyone has had a play with the fun backgrounds, however this is extra visual stimuli. The plainer your background the more concentration you will get from your Zoomers.

Be comfortable with each other, make a consensus all screens/no screens so that everyone is in the same boat. We are in it together.

Social events on Zoom can be exhausting if they are a mass free for all. By having a facilitator or some fun exercises does give the call a little more structure. We all might be quizzed out, however they are more successful than a free for all.

Overall if you are totally Zoomed out, why not go back to using the phone for the odd piece of communication, it might be just as effective.

Top tips for Zooming

Please do get in touch for workshops with your team or coaching for yourself bev@nuggetsoflearning.co.uk

Vulnerability is not a weakness…

Tue, 26 May 2020 10:57:00 GMT

Vulnerability fuels our daily lives, it is the one thing that can measure how courageous we are. In order to talk about vulnerability we have to have the conversation about “Shame”.

Dr Brene Brown the author of Daring Greatly says that Shame was the one that brought you to the party and goes hand in hand with vulnerability. Shame is the focus on ourselves which is not the same as Guilt which is a focus on our behaviour. The Gremlin or the voice inside all of us “You are not enough” is the Shame voice – The Gremlin. Shame grows at a rapid rate if you are silent, secretive or judgmental. The survival package for Shame is empathy, the less you talk about Shame the more you have it.

Examples of Shame:-

To get back to each other and be connected we have to embrace each others vulnerabilities and share them. If we put ourselves in a position of vulnerability we put ourselves into the arena of life and we are seen by others. We have to believe we are enough as it starts with ourselves first and then we start listening to others.

From Dr Brown’s research there emerged a theme that people who have a deep sense of worthiness or in her words our whole hearted embrace their vulnerability. They are not necessarily comfortable with it, however they see it as necessary.

There are three main themes that a whole hearted person has:-

In summary you have to be seen and love with all your heart, practice gratitude and joy and believe that you are enough.

Put yourself out there and Dare Greatly…

Please do attend the nuggets book club on Friday where will be reviewing Daring Greatly by Brene Brown. Please send me an email bev@nuggetsoflearning.co.uk

Black box thinking culture…

Mon, 18 May 2020 09:13:00 GMT

Matthew Syed’s book “Black box thinking” seems very relevant for now, as we are all trying new ways of working and we need to ensure we our creating new initiatives.

It starts with your culture do you have a growth mindset where you and your team practice hard work and learn from trial and error. Failure is not hidden and you all work through how to make it better going forward.

If you are working in a culture of a fixed mindset you think talent is dominant, might be your people or even the product or service. You think when mistakes happen it is just one of those things. Before Covid 19 “ our service was brilliant it must just be a – one off”.

The aviation industry has famously the “black box”, when a near miss happens or tragically a fatal crash, the black box is recovered. There are two in reality one the technical recordings of the mechanics and electrics and the other the conversations in the cockpit. The boxes are also bright orange so that they can be located easily. These boxes give the answers as to what happened and provide valuable data to make changes going forward.

We might not have boxes to record our failure however in organisations we can encourage our teams to speak up and share when something is not working. We also want them to be honest about a failure and then as a group it can be analysed.

Syed talks about a hospital in America where they realised two drug bottles were too similar in colour and labelling. It was only until a patient was given a dose of the wrong medication that the changes were made to the bottles. Open your eyes to the processes you have now and ask yourself are they working.

The right culture creates success and every time you are honest with each other you are fostering psychological gain. Whilst working remotely speak to your teams about new ideas and encourage Q and A sessions. We are in an unknown arena for working everyones ideas are good and everyone should be listened to.

On Friday the nuggets book club will be reviewing and summarising “Black Box Thinking” please do join us the invitation is below:-

You are invited to a Zoom meeting.
When: May 22, 2020 10:00 AM London

After registering, you will receive a confirmation email containing information about joining the meeting.

Being resilient…

Mon, 11 May 2020 11:01:00 GMT

“Self-esteem is as important to our well-being as legs are to a table. It is essential for physical and mental health and for happiness” – Louise Hart

The definition of the word resilient:-

If we were to take the metaphor of the table we can explain what each table leg represents an element of resilience and the table top pulls all the components together.

The Resilience Table

Leg One – Mental toughness , how robust are you at staying in the role of decision maker. Using all your logical thinking skills to way up pros and cons and be aware of problem and solutions as they arise.

Leg Two – Physical energy , staying strong and being able to attend continuous meetings still with a smile and bringing energy to every event.

Leg Three – Emotional balance , being measured in reponses to others and demonstrating empathy. A support for others with a balanced view and the appropriate emotional response.

Leg Four – Social skills – naturally adept at making everyone feel comfortable in your space. Being your own person and not being swept into negative behaviours, managing your own self esteem and confidence about who you are.

Table Top – Sense of purpose , a meaning to what you are doing, the core of who you are. This holds the legs and is the most important place to start when thinking about your resilient levels.

The table top is where we need to ask ourselves “Why do we do what we do? this will uncover your meaningful purpose will help create strong table legs.

Give yourself a score out of 10 for each of the table legs and constantly monitor why one might be high and one low. You will have to nurture and look after each leg and ensure that they are totally connected to the table top.

At nuggets we have designed a workshop on Being Resilient here are the objectives and what you will gain.

Being Resilient

Programme Objectives

What will you gain?

Please do get in touch if you are interested bev@nuggetsoflearning.co.uk

(can be one person or a small group) over Zoom at the cost of £100

Leading change out of lockdown…

Thu, 07 May 2020 08:42:00 GMT

On Sunday we will receive advice from the Government as to whether there is any easing of the lockdown. When we do eventually return to work you need to be able to lead changes in working practices and support your team. It is essential that you focus and support the emotions and behaviours.

I have designed a one hour workshop that is detailed below to support leaders, business owners and team members. It can be delivered just to one person or a small group, at the cost of £100. The workshop is very practical using theory as a framework, however ensuring that it is relevant and specific for every organisation. It will be delivered virtually over Zoom, with notes and actions captured.

Leading Change out of Lockdown

“Change is the law of life. And those who look only to the past or present are certain to miss the future” John F Kennedy

What is it about?

One hour workshop on how to lead your team out of lockdown by using the principles from John Kotter’s book “Our iceberg is melting…” Providing tools and techniques to help your people think and work differently.

Overview

What will I get out of it?

Workshop outline in more detail:-

Creating a Plan

Change is inevitable coming out of lockdown. Teams will embrace the change, however there will be a feeling of loss, and major uncertainty. It can be minor to major, however the emotional reaction can be managed with a clear formula.

John Kotter’s book “Our iceberg is melting” tells the tale of a colony of penguins and their need to move as their iceberg is melting.

Returning to your offices will feel like a new move, and you will need to ensure that your culture is robust to withstand the changes.

The steps below come from Kotter’s book and can be applied to how you ease out of lockdown:-

Creating a culture of change is more sustainable than just managing reactively. Your team will feel more secure and more adept towards change if they have a plan and a process as Kotter’s book demonstrates.

Emotions and Behaviours

Using the Elisabeth Kubler-Ross change curve to explain the journey of emotions and behaviours everyone will feel with the changes. The curve can be used as a road map and a census check at team meetings.

Circle of Concern/Circle of Influence

Practical tool to identify any concerns your team have around the new working practises. Everyone creates their own concerns on post-its and they are either identified as something that can be actioned or influenced or they have to be parked as bigger than the organisation and therefore should not be a concern.

Key learnings “nuggets”

The workshop will have lots of takeaways and practical application to help leaders get their teams back to work safely.

Coming out of Lockdown…

Mon, 04 May 2020 11:20:00 GMT

I am not alone in feeling slightly overwhelmed with working out the conundrum of how we ease out of lockdown.

We can only focus on the things we can influence which helps ease the pressure in your mind and makes you feel calmer. Stephen Covey’s 7 Habits of Highly Effective People explains the difference of proactive and reactive thinking. If you draw two circles one labelled Circle of Concern and Circle of Influence, when you have filled the Circle of Concern focus on the items within that circle that you can influence, these are items you can personally action. If you cannot, they are beyond your influence and you need to take them out of the circle and effectively take them out of your head.

Another resource that helps us focus on life after lockdown is the follow up to “Who moved my cheese…” a book called “Out of the maze…” both written by Spencer Johnson.

Rather appropriately there is a quote early on in the book from a character called Hope:-

“I don’t think things ever go back to how they were, here’s my thought though. Maybe they can turn out better than they were”

Beliefs we have of how we worked before lockdown might be holding us back, after all “A belief is a thought that you trust is true”. Some of us believed we could never work from home. The book encourages us to believe that some beliefs can lift you up. Look at how well we have coped and what we have achieved already in lockdown.

You can change your mind, you can choose new beliefs, which is what we will have to do when our organisations explain how we will return to our offices.

Suggestions already are:-

You are not held prisoner by a belief and remember you are the person who chooses your beliefs. What would you do if you believed everything was possible. There are no limits to what you can believe. We often have to believe something is going to work before we can see it working. It will be important for Leaders to work with them teams in creating a positive mindset and this will be reinforcing an existing strong culture or resetting the culture.

There will be so many unknowns that we have to let go of beliefs in the past which means losing old baggage and applying new thinking and an open mind. We might get some initiatives wrong, however if we all hold out on the belief that is possible we will all be more responsive to the change.

We need to find joy in exploring the impossible together and remember we are not changing who we are, because as we have a new belief or new thinking. There is not a limit on what you can believe, can do, experience and above all enjoy.

Please do get in touch for coaching over Zoom, virtual workshops or look out for our nuggets bookclub. We are very much still here to support individuals and business “To help people think and work differently…” bev@nuggetsoflearning.co.uk

Building your team’s resilience…

Mon, 27 Apr 2020 10:03:00 GMT

We need to get to know our team better than ever during these uncertain and unknown times. There are three main resilience factors to gauge:-

These factors then can create a resilience dashboard where you can check-in with each direct report and know how you need to top them up in certain areas.

The new challenges can shake individuals confidence and as a leader your job is to praise and acknowledge good decisions they are making. Actively convey faith in them and give them more responsibility and recognise mistakes as tools for improvement. Chat about how comfortable they feel with the video conferencing and share tips on making it work, and encourage telephone calls as well as video.

Understand how your team are working with new routines and ensure they have a good set up. Respect new working hours around home schooling and provide resources to make their job as easy as it can be in the circumstances.

The greatest gift you can give your team at present is empathy. Fully support and understand their family circumstances and be there as a listener.

Studies show that one of the best ways to foster resilience is through coaching.

COVID-19 has narrowed our ability to see the future, however studies show that the more you look at the long view the more resilient you are. Admiral Jim Stockdale who was held captive in the Vietnam war said the optimists who thought they would be rescued immediately died of broken hearts. The other prisoners who worked hard at being in captivity somehow made it work. There fore don’t be afraid to ask your team “What plans do you have in place for working remotely for longer…?” They might not like this question initially however the more comfortable and open you make the discussion the better initiatives will be put in place.

Look at talents you have within your team, can they share learning. Externally see what is on offer for your team with learning providers. Apply “Black box thinking” to mistakes encourage team members to review their failures and see them as learning opportunities.

The most resilient teams will be the one that improvise and they will emerge stronger as people and as a team.

Please do get in touch for coaching bev@nuggetsoflearning.co.uk

Please do also join the nuggets bookclub which runs every Friday @ 10.00am this week we will be reviewing “The Present” by Spencer Johnson.

Start with Why…?

Mon, 20 Apr 2020 10:44:00 GMT

The title of Simon Sinek’s bestselling book first published in 2009. It is coming up to its 10th Anniversary and Sinek is running a live book club every Friday for people to ask questions around the content. As it is the 10th anniversary he is also going to update the book.

Start with why seems very real and pertinent when we are all in lock down. We have time to answer a lot of Whys?

The emphasis of the book is not what you do or how you do it but why you do it?

The why is within all of us we just need to find it.

At this time when we are worried about the stability of our mental health we need to look at how the brain works in conjunction with our Why?

What we do is a neocortex function, practical and easy to understand, you do what you do without much challenge or feeling. How you do things and why you do them is connected to our limbic brain where all our emotional responses come from.

Think about your line manager do you believe what he or she believes? Do you work together because of what you do or is it because of why you do it.

Please take a look at the Why questions if you are working and if you are not working and you have been furloughed still take time to answer the questions:-

Why is your purpose whether it be a company or an individual. At the moment people our getting out of bed to home school or they might be providing a service for their company (do they know why it matters).

Please do join me this Friday for nuggets business book review club where we will be discussing “Start with Why” by Simon Sinek

You are invited to a Zoom meeting.
When: Apr 24, 2020 10:00 AM London

There is no need to have read the book and as a refresher or those that our new to the concept have a look at his original TED talk https://www.ted.com/talks/simon_sinek_how_great_leaders_inspire_action?language=en

Not yet…

Tue, 14 Apr 2020 08:40:00 GMT

You didn’t fail you just have “not yet” achieved what you wanted to achieve. “Not yet” is so much better than the message you have failed.

We are currently facing many new challenges and we have to keep saying its “not yet” how I want it to be, but I am going to keep working hard until it is how I want it.

This power of thinking comes from Professor Carol S Dweck who wrote the book Mindset.

She explains how children approached some difficult puzzles she set up for them. A group of them came out with statements:-

She was impressed by the understanding that the harder they worked the more their mind would grow.

However other children gave up and did not want to fail so it was easier not to attempt harder puzzles.

This is the basis of the book, adopting a Growth Mindset or having a Fixed Mindset.

Students either find the power of yet or are locked by the tyranny of now. If you have a fixed mindset and you don’t do very well you may well:-

Therefore if we are to grow the next generation we need to talk to them about yet instead of now. We must not just focus on the grades they have now, we must talk to them about the bigger picture, the possibilities that they have yet to get to.

Evidence shows already that young workers often look for constant reward. To prevent this in organisations we need to be praising the process, focus and perseverance they have demonstrated not just the result. Research shows that if we do praise talent and intelligence in isolation we can actually make the individual vulnerable. We limit their stretch, they do not want to risk their reputation by putting themselves in areas where they do not know stuff.

If we learn something new and study really hard, pictures of the brain show that we actually create stronger neurones.

We need to transform the view of effort and difficulty, we should be praising individuals for exposing their lack of skill.

From a very personal experience I found reading very hard and it was easier to not look stupid than to work at it. Eventually at the age of 10 years old I had a teacher who made me read out loud just to her and gave me the confidence I needed. She rewarded my effort by giving me key roles in the classroom. Suddenly the pain and difficulty of reading seemed possible and the doors that it opened were endless.

Please do join me on Friday for the nuggets business book review and summary club where we will be discussing Mindset by Carol S Dweck.

You are invited to a Zoom meeting.
When: Apr 17, 2020 10:00 AM London

Focus on what you can control…

Mon, 06 Apr 2020 09:15:00 GMT

We can easily overwhelm ourselves by thinking what we can solve. There is currently so much to think about, we must break it down and work out what is within our control.

Stephen Covey in his book the “ 7 Habits of Highly Effective People” uses the Circle of Concern and the Circle of Influence. There are things we are concerned about and we need to work out whether we can influence them. If we can do something eg. some form of influence it leaves your Circle of Concern. It is like a mental in and out box. What we have to be really careful of, is not letting things fester in a Circle of Concern that we cannot influence and thus making us feel mentally unstable.

My current examples:-

Amy Morin the author of “ Insights from 13 things Mentally Strong People Don’t Do ” says if we focus on what we can offer others we will stop:-

Mentally strong people shift their focus to people in need, they look for ways to help others. If we are busy doing good things we will stop focusing on a victim like mentality.

Within our own households we can focus on how we can make the time as pleasant as possible for them. We can also reach out to our friends and family remotely still giving support. In work we can adapt our services, reduce fees and be readily available.

She suggests getting a piece of paper and drawing a line down the middle. Writing all the things above the line that you can’t control and below the line all the things you can control. After you have finished the list, rip off the top of the paper and throw it away.

Even when you have your list of the things you can control, she says you must remember that people are a factor that you cannot completely control, so remember the following points:-

Uncertainty can be managed by focusing on what you can control. Grab that piece of paper today whether you do the line down the middle or Covey’s circles, focus on what you have influence and control over.

Take care and stay safe and well, please do contact me at bev@nuggetsoflearning.co.uk

Timing is not an art its a science…

Mon, 30 Mar 2020 08:50:00 GMT

“We all know that timing is everything. Trouble is, we don’t know much about timing itself.” – Dan Pink

When is the worst time of the day?

The book written by Dan Pink uncovers some of the mysteries around time by using scientific evidence. Here are some questions used in one of his recent talks about the book to give you the idea of “When” is the right time.

We should all avoid the time between 2.00pm – 4.00pm and especially the unproductive time in the middle 2.55pm. This period Pink refers to as the “Trough”. The studies show that CEOs are more likely to make mistakes on an earnings call in the afternoon.

Studies show that if your line Manager is returning just after a break they will be refreshed enough to make a more positive decision. Pink based this on analysis of parole board decisions, prisoners repeatedly got a more favourable decision just after lunch than just before lunch as the peak of the morning wore off.

We use a temporal landmark this is a point in time that we naturally think of as an opportunity for a fresh start. These come in two forms: social temporal landmarks, dates that are seen as a fresh start by many people collectively (your birthday, anniversary etc) or New Year’s, or the other landmark is the start of a month, the start of a week, etc. Pink describe it as mental accounting of when to start your spreadsheet.

Our life is planned out in episodes and this pattern leads to endings and beginnings. We are more likely to run a marathon at 29, 39, or 49 before we hit the big number. We want to achieve something at the end of that chapter or episode.

Please do get in touch for further insights on timing bev@nuggetsoflearning.co.uk

What is everyone doing…

Fri, 27 Mar 2020 12:20:00 GMT

It has been a fascinating week to discover how people are adjusting to working from home and also the support they receive from their organisations.

Some of the gestures can be small and some so generous they restore your faith in the commercial world.

A company that has a “Freebie Friday” which is free chocolate and treats to all on Friday, sent every single team member bars of chocolate to their home address to say we are still together albeit remote.

Another company has given a grant to everyone to set up their home office. They want to ensure that everyone is working comfortably.

Communication has been good with daily team meetings all with video links so at least everyone can see everyone. This has led to sharing of photos of each others home office with the emphasis on funny.

One Director has sourced local food businesses encouraging employees who live near to support them.

These are all great positives and I am sure we will learn of more as the weeks continue, please do share with me at nuggets.

bev@nuggetsoflearning.co.uk

nuggets business book review club…

Wed, 25 Mar 2020 09:43:00 GMT

Every Friday we run a nuggets business book review and summary club. We take 30 minutes to give a summary of the book and then ask some questions around what the book means and always share practical tips (nuggets).

If you wish to get stocked up here are the books and dates we will be covering:-

The sessions are a way of connecting and sharing, there will be no charge, and we look forward to meeting you.

Look out for my updates on LinkedIn to find the registration via zoom or email me direct for the details bev@nuggetsoflearning.co.uk

Who moved my…

Mon, 23 Mar 2020 08:48:00 GMT

We are all experiencing change which always involves loss. We have lost our routine, office and the immediacy of our colleagues. The stages of change are as follows:-

These stages come from the Elisabeth Kubler-Ross change curve and whilst I have listed them very straightforwardly they possibly will not flow in this way. We will go through every stage however we might move backwards and forwards and there will be no guide as to how long we stay on the change curve.

The book “Who moved my cheese…” by Dr Spencer Johnson explains change in a more human and emotional context. There are four characters in the book which you can all identify with. There are two mice with small rodent brains who do not over analyse change and ride with the times and move with the change. The two little people in the story Hem And Haw over think the change and experience fear of it and the world of uncertainty.

Hem is frozen by change and will not change his behaviour or try new thinking. At the start of last week I felt very like Hem myself, I could not see how my business could move forward and like a lot of people felt emotional and panicked by the circumstances.

The character Haw faces his fear and moves forward, which is what I did by the mid point of the week. My business can adapt to the circumstances and my behaviour, thinking can experience new challenges. This is the beginning of the changes I am making:-

Please do stay in touch with nuggets and let us know how we can help you adapt with the change. bev@nuggetsoflearning.co.uk

Read “Who moved my cheese…” this week and join us on Friday to chat through which character you were and how your initiatives and thinking are going.

Sharing your office at home…

Tue, 17 Mar 2020 10:02:00 GMT

Running your own business and being based at home means we are ready for this phase of home working, but will it be the same?

At the moment I have a lovely office all to myself, I fear the invasion will begin with husband and children wanting to be in that space. There will be no more lighting candles and having the radio on while I work.

My husband’s phone calls are so loud, the High Street will know the deal he is working on. The 15 year old cannot work without food constantly being consumed. The 17 year old is quite messy (she will hate me for saying that). The clear desk policy will be hard to implement.

My ideas for making it work will be rota or finding new areas to work where we can all be happy with our own rituals.

Everyone in these crazy times has to be resourceful and as family we will work the desk and office space.

Top tips for working from home:-

Please do get in touch if you would like any help or advice on home working bev@nuggetsoflearning.co.uk

Learn to listen…

Tue, 10 Mar 2020 09:00:00 GMT

Julian Treasure’s TED talk is all about the quality of listening or the lack of it.

On average retention of listening is only 25%, as we make our own interpretation. We make up patterns from the sound. We also subconsciously apply filters as to what we want to listen to.

Treasure suggests we partake in a listening workout, train ourselves to pay attention:-

Treasure says “we live to listen, listening is the gateway to understanding”

Listening is a skill like any other and we need to practise and develop continuously.

Please do get in touch for a workshop on communication skills bev@nuggetsoflearning.co.uk

True or False facts about stress…

Mon, 02 Mar 2020 09:42:00 GMT

Pressure mounts in all of us and most of the time it can be manageable, it is monitoring the point that it is not safe for our mental health. We need to be aware of our own signs and symptoms. They can fall into four categories or can be accumulative, that you experience a mental sign that then leads to physical symptom. The four areas are as follows with a couple of examples:-

What do we know and believe about stress? – See the following statements below and decide whether they are true or false

The Answers:-

For a workshop to understand how to manage pressure, please do get in touch bev@nuggetsoflearning.co.uk

Extra day…

Mon, 24 Feb 2020 14:58:00 GMT

Often on a Time Management workshop I will ask delegates what they would do with an extra hour. The answer they most want to give is sleep, however once we have refused that as an option they become far more creative.

This year 2020 is a Leap Year so this Saturday 29th February we will get an extra day, therefore we have 366 days instead of 365 days, however will we make the most of this opportunity.

Very old fashioned concept was that this was the only day women could propose marriage, however as this can happen at anytime during the year, what can be unique about your extra day.

Values drive our behaviour so if we want it to really count think about what matters most in your world. This may well start with the people that matter most in your life. Don’t stop there, we could do what we always do with them or we could think what else do we value and what do we want to do with their time.

Identify core values and then think about what activity you can do on Saturday that connects with those. Only select 3 from the list below, be realistic and think about who you want to be with (the list is limited so add your own ideas for core values):-

Achievement

Authenticity

Balance

Community

Change

Enthusiasm

Family

Happiness

Innovation

Kindness

Recognition

Wisdom

Examples of how values can lead to activities:-

Have a great Saturday and let me know what you did with your extra day?

Please do get in touch for a workshop on any management or leadership topic bev@nuggetsoflearning.co.uk

Do you sound “Charming”…?

Mon, 17 Feb 2020 15:15:00 GMT

To get your message across on email, do you sound “ Charming?”

Will the person reading your mail want to meet you if they have not already? Do you get across your personality? Do you convey a message assertively with feeling and the right level of humility.

The definition of the word “Charming” is very pleasant or attractive. Who would not want their email to convey that.

The fundamentals to bear in mind, is that it is not what you say but how you say it. You might work for an amazing brand however your written communication could be letting the brand integrity down. Your voice in email should reflect the culture of the organisation.

The tone of voice has to be a “can do” attitude a positive and confident tone.

Before you even start writing think about key ingredients:-

Be specific, ensure your message is not empty, for example:-

Better alternatives:-

Charming is about the personal touch with specifics – How are you or Hope you are well? can be just vague and have the opposite affect of appearing uncaring a perfunctory statement. The personal touch is about sincerity with confidence.

Readers always remember the last thing they read, so ensure you summarise your key points. If you had to write a Tweet of your key points, it would have to be 280 characters.

Please do get in touch if you would like a workshop on “Making email work for you” or if you would like a copy of our book, please head to the website www.nuggetsoflearning.co.uk

Shaping your values…

Mon, 10 Feb 2020 11:15:00 GMT

Organisations create values at team builds or a leadership team impose them on employees. The most effective are the ones designed by key members of an organisation, it is not an HR initiative or purely Director level. A selection of people at all levels with the view to reaching a consensus will give you a good standpoint of your culture.

If the group work with a structure the Values can reflect the heart of your culture if you take the time to think where they are positioned.

To reflect your values ensure that they are authentic that you style them out. A common value is “professionalism” this might mean not a frivolous culture, an organisation to be taken seriously. Therefore professionalism means acting it out all the time, good dress code, no eating at desks and being on time.

To embed your values is not about having them on mugs in the kitchen, it is about making them come to life at recruitment, induction and regular one to one meetings. Customer satisfaction should be measured against your values. Whilst the mugs and visuals keep them fresh in peoples minds it should be played out on a daily basis.

Please do get in touch for a workshop to put values in place bev@nuggetsoflearning.co.uk

Thinking about unconscious bias…

Tue, 04 Feb 2020 09:31:00 GMT

Unconscious bias the deep seated prejudices we all carry around that can affect how we treat people. We use them automatically, unintentionally and unconsciously.

For a recent workshop I created the following two case studies which I am sure everyone can relate to.

Scenario 1

Line Manager conducts regular one to one sessions with his team members. He has different approaches to different people, and a lot of the team are beginning to feel uncomfortable with his style.

They have been talking at break and have heard that some individuals are asked to share their diary scheduling of work. He wants very detailed analysis of how they work and what they work on.

Other individuals he just asks for the end result and seems delighted with the progress.

Scenario 2

You are in a Client meeting and you find it hard to contribute, there are very vocal characters and your voice does not seem to be heard.

Recently a decision was made based on a consensus around the table, which you know is not the right way to move forward. You have evidence to share as to why the approach would be wrong however you feel uncomfortable sharing with such a strong group.

Please do share your thoughts with me bev@nuggetsoflearning.co.uk

Reflect your culture…?

Mon, 27 Jan 2020 17:07:00 GMT

Being a visitor too many different offices you can very easily see from the working environment what sort of culture the organisation has.

Some are very obvious, projecting their product and services with a bit of fun around the team. The harder to identify are the big corporates, which may well have their values on display, however they don’t give much away as to what is like to work there.

Waiting for meetings in a reception area or if you are lucky a social area you can see team members come and go. Watching the interaction of colleagues and the general vibe as to whether they make you feel welcome says a lot about the company.

Waiting in a fun social area with a pool table and darts board with fruit and every drink imaginable you feel relaxed. Team members come and go taking breaks and a screen flashes up photos of their people with quirky facts about them. I got to see the face of several people I was about to meet before I met them in the flesh.

In contrast waiting in a very beige waiting area with an empty perspex magazine holder and no pictures, reflects a culture that has given up on its people.

Another example is the slick reception desk with a vast atrium and the team all in identical outfits does not show what lies beyond.

Think about your welcome area being the gateway to your business and your team. What do you want to share?

Top Tips to reflect your culture:-

First impressions of people happen in 7 seconds so exactly the same assessment is being about your company and your people. Take time to get it right and work for you and your people.

Please do get in touch for a workshop on culture bev@nuggetsoflearning.co.uk

Top Tips for Time Management…

Mon, 20 Jan 2020 09:01:00 GMT

Time is non spatial it is not a product that we can buy off the shelf. We have to learn how to manage it by altering our own behaviour. We have to work at habits that enable us to manage time in our own way.

10 Top Tips

Habits give you freedom…

Mon, 13 Jan 2020 10:43:00 GMT

In 1898 a psychologist named Edward Thorndike conducted an experiment with cats. Each cat was put inside a puzzle box, which was designed so that the cat could escape either by stepping on a platform, pulling a loop, pressing a lever etc… The other side of the door would be food. Thorndike monitored the activity and after 20 or 30 trials the behaviour became so automatic. The cats learned to associate the action of pressing a lever with the reward of escape and food. Thorndike described the learning process “behaviours followed by satisfying consequences tend to be repeated and those that produce unpleasant consequences are less likely to be repeated”

A habit is a behaviour that has been repeated enough times that it becomes automatic. Habits normally occur through trial and error. Neurological ativity is high in the brain when you are working out what to do. This is the feedback loop behind all human behaviour: try fail, learn and try differently. Habits occur when you know what to do so you skip trial and error and create a mental rule.

Habits do not restrict freedom they create it. By making fundamentals within life easier you can create mental space needed for thinking and creativity.

Building a habit can be broken into fours steps:-

The first step Cue, triggers the brain to identify whether there is a reward. Cravings are the motivational force behind every habit. It is not the motivation of cleaning your teeth it is being motivated by the feeling of a clean and fresh mouth. The response is the action you take “the habit” you adopt. The reward is the final stage of the loop, they satisfy us and they teach us. The satisfaction is obvious, the learning is the shortcut that the brain can hard wire to repeat the habit.

The ultimate purpose of habits is to solve problems with as little energy and effort as possible.

The four steps can be split into two phases:-

Problem Phase

Solution Phase

Whenever you want to change your behaviour, and create a good habit, you can simply ask yourself:-

The reverse if you wish to break a bad habit, follow these steps:-

To explore more around habits, read James Clear’s book Atomic Habits.

Please get in touch for a workshop on habits bev@nuggetsoflearning.co.uk

Focus on habits…

Mon, 06 Jan 2020 11:25:00 GMT

This year focus on your habits and rituals don’t get fixated on goals and outcomes.

James Clear author of Atomic Habits says

“You do not rise to the level of your goals. You fall to the level of your systems”

Whilst we set a desired outcome it is our daily habits that lead us to it.

Make sure you do not let an identity from last year or even further back restrict your progress.

Take on a Growth Mindset (Carol Dweck)

Megan Hellerer career coach to high flying women in the US, talks about the approach of being Destinational or Directional.

She describes Destinational – I want to be CEO (very clear goal and outcome). The route to this might be copied by others who have done it before eg. a very well known path, however somewhere along that route you loose control. You take on the habits of others and you don’t allow for deviation. You reach the desired destination but is it what you wanted or desired.

The Directional approach allows for changes and deviations you have total control, you make your own decisions and create your systems to compliment your route to your goal. You know that the world is not static and you move with the times.

Hellerer uses a road trip as a metaphor, Destinational follow a set road trip, they follow the guide exactly and might have a great trip, however they have not made the trip their own.

Directional co-create the trip depending on the weather and circumstances, they make their own decisions.

To summarise a quote from F.M. Alexander:-

“People do not decide their futures, they decide their habits and their habits decide their futures..”

Please do get in touch for a workshop on Habits and Rituals bev@nuggetsoflearning.co.uk

Strong culture…

Mon, 16 Dec 2019 11:08:00 GMT

The way we do things around here… is the best definition of a culture. The sum of values, habits and rituals coming together to form a way of being together.

Why is a strong culture so important?

There is a direct correlation between performance, retention and recruitment. John Kotter and John Heskett collated statistics to prove the strength of culture.

The culture needs to be able to move, when there are changes to leadership, or mergers and acquisitions and there could even be sudden growth. Any changes can lead to an old management structure creating sub cultures, which can be very unhealthy for the overall culture.

Sticking with your culture and values takes guts and it is about everyone have a conviction of a core ideology.

The story that makes this seem so simplistic is the Olympic rowing 8 who simply coined the phrase and ideology “Will it make the boat go faster”. All behaviours were accountable to that one sentence.

Sustaining the culture

Commit to regularly communicating at team meetings and having visuals around the office that support the core ideology. Ensure that you hire to fit your culture, within the recruitment and selection include questions that explain how things get done around here. Promote your culture by rewarding members who support it, this will embed the habits and rituals you want to see.

Cultural fit will make life easier.

Please do get in touch for a workshop on “Understanding culture” – bev@nuggetsoflearnign.co.uk

Different types of unconscious bias…

Mon, 09 Dec 2019 14:16:00 GMT

Basic survival when you are young is about trusting familiar and not trusting unfamiliar. A baby trusts that its mother will care for them and a stranger will make them cry as they do understand or trust what they will bring. The brain sorts familiar and unfamiliar and then starts to create memories that get locked down into biases.

We rarely perceive things objectively as our unconscious bias will step in and fill any blanks. We often think we can make a decision visually alone as we have enough knowledge from previous experiences to know that it is right.

We need to be conscious of our bias, otherwise we will limit our choices in life and we will limit potential in others.

The data we have on what’s familiar can be limiting and thus give us too many shortcuts as to what is good or bad.

There are different types of unconscious bias to be aware of:-

The like me bias is when we have an affinity with another so therefore they will be OK in the role or job, because they are like me.

Confirmation bias is when you have heard something in your past that therefore confirms that bias. An example “ Left handed people are more creative…”

Anchor bias is when you make a decision based on the first information you see. This can be very damaging in recruitment, candidates can be decided based on their salary as this might be the first information you see.

Being aware of bias and slowing down are all good ways to ensure that your unconscious bias does not lead you.

Try making one small change on a regular basis, ask another person to lead a meeting, seek advice from new people alter your preferences to which newspaper you read or to which programmes you watch.

When you next open your email, have fresh eyes on the subjects and the sender, do not let your unconscious bias lead which one you open first.

Please do get in touch for a workshop on unconscious bias bev@nuggetsoflearning.co.uk

Trust Vs Performance…

Tue, 03 Dec 2019 08:44:00 GMT

Simon Sinek talks about the balance of trust and performance. He gives the scenario of working with the Navy Seals.

There are two levels of trust as far as they are concerned:-

If you look at the table below where would you place the members of your team.

Reward performance on its own is creating an environment of toxicity where everyone just thinks for themselves and not others.

High Trust is a harmonious atmosphere where skills can be developed in a safe comfortable environment.

As a leader you can develop both, and it is worth categorising your team to identify the approach.

Please do contact nuggets for a workshop on working with your team as a leader bev@nuggetsoflearning.co.uk

Unconscious bias…

Mon, 25 Nov 2019 09:14:00 GMT

The definition of unconscious bias is unsupported judgements.

We have the conscious mind where we apply logic and make rational decisions. The unconscious mind has a vaster volume of information and we tend to use it to make snap decisions, which are not often right.

The information in the unconscious mind is made up of shortcuts, personal experiences, our own background and cultural background. We create filters with this information and they often formulate from visual cues.

The cues can be gender, height, similarity or even their name. I once met some-one who said they had never met a Bev they had liked before (an outspoken open bias). More often as the bias is unconscious nothing will be said and you may not even be aware that you are making a judgement.

This instinctive use of our mind is not based on any analysis and therefore creates many categories of bias. We often favour our own groups, this is known as affinity bias. We have an affinity with a team member and we may support them with positive micro behaviours. Praise after a meeting and the occasional coffee as you enjoy their company. If we don’t have an affinity we may use negative micro behaviours, picking up on every detail within an email and not supporting them within meetings.

We cannot stop unconscious bias however we can become aware of it and begin to challenge it and address it.

We can address unconscious bias by greater self awareness. Please do get in touch for a workshop on the topic bev@nuggetsoflearning.co.uk

Giving back…

Tue, 19 Nov 2019 13:09:00 GMT

My daughter and I have collected for period poverty for a year. We have learnt a lot about reaching out to charities and the generosity of friends.

It all started with an advert on the television for sanitary towels. There was a statistic on period poverty and I have to say in my “Surrey bubble” it was not something I was aware of. Sitting with my daughter we talked about the reality of not being able to afford what we accept as essentials. We recoiled at the indignity and the circumstances that as woman you could find yourself in.

The next day I researched further and was shocked at some of the statements and facts:-

The first charity I found was “Bloody Good Period” which officially at the time had not received charitable status subsequently they have now with the rise in media coverage. I reached out to them to set myself up as a collector of products. They were predominantly covering London, however they gave me a contact to liaise with.

Bloody Good Period focus heavily on Asylum seekers, who only receive £37.75 per week. This amount does not reach very far, and the main priority for that money would be food.

We decided to host a coffee morning with friends and ask them to bring products to donate. The joy is receiving products and not getting involved with money with your friends. I was amazed at how keen everyone was to get involved and the scale of the first collection.

After the success of the coffee morning we needed to find appropriate places to donate. Our first drop was to Asylum seekers at Elmbridge. Over the year we provided three donations to them, however it was an hours drive and the charity were not overwhelmingly welcoming, which again is an eye opener. In my naivety I stereo typed anyone that worked in charity must be so warm and welcoming. Instead you can meet reserve and a slight weariness about who you are.

My next stage was to reach out to the Guildford MP Anne Milton. Whatever your view of politics there are some really hard working MPs who believe in giving back to their constituents. Anne gave us the name of a more local charity, Guildford Action. Initially hard to get in touch with, you have to persevere and be persistent. We now have a good system and they are very happy with the donations and even posted a picture of us on their Facebook page.

The church support Asylum seekers and we have found the Guildford diocese very welcoming. St Saviours in the centre of Guildford support 5 or 6 Syrian families.

Half way through the year we received an email from Anne Milton’s office letting us know that Nadhim Zahawi MP, Children and Families Minister, that the Government will provide free sanitary products to all girls in England’s primary schools from early next year. This builds on a previous announcement that the Government will do the same for all girls in England’s secondary schools and colleges.

We send a stock sheet to Bloody Good Period after every collection, this can be time consuming sitting on the floor counting pads and naming brands. My family are now quite used to every couple of months a hallway full of sanitary towels.

Making a company video…

Mon, 11 Nov 2019 15:55:00 GMT

Last week I recorded four nugget videos.

I worked with The Lifestyle Video Company who were professional and most importantly fun and relaxing.

The theme of the videos was “ How to make learning stick?”.

Matt Pereria from the Lifestyle Video Company guided us by what worked in his experience. He suggested a series of videos with content that linked to each other. The timing was also crucial, Matt advised us to work towards 60 seconds or less for each film.

He said the key was good planning and lots of rehearsal, create a script and practise so that it felt as natural as possible.

Matt said we were to think about what we wanted to sell to a client, what would a conversation sound like to a key contact. Most importantly what could we do for them? He said take time to think about their pain points, and how we could problem solve for them.

“People in the nicest possible way don’t care about your business, they only care about what your business can do for them”

We did not want to end up with just a lovely video selling our business with lots of features and no obvious benefit.

Our message needed to be what we can give others and a call to action.

We came up with:- “Make learning stick!”

Businesses want learning and development that is going to cause minimum disruption, and they want to see a return on investment. They need to know that it has made a difference and that the content will be remembered and implemented.

Below is my summary of what I learnt from the filming:-

Please do get in touch to “make learning stick” bev@nuggetsoflearning.co.uk

For a professional video get in touch with Matt Pereira at https://www.thelifestylevideocompany.co.uk

No-one knows you better than yourself…

Mon, 04 Nov 2019 11:19:00 GMT

The quote “No-one knows you better than yourself…” comes from the personality framework Myers Briggs.

Based on psychological type, developed by Carl Jung, the questionnaire Myers Briggs Type Indicator was created by Katherine Briggs and Isobel Myers a mother and daughter in the 1940s.

The questionnaire has great credentials in terms of its validity however it goes in and out of fashion in the training industry.

The attraction of the framework is that it is so practical and being self assessment people relate to it very easily.

The usual challenge around the questionnaire is that you have the potential to be any one of the 16 profiles. Therefore people make the assumption that it is complex and not very applicable to their working life.

As a facilitator of Myers Briggs I have seen changes within teams and really positive results. My recommendation is always to go through the process as a group, the more discussion around the preferences the more they come to life. The tool provides a safe vocabulary for the team to use without being personal or eliciting defensive behaviour from others.

Working with a team you can also see a dominance eg. is there a group profile that they are projecting which can effect the clients they work with and the environment they create to work in.

We recently worked with a Bid team and we could profile the company they were hoping to work with. It was hugely beneficial as to how they approached meetings and even down to the venue they selected.

Myers Briggs can be so practical and is a great confidence boost individually to your team members and to the whole group.

We use an interactive and colourful approach that breaks down the complexity and gets a team to see clearly how they can enjoy their profiles and have fun with the tool.

Please do get in touch for a Myers Briggs Workshop – bev@nuggetsoflearning.co.uk

Colourful coaching…

Mon, 28 Oct 2019 10:07:00 GMT

The nuggets approach to coaching is a visual map of the coachee’s thinking.

To begin working with a client the most crucial starting point is to establish good rapport. Therefore I might even give a taster if there is no previous contact. If the individual and company are known I still like to do the first two sessions within a fortnight of each other.

The venue ideally is away from their office, however space and seclusion are key. Walls or a table top are crucial to display post-it notes.

When we first meet I set the scene of where coaching sits and what they should expect. I draw three steps to show the difference between:-

As a coach I can sit between present and future and as I am employed outside the organisation I don’t necessarily have the same boundaries. I can inspire and motivate clients to reach further than they imagine.

The first session we map out the goals that the client wants to work on. We usual a technique called “Hexagon Mapping” this is a visual map of what they want to achieve. A trigger question is used to get them to think around the goals. Hexagon post its are displayed and then clustered together to create, 3 or 4 goals for the client to work on.

Using the goals as a guide each session we work through their current challenges. I use coloured post-its notes to map their stream of consciousness. We photograph the post-it maps created and the client has a visual memory of their thinking. As a coach I always ensure it is their words I capture.

Purists in the coaching world believe note taking breaks the connection with client and coach. I have worked with a coach myself and I wanted and needed the prompt of what to action and move forward with and missed having notes. The work happens between the sessions and with no permanent reminder or nod to your conscience I found it hard to commit.

The benefits and the aims of my coaching follow the path below:-

Identifying new rituals and habits I often find is the turning point of the sessions. Making changes as to how you work and using fresh approaches to tasks is very uplifting and liberating often breaking some of those corporate chains.

We spend a lot of time on identifying what is authentic by talking around their personal brand. It often helps if they think of themselves as a product, as we can learn so much from famous brands. They have core values and a frame of reference which they can apply to themselves.

In summary Colourful coaching can uncover the real you.

Colourful coaching gives you clear images of your developmental journey and will improve your performance in work and life.

Please do get in touch for a colourful coaching session bev@nuggetsoflearning.co.uk

Be kind to you…

Mon, 21 Oct 2019 08:33:00 GMT

When a Doctor diagnoses a condition, do you immediately change your habits. We have to want to change and that is our own private relationship with kindness.

We have to be kind to ourselves and understand why we want to be. When you are on a plane they always ask you to apply the oxygen mask to yourself first before helping others. The priority is you.

It all begins with changing our habits and ensuring that they are natural and sustainable. If you want to stop smoking, sudden abstinence is not kind however, going from 10 cigarettes to 3 is easier and kinder.

From a business perspective, you are overwhelmed by your emails, so you have a habit of processing them all at the same time. Understand this methodology is not kind to yourself, prioritise them first. Set a time limit on processing them.

In order to change your habits you have to understand your triggers. When do you find the desire to break from the pattern.

Trigger for a smoker might be a night out. Before you set out for the evening only take the cigarettes you intend to smoke, don’t let the trigger break the good work you have done already.

When you are busy the trigger for your emails is the alert that you have new mail, simply turn it off and be kind to you.

The perception in the past has often been that being kind to yourself is indulgent however we cannot truly be kind to others unless we understand how to be kind to ourselves. Kindness is unconditional and if you get in the habit of doing it, as with anything it will become natural.

Think about people you love and decide whether you would wish kindness on them and turn the tables and think how loved you are.

Be kind to you…

Please do get in touch for 1:1 coaching bev@nuggetsoflearning.co.uk

Being creative – curse or gift?

Mon, 14 Oct 2019 12:52:00 GMT

I listened to the TED talk of Elizabeth Gilbert the author of “Eat, Pray, Love”. She talks about the moment you have reached a peak in your creativity and how the question is…

“How can you top that?”

There have been many tortured creative geniuses who have suffered from poor mental health. Often the reason is the same as Gilbert describes, constant anxiety about how you can better your last achievement.

Creativity comes into everyday life and everyone has the same levels of anxiety. The report you produced last week that everyone loved, will you be able to get that response again.

Fear and anxiety can prevent us from thinking logically.

The sensible way of managing a gift is not to attach too much responsibility to it. You turn up and you work hard everything will fall into place.

In ancient Greece and Rome they believed creativity was a divine entity that lived in the walls not in a person. This all changed with the Renaissance where they recognised individuals for their creativity. Gilbert questions this shift in responsibility, she says that it puts too much responsibility on the individual.

To manage our own talents and our own mental health, it may well be advantageous to talk out loud to it. Take the lead and tell it that you have showed up and you are working hard, and they need to do their bit.

We often have our best ideas in the shower or while driving, maybe the ancient Greeks and Romans were onto something, and it does live in the walls.

We can all be creative and always see it as a gift, never let it freeze your thinking.

Please do get in touch for a workshop on Creativity bev@nuggetsoflearning.co.uk

The resilient Athlete…

Mon, 07 Oct 2019 11:19:00 GMT

One of my Clients sponsored Natalie Miller the Co Captain of the indoor netball team otherwise known as Nets.

The team went into the World Cup as reigning champions which is always a hard place to start as the expectation of a result is heavy on the teams shoulders.

We have closely followed the team’s progress and worked with them before they left on having a great mind set and adopting winning behaviour.

The team missed out on a medal, however the journey and the values they shared are winning in the minds of many. I interviewed Natalie recently to get an insight as to how an athlete returns to life after a tournament with the memories of highs and lows.

Leading up to a tournament there is the training and the abstinence from partying and alcohol and the missing out on family events. The discipline of being constantly in training is tough.

Natalie explained that when she returned it is hard to make that transition. Mentally it is tough to understand what has just happened. Knowing that it is over and you have worked for a year and half and been so focused. The recovery is slow as the emotions run high. The reality of a gear change takes a while to adjust to.

Freddie Flintoff’s podcast was something Natalie could relate to, he talks about how it feels to return home after tournament. The harshest part is knowing that you will never play with that team again. The combination of players is very hard to replicate.

Natalie explained that the team have not seen each other since the World Cup, however this feels natural as everyone needs space after such an experience.

The team experienced a tremendous high when they won against New Zealand and personally very special to Natalie as her parents witnessed the victory. This match showcased the team, they all came together and there was total cohesion.

Another special moment was one team member was not going to play again and understandably was feeling sad, so as the Captain, Natalie asked “What would really make you happy?”. At the time of asking the team were in an ice bath, and heroically Natalie offered to dive head first into the ice bath. The reaction after the dive is something the team will never forget.

Everyone has a contribution and that is why being part of a team is so special.

The high of being part of a team to represent your country and being Captain cannot be minimised. Natalie took advantage of going to South Africa by having a holiday afterwards with her parents who went out to support her. This time was very precious being one of four to have exclusivity with her parents was a wonderful reward.

Natalie’s story continues…she has been promoted at the school she works at. She is now the Head of Netball, Seaford College. She brings her passion of the sport and shares that with the children. She is playing for Sussex Thunder as the Captain and has her heart and eyes set on the Masters World Indoor Championships in 2020.

The sponsor invested in Natalie as they had shared values and the journey to the World Cup has only highlighted and exaggerated how relevant they are.

Values are your anchor in life and you will always be a winner if you stay true to them.

Congratulations to all the Nets team and to Natalie for being a part of the World Cup and for sharing their story.

Procrastinating…

Mon, 30 Sep 2019 08:48:00 GMT

Procrastinating something we are guilty of.

What actually is it? In a nutshell it is self regulating failure.

We all have too many distractions so it is very easy to procrastinate. We need more than just will power. Some of the reasons we find it so easy to avoid tasks is that we can have a dip in our overall motivation. We might be feeling anxious, or we simply hate the task in hand and will try every aversion tactic possible.

We can also affect a task by just how we talk about it “I have to or I need to…” This is all reactive language and does not put you in a positive mindset. If we used proactive language around the task we would feel more positive. “I choose to or I would like to…”

Some top tips to prevent procrastination:-

Please do get in touch for a 90 minute Time Management workshop bev@nuggetsoflearning.co.uk

The photo is courtesy of:-

@KrishantiPhoto_commercial

@KrishanthiPhoto

Being kind to yourself…

Mon, 23 Sep 2019 10:41:00 GMT

We are toughest on ourselves, your inner dialogue would shock others if you were to say it out loud. Many books have now been written on managing those voices. Famously we have the Chimp Paradox where Dr Steve Peters says that immature voice is our Chimp and we can manage it. What tools or weapons do we have to combat that negativity.

The new tactic is kindness and the methodology comes from the book, The Kindness Method by Shahroo Izadi.

Start your day with 30 paperclips in your pocket and every time you say something negative in your head about yourself, transfer a paperclip to the other pocket. The accumulation of paperclips might be a wake up call of how often you are unkind to yourself. The transference of cruelty is given a number. You can use marbles, buttons or pebbles in jars anything visual that just highlights how tough we are on ourselves.

This alone might not be enough for you to stop the habit of negative self talk. Therefore another exercise from the book is to create a map called “Conversations about me”. This is about committing to paper all the awful things you have said about yourself. The second part of the exercise is to create a map called “Some-one I love”. When you populate a map about some-one else you are positive about all their hopes and dreams and you only want to give them good advice and wish the best for them in everything.

When you look at the two maps you can see:-

We would never give advice to a friend or some-one we love that would be cruel so therefore be kind to yourself. In a nutshell ensure that you are:-

Hit a pause button in your head and think about the three words above and imagine you are guiding some-one else rather than yourself.

Be kind to you.

Please do get in touch bev@nuggetsoflearning.co.uk

The Photo is courtesy of krish@photographybykrishanthi.co.uk

Gold clients…

Mon, 16 Sep 2019 08:33:00 GMT

Business development is relentless and often it can be hard to think of a new approach. Most of your new business will come from existing clients so we need to focus on which ones have the most potential to grow your business, and also be enjoyable to work with.

The first step is to create three categories:-

We can then divide the existing clients into a further three areas:-

Really analyse your clients and decide which ones are Gold. You may need to take some time to think about the criteria for being Gold. We often make the mistake of focusing our time on clients who pay a high premium fee, however they demand double the time. Other clients pay a constant fee which gives you guaranteed income and need very little time.

Therefore ask some questions to create the Gold criteria:-

Make the exercise visual by having your Gold clients on display in your office.

“What you focus on becomes reality”.

Prospective Clients will need to be touched regularly as now to get to a point of sale you will need at least eight touch points if not more. Keep a tracker and make sure it is on display to all the team.

Wish seems a bit far reaching, however again the genius of audacity you just never know. It is a great exercise to focus on who your dream client would be as it helps with the categorisation of the Gold existing clients.

Please do get in touch if you would like nuggets to facilitate a management meeting bev@nuggetsoflearning.co.uk

Believe in yourself…

Mon, 09 Sep 2019 11:41:00 GMT

“Some people want it to happen – some wish it would happen – others make it happen” Michael Jordan

The quote above is in my office and I look at it daily to reinforce in myself that it is only me that can make it happen.

When you are having one of those days where you are not sure where the next piece of work is coming from, you have to believe you can always make it happen.

The way you think and feel about yourself has a much bigger impact on your life than you think. If you believe in yourself and your abilities you will have the confidence to make it happen.

To reinforce the belief look at it as a cycle of affirmations:-

Please do get in touch for 1:1 coaching to increase your belief in yourself bev@nuggetsoflearning.co.uk

Quick review of your business…

Tue, 03 Sep 2019 09:47:00 GMT

There are many detailed business review techniques however if you want to build a quick picture and show the current landscape, here is a quick tool.

Create some cards with the following headings:-

Instructions for completing cards:-

Core activities

Your core services (please use a separate card for each activity eg. sales, products, etc…). Explain briefly during the last six months what has happened in this service area.

Business efficiency

The mechanics and processes behind your business. See suggested list below, however add anything that is relevant to the workings and effectiveness of your business. Please use separate cards for each new area.

Financial position

Assesing revenue streams (separate card for the different areas)

Clients

Over the last six months, which Clients have you been working with.

Competitors

Are there any highs or lows that you would like to record in regard to competitor activity. A new service or way of doing business that has a positive or negative effect on your business.

Once you have completed your cards in all the areas, you can then sort them into the following headings:-

To make the exercise into a team activity you can post the cards into buckets with the headings above and then review them as a group.

Please do get in touch for nuggets to facilitate a review of your business bev@nuggetsoflearning.co.uk

Habits shape your identity…

Mon, 26 Aug 2019 07:11:00 GMT

Habits always start with a good intention, go to the gym, lose weight, eat healthily and then for some reason they become hassle.

We often go straight to what we want to achieve rather than looking at the process that leads there, or more importantly who we will be once we have made the habit permanent.

In James Clear’s book “Atomic Habits” he explains there are three layers:-

Outcomes are about what you get, processes about what you do and identity is about what you believe.

A good example is someone trying to quit smoking and being offered a cigarette:-

The identity change of not being a smoker is far more powerful than the response of trying to get there.

The ultimate form of intrinsic motivation is when a habit becomes part of your identity. It is one thing to say I am the type of person who wants this. It is something very different to say I am the type of person who is this.

Examples:-

The reason habits are so hard to reverse is we have created beliefs around our identities and unless we challenge them they become the pathway. Carol Dweck describes this as the difference between a fixed mindset and a growth mindset.

The habits we follow embody our identity. So already you make your bed each morning therefore you have the identity of an organised person. The more you repeat the behaviour the more you reinforce that identity.

The starting point is to decide the person you want to be and prove it to yourself with small wins. What do you want to stand for? What are your principles and values? Who do you wish to become?

Think about who is the type of person that could get the outcome you want?

Once you have identified the person you want to be you can ask your desired identity:-

In summary the most effective way to change a habit is focus not on what you want to achieve but on who you wish to become. Your identity emerges through your habits and each small action is a move in the direction of who you want to be. The real reason habits matter is not because they can get you better results, but because they can change your beliefs about yourself.

Please do get in touch for a workshop on habits or coaching bev@nuggetsoflearning.co.uk

Winning behaviour…

Mon, 22 Jul 2019 07:59:00 GMT

I was delighted to deliver a workshop called “Winning Behaviour” to England’s Nets Team. We were hosted by Ben Hanny at the Furniture Union who are sponsoring the Co Captain Natalie Miller.

It was such a privilege to work with a sports team, as we so often reference sport with our workshops and to have an actual team was amazing. The team are due to leave for the World Cup this weekend in South Africa.

The game Nets is relentless as the ball is in constant play, however the team also need resilience of living and working together for a concentrated period of time.

The workshop had the following objectives:-

I used the metaphor of a family holiday, concentrated time together and emotions will be running high so agree upfront what is acceptable and unacceptable.

To create the environment they would all feel comfortable in, we used headings on flip charts for all of them to identify what they would like to be doing.

This comes from Pike Fish market in Seattle who created a place where selling fish could be fun and rewarding. They labelled this the “Fish Philosophy”.

There were many other areas discussed, my highlight was explaining how to manage their own motivation. I explained how you have a choice to wake up in “Pain” or “Power” however along the way we have people and situations who will hijack or lighten your mood. The team need to be aware of what they consider an “Enhancer” and what is deemed a “Toxin”.

The team were very open with their thoughts and feelings and their was already respect for each other in their sporting team role. After the workshop they now have respect for each other as people and value each others individuality.

Business can learn from taking time out and enjoying each others company without being in their role.

Please do contact bev@nuggetsoflearning.co.uk for a team workshop.

www.nuggetsoflearning.co.uk

Out of the Maze…

Tue, 16 Jul 2019 09:34:00 GMT

The follow up to “Who moved my cheese…?” has arrived, and what perfect timing for me personally and for the world in general.

The new book asks the question what if you don’t know where to begin.

The central character is locked by the fact change has happened and the belief that things will never be the same. However he meets the character “Hope” who says “Maybe they can turn out better than they were…”

This links very closely to the work of Carol Dweck who talks about giving our children a growth mindset and not a fixed mindset.

An example:- if you have a belief that you are bad at public speaking you will never put yourself in a position to speak.

If you change the belief that you are good at speaking in small groups, therefore you will be just as good public speaking.

The book “Out of the maze…” goes even further by saying – there are no limits to what you can believe. You can simply change your mind by having new beliefs.

Sometime we have to believe before we can see the result so that we get into the right frame of mind.

An example:- believe you can sell your business before you have put it on the market and then you will do all that is necessary to get it ready to sell

The reflections at the end of the book, put it very succinctly “The Maze I need to get out of? is my own thinking”

Please do get in touch for a 90 minute workshop bev@nuggetsoflearning.co.uk

Being kind to yourself…

Mon, 08 Jul 2019 15:15:00 GMT

We are responsible for our actions and our decisions and ultimately how kind we decide to be to ourselves.

My day had a bumpy start, I was about to board a train when I remembered I had not put a pen in my bag. I did a very bad Mum run to WH Smiths at the station and managed to make the train. Felt quite smug that I had turned things around.

The desperate need for the pen was to make notes on a book on my kindle. Sat back and retrieved the kindle to find it was out of charge. Still not deterred used my iPhone to create the kindle app, but failed to remember my amazon password. I wasted most of the journey with failed attempts and the ultimate lock out message.

When I arrived at Waterloo I decided to walk to my meeting as I needed to be kind to myself, after my rather unproductive train journey. The walk in the sunshine and along the South Bank in London was great for putting me in a lovely mood for my meeting.

When something goes wrong think of a way to be kind to yourself by doing something you will enjoy.

Of course you don’t have to be kind to yourself when something goes wrong, just make it a habit everyday. Write down when you have been kind to yourself as focusing on ourselves does have restorative effect for the rest of life.

Please do get in touch if you are looking for a business coach bev@nuggetsoflearning.co.uk

When leading others…

Mon, 01 Jul 2019 18:03:00 GMT

Treat people as individuals, adopting an appropriate communication style to genuinely connect with each member of your team, this will increase engagement and consistently draws out the best in people.

These interpersonal skills can be refined starting with awareness and understanding of what drives behaviour, and an acceptance and appreciation of others, leading onto greater relationship effectiveness.

Awareness

Good leadership starts with self-awareness. Being aware of what drives our own behaviour, as well as identifying your strengths and recognising your weaknesses.

Understanding

Teams can be a complex mix of people. For a leader to understand a team, they need to understand the elements that make the team – the people. They also need to understand the connections between the elements – the relationships between the people on the team.

Acceptance & Appreciation

Awareness of a person’s motive can make it easier to accept and appreciate why others behave the way they do. An approach that will increase a leader’s ability to enable people to perform at their best, develop a greater range of effective strengths whilst staying authentically connected to what drives them as individuals.

Effectiveness

Understand, the purpose and objectives of the team and the results they desire. Then they will build trust, encourage challenge and debate and gain commitment and accountability for the achievement of those results.

By understanding what really drives the team, where their strengths lie and how these elements steer both their behaviour and the way they interact with others, a unifying leadership style naturally develops.

Become more original…

Mon, 24 Jun 2019 13:23:00 GMT

Original ideas drive creativity and change, a sudden inspired thought a flash bulb moment.

Ironically Adam Grant’s TED Talk says that “Originals” people with creative ideas are normally procrastinators. They are slow to start and their opposite precrastinator the person who dives straight in with an idea, might not be that original.

Moderate procrastination allows divergent thinking to occur. The “Panic Monster” of the precrastinator just comes up with one thing. Putting an idea to one side and then revisiting gives you new insight and thinking.

Famously Martin Luther King worked on his speech into the early hours and on the morning of his address. At no point was the line “I have a dream…” on the first script.

If you look back at products and services that were the first movers they are not always the best. Facebook was able to learn from MySpace and Google learnt from Yahoo.

Being original is about having idea doubt and not self doubt. Change the dialogue in your head, the first ideas are not the best but that does not mean you are not the best.

We should always doubt the default and take initiative to look for a better option.

Original thinking is about fear of failing to try not the fear of failing. The biggest regret is no action, it is too important not to try. The more output you generate the more likely you are to hit on original ideas

Motivate yourself by doubting your ideas and think of lots more ideas.

Please contact bev@nuggetsoflearning.co.uk

Turn your event into a World Cup event…

Fri, 07 Jun 2019 10:26:00 GMT

Last Friday The Furniture Union hosted an event to present Natalie Miller the Co-Captain of Nets (indoor netball team) with her sponsorship cheque. This August Natalie will compete in the Nets World Cup.

The team at the Furniture Union could have easily just laid on some drinks and stopped there. However they wanted to replicate Natalie’s values and turn it into a World Cup event.

The values they followed:-

Determination

The Furniture Union were determined to launch their new website on the same night and their new brochure. Anyone involved in website/brochure design will know the pitfalls and hurdles you have to overcome. One of the team was still finalising the right images in the earlier hours of the day before. The dedication to get it all right, paid off as the brochure and website present the products and services beautifully and take the business to a new level. https://thefurnitureunion.com

Team player

Each member of the team had a different role on the night. Some organised the look of the Showroom (which was stunning) others created display boards. Everyone was involved and felt connected to the goal.

Passion

In order to sell a product or service you have to believe in it and be proud of it. The team now connect with pride and passion due to their hard work of putting together a consistent message and approach of what they are selling.

Leaders

Natalie’s words embody what all the team aspired to be on that night.

“Be the best person you can be at anytime”

Ben who initiated the sponsorship, spoke about what it means to the team and how the values will be shared between The Furniture Union and Natalie.

Resilience

After an event there is often a low after working so hard to pull off something so fabulous. The team now need to be resilient and remember it is not always a World Cup you need to be constantly in training for the next big event. This can be relentless and you need to be resilient to keep something in reserve and recall all the skills you used on that amazing night.

Please do get in touch for a workshop on living your values bev@nuggetsoflearning.co.uk

Get better systems…

Mon, 03 Jun 2019 07:58:00 GMT

Making small improvements on a daily basis will lead you to greater effectiveness and ultimately success. Too often we convince ourselves that massive success requires massive action.

Making a choice that is 1% better or doing something that is 1% worse can make a significant difference over time. The choices you make around your daily habits will be more transformative than a once in a lifetime change.

If you think about gains and losses in life and the impact they have, these questions that you battle through will define your future self.

The difference between a goal and system:-

If you are a musician, your goal might be to play a new piece. Your system is how often you practice, how you break down and tackle difficult parts and your method for receiving feedback from your tutor.

Goals are good for setting a direction but systems give you the progress. Problems arise when you spend too much time thinking about your goals and not enough time designing the systems.

Achieving a goal only changes your life for a moment, whereas systems are long term. You hear the classic line “Once I reach my goal, then I’ll be happy” you can’t attach happiness to the goal, you need the continuity of rituals and systems.

In summary getting 1% better everyday counts in the long run. If you want better results then forget about setting goals, focus on your system instead. You do not rise to the level of your goals, you fall to the level of your systems.

Please do get in touch for a workshop on designing systems bev@nuggetsoflearning.co.uk

Further reading – Atomic Habits by James Clear

More than just a helping hand…

Mon, 20 May 2019 08:39:00 GMT

I was delighted last week to meet Natalie Miller the Co Captain of the England indoor netball team otherwise known as Nets.

We met at Natalie’s place of work Seaford College where she is a sports coach. The school are very supportive of her latest adventure. Natalie will be travelling to the Nets World Cup in South Africa in August to represent England and she could not be more proud or excited.

Nets is a completely netted indoor netball court, so you literally zip in and zip out. The enclosed area means that the ball is never out of play, so the game is very fast and relentless. There are only three courts available in England, (Birmingham/Bristol/Derby), so Natalie trains in Birmingham.

When Natalie was selected for the team there was the initial jubilation and then the reality of the expense. Fundraising alongside your training can be exhausting and mentally and physically draining.

Natalie reached out using LinkedIn and found several companies interested in sponsoring her journey. The one that felt right was Ben Hanny at The Furniture Union. The two don’t seem the most obvious link, however Natalie recognised in Ben the same passion to be successful. Her overall feeling was that Ben and the company would be supportive.

The two are coming together on Friday for a presentation of the cheque for Natalie’s sponsorship. The evening is going to reflect the shared values of both and will be a mutually beneficial journey together.

Passion

Natalie’s drive is to be the best person you can be

The Furniture Union is passionate about providing the best design solutions

Determination

Natalie found it really hard to find the sponsorship however the determination was built on the fact her success and effectiveness depended on it.

The Furniture Union are determined to support Natalie’s journey to the World Cup in the same way they do with their clients

Team player

There are 12 in the Nets team. Natalie is the Co-Captain a shared responsibility due to the gruelling nature of the tournament. The team are away for 2 weeks and training and playing everyday. The two Captains compliment each other and support each other.

The Furniture Union operate as one team, although they have many different skills, so it is imperative that they work together to achieve the best design solution.

Leader

Natalie leads by example, always works really hard and never gives up. She has a really positive disposition and is a good motivator.

Bella & Ben the Leaders at The Furniture Union work hard and never give up on the right solution for a client and it is their job to motivate the team.

Sponsorship is so much more than just a helping hand, you need to connect the two entities and share values and working practices. There is so much to be learnt by both and we intend at nuggets to work with Natalie and the The Furniture Union to bring the shared learning together.

Write your happy thoughts down…

Mon, 13 May 2019 11:07:00 GMT

A study in the British Journal of Health Psychology claimed there was a significant reduction in stress and anxiety when people wrote about their positive emotions.

Previous studies have shown that writing about negative emotions is also good for your mental well being getting stuff “off your chest”. However not much has been written about the positive emotions.

Writing about positive experiences for 20 minutes a day for 3 consecutive days improved people’s mood and led to fewer visits to the Doctor. Even writing as little as 2 minutes a day was a positive experience and reduced stress levels.

For the study the 20 minutes of writing covered areas where people had been moved by a good book, painting, a piece of music or just a good interaction.

There were 71 healthy participants, aged 19 to 77 and randomly allocated into two groups. The first group was asked to write about the most wonderful experiences (as described above) of their life for 20 minutes for 3 consecutive days. The other group just covered neutral topics, such as their plans for the rest of the day etc..

At the end of the study the groups answered questionnaires to measure their levels of anxiety and the group that had documented the positive emotions were in much better place than the neutral group.

Write your happy thoughts down to reduce your anxiety levels, get into a routine of reviewing the day ensuring you highlight the positive.

Please do get in touch for a workshop on positivity bev@nuggetsoflearning.co.uk

Shared values…

Tue, 07 May 2019 10:43:00 GMT

Natalie Miller the Co-Captain of England Indoor Netball (England Nets) has a great story that demonstrates determination, resilience and commitment.

With many athletes their dreams get blighted by injury or lack of funding. They don’t just have to think like a sports person about their training they need to think commercially about what is viable. If they are lucky they find a sponsor, which immediately takes away the financial anxiety.

However what does the sponsor learn from such a unique relationship, and how do they work with the athlete.

The Furniture Union is sponsoring Natalie Miller on her journey to the World Cup August 2019. In order for the relationship to work the two must have shared values:-

Natalie’s story easily demonstrates all three. In 2015 she was selected for the Ladies team for the Indoor World Cup in New Zealand. The process for this World Cup was difficult one as she had to self-fund her journey. The team exceeded expectation and finished the tournament as gold medal winners and Natalie is now a World Champion.

Fast forward to 2018, preparation for 2019 World Cup started. Sadly her world got turned upside down on 7th January 2018. Whilst playing national league netball game for Sussex Thunder she fully ruptured her right achilles tendon. A journey to A&E and a broken heart later, she was told that her recovery time for this injury would be at least a year.

On March 1st 2018 Natalie had an operation to reconstruct the tendon, rehab started immediately and she was determined to be travelling once again to the World Cup.

The journey has not be an easy one, it has taken countless hours of determination and going the extra mile. On her last tour the challenge not only was the hours of training but the time and energy spent to try and find sponsorship.

The Furniture Union equally demonstrate the three core values that Natalie has needed. With over 25 years in the design industry, The Furniture Union has a first class reputation for providing their clients with creative and practical solutions across the whole spectrum of residential property. Their services range from one-off furnishings to complete full interior service, making them a one stop shop for all requirements.

Natalie and The Furniture Union are now both connected as they both work to the same values.

This is the beginning of a joint story and as a coach to one of the Leaders at The Furniture Union I look forward to hearing the challenges and shared learning of the partnership.

Creating good habits

Sat, 27 Apr 2019 10:17:00 GMT

You need to embody the habit, before you have even begun working on it. So think about what the habit gives you and what your new identity will be if you have been successful and disciplined at applying that habit.

If you want to start running, take on the identity of a runner and think of what a runner does and all the routines attached to it and how they might speak and act. Begin with the end in mind and start by writing what the habit will give you.

You are far more likely to be successful if you track your habits progress. The journey to a habit gives you a great template for the tracker:-

Example:-

To increase readership of your blog

This blog was inspired by the book “Atomic Habits” by James Clear.

Please do get in touch for nugget workshops or for coaching bev@nuggetsoflearning.co.uk

Duck herding & Leadership

Mon, 08 Apr 2019 08:22:00 GMT

I was really lucky to facilitate a team build which used “duck herding” as the light hearted fun activity to kick off the day.

The parallels for leadership were great and really good scene setting for the day that lay ahead.

The sheep dog was totally focused on the ducks and incredibly obedient. The ducks were “runner ducks” as the name suggests their basic instinct is to move, predominately to where they think is safe. They are not afraid of the dog as there is a comfortable distance. Too near and they would be worried and too far they would be able to head for water. The ducks have no leader, they are one group.

When the herding begins it is a balancing act of space and movement. The Dog called Tip never got distracted once, however if the shepherd asked him to “lie down” the ducks could go off, but using the “lie down” command gave the ducks a chance to relax.

Tip was a Collie very common in sheep dogs as they are very bright and need constant mental stimulation. It takes two years to train a sheepdog.

After the shepherd had demonstrated the task it was the turn of the team (minus the dog). As Leaders they had to herd the ducks in groups of three, just as people. The trick was to learn from the dog in creating space and gently move them forward. There was a lot of laughs and one rogue duck who just did not want to join in. He was cajoled back into the group, but incurred lots of delay.

What can we learn from a Leadership perspective?:-

Please do get in touch for a workshop on Leadership bev@nuggetsoflearning.co.uk and for organising your own duck herding event contact http://www.dogandduckshow.co.uk

You matter…

Mon, 01 Apr 2019 08:14:00 GMT

In Denmark mattering is part of the school curriculum. During a weekly hour called Klassen Time, students come together to discuss problems and help one another. Danish children do this every week from age six until they leave senior school. To make the ordeal easier a different student each week brings cake. When the children present their problems they feel they are listened to and the others who provide guidance feel they are making a difference.

The children learn empathy by hearing other perspectives and reflecting on how their behaviour affects those around them. The emphasis is “how do others feel? and how do my actions make them feel?”

I am often saying the strongest leadership skill you can have is listening. People feel valued if they are given a “damn good listening to”.

People who listen then understand your situation and you feel that you matter.

Make time for those around you, whether it be at work or home and ensure that they feel that they matter. Look after yourself and also find some-one who will listen to you as remember “you matter”.

Please do get in touch bev@nuggetsoflearning.co.uk

No blame culture…

Mon, 25 Mar 2019 15:01:00 GMT

The world of offshore oil rigs is male dominated and a unique working environment. Two rigs in the Gulf of Mexico decided to change how they worked.

The workforce on the rigs was 90% male, and they lived and worked together offshore for two weeks at time doing twenty hour shifts and on call twenty four hours a day.

The company was keen to improve safety and performance and in order to do this they decided to shift the focus from individual performance to long term goals. They wanted to change the culture moving away from colleagues competing with each other to working with each other.

The first step was on the safety issue. Workers were asked to shut down the platform at the first sight of a potentially dangerous situation, and there would be no blame attached if they had misjudged the danger, even though shut downs were costly. They were also encouraged to intervene if colleagues breached safety rules. By sharing information instead of hiding mistakes they started to be open about them and begin to analyse them as a way to learn.

The other unexpected outcome was that the workers stop hiding their emotions, and started talking about the toll of their job on their family.

Slowly the culture changed and the workers who cared about other workers and were good listeners and willing to learn rose to senior levels. The accident rate fell by 84% and productivity, efficiency and reliability improved.

We can work with your business to change your culture please do get in touch bev@nuggetsoflearning.co.uk

The “Best”…

Mon, 18 Mar 2019 15:23:00 GMT

Forgive the indulgence, the blog is of a very personal nature this week.

One of my “Best” friends died five days ago and it puts everything into perspective. What is the definition of “Best”. The dictionary says exceptional or outstanding which I think is perfect to define what you get from a really brilliant friendship.

The list is endless:-

The synopsis stills feels inadequate in terms of the void it leaves. Think about what are the best things about you that you give your friends. Your self worth will grow knowing what your best attributes are and what you give others.

Cherish the best in friends and family as you may well be robbed without ever telling them what the best was.

Press the button…

Mon, 11 Mar 2019 11:41:00 GMT

What does “press the button” actually mean?

In classic experiments on stress, people performed tasks that required concentration, like solving puzzles, whilst being blasted at random intervals with uncomfortably loud sounds. The individuals started sweating and their heart rates and blood pressure climbed. They struggled to concentrate and made mistakes and many just gave up. Searching for a way to reduce the anxiety, researchers gave the participants an escape. If the noise became too unpleasant they could press a button and make the noise stop. The button allowed them to stay calmer and make fewer mistakes. The most surprising result was that no-one pressed the button. Knowing they could stop the noise gave them a sense of control and allowed them to endure the stress.

This story comes from the book Option B by Sheryl Sandberg and Adam Grant. In the book they put the button into another context. Grant a lecturer sadly had a student who committed suicide and he regretted he had not spotted the signs of stress earlier. He struggled for a long time to overcome any guilt. To move forward he started every lecture by ensuring his mobile number was clearly displayed in the class, in effect this was the button.

Do you provide a button to your team, do they know that support is there. Think how you can instigate the button within your organisation. Coaching and mentoring being formalised could provide buttons. Buddy schemes for new recruits, and always ensuring your team members have a line manager who conducts regular 1:1 meetings. Larger organisations have well being help lines and by ensuring the number is displayed provides the button security.

At home we now all have our mobile numbers, however do we provide a “button’ service in other ways. How often do you sit around a table and ensure you really listen to each other? This is the best “button” you can ever provide.

Please do get in touch for a workshop on Resilience bev@nuggetsoflearning.co.uk

#Balance for Better

Mon, 04 Mar 2019 14:07:00 GMT

The theme for International Women’s Day – #Balanceforbetter. Gender balance is not just a women’s issue – it is a business issue.

The definition of the word balance is even distribution, different elements are equal.

The reality for women is:-

To understand gender equality I have found an excellent video that is called Gender Equality explained by children. In essence boys and girls do the same job, putting balls into a jar, and yet the boy is rewarded more than the girl. The pay for the job is a jar of sweeties, so initially the children just look at their treat without saying anything. Eventually a girl asks “Why?” and a boy also says “We did the same job” and another boy says “She was as good as me and did not get the same”. The spotlight on the injustice is not lost on the children, and yet today it gets so easily lost.

https://www.youtube.com/watch?v=hLr2GNRnmXM

Why does #Balanceforbetter matter?

Please do get in touch for ideas around how you can create #balanceforbetter in your organisation.

bev@nuggetsoflearning.co.uk

Balance for better…

Mon, 25 Feb 2019 09:09:00 GMT

Is the environment you work in demonstrating a good balance.

Balance could include gender, skills, and experience. The first stage is to look at your existing culture, do you welcome balance by having the right set of values.

If you are focusing purely on results then you might not be attracting the right employees. Everyone wants to be part of something successful, however if they realise that there is nothing underneath the figures and they will feel unsupported and they will not care for the organisation.

Values have to come to life, with rituals and habits attached to them. If you promote collaboration what does it look like? Cross functional teams working together and meeting on a regular basis.

The balance of giving back to your team and your team giving back to others. You have the people you want to work with and you are proud to work with others.

The Swedish football team Ostersunds believed in giving its team members so much more than just football skills. They wanted to open their minds to theatre, art and literature. These experiences were shared and putting them in unfamiliar situations grew their minds and enabled them to think differently. The team have written book, created art and worked with local refugee centres and put on a stage show of Swan Lake. They are now in the top league and won the Swedish cup in 2017.

Balance does not have to be seen through the lens of automatically assuming that means a gender match. We have many layers to our personalities that need to be uncovered whether we are male or female. The answer is fostering the environment that means you are able to be truly authentic.

An open atmosphere where there is no blame and mistakes are learnt from.

Creating balance is about identifying the things that matter most to you as team and investing together to make them come to life.

Please do get in touch for a workshop on balance for better bev@nuggetsoflearning.co.uk

What does social media do for our confidence…?

Mon, 18 Feb 2019 13:13:00 GMT

We bring our children up to believe they can have everything. In schools we now give medals for partcipating, so the shock of hard work and results in the world of work are a surprise. What has eroded confidence before we enter business…?

Many of our children are gaming and constantly interacting with social media. We know that the addictive dopamine keeps their interest and whilst they compete for results they are rarely shared. In order to feel good instead of face to face feedback they are counting the number of likes on a post. Turning to a device instead of a person, means they lack the ability to form deep meaningful relationships. The approval of their peers to grow self esteem is coming from an electronic perspective and not a human.

In order to believe in ourselves we have to be happy in real life and not on our social media platforms.

Genuine praise and recognition takes time and is not an instant when we are in the work place. The younger generation have not learnt the ability to wait for anything, everything can be obtained immediately. You don’t even have to wait for the next episode you can download the whole box set. Instant gratification rather than waiting for a reward which would give us pleasure and contentment.

Job satisfaction is arduous, you have to work hard and build new relationships, you have to have patience. We find a lot of the younger generation want to quit straightaway as they have never had to wait before.

To survive in work we need a good self image and lots of feedback to grow our self esteem. This needs to be authentic and genuine.

Corporates are not helping to create the right environment for this generation. Companies are still very number orientated and there is very little investment in helping people to build confidence. We lack good leaders taking time to guide their direct reports. We need to develop social skills by role modelling, the little innocuous comments that make all the difference. “How’s your Dad?” Through these little asides trust is formed.

Social media plays with our confidence across all generations, watching your friends and family having a lovely life on a screen rather than being with them. We are social beasts, put down the phone and go and have lunch with a colleague.

Please do get in touch with nuggets on developing confidence “Fearless motivation” bev@nuggetsoflearning.co.uk

Just a chat…

Mon, 11 Feb 2019 12:52:00 GMT

I recently was a guest on the Whole Lot an interview by Ade Oduyemi. His concept is that we could have met on a train and we are having a chat about anything and everything. Certainly you feel very at ease and the topics covered are quite varied.

To listen to the whole interview you may need to make a coffee and pull up a chair.

https://embed.simplecast.com/b7c4d69e?color=f5f5f5

In summary the areas we covered were:-

Please do get in touch to understand how nuggets deliver workshops and how you can make your courses more colourful and memorable.

bev@nuggetsoflearning.co.uk

Creating a team charter…

Mon, 04 Feb 2019 13:26:00 GMT

Working in a team has two elements: what we do and how we do it. The second part is the team culture you create and this is formed by rituals and a set of behaviours you may share or desire to share. To cultivate what feels comfortable and cohesive as a group it is worth setting some ground rules, guiding principles that you can roll into a team charter.

Providing an agreement people can follow as to how they work together provides processes, responsibilities and obligations.

A good starting point is to ask some key questions:-

Brainstorm the questions together and with some of the answers in your mind start to document a charter. A good starting point is to think of the overall purpose of the charter.

To identify citizenship behaviours that link to the charter identify positive and negatives. Ask the team to write down five behaviours that build the team and five behaviours that bring the team down. We shall call these groups “Fair” and “Foul”.

Combined with the first exercise you will have created your team charter.

Please do get in touch if you would like nuggets to facilitate such an exercise bev@nuggetsoflearning.co.uk

Step out of your comfort zone…

Mon, 28 Jan 2019 09:28:00 GMT

We unconsciously committ to life within a comfort zone as there are no guarantees in a stretch zone. However the more time we step into stretch the more comfortable it gets at doing its job and the more it stretches.

Has there been an occasion recently when you were forced to stretch and make that leap out of your comfort zone. It is often at times where we have no control and we have not made the choice that we grow.

For anyone who has attended a nuggets workshop will know I surround the room with flip charts and I have a mind map that I work from for the agenda. I arrived at a Clients without the flip charts luckily the trusted mind map was there. Not only were the flip charts not packed but also one of the key exercises a set of laminated headlines.

I was in stretch for the next 3 hours. The first job was to recreate the flip charts I had prepared. The exercise of headlines turned out better than the original, I asked delegates to use their phones to find sensational headlines. Of course trainers are always advocating phones on silent, however the liberation of using a phone was brilliant and also made the exercise far more current and relevant.

It is not a place that we choose to step into, however we adapt and survive, so try and step out more often of your comfort zone as stretch is there ready and waiting to grow.

Please do get in touch for workshops and coaching bev@nuggetsoflearning.co.uk

Do and Don’ts for interviews

Tue, 22 Jan 2019 09:33:00 GMT

The New Year is the time when you start to think about new team members. The interview is the first view of your company and should be a memorable occasion.

Working with a company a few years ago we decided to turn the recruitment and selection process into more of an assessment day with the emphasis on “fun”.

The day started at 7.30am with breakfast in the kitchen area. The candidates had a fun icebreaker relevant to the company. We then had three exercises so we split the group accordingly. The activities were as follows:-

We then brought the group back together for Q & A on the company and to enjoy the leftovers of the croissants. We received really good feedback how it was so much more refreshing than a normal interview.

However if you are going down the more traditional route have a look at some Dos and Don’ts I have compiled:-

Please do get in touch if you would like nuggets to provide Behavioural interview training or just simply to design something fun for your recruitment process.

bev@nuggetsoflearning.co.uk

Moving into 2019…

Mon, 14 Jan 2019 09:20:00 GMT

“What would you do if you weren’t afraid – most fear success more than failure”

– Sheryl Sandberg

Moving into 2019 what could you achieve if fear was not holding you back.

Where are you currently stuck?

What would you do if you weren’t afraid?

Complete the sentence “If I wasn’t afraid I would…”

Make a plan as to what you want 2019 to look like, what are you going to say yes to this year and what are you saying no to, with no fear attached.

“Some people want it to happen – some wish it would happen and others make it happen”

– Michael Jordan

I have this quote on my desk as I know it is only “me” that can make it happen. The way you think and feel about yourself has a much bigger impact on your life than you think.

Follow the pattern below to believe in yourself:-

Take time to acknowledge achievements on a weekly basis and review at the end of the month to then set goals for the next month. Record everything big and small to notice patterns of behaviour around your tasks eg. do you achieve more when you are busy, is your best work done at the start of the week…

We need to value ourselves, to transform our thinking into a positive regard. Think about your favourite people, their traits are probably qualities that you possess too. It is often much easier to see what is great in others. However what we admire in others is very often a projection of our own talents.

Moving into 2019 with high self regard and let go of any fear that has held you back.

Please do get in touch for 90 minutes learning workshops “nuggets” or one to one coaching bev@nuggetsoflearning.co.uk

Becoming “You”

Mon, 07 Jan 2019 15:58:00 GMT

Currently reading the book “Becoming Michelle Obama” which poses the question to all of us do we know who we really are.

We have so many roles in life, eg Daughter, Mother, Sister, Director and even the mundane Weekly Bin Collector. Do we forget who we are to ourselves?

These are all good questions to ask yourself at the start of the year. It is a good time to use the year before to review who you are and to make changes to become the person you want to be.

Review last year:-

Moving into the new year decide whether the achievements got you closer to being who you want to be, and if not, what will you set out to achieve this year.

Think of supportive and unsupportive people were they a drain or a tap, and ensure that you surround yourself with the right people.

Feedback is gift we all take it, however it is whether you do something with it that matters. What changes can you make based on others feedback. The positive comments can be strengthened and constructive feedback can be assessed if fair and developed.

Becoming is a journey which we should review every year as our roles in life change we become who we want to be each time.

Please do get in touch for 90 minute workshops and 1:1 coaching bev@nuggetsoflearning.co.uk

Are you really listening…

Mon, 17 Dec 2018 09:20:00 GMT

Listening is a skill that needs to be practised and refined. We often think we are listening, however have we truly connected and deployed the skill required.

There are five levels of listening:-

Hopefully ignoring does not happen too often. Pretending can be easily slipped into, you can have all the right facial expressions however the button for listening has not been pressed.

Selective is the one that we save especially for the ones we love the most. Currently my husband loves nothing more than to tell me the latest on US politics. I tune in and out, bit like when you are trying to find the right radio station, every so often he relays something amazing and the rest of the time it is that annoying buzz you get from an untuned radio.

In work we are often actively listening which means we know we have to concentrate so we expertly follow and reflect the facts. It is a place of comfort however you are using a skill and need to practice regularly to check that you are not interrupting with direct questions and hijacking the other person’s agenda.

The top listening is empathetic which takes the most skill. You are not only attending, following and reflecting, you are also calibrating any non verbal indicators. As a coach I need to listen at this level and I know if it has been a good session when I feel exhausted and exhilarated. It is a privilege to listen and follow some-one else’s agenda however it is tiring if done correctly. The joy of being listened to often means you say the things you really want to say. We so rarely get a dam good listening.

As with any new skill keep practising…

Please contact bev@nuggetsoflearning.co.uk

Be disruptive…

Mon, 10 Dec 2018 08:58:00 GMT

We often get stifled by organisational thinking, the systems in place and the overhead costs of new ideas, put the lid on fresh thinking. We have a great new product or service but it gets costed out and is rejected before it is even tried.

We need to dream big and start small these are the words of Elvin Turner author of the upcoming book “Be less Zombie”.

In a recent TED talk he explained how a surfer wanted to film himself and literally stuck a camera with tape to his arm to record his surfing. The implementation of his idea was very low tech and cost very little. The Go-Pro was in place and as an individual he had dreamed big but started small.

In organisations we don’t take any risks there is awkwardness, and lack of sharing of ideas which leads to creative constipation. Obviously the stats work against with 9 out of 10 new initiatives failing. However are they counted as failure on paper before any initiative is taken. We create a hierarchy of assumptions in our head as to why something would not work, rather than just trying.

We must challenge our thinking as we now have many new companies who have done just that. Amazon, Uber and AirBnB have all been a disruptive influence on traditional ways of trading.

Think this week of a new way of doing a task, focus on being disruptive, look at everything with fresh eyes. Dream big and start small.

Getting to know people quickly…

Mon, 03 Dec 2018 09:39:00 GMT

On Friday I was very lucky to attend a TEDx at Woking. The sponsor and host created a great atmosphere with the simplest of exercises.

He asked you take your phone out and show a picture that means something to you, to somebody you didn’t know.

I connected with a lady in front of me who shared a picture of her Mum with Reindeer ears on her head. She said the photo made her smile as her Mum had been ill recently and it was a lovely picture to show her better and laughing. In that 2 mins it took to show me that photo I connected immediately with a stranger.

It is rare now to be invited to get your phone out in a conference situation, however how effective to use technology as a basis for starting a conversation.

Imagine with all the stories we hear about troubled teenagers, we got them to use their devices to share and explain more, we would be connecting both worlds. There is a great deal of “tell” language in schools, the word “ban” and just even saying “no” is making technology more exciting than it is.

This really simple exercise was a great icebreaker but actually went to the very heart of who we are as people.

bev@nuggetsoflearning.co.uk

I’m a celebrity teamwork…

Mon, 26 Nov 2018 09:15:00 GMT

Last night in “I’m Celebrity get me out of here” we saw the most amazing team work. They were all involved in a challenge and there was no-one who did not have a role and no-one who did not perform. Albeit very different to an office situation we can learn a lot from a group of people who come together and focus on a common goal.

The 7 hallmarks of a highly effective team give you an idea of how those random celebrities are learning to work together:-

The office might not be the jungle, however how many of the hallmarks can be applied to your team. As an exercise get each team member to give a score out of 10 as to where you are currently on each of the hallmarks. Revisit the score in 90 days to see if you can come up with actions to improve the score.

For a team workshop please contact bev@nuggetsoflearning.co.uk

Confident selling …

Mon, 19 Nov 2018 09:10:00 GMT

Our ability to sell correlates to our revenue, and yet it is hard to sell especially when in most cases it is yourself.

We must believe in what we are selling and therefore a good starting point is to decide what result the Client will get if they buy your service. Write down 3 results they will get if they buy from you:-

nuggets example:-

By focusing on results you are giving them the WIFM factor (Whats in it for me?) and you have created a strategy of being customer centric.

Work out how many people you need to see each month to convert into a sale. The ratio will be high so make sure you book as many appointments or in my case coffee and catch ups. It might be 8:1, whatever the number keep a track of your conversion rate as it will help predict your cashflow.

When you get to meet them think of the flow of the conversation:-

To build rapport really get to know them and remember the things that they value (holidays, family and health) very rarely is it their job.

Think of 3 key questions to follow the rapport:-

Reflect back answers – using case studies “From what I hear is…we have recently worked with …”

If it is not the right fit, don’t be afraid to walk away, it is not right to sell a Rolls Royce when they were in the market for a Mini.

We can appeal at three levels:-

Plan your new business meetings and most importantly enjoy them so that people want to work with you.

bev@nuggetsoflearning.co.uk

Process Mapping…

Mon, 12 Nov 2018 09:11:00 GMT

The difference between being successful and effective is knowing how you got there. Success can be luck, it was incredible, however upon reflection there was not necessarily a process to get there. Being effective has longevity and can lead you to success multiple times.

Taking time out to analyse your process can lead to even greater results. A good example was the process of cash machines. When they were first introduced the Banks found that they had high costs on lost cards. The process they had mapped out, was as follows:-

The initial process involved getting the cash out of the machine before the card was returned. Most people were focussed on the money, so, once they had the notes in their hand, they turned away, leaving their card still in the cash machine. Simply by reversing the order of two steps solved the problem – people had to remove their card before they got their money. This small change in the process saved the banks money and also was a more effective process for the customer.

We can process map anything, your morning routine, invoicing, sales, customer returns and setting up a new system.

The most effective way to conduct a process mapping session is as follows:-

Please contact bev@nuggetsoflearning.co.uk for more details

Creating “work” daily habits…

Mon, 05 Nov 2018 10:26:00 GMT

We find it very easy to shower every morning and clean our teeth, however in work we are sometimes at a loss to know where to start.

In work we need rituals and habits that make it easier for our brain to hit the ground running. Remember when you learnt to ride a bike how hard your conscious mind was focusing on all the obstacles in your path and now you cycle looking at the view.

There are times when we require new thinking so it is good to challenge our brain however ritualising some of the daily or weekly tasks could free the mind when you want it to really work hard.

Think about habits and routine items within your business:-

Please do get in touch if we can help at nuggets to create some new rituals for you and your business bev@nuggetsoflearning.co.uk

Think and feel in numbers…

Mon, 29 Oct 2018 08:49:00 GMT

Liv Boeree a famous Poker player and her excellent TED talk explained how we quantify our thinking which gives us more precise language.

We use estimate words rather than defining what we actually mean. I will “probably” meet you for a drink. Instead we could talk in numbers “There is a 60% chance I will meet you for a drink”.

We often talk about a “gut” instinct however the reality is that you need slow careful analysis. Your gut does not park your car or end your marriage. Behind your gut is slow careful analysis as to whether it is doable based on size or financial implications, all about numbers.

When we are successful we might say we were lucky however if we go into the next project with just luck, we would fail. We have strategic edge based upon our skill level which will be calculated by the number of times you have practised deploying that skill, again all about numbers.

As a poker player Liv Boeree leaves us with three summaries:-

bev@nuggetsoflearning.co.uk

The difference between coaching & mentoring…

Tue, 23 Oct 2018 09:09:00 GMT

Coaching is … a process that enables learning and development to occur by the coach asking powerful questions which leads to different thinking and ultimately different performance. The coach requires a variety of styles and skills and techniques that are appropriate for each session.

Mentoring is… helping an individual to make significant changes in their work or thinking. This can often be done remotely or face to face. Mentors look at the big picture and with no vested interest and can make bold suggestions.

Coaches can have first hand experience of the line of work or they can be a qualified coach from outside bringing new thinking in.

Mentors are normally more experienced or skilled in the field of work they are advising on.

Line Managers can use coaching techniques whereas the best mentors often have no prior relationship with the mentee.

Coaches ask powerful questions and don’t give advice, and the mentor provides direction and advice.

Mentors and coaches provide a neutral sounding board and total confidentiality, they are both invested in assisting an individual to reach their goals.

Coaching is about learning rather than “teaching” it is much more ask than tell. The insight gained by working with a coach will lead to enhanced effectiveness. Mentoring is helping individuals to develop their career by drawing on their own experiences.

Working with a coach and mentor can lead to new thinking and an enhanced performance.

bev@nuggetsoflearning.co.uk

Personal Branding…

Mon, 15 Oct 2018 08:10:00 GMT

We all have a brand whether you are consciously aware or unaware it is there. The more aware you are that it is there the more you can make it work for you.

At the very heart of our personality are things that we value in life. This is often the very reason “Why” we do what we do. Simon Sinek’s brilliant book “Start with Why” says it is not what we do or how we do it, the best start is the “why”. This is the very core of your brand, why you get up in the morning and why you wear that particular jacket.

If we internally know the route of our decisions in life we start to form a frame of reference, for people to associate with. These are not just external indicators as to whether you are smart or casual in your dress sense, but the more fundamental character traits, are you reliable and honest. Leading brands are very clever at having clear frames of reference, what do they want to be known for e.g. are they a family product, healthy, original taste etc…

People will make assumptions within seconds of meeting us. So how do we ensure we project our personal brand. We need to sit down initially and think why do we do what we do and what does that tell us about our frame of reference. The two combined give you an idea of what packaging/clothing compliments that brand.

Personal branding is not just when you meet some-one face to face. Our brand now extends to our social media, so if you want to be taken seriously having a beach shot on your LinkedIn profile will not match your brand. Look at your working environment an extension of your brand, how does it look? Is it efficient, a word you had in your frame of reference, no-one would really like a perception of messy.

The word “professional” is very over used and what we really are trying to define is an effective personal brand. Think about the memory you leave in people’s minds – “What shadow do you cast?” and remember it is not just the first time you meet them, you will leave that memory/shadow it is all the time.

Ask not tell…

Mon, 08 Oct 2018 15:38:00 GMT

If anyone tells you to do anything you want to resist. Recently some-one told me to do something and I was in a volunteering capacity and I was incredibly resistant. Asking for help and support always gets a better response.

A potential Client was explaining a team member’s response to attending a team meeting. The employee had called a colleague and said they would not bother coming back to the office to come to the weekly meeting. The Manager was obviously irritated and asked the colleague to phone them straight back and tell them they had to attend.

I asked why as the Manager they had not made the call. They could have asked

“Why do you think that your attendance at the meeting would not add value?”

The brain always has to answer a question, and questioning the value they would bring to a meeting is far harder to excuse yourself.

Ask not tell leadership style is much more empowering. Whenever a team member comes to you with a problem the best approach is to always ask them what they would do first rather than offer out a solution.

Another example is a request for holiday during a busy period, instead of an immediate no, ask how they think the company will survive with their absence. Asking is all about pushing responsibility and getting the brain to work for itself.

Telling some-one not to be late, will make the serial offender repeat their actions. Asking them what they think they can do to ensure they are on time, makes them do the thinking.

Ask not tell is more empowering to you as leader and to the recipient.

www.nuggetsoflearning.co.uk

Strategy conversation…

Tue, 02 Oct 2018 08:12:00 GMT

It is so easy to focus on the here and now and not have those big conversations that can change the direction you are currently focusing on.

To ensure that the discussion is effective you have to set the scene and provide a framework:-

Boredom can lead to brilliance…

Mon, 24 Sep 2018 09:04:00 GMT

It is true that daydreaming and being bored can ignite our best thinking. I have always had my best ideas in the shower or on that walk in the sun.

Manoush Zomorodi author of “Bored and Brilliant” explains in her Ted Talk how boredom can lead to brilliance. She asks the question imagine if you never got bored. Some of your best ideas come from, folding the washing or walking to work. We enter a default mode, the brain goes from conscious to sub conscious. The brain begins to create different connections, even tapping into autobiographical planning.

Good boredom is staring out of the window when the mind can get into the default mode. Bad boredom is when you are multi tasking, checking your phone whilst staring out the window or on that beautiful walk. Everytime we look at that phone we are depleting the neurological resource we have. Even chilling out on the sofa while watching TV and checking email is still bad boredom. The purity of the chill is the good boredom.

Doing nothing is being creative, and boredom can lead to brilliance.

Please do get in touch for a workshop on creative thinking or 1:1 coaching bev@nuggetsoflearning.co.uk

Complexity to simplicity…

Mon, 17 Sep 2018 11:17:00 GMT

Facilitating a meeting is to take a complex situation and make it easy for a team to see it simplistically.

True definition of facilitation is as simple as “To make easy”.

It starts with a good brief, clarity on what the purpose of the meeting is and expected outcomes. From this initial discussion the Facilitator can then design an event using tools and exercises that will fit around the objectives.

The structure and tools are designed to create collaborative contributions. They must be varied and interactive and to anticipate different energy levels.

The tools and techniques can range from an initial ice breaker to set the tone and rapport of the day. Flip charts around the room to ensure movement, card sorts and post-its bringing colour and vibrancy to content.

The Facilitator will ensure that the day is kept on track from a time and agenda perspective.

There must be ample opportunities for joint problem solving and lots of discussion. To ensure that items are always relevant it is wise to create a car park flip chart so that you can say:- “That is really good point however can we cover it separately and therefore put on the car park”.

Neutrality is really important and is often best achieved if the Facilitator comes from outside of the company.

The Facilitator is there to make sure that you get the most out of your team members and have relevant actions and outcomes.

Please do get in touch for nuggets to facilitate your next meeting. bev@nuggetsoflearning.co.uk

Rituals and superstitions…

Mon, 10 Sep 2018 11:07:00 GMT

How much do rituals and superstitions influence performance?

It is a clever deflection from performance as in the example of Serena Williams in the French Open in 2008. She made her exit in a shock third round defeat, and when she was asked what went wrong, she gave the surprise answer:-

“I didn’t tie my laces right and I didn’t bounce the ball five times and I didn’t bring my shower sandals to the court with me. I didn’t have my extra dress. I just knew it was fate; it wasn’t going to happen.”

Why are so many top sports people deeply superstitious?

The answer is to be found in the world of pigeons. B F Skinner the man widely regarded as the father of modern psychology studied the behaviour of pigeons. In 1947 Skinner placed some hungry pigeons in a cage attached to an automated mechanism that delivered food at regular intervals. He discovered that the pigeons associated the delivery of food with whatever chance actions they happened to be performing at the moment it was first delivered. They kept on performing the same actions even though it had no effect on whether the food was delivered.

The pigeons were acting as if they could influence the mechanism, a random connection between a particular kind of behaviour and a desired outcome.

If superstition does not influence the outcome, why are we all so keen to ritualise are actions. The routine may help people relax and feel comfortable so therefore aiding clear thinking and reducing anxiety. The actions may therefore influence the performance and not actually secure the outcome.

Purposeful Practice…

Mon, 03 Sep 2018 07:52:00 GMT

We are all heading back to school and work and with renewed vigour as to how to do it differently.

Whilst on holiday I read the book “Bounce” by Matthew Syed and I have hit my desk today more motivated than a usual September start.

The book dispels this belief that Champions are born with talent. Breaking the myth that is not genetic gives hope to all of us that with hard work we can all be as successful as we want to be within our own line of work.

Matthew Syed is well placed to write about success having been the Table Tennis Commonwealth Champion twice and the UK’s No. 1. He puts his rise down to being in the right place at the right time. He had access to a 24 hr table tennis club and his brother was already a junior champion and his coach worked at his school.

Practice and practice, but most importantly “purposeful” practice. He explains it is about downloading the right piece of software. Focusing on what you want to achieve and learn from the mistakes more than the successes. If you go to the golf range and use the same club every time it may well be enjoyable, but what have you learnt. The “Greats” practice the hard stuff, Beckham with his corners and Tiger Woods buries the ball in bunkers, it is focused and tough.

There is a belief that tennis players have great eyesight to see the ball. Syed explains that it is perceptual cognitive repertoire it is knowing how the upper body of your opponent is going to move. This comes from year on year, self motivation and high quality performance.

Your brain is growing with you as a muscle and storing all those sub conscious movements and thinking. The process of expert performance is letting your software subconsciously perform as it has practiced so many times it knows the expert path.

This can be seen more obviously when the “Greats” choke. In high pressurised environments the brain overthinks and tunes into the conscious mind rather than the subconscious. Instead of thinking about the path to the finish line you analyse every single shot. This is the same in business instead of thinking what you want to achieve at the meeting you overthink everything you say and end up saying too little or too much. The way to overcome the choke is to enter each situation with a view that it does not matter, think of it as a practice session.

We need to help others grow their expertise and continuing growing. We must praise for effort and not talent. An example would be:-

“You were great in that meeting you are so good at getting them to the right price”

This seems a perfect piece of feedback, however it is saying you have done it and you are really talented. What would be better is to recognise the effort:-

“You worked really hard to get them to the right price”

This gives the brain the message to think about the journey and what can I learn for the next meeting.

Matthew Syed’s best quote to finish on “Champions are not born they are made”.

Begin September with hard work and purposeful practice and you are making yourself a champion.

Please do get in touch for a workshop on motivation bev@nuggetsoflearning.co.uk

What is behind a sale…?

Mon, 30 Jul 2018 07:59:00 GMT

Recently found a fantastic mnemonic for sales:-

S – solve problems

A – ask lots of questions

L – listen more than you talk

E – empathise

S – share knowledge

Sadly a poor selling technique is to go straight to sharing the knowledge, particularly when talking about a service. Telling your client what it says on their website is the classic “Value snoozer”, why do I want to know something I know already.

The stage that is above the mnemonic and the most important is the rapport building. How do you make somebody feel really comfortable that they want to buy from you, as they have made you feel valued.

You initially find out the service or requirement they are looking for which is the problem and then when you reach the asking lots of questions, split them into two categories.

There are hard facts that anyone and everyone can give you but the soft facts go into identifying the personal requirement.

Working with property managers you can see the divide easily:-

Hard facts

Soft facts

If you only collated the hard facts you would be providing them with the same properties they have already seen or rejected.

The balance of questions and listening should always be on the buyers side, remember the 80:20 principle. Ask an open question and listen empathetically for the detailed response.

Empathy is always understanding that person’s position at that moment in time, please don’t sympathise with them or make it about you.

Finally when you have collated enough data you can give a knowledgeable response about what service or product you have available.

Please do contact nuggets to explore behaviours around service bev@nuggetsoflearning.co.uk

Highlights and Lowlights…

Mon, 23 Jul 2018 07:11:00 GMT

We often use review tools when we are facilitating a team or strategy day and one of our favourites is Highlights and Lowlights.

Delivering a course that has been effective for a long period of time and gives a good return is a Highlight but might not necessarily be a surprise.

However a module within a workshop on email led to writing a book “Making email work for you” this was a Highlight and a huge surprise.

We can all identify with the time that Brexit is taking and that comes as a Lowlight but really no surprise.

The Lowlights that are surprise are those ideas that are brilliant in your head, however when they get executed they are not quite as effective as you thought. Famous examples might be the Dyson washing machine.

Reviewing anything and everything is a leadership quality. We can use the four boxes to review:-

You will be surprised with the data you get from a review and importantly what you go onto do with the knowledge.

Please do get in touch bev@nuggetsoflearning.co.uk

Writing your way to calm…

Mon, 16 Jul 2018 07:20:00 GMT

On Saturday I went on a two-hour writing for well-being workshop. I had no expectation and went with an open mind.

The facilitator a former English teacher set the scene by explaining the bulk of her work was with children who had been excluded from school. She told a story which led to the work she does.

A mother and boy arrived for a session and were asked to tell their story. The mother somewhat overpowering led the conversation. When the child was left alone he was asked to tell his story and he proclaimed “Mum just told you”. The facilitator said you tell it again and we will write it down. As the process began the boy spotted many embellishments and facts that over time his mother had added to the story. The process of writing made the story become his and his words. After several alterations he had his story and his physicality and social interaction totally changed.

Writing is all about telling stories and we all have a story.

This concept of writing for well-being is well researched at the University of Texas and there are several books around the power of journalling.

The first exercise we did as a group was to write non-stop for 6 minutes. Initially I went into work mode thinking about what subject and how to structure it. However when you know that there are no boundaries your other senses become very apparent and I found that I was able to write about what I could see and hear. It is very important to go back to basics and have a pen and paper and even that exercise in your hands felt strangely familiar and alien all at the same time.

As a group we reviewed what we had just done and similar experiences to my own occurred:-

The 6 minutes is crucial as it is the tipping point before your sub conscious kicks in, so the writing does not go to deep.

The second exercise we had a choice, there was the “12 Stepping Stones” or “Two characteristics”.

The stepping stones was to identify 12 times in your life that were pivotal and then just choose one to write about.

Lot of the group struggled to know what to put in and leave out with the 12 stones. However the most impactful story was one lady chose a stone that was about a visit to Thailand to see her cousin and she said writing about it made her remember that person who she was at that moment. She was confident and brave and she was excited to have found her again.

The two characteristics exercise was writing in the third person and creating actual characters but the two characteristics belong to you. By giving the two characters names it meant the removal of you, even though it’s about you. It was a subtle way of getting to know yourself and the relationship was just between you and the paper.

The facilitator never asked us to share our work as it was all about the process of writing not the content. This helped enormously, that you had no fear of “show and tell”.

We rounded up the two hours with a final exercise only 10 minutes of writing and I was delighted how calm and happy I felt at the end of the two hours.

I always advocate “What gets written gets done” however now with my coaching sessions, I will encourage my clients to journal their thoughts.

Please do let me know if you are interested in the Writing for Well-Being and we will pass on your details. bev@nuggetsoflearning.co.uk

The journey to success…?

Mon, 09 Jul 2018 07:56:00 GMT

It is long and hard and intoxicating, you really want it, and it is personal to you. You are in it on your own and success means many different things to everyone, only you know when you have it, and only you know how you got there.

Defining the word success we would assume “result, outcome”. Some definitions elaborate further by saying accomplishment of desired end and happy outcome.

We know it feels good, as we already know achievement underpins motivation. However the journey to success is often more important than the end point.

If we measure how good success feels, look to the weekend with the England football team. The euphoria of winning the penalties on Tuesday, England Vs Colombia was infectious. It was a psychological journey to an outcome that was very much desired. The route on Saturday was straight forward and the focus was not on the match just played but the result that England are now in the semi-finals. We our now looking to the next journey, which gives the adrenalin rush of expectation, this can be exhilarating even without the result.

When you pitch for business and the Client is hard to convince it is often more satisfying than the straightforward meeting. We like to be challenged and we learn more on the route to success than we do at the end.

Always look back at how you got their as you will relive the highs and lows and more importantly create the formula and the recipe for success.

The habits, rituals and behaviours that manifest in continuous journeys to success are what you need to replicate. You can be successful in running your business, your relationship with your partner, your parenting skills, your writing and even your interactions with strangers. All of these can be ritualised and practised and are the effectiveness tools that lead to success.

Please do get in touch for 1:1 coaching bev@nuggetsoflearning.co.uk

1530s, “result, outcome,” from Latin successus “an advance, succession, happy outcome,” from succedere “come after” (see succeed). Meaning “accomplishment of desired end” (good success ) first recorded 1580s.

Love, privilege and hard-work…

Mon, 02 Jul 2018 08:05:00 GMT

On Saturday we were very honoured and lucky to hear Duncan Piper, Director of the Dyson Institute speak.

The basis of his talk was the journey to the interview at the Dyson Institute. He was a very good presenter in the right amount of drama and intrigue as to where the tale was going to end.

In summary he broke up his holiday to fly back for the interview with Sir James Dyson. It meant putting his beach clothes to one side and flying from Barcelona to Heathrow to be met by his father and then driven to Wiltshire to the Dyson Institute. The interview goes well and then as he is sitting in the car to drive back to Heathrow he gets the call to say he has the job.

Duncan describes in that moment the realisation that he got the job because the man sitting on right hand side driving the car had made it happen. His father and mother had provided unconditional love and above all trusted that he would always find his way. As parents it is so hard not to interfere and look at the world through our own filter which is a generation away from our children.

The other component on that day for Duncan was the realisation how privileged he was. He said he was a white young middle classed male who had received an excellent education. We often assume everyone has the same opportunities, and we seldom stop to acknowledge our good fortune.

Privilege and love can drive you very far, however you do have to join the party with hard-work. Duncan describes being bullied at school and reaching 6ft 3 and constantly falling over. At the age of 14 he discovered he could run and he ran up Primrose Hill constantly to the point that school realised he could run. From there other areas fell into place, if you could get good at running by hard-work, could you not do anything if you worked hard.

The recipe is truly brilliant – love, privilege and hard-work. Forge ahead with confidence and appreciate the people and opportunities around you and work hard.

Please do contact bev@nuggetsoflearning.co.uk for colourful coaching to develop your confidence.

Change how you think about stress…

Mon, 25 Jun 2018 09:37:00 GMT

We have believed for a long time that stress makes you sick and that stress is definitely the enemy.

Health psychologist Kelly McGonigal blows this myth for us by her illuminating TED talk. She explains that “If you believe stress is harmful to your health it will be”. If we think and act differently when stress occurs different things begin to happen.

We know that when our anxiety rises our heart beat gets faster and then our blood vessels contract. This leads to less oxygen in the brain and we feel the stress which has a direct impact on our health and our biology.

Upon entering a stressful situation we could think and act differently to alter the responses. If we feel the heart beat increase is our body feeling energised then our blood vessels relax and whilst we still have an increase heart rate we will not restrict the oxygen to the brain. Your body can rise to the challenge this is the biology of courage.

There is statistical evidence to support the way we think and act around stress can have noticeable differences. We should make life choices around what matters most not around whether there is more stress involved. So when making your next career choice you must decide whether the new position gives more meaning to your life and you will cope with added stress levels.

Please do get in touch to book a workshop on Managing Pressure with nuggets of learning. bev@nuggetsoflearning.co.uk

90 minutes…

Mon, 18 Jun 2018 14:21:00 GMT

The World Cup is made up of 90 minute matches. Within that crucial time period, is all the highs and lows any individual can experience.

The game of two halves split into 45 minute modules. We witness collaboration, joy and agony, a team working towards achieving goals. The match can be amazing when the team work together it is as if magic has occurred in front of your eyes.

Their performance is based on those 90 minutes especially in a World Cup, they have to perform at that one moment in time.

The brain concentrates for 45 minutes and then needs a break to begin the next 45 minutes. At your desk set yourself goals and imagine your own World Cup made up of two halves. Focus on that one achievement for a pure 45 minute period. Be aware of how much help you need from your team. The best players are supported and putting egos to one side don’t take all the glory.

The best learning can occur in 90 minutes, when a Facilitator takes a team through a topic, they learn at the same moment in time as each other. Ideas and discussion are shared and everyone feels they are in a safe environment.

The benefits of learning in 90 minutes, less time away from desk so a cost effective methodology of training a team. The atmosphere created can be like on the pitch, interactive, stimulating and challenging. Booking 5 x 90 minute modules means the team meet up once a fortnight and share their learning.

For Management and Leadership topics please contact bev@nuggetsoflearning.co.uk

Making assumptions…

Mon, 11 Jun 2018 07:50:00 GMT

Greggs went undercover to launch their new summer range.

To break the assumptions around their name they rebranded themselves to disassociate themselves from the “sausage roll” image. They chose an upmarket foodie festival where the audience would be connoisseurs of food.

We can learn from Greggs, how sometimes we need to break assumptions. In order to do something different we need to repackage it. They did this with the name change to Gregory and Gregory. It might be as simple as changing a bit of your look or being brave and presenting without slides. Being original and slightly different to the view people have of you might start them thinking about you differently.

Greggs conducted the exercise as they wanted people who did not shop with them, to start visiting them. Who would you like to see that you have never seen before or who would you like to view you differently.

Once people start thinking about you differently their perceptions change.

As an exercise write down all the assumptions you believe people have about you already and then challenge all of them. You might realise that some do not need breaking and others could be altered by one small action or others by radical steps.

Learn from Greggs about making assumptions…

Book summary of “When” by Daniel Pink

Mon, 04 Jun 2018 08:32:00 GMT

The scientific secrets of perfect timing

“We all know that timing is everything. Trouble is, we don’t know much about timing itself.” Daniel Pink

Pink explains that we use our gut to make decisions on when we should eat or sleep when in actual fact there are scientific answers.

The book covers three main lessons:-

If you divide the day in three parts the obvious answer would be morning, afternoon and evening. A global study by Cornell University analyzing 500 million tweets in 84 countries with 2.4m users. The sociologists used a linguistic inventory word count to ascertain the dominating emotion for each of those parts of the day. Their findings were:-

The same variant pattern applied across genders, race and age. Pink described this as Peak, Trough and Recovery.

Similar studies produced the same results, they looked at standardised testing of Danish students. Every hour later in the afternoon produced a decrease in the students score, so not only emotions but performance alters according to time of day.

The results would suggest that in business we would be best allocating tasks accordingly:-

Corporations don’t focus on when only the what and how and yet the variance in human performance has an impact.

Even with this study in mind you still here people say “I’m a night owl” or “I love to get up early”.

Other studies can analyse your chronotype whether you are a Lark, Owl or something else which Pink describes as Third bird. Larks are the ones that love to get up early. The Owls can get to work at 9.00pm and don’t like getting up early. The Third Birds are the people who are neither early or late just follow the standard pattern which is the largest group.

The old fashioned view that breaks were a waste of time is changing with the spotlight on mental health. A time tracking company DeskTime did a study using millions of data points determining the ideal break to be 17 minutes for every 52 minutes of work. That means one hour down for every three hours.

The other study Pink shared was the “nappuccino”, you have a coffee after lunch and then set a timer for 20 minutes. It takes 7 minutes to fall asleep, you wake up a little later refreshed with the caffeine kicking in.

Viewing human performance through “When” could alter the way you manage your time and your life.

Please do get in touch for a workshop on Time Management bev@nuggetsoflearning.co.uk

Being socially savvy…

Tue, 29 May 2018 10:00:00 GMT

Social intelligence is just like regular intelligence, some of it we are born with and have a natural predisposition and the rest is learnt from good and bad experience. Some people it comes intrinsically with their personality and they are more charismatic, likeable and socially intelligent.

However if social situations are more tricky for you it does not mean that you cannot improve. Like any intelligence you need to learn and practice.

Being social savvy is about making fewer obvious mistakes than others. Knowing when to tell a joke or make a comment that is right for the audience.

Poor social skills can often be more of a failure than merely an intellectual one. The memory of a bad impression will last longer than a positive impression.

Here are some top tips as to how you can begin developing the skill:-

Please do get in touch to develop your social skills by a nuggets workshop or 1:1 coaching.

bev@nuggetsoflearning.co.uk

Summary of Agile

Mon, 21 May 2018 07:37:00 GMT

The principles of Agile can be applied to any team they are not exclusive to software development.

The Agile manifesto with its 12 principles was created back in 2001. Underpinning the concept is creating a learning culture which came out of the Toyota Production System. This was the Lean principle one of the foundations of Agile.

All of the 12 principles can be put into 3 main categories:-

The set of principles increases the awareness of the team to different approaches that lead to improvement over time.

Clarity & Transparency Delivery

Learning & Leaning

People focus

Taking back control…

Mon, 14 May 2018 11:30:00 GMT

Don’t just be a follower in the office world, start to lead your behaviours and your thinking. Take back control of your time and your mental well being.

Challenge your attendance at meetings by ensuring you know the purpose before you attend. If you are chairing the meeting keep it short and memorable. More than three participants will it really give you the answers you need.

Manage your email by booking an appointment with it, don’t drift in and out of your in-box, a lot will be irrelevant and take your mind away from work.

Type messages on a proper keyboard, nothing is that urgent that you have to resort to a tiny phone key pad or use emojis for real actions. Everyone can wait.

Always have a proper to-do list and rank the items in order “what if…?” If that task was not completed what would be the worst that could happen.

Be realistic and only write down the tasks you will really complete that day. Create buckets for the other tasks, e.g. weekly, monthly and overall project list.

Pick up the phone more and speak to a “real” person, often quicker than the email, to get your view across takes many written words.

Ensure that you do not have your phone with you at meal times, enjoy the ritual of eating again. Go a stage further and ask that there are no phones at your meeting, (it will be a lot faster with no distractions).

Give yourself space and time for thinking, book an appointment for it.

Take back control and lead your life.

Please do get in touch for 1:1 coaching or a Time Management workshop bev@nuggetsoflearning.co.uk

Entrepreneurial Spirit…

Tue, 08 May 2018 08:40:00 GMT

Many organisations are now looking for that edge, employees who although part of a company have independent thinking. The group operate as entrepreneurs, thinking their department is a business and being open to new thinking and new ways of working.

In Sahar Hashemi’s book “Switched On” she gives a route as to how to engage with your entrepreneurial spirit.

Each of these tips are new habits that you need to work into your diary so that they become rituals and disciplines that you adopt.

Involve your team with the ideas and initiatives you will then be a group of entrepreneurs totally switched on.

For a workshop on creative thinking please contact bev@nuggetsoflearning.co.uk

Being a Washington Correspondent…

Wed, 02 May 2018 16:30:00 GMT

The St Catherines School auditorium was packed with political enthusiasts waiting for the interview with the BBC Washington correspondent Gary O’Donoghue.

We were only two minutes in before President Trump was mentioned. The special relationship between the UK and the US in Trump’s eyes was helped with us leaving the EU. Although Gary did say it is very hard explaining to everyone in the US that we haven’t actually left yet…

The next term or election in the US will be key to the political landscape. Names to be aware of are Bernie Sanders, Joe Biden and of course Trump himself. The encumbancy carries force although there is a feeling that Trump may simply get bored.

How serious is the Muller investigation for Trump, and the answer was not necessarily the Russian collusion, but more importantly the obstruction of justice by firing the Head of the FBI.

The constant turnaround of Advisors and the ability to second guess Trump’s thinking makes for constant instability.

Understanding the gun culture in the US and the 2 ^Nd amendment is hard for us in the UK. The beliefs for the right to own a gun are engrained. A constitutional amendment will not happen. However awareness since the Las Vegas mass shooting rose to 40% and then more recently with Florida to 50%. There have been and will be more changes around gun control.

“Black lives matter” has been amplified by social media however statistically there is much disparity with length of life still in the US.

The US is polarised on so many fronts, whether it be north/south, black/white, Democrats/Republicans…the list goes on.

Gary was asked how he coped with his blindness in regard to his job. He admitted to falling off 3 train platforms but was still here to tell the tale. He wore down many girlfriends in the early days by getting them to read press cuttings out loud. He is now very liberated by the use of his iPhone.

He explained how he started as a freelancer for the BBC through a friend of his fathers. Commitment and new ideas are the ingredients to being a successful journalist.

How does living as a blind person in the US compare to the UK. In the US you can plug in headphones to cashpoints in the UK you rely on honesty and kindness. Gary showed his notepad which he described as his 2 ^nd right arm.

Cane or Guide Dog is evidently like the marmite question to a blind person. Gary favours cane at this stage in his life, with his job and travel.

Before we led into the numerous questions – Gary introduced the charity for the retiring fund – Clear Vision. The books are for sighted and unsighted individuals so the joy of reading can be shared by both at the same moment in time.

Gary said that politicians in general aim to “simplify and exaggerate” and he certainly as a journalist demystified for the audience the US, The White House, Washington and being blind. It was a privilege to be a member of the audience.

Big Picture Thinking…

Mon, 23 Apr 2018 08:26:00 GMT

We all need to have a view internally and externally of an organisation to gauge new opportunities and threats from competitors.

On a nugget workshop we conduct an exercise called “Being Savvy” the idea being that you can understand where areas of growth might be and how to communicate to your team.

There are three areas of being “Savvy” and when they connect – you have your eyes wide open.

See the diagram below:-

The delegates fill each of the circles – e.g.:-

This is a good start to get your employees adopting “Big Picture Thinking” – there is a world out there so we need to understand the impact on us inside and outside.

Please do get in touch for a workshop on Big Picture Thinking – bev@nuggetsoflearning.co.uk

Redefine failure…

Mon, 16 Apr 2018 11:22:00 GMT

“If we wish to fulfil our potential as individuals and organisations, we must redefine failure” – Matthew Syed author of Black Box Thinking.

At school they used to say mistakes were learning opportunities and all too often you would raise your eyes incredulous at the platitude.

However now we can see that effective cultures are the companies that have an environment that is open to mistakes. Organisations that provide an open forum to talk about challenges and errors, means they are open to new ways of working.

In the book “Black Box Thinking” the culture of the aviation industry is compared to the NHS. The safety record of aviation is phenomenal with every incident being thoroughly investigated with the help of the Black Box. The NHS culture is still incredibly hierarchical with a fear of admitting mistakes. We are now in a world far more litigious where there is a threat of liability hanging over people’s heads.

To implement Black Box Thinking into your organisation here are some tips:-

Please do get in touch if you would like a 90 minute workshop on Black Box Thinking.

bev@nuggetsoflearning.co.uk

Keeping stars…

Mon, 26 Mar 2018 07:58:00 GMT

The old saying was “People leave People not jobs” therefore we must treat are star employees like people.

Invest in a relationship with them, understand their values, what do they get out of bed for in the morning. Some people say work is work, however there is always something behind their motives. Work is a need to fulfil all other areas of life.

Therefore when we are in work how can you ensure they stay on the journey with you:-

1. Get to know your employees.

Meet with them for 1:1 meetings once a fortnight. Take time within those meeting to go beyond current workload.

2. Make it fun

Look for opportunities to build enjoyment into their role. The brain absorbs more when it is relaxed and having fun. Laughter releases endorphins, all the ingredients of creating the right atmosphere for work.

3. Meaningful interactions

Employees who understand the big picture and feel connected to the purpose of the business, foster more loyalty. Get your team members to connect with clients make them feel a part of the whole thing.

4. Harness strengths

Identify the strengths of your employees and make sure they are exaggerated. Leveraging what some-one is good at, could be a better investment than developing an area of weakness. The opportunities within their strengths can lead to new areas of expertise.

5. Invest

Invest your time and money in your employees. Pay for them to be developed and give them your time to understand the future they see for themselves.

Please do contact bev@nuggetsoflearning.co.uk for a workshop on Career Development

Life and a mobile phone…

Mon, 19 Mar 2018 08:53:00 GMT

This weekend my phone suddenly switched off, and my daughter said “It’s too cold”. Suddenly the phone did not seem that dissimilar to us as humans. The functioning capacity was directly affected by adverse weather.

Therefore taking the mobile phone as a metaphor how similar is it to the life you live.

Just like mobile phones we do have the ability to control the choices we make in life, we are the operator of our lives.

Please do contact bev@nuggetsoflearning.co.uk for 1:1 coaching or a workshop on communication.

Colourful learning…

Tue, 13 Mar 2018 10:14:00 GMT

When I set up nuggets I wanted to create a “wow” factor the moment people entered the room. I wanted to show that I had made an effort. If you came to a party at my house I would ensure that my house looked fabulous. You are the host to an amazing experience it is not “just a training course”. My heart always sank if I entered a workshop and there was the biro on a lined pad.

The brain needs to be alive the moment the course begins and you can do that by bringing as much colour to the room as possible. As the Facilitator I always wear colour and I ensure that I display flip charts around the room with lots of colour. This can only happen by using “Mr Sketch” markers you need more than black, blue, red and green. Post-its and even fiddling toys provide the colour and texture needed to get the brain ticking.

Colourful learning is not just about the colour, you need minds to come alive and think in a colourful way. The brain always has to answer a question and needs space time and input from others to help. Creating exercises where the group can move around room working together gets them to think differently. Colourful thinking is creative thinking, when you have new answers to existing situations.

nuggets works on modules, bearing in mind that the concentration rate on average is only 45 minutes. The preferred route is weekly or monthly interventions of 90 minute workshops. This provides an entrance on a topic where you have created a “Disturb” of the delegate wanting to learn more and action more.

The residential Management programmes are costly to companies and do they give the return on investment. Learning that is practical and applicable with less time away from the desk is where the training future is.

Please do get in touch with bev@nuggetsoflearning.co.uk for leadership and management workshops covering many topics.

We are currently promoting “Making email work for you…”

Team briefings…

Sun, 04 Mar 2018 17:10:00 GMT

Organisations often change their strategic direction, sometimes due to external factors or to their own internal changes.

External could be a price reduction due to competitor or the overall economic landscape. Internally you might have lost several key skilled workers which means reallocation of tasks.

Communicating to your team strategic changes is vital and you should have in place regular team briefings or meetings.

Preparation is key to delivering announcements to your team.

You must be able to deliver the key points in a consistent and professional manner and be able to handle general questions and answers effectively and confidently.

When you have briefed your team you need to clarify their understanding of the message and the next steps.

As a checklist see below:-

To summarise the things to include:-

Please do contact bev@nuggetsoflearning.co.uk for a workshop on conducting team briefings.

Manager to Leader…

Mon, 26 Feb 2018 09:42:00 GMT

Promotion to management is initially great, business is good, new trips, making big decisions and learning a lot. Team are performing well and results being achieved, so much so that you take your eye off their performance.

You try really hard to still be one of the team, you want them to like you, so that they want to work for you. You attend dinner and drinks and even share with the team some of the issues you are facing.

You even comment on Senior Management, saying that they could do a better job.

The economy changes and results are harder to achieve and the performance issues you ignored are now becoming a problem.

You work longer hours to cover the performance issues and your team are unhappy and the results reflect this.

You seek help outside from a business mentor.

The first thing the mentor does is reassure you that you are not alone. Making the transition from Manager to Leader is hard and often being liked has to be put to one side, and instead being respected for the right reasons.

“If you want to be extraordinary you have to stop being ordinary”.

Your team needs to like you for the right reasons, being fair, consistent, empathetic and positive. If they like you for the free drinks and the dinners and the gossip on Senior management, you are in the wrong position. Making tough decisions will get harder if they are your friends.

Remember when you first learnt to drive, naturally you were excited and confidently proclaimed you would be the best driver ever. Sadly that over confident attitude led to an accident, no-one was injured but why did it happen?

It was the difference in responsibilities between being the driver and being a passenger.

Passengers are free to do a lot of things the driver can’t do. As a driver your focus needs to be on the road and not on the distractions. As a driver you no longer have the right to mess around, playing with the radio, texting and eating snacks.

The same principle applies when you become a leader. You are no longer a passenger you are the driver. Even though your responsibilities increase when you become a leader, you lose some of the rights or freedoms you may have enjoyed in the past.

If you want to be successful you cannot join criticisms of Senior Management. You lose the right to blame others for a problem in your department, you are now responsible for everything. You even lose the right to some of your time because you are responsible for other peoples time as well as your own.

The opposite of accepting responsibility is to find some-one or something to blame for the issues you are facing. There is always some-one or something to blame, but a real leader spends his time fixing the problem instead of finding who to blame.

“What happens when you place blame is that you focus on the past. When you accept responsibility you focus on the future and you can create actions to achieve your objectives.”

Be a Driver:

Managing change…

Mon, 19 Feb 2018 09:38:00 GMT

Change is inevitable in the business world, clients change orders, suppliers let you down or you change a process to be more efficient. Teams are reluctant to embrace change as whatever is occurring a loss is involved somewhere. It can be minor to major, however the emotional reaction can be managed with a clear formula.

John Kotter’s book “Our iceberg is melting” tells the tale of a colony of penguins and their need to move as their iceberg is melting.

The change you may be involved in, might not be as dramatic, however follow Kotter’s steps to smooth the way for your team:-

In the book the penguins realise icebergs will always melt and that is true of the world of commerce, prices go up and down and we always need to adjust our business. Creating a culture of change is more sustainable than just managing reactively. Your team will feel more secure and more adept towards change if they have a plan and a process as Kotter’s book demonstrates.

Please do contact bev@nuggetsoflearning.co.uk for a 90 minute workshop on Change.

Cultural change working for you…

Mon, 12 Feb 2018 10:03:00 GMT

We all need to reinvent our ways of working, refresh how things are going. Look at your bottom line, what can you do differently to generate more revenue.

Organisations invest in workshops around cultural change, to reignite motivations and most importantly incorporate different working practices.

Stop and think about what changes you need to make even as an individual by taking the headings of a Cultural Change Ladder.

Environment

What do you need to happen in your environment?

Behaviours

What changes do you need to make in your behaviours?

Capabilities

What capabilities do you want to change?

Beliefs

What beliefs do you want to have about yourself?

To make this blog practical, answer the questions and create an action list. For further support please contact bev@nuggetsoflearning.co.uk

The right attitude…

Fri, 02 Feb 2018 10:10:00 GMT

Last Monday I was fortunate enough to attend a talk by James Shone from the charity

“I Can and I Am”.

James has an amazing story from being a House Master to applying to be a Head and in his words landing the “dream” job. Part of the selection process was a medical, where James discovered he had a brain tumour. Surgery and a journey of recovery began with the “dream” job disappearing, James found a new purpose.

He set up the charity, “I Can and I Am” to inspire confidence in secondary school children through inspirational talks.

He started on Monday by sharing his own story and then talking to us as parents about how we can work with our children to give them the confidence to believe they can do anything.

His first top tip UFO Vs DBI, the abbreviations stand for Up, Forward and Out and Down, Back and In. If we always look up and forward and out, we can see the big sky with all the possibilities. Down back and in, begins that self limiting inner dialogue and where we over analyse events.

As a teacher he was keen for us to understand the progress made by teaching being evaluated by outside influence e.g. Ofsted. However we are still focusing very much on a funnel all the good stuff goes in, however the system only focuses on that very tight tube at the end of the funnel, academic results.

Teenagers today are spending so much time on their phones which as we know releases the addictive Dopamine in our brain. We need to unlock other passions and all of this can start at 14 years of age.

As parents we can look to a 3B continuum:-

Every child needs a confidence boost and James used the example of an ordinary balloon. We can either choose to inflate their confidence or deflate, knocking their self worth. If they are constantly deflated it is like driving a car with a flat tyre, progress is slow and damaging.

There are four things we can ensure:-

We must give our teenagers authentic praise by ensuring we say:-

Firsthand commentary of what they are doing well and it is our job to build those affirmations in their heads.

We have responsibility to demonstrate our own love of life be the role model with the right attitude.

We might not have a story as big as James Shone, however we can ensure that we smile and dance when we put the dishwasher on. Talk about your work with passion and share your life with your teenagers. Behaviour is contagious lets get them talking and off the screen.

Sticking to your goals…

Mon, 29 Jan 2018 16:22:00 GMT

One in three people abandon their resolutions by the end of January. We are nearly at the end of the month and some of you maybe clinging onto your new thinking and goals you had written. Here are some top tips for making sure you stay on track:-

Create a goals wheel that focuses on three main areas of your life for the year and then break into goals that you want to achieve:-

Complete a goal on a high…

Tue, 23 Jan 2018 08:53:00 GMT

The achievement of completing a goal can make you feel proud and satisfied, however there is another part of you that mourns the loss of the work. The adrenalin and energy you poured into the goal can fade very quickly if you have not adopted long term habits that can be sustained you begin to question the accomplishment. Avoid creating a vacuum when the goal is complete.

The feelings people might feel at the end of the goal are:-

Disappointment may occur if the goal was to easy or if you were so unrealistic you did not achieve it . There is a fine balance between stretch and achieveable. To avoid disappointment ensure that you have milestones in place along the journey. Those milestones can be new rituals that you keep in place long after the goal. If you want to increase your revenue you would set a target and the milestones would be to make one new business call a week and one meeting a month (they will stay in place once you have smashed the revenue).

Feeling lost, could well mean there is not enough rigour around the goal. Did you map it out and plan what it looked like. Identifying where you want to be at certain points lets you know that you are on track. If you see setting goals as a journey, you need to know which destination point you have arrived at, and how long it took you to get there. This often means that you might need to tweak it. Companies split the year into quarters which is good way of assessing where you are e.g. by Q1 …

Exhausted is very close to exhilaration and elation. Build into your goal planning, celebrating and relaxing. If we don’t mark the finishing line the fatigue will run into the next set of goals.

Please do contact bev@nuggetsoflearning.co.uk for a Goals workshop.

Set “real” goals…

Fri, 12 Jan 2018 11:47:00 GMT

If you have set some goals for January make sure they are realistic. Goals that are too big can be incredibly inspiring until you don’t meet them and then they can be more demotivating than motivating. The fall out is much greater, ensure you stick to the bounds of reality.

Goals are assisted by healthy habits and rituals. Every goal should have bite sized steps to lead to the big goal. A daily ritual that gets you ever closer to the ultimate, will be far more motivating.

You need to surround yourself with the right people. Negative or toxic energy from people who doubt whether you will achieve your goals will drain the positivity leading you to the achievement.

Focus on your overall well being, a good nights sleep is vital, so therefore ensure you don’t look at your phone or tablet before bed. The messages you receive you take to bed, but scientifically the blue light will reduce the sleep-inducing hormone melatonin.

Get started on those ‘real’ goals. Author Jodi Picoult said the importance of avoiding perfectionism perfectly “you can edit a bad page, but you can’t edit a blank page”.

Most importantly get organised, avoiding touching things two or three times. Everything has a place, have systems and processes in play that lead to your goals.

Make your goals visual, look at them everyday and then they will become reality.

For a goals workshop, please contact bev@nuggetsoflearning.co.uk

Why goal setting matters…?

Mon, 08 Jan 2018 17:10:00 GMT

Harvard Business School Goal Story

In the book “What They Don’t Teach You in the Harvard Business School”, Mark McCormack tells the story of a study conducted on students in the 1979 Harvard MBA program. In that year, the students were asked, “Have you set clear, written goals for your future and made plans to accomplish them?” Only 3% of the graduates had written goals and plans; 13% had goals, but they were not in writing; and a whopping 84% had no specific goals at all.

10 years later, the members of the class were interviewed again, and the findings, while somewhat predictable, were nonetheless astonishing. The 13% of the class who had goals were earning, on average, twice as much as the 84% who had no goals at all. And what about the 3% who had clear, written goals? They were earning, on average, ten times as much as the other 97% put together.

Write your goals down for 2018 or speak to nuggets about a workshop on goal setting.

Please contact bev@nuggetsoflearning.co.uk

Unlocking time…

Mon, 18 Dec 2017 10:06:00 GMT

Time is a non spatial continuum it does not exist and yet we are forever referring to it as if it is a commodity. “I never have enough time” or “I don’t know where the time goes”.

If we evaluated are own behaviours associated with time, it might begin to explain are association with it.

Pause and answer the following questions:-

The last question has to be answered by saying something you would do specifically and sleep is not allowed as an answer.

When we look at these questions we need to decide whether we are controlling time or is it controlling us.

The last hour at work, were you in charge, or were you working on other peoples work or were you tired and unproductive. This review of the last hour is quite enlightening as to how you are managing your priorities. The last hour ideally should be spent getting yourself ready for the next day. Take time to write down what you want to achieve tomorrow.

How do you feel about time today? This is time to recognise the quality of time and enjoying the hours you have. Being pro-active in your mindset about how you will spend it and the value you will get from it.

The extra hour is identifying, what matters most in your world. We often answer the question with something that is linked to what we value in life. Spending time on our mind, body or with our loved ones.

Please do get in touch to book a workshop on managing time

bev@nuggetsoflearning.co.uk

Review of the year

Sun, 10 Dec 2017 15:34:00 GMT

To make the best of 2018 we have stop and ask questions about the year that has just passed.

Take time to think about the answers to the following questions:-

Creating a plan for 2018 is easier once you have the answers to 2017:-

The exercise is best done visually by using post-it notes so that you create a picture of both years beside each other.

We control our own destinies, make 2018 a fantastic year.

For a workshop on goal setting or personal impact please contact bev@nuggetsoflearning.co.uk

Getting “stuff” done

Mon, 04 Dec 2017 09:44:00 GMT

Your best work gets done when it needs to be done, you have to want it and be ruthlessly intolerant. With clear priorities and focus you work on the right things at the right time.

Only YOU are accountable for getting “stuff” done. We find it easy to set monetary targets however we need to give the same priority to time targets. Unproductive people have no idea where their money has gone.

Success is about our behaviour and how we manage the time we have. Your goals and your achievements are compatible to your behaviour.

Each week think about what you want to achieve and put that as the heading of the week. Achievement underpins motivation and having one big goal for the week, will be you identifying what matters most that week.

David Allen’s book, Getting Things Done describes the process. If we can put all of our stuff in buckets, nothing gets lost and it is out of your head and into a system.

The buckets:-

Please do get in touch for a practical approach to Time Management bev@nuggetsoflearning.co.uk

Getting ready for the “C” word…

Tue, 28 Nov 2017 11:33:00 GMT

The “C” word being Christmas.

The countdown to Christmas begins this Friday and it is like any other project it needs to be managed and the focus of what it means to you, must not be lost.

Stephen Covey’s time management exercise “What matters most” is a great way of looking at Christmas. Covey invites delegates to squeeze big rocks into gravel. The big rocks represent “what matters most in life” and the gravel is just “stuff” e.g. work.

The only way the exercise works is to put the big rocks in place first and then pour the gravel on top. Delegates have been known to sweat profusely trying to squeeze rocks into gravel. This feels uncomfortable and to be honest is how life feels when you lose focus on the things that matter most.

Focus on Christmas and work back, ensure you are spending it with the people who matter most and get all the “stuff” into perspective.

We have all done the Christmas Eve shop and regretted it afterwards when the person you care about most is surprised and disappointed.

The biggest rock at the moment is Christmas, so therefore make it your priority.

Please do get in touch for workshop on Time Management bev@nuggetsoflearning.co.uk

Resilient Pink…

Mon, 20 Nov 2017 11:18:00 GMT

The media is awash since the Harvey Weinstein of abuse cases and how do you determine the line that people cross.

My own experiences has measured my thoughts around appropriate and inappropriate.

In my early 20’s I went for an interview to work with a very well successful businessman. With hindsight this first introduction to him should have been a warning of what was to come, the level of control. I was asked to wipe off my lipstick (my trademark bright pink). This felt very odd, and I had lots of time to reflect on this instruction as I was left in a room for a very long period to wait for the “big man”. Looking back I think I was being watched and the whole situation was a test.

I got the job without the lipstick which I was still advised to hold back on.

The prestige of working for the company and the man himself let me initially enjoy the situation. It became apparent that it was not business as normal. Five secretaries to one PA, could easily tell you that we were just ever slightly over manned.

We would be rewarded with money for carrying a brief case, however in the process the wandering hands went too far. Sex toys would be placed on our desks to see our reaction, and I was particularly naive.

I left after 6 months and the first thing I did was make sure my lipstick was brighter than ever. The resilient pink continues and I know where the line is for me.

I ask myself would I want my daughter to be humiliated and lose confidence due to an individual who believed fame and money would protect him.

Arriving at meeting last week there was lots of banter about whether we could greet each other with hug. I laughed with the group, however I was delighted that there is now thinking around personal space. My own example is somewhat extreme, however there are levels within everything and there is always a line to cross or not to cross.

We can create a better place and be resilient with or without pink lipstick.

Effective email management

Mon, 13 Nov 2017 15:12:00 GMT

“We must lead emails rather than them leading us…” Bev Wilkinson

Being effective with email management is how you behave around emails rather than the simple processing. We need to set ground rules and set up rituals and habits that fit with our lives. We can control it rather than it control us.

Dan Pink’s book – “To Sell is Human”, listed the number of emails he received in two weeks:-

To improve organisational effectiveness is not too focus on the number or volume. The attention should be on clear guidelines as to how you manage your in-box.

There is no easy way and the whole idea of personal productivity means that it is personal to you. Systems need to be tweaked and adapted to work. Sharing ideas with team members can give you new ways of interacting with the screen.

If you look at an email 5 minutes before you go into a meeting you take that email into the meeting. Checking your email before you go to bed means that you will take that email to bed with you.

We can be effective by making choices that work for our lives, book an appointment with your emails as you would any other contact.

The book “Getting Things Done” by David Allen suggests setting up sub folders that sit at the top of your other folders. This can easily be achieved by putting a # in front of the title:-

#Action

#Waiting for

#Read review

To be effective think about the rhythm of your day and decide when you want to manage your email. Relax that you don’t have to know everything all the time.

Being effective is the right processes for you.

Does your dress code match your email…?

Tue, 07 Nov 2017 16:20:00 GMT

More and more companies are moving towards a casual dress code. We often wear the right clothes to do the right job. You would never garden in your high heels, the trusted wellington boot is the footwear of choice.

If we are not wearing the right dress does it mean that our tone becomes more relaxed.

When dress codes change they often get misinterpreted, what is casual in my eyes might not be in some-one else’s eyes. There is an adjustment phase, some team members intentionally push the boundaries. Our clothes are very much a part of the image and the culture we belong in. They are easy to spot and give feedback on.

The tonality and content of your team emails are harder to spot.

Introduce guidelines of the tonality you expect and the look and appearance of your emails. They are often and the first contact with your company, ensure that it is the right image.

Making email work for everyone…

Mon, 23 Oct 2017 09:53:00 GMT

“People don’t read emails” or is it “People don’t read emails properly “.

How do you get your message across and how do you get noticed. We want to get attention for the right reasons.

I was recently asked to design and deliver a workshop on how to make email work for you. The client has had messages go out with “Hi” in the subject box.

Their brand and culture was very traditional and they felt their team did not reflect it in the way emails were worded and displayed. They wanted messages to match their culture and look and sound like the brand in essence the right voice. Overall their mantra was to sound “charming”.

The workshop was highly interactive with flip charts asking the questions what does good, bad and ugly look like from an email perspective. From the delegates answers you could ascertain how the company could change their email practices to have consistency and portray the right image.

The right voice is not just about the look of an email the tonality is key. We asked delegates to right email responses to common Client queries and looked at the language that was appropriate and inappropriate. The level of directness that is an assertive voice and the tipping point to aggression.

Practically we need to lead email rather than it lead us. The last part of the workshop explored how to manage it effectively.

When email entered the business world very few of us ever had training as to how to use it and very few companies provide guidelines. The standard signature template is as far as it goes. Think further are you happy for employees to use “Hi” or “Thanks” would you rather it was a “Kind regards”.

We have made a difference by working with organisations to get them to think about how much damage one email can do. With this one workshop “Making email work for you” we have given companies their brand back through email.

Please do get in touch to book a workshop on “Making email work for everyone…”

bev@nuggetsoflearning.co.uk

Sleep the new drug…

Mon, 16 Oct 2017 10:00:00 GMT

Sleep is the new drug in town. We reach for the pain killers and eventually we might take to our bed. However what if we saw sleep as a preventative drug.

Matthew Walker is the director at the Centre for Human Sleep Science at the University of California, Berkeley, he has spent the last 20 years studying “sleep”.

“When have you ever seen an NHS poster urging sleep?’ – “when did a Doctor prescribe sleep not sleeping pills, sleep loss costs the UK economy more than £30bn a year in the lost revenue”

Sleep resets our body and brain by working on the following:-

When we sleep it is like hitting the save button on your memories. Studies have also shown that we can learn new facts much better after a good 8 hours. The Hippocampus in the brain is the memory in-box. MRI scans of sleep deprived individuals show the lack of activity or using the metaphor of the in-box no new files.

Sleep manages emotional volatility, scans of the brain show the Amygdala has increased activity with sleep deprived individuals. So for our emotional well being 8 hours sleep a night is the best recovery.

Our physicality is improved with sleep as we have natural killer cells, our immune cells who work during the night. The World Health Organisation has now identified that shift workers are at risk due to poor sleeping routines.

Sleep resets your body and brain so go out there and reclaim it and make sure it is the full 8 hours.

Dose of Happiness…

Mon, 09 Oct 2017 08:27:00 GMT

We create our own happiness by choosing the state that we go into, however how much are we aided by the chemicals in our brain. Science colliding with our emotional intelligence.

At a talk at our son’s school they explained how teenagers can steer their behaviour with bearing in mind the dosage they need to be happy. It is healthy for teenagers to hug and want companionship and yet social media does not give them that intimacy or immediate closeness. The wrong elements of the happiness can be exaggerated, the teenagers can become addicted to posting and the reaction of their friends.

Simon Sinek of TED talk fame and for the book “Start with Why”, explained when writing his book “Leaders Eat Last” the chemicals that makes us happy.

He used the mnemonic EDSO however at my son’s school last week they made it far more catchy – DOSE of happiness.

DOPAMINE – motivates us to achieve incremental goals. It is the greed element of the brain it makes us feel good when we tick things off the to-do list and it can become highly addictive.

OXYTOCIN – creates intimacy, trust and the feeling that some-one will protect you. Mothers and babies and lovers feel this when they are protected and loved, the feeling of safety.

SEROTONIN – provides the feeling of significance, pride, status. It drives us to seek the recognition of others. I want to do it so that my family are proud of me. It reinforces relationships within a group, it can give cohesion to a team.

ENDORPHINS – keeps us going during work outs or runs, it helps us endure difficulties. We have the same rush when we laugh.

If we were put them into a table:-

The right DOSE can steer you through an organisation and life. Check-in to see whether you are being exposed to the right amount in each area.

Please do get in touch for a workshop on Happiness bev@nuggetsoflearning.co.uk

Short time horizon…

Mon, 02 Oct 2017 09:01:00 GMT

The snow globe is a very visual representation as to how we live our lives. We focus on the small things and yet some-one is forever shaking it up. The building or structure in the centre of the globe we forget about.

We enjoy achieving the small stuff as we get that buzz of achievement, we have ticked a list or highlighted an accomplishment. We release dopamine in the brain the feel good chemical, instant gratification.

We have attended 3 meetings this week however they may have no complexity. Thinking is not linear and involves engaging the brain fully. The temptation to achieve immediate is everywhere. The email pop up could easily take you away from the hard report that needs to be written and involves thinking. We get addicted at accumulating small tasks, it is called structured procrastination.

This short term horizon is due to the fact that we are now a society based on impulse. We crave automatic self stimulation, we send a message and we crave the reply. We create an addictive cycle.

We are encouraged to do more and now with technology we have no limits. There are now work addiction groups. People enjoy the control that task accomplishment gives them, where as living life does not have the same completion and control.

An example would be a Senior Executive has to forecast next year’s figures, it will be a black and white document with figures based on the evidence of the previous year. The same Executive has to manage the behaviour of their 18 month old who has not yet mastered sleeping through the night. You can guess which one has the linear thinking and the control and the latter requires a more creative approach.

The culture we have created is “Try harder” and it is a “Short time Horizon” we need to look to a broader, slower and altogether bigger horizon. Try this week to do more thinking.

Please do get in touch to explore thinking more bev@nuggetoflearning.co.uk

Busy is a brand…

Mon, 25 Sep 2017 10:56:00 GMT

We wear busy like a badge of honour. The first thing we say to each other is “how are you?” and the most common response is “busy”.

We deal in a currency of numbers, people will tell you how many emails they have in their in-box and how many meetings they have attended.

The “busy” becomes a showcase, we boast about not having time. Our reputation and existence is based on demonstrating “busy”. We need to rush and walk quickly to emulate “busy”.

Even our weekends are about justifying ourselves to ourself. We enter marathons and discuss what is right for our children in terms of after school activities. Studies now show that children need to learn how to be bored.

We cloud effort and results, as often if things take longer we have looked busy for longer.

A locksmith explained that when he first started his trade it used to take him a long time to change a lock. He charged $120 and $25 for the key and was often given a tip. He is now experienced and changes a lock in 2 minutes and still charges a $120, and yet he never receives tips. Ironically people were paying for incompetence, and yet they believed they were paying for effort.

To understand more about “busy” listen to the Radio 4 series by Oliver Burkeman http://www.bbc.co.uk/programmes/b07w1dpx/episodes/player

Please do look at our website and get in touch www.nuggetsoflearning.co.uk

The brain machine…

Mon, 18 Sep 2017 14:58:00 GMT

The brain operates everything and in the evenings like any piece of machinery its tired. We turn the telly up a little louder as we can’t hear so well and we lose the ability to make decisions about what to eat, we are slowing down.

To relax you might look at your Facebook account, however the same process required to read an email is the same process as to look at your social media. The brain machine has the functionality to read whether it be work or not work. The mechanics cannot differentiate the same psychological activity whatever you are reading. If you are tired the topic won’t make a difference the machine is operating slower.

We need to maintain the brain as we would any other piece of machinery. Your car is serviced and requires an MOT, how much love and care do you give your brain:-

Look after your brain this week and for a nugget workshop please do look at our website www.nuggetsoflearning.co.uk or contact bev@nuggetsoflearning.co.uk

Busy what is it…?

Mon, 11 Sep 2017 14:06:00 GMT

Too many things to do, and too many tasks and a shortage of time. We fall into the scarcity trap, which is where are cognitive bandwidth cannot process any more data. Long term memories are stored, but the short term space is limited. We make poor decisions if we have overload.

We need time to uncover and unwind, if we ruminate on the day it comes home with us. A psychologist, Zeigarnik explained how interrupted and uncompleted tasks stayed in the mind far longer than completed. The studies showed waiters remembered orders whilst the service was in progress when asked afterwards which orders belonged to which customers they were unable to recall. Tasks not finished fill the mind.

Multi tasking is not the answer as it takes 40% longer to complete a task if you have switched at some point. Doing two things at once is really bad for the concentration and quality will suffer. Studies in America suggest that speaking on your mobile phone whilst driving is as bad as being under the influence of alcohol.

Some suggestions for protecting your bandwidth are:-

People who fill their bandwidth are creating the illusion of efficiency, if you have checked your emails before going into the meeting your mind is in the email not the meeting. Management of your bandwidth will lead to greater accomplishments.

Replace the word busy and approach busy differently…

Please do contact nuggets for a workshop on managing bandwidth bev@nuggetsoflearning.co.uk

Being proactive…

Mon, 04 Sep 2017 16:14:00 GMT

Our behaviour is a function of our decisions and choices not our conditions.

We have the freedom to choose our responses despite the circumstances. We will always have our own imagination, conscience as to what feels right or wrong and our very own independent will to choose.

Reactive people are:-

Proactive people are:-

Our ability to live a life of choice is our ability to focus on what we can influence and not focus on the concerns we cannot change.

Please do contact nuggets for a workshop on Proactive Thinking bev@nuggetsoflearning.co.uk

Changing your outlook…

Mon, 21 Aug 2017 15:13:00 GMT

This morning I heard tweet of the day.

Radio 4 at 6.00am plays a recording of a different type of bird introduced by different broadcasters. This morning I awoke to the sound of a Little Egret.

The tweet was introduced by Clare Jones who explained she was in her early 20s and had fallen into a job at the RSPB (Royal Society Protection Birds). She was looking out of the window and saw a little white bird. When she asked what the bird was a colleague informed her it was a Little Egret.

When she got home she looked up the bird to understand more. The Little Egret was nearly extinct 100 years ago, if it were not for four Victorian women who took on the plumage trade. The Victorian fashion was getting out of control with more elaborate and exotic feathers being used and the Little Egret’s white feathers proved particularly popular.

These four women went on to establish RSPB.

Clare Jones finished her tweet of the day with

“Something so small can change your whole outlook on life”

I drove to a coaching session today with the story still in my mind. I was not going to take on the plumage trade (now a thing of the past), however what can I do today, tomorrow and the next day which will make a difference…

Please contact bev@nuggetsoflearning.co.uk for a learning workshop or 1:1 coaching.

Making email work for you…

Mon, 14 Aug 2017 14:09:00 GMT

When information needs to be given quickly, there is no better way than by email. Unfortunately, with the benefit of speed come some problems that are not always predictable. Employees need to all be consistent in the way they engage with email and ensure that it is true to the values of the organisation.

Overall you should lead your in-box rather than be led by it.

How to take control?

“Anyone with an inbox knows what I’m talking about. A dozen emails to set up a meeting time. Documents attached and edited and reedited until no-one knows which version is current. Urgent messages drowning in forwards and cc’s and spam” – Ryan Holmes

For a 90 minute workshop on making email work for you, please contact bev@nuggetsoflearning.co.uk for more courses tour our website www.nuggetsoflearning.co.uk

Objective setting…

Mon, 07 Aug 2017 14:16:00 GMT

“What gets measured gets done…” Tom Peters

Objectives setting should be seen as an important exercise and not just an unnecessary layer of bureaucracy.

You need to get excited at the direction the objective could take you in. This will occur by taking an inside out approach, already imagining “What will be happening…?”

Objectives provide a story and a history of progression without them it is a book without chapters.

Please visit our website for more workshops www.nuggetsoflearning.co.uk

Knowledge Vs Wisdom

Mon, 10 Jul 2017 08:05:00 GMT

Knowledge is knowing that a tomato is a fruit and wisdom is knowing that it does not go in a fruit salad.

Knowledge is your IQ (intelligence quotient), your data and facts that you have acquired. Wisdom is your EQ (emotional quotient), the application and , how well you do something and it is appropriate.

Therefore going into leadership we need more wisdom than knowledge and we must not be intimidated by millennials with bags of current knowledge. Wisdom is maturity of the mind, knowing what works and what does not work. As parents we can steer our children’s behaviour by dipping into our wisdom far more than knowledge.

If you were to use knowledge vs wisdom as an equation to everything you do as the example above demonstrates, you can evaluate the knowledge accumulation. Where will knowledge take you and how will you apply it. We sometimes do tasks for the sake of doing them, recording expenditure is a good example. If you never apply any wisdom to the sums recorded you will not have used knowledge and wisdom as a formula.

Knowledge is a tool, and wisdom is the craft in which the tool is used

Leadership is leaning far more towards wisdom, applying and just knowing whether something is right or wrong. Past life experiences will determine whether an individual is taking the best path.

Knowledge is knowing what to say and Wisdom is knowing when to say it.

For a leadership workshop please do take a tour of website www.nuggetsoflearning.co.uk and contact bev@nuggetsoflearning.co.uk

Killing time…

Mon, 26 Jun 2017 08:02:00 GMT

Most people complain about not having enough time, so why would you ever need to contemplate killing time. All good time management courses get you to fill the time you have and be prepared for transition time so there really are no voids.

When some-one else’s agenda is forced upon you and they are in position where they have nothing to do in the space you “kill time”.

Initially if you are slipping off a busy agenda you mentally fight the imposed time you have been given to waste. We adjust slowly and there is now so much visual stimulation that do we ever totally switch off. The phone is a constant link to another place and time you could be at the moment when you are supposedly doing nothing.

Managing time is all about managing our own behaviour and another choice as to whether we choose to kill time and relax into it.

Time as a definition is “A non spatial continuum in which events occur in apparently irreversible succession from the past through the present to the future” . We can accept the flow from past/present to future or we can mourn the passing of time.

The most positive approach might be:- “Don’t count every hour in the day – make every hour in the day count”

Please look at our website www.nuggetsoflearning.co.uk for 90 minutes of learning on managing time or contact bev@nuggetsoflearning.co.uk

Behaviour Vs Attitude…

Mon, 12 Jun 2017 16:39:00 GMT

We can only comment on what we see, not what we think is driving behaviour. So an example would be:-

Alice always appears very unhelpful when people enter the department, she never welcomes anyone.

We could make an assumption that she has a bad attitude. However we must only give feedback on the observable. Our personality is made up of values, skills, beliefs and attitudes we have collated to be our unique self.

Alice needs feedback on just behaviour that we can see:-

“ Alice I have seen that every time anyone enters the department you never look up, you never make eye contact with them or say anything”

We would hope that Alice might explain, she hates being at the front desk, she has always been shy, she did not realise it was a requirement or she said sorry and was keen to do it differently.

Think about the balance between a behaviour and an attitude, what is behind and what is driving it. You often notice more when some-ones behaviour is not in sync with their usual demeanor.

A very handy mnemonic to keep you on the right track (“SBI”):-

S – Situation – what can you see happening?

B – Behaviour – what are they doing, only observable?

I – Impact – what do they think could be the impact of this behaviour?

It is always better if an individual can self assess their behaviour, no-one likes to be told where they are going wrong.

Please do get in touch if you would like your team to have a workshop on feedback.

www.nuggetsoflearning.co.uk

and contact bev@nuggetsoflearning.co.uk

Moving forward…

Mon, 05 Jun 2017 14:30:00 GMT

Employee engagement drives bottom line, however what does engagement mean and how do you help employees connect with the company.

Teresa Amabile and Steven Kramer co authored the book the Progress Principle which explored the question of when people are motivated and engaged at work. They recruited 238 people across 7 companies, and everyday they completed a diary entry and a questionnaire. After 12,000 days worth of data Amabile & Kramer drew conclusions from the information.

The most conclusive result was that people are most motivated when they are making progress on meaningful work. The most powerful thing to excite, engage is moving forward even if it is a small win. That is the progress principle.

The terminology the pair used in their book was “inner work life” – what moves you forward?

What was the most startling find was a negative impact can be 2 or 3 times more damaging than a positive move forward.

We therefore need to be most aware of our nourishers and our toxins. These can be people and also environments. Think about a place where you are really productive and a place with the opposite effect. We make the choices as to where we spend our time and we need to ensure that we look after ourself by the environment we work in.

How do you keep yourself moving forward?

How do Manager’s apply the Progress Principle?

Please do contact nuggets for a workshop on “Understanding your Motivation”

www.nuggetsoflearning.com

To be savvy…

Tue, 30 May 2017 14:11:00 GMT

How do you get to hear everything that is going on at your company? The smokers used to have all the insights, hard to advocate smoking in order to become savvy. In the US they would use the term the “water cooler chat”, so how do we really find out what the Directors are up to.

The word savvy itself, what does it really mean “ shrewdness and practical knowledge; the ability to make good judgements”. So to be shrewd you got to be right place at the right time and then also the ability to filter fact from fiction. Savvy in my eyes is also quite cool some-one who just gets it.

From a company perspective you need three types of savvy to understand the full picture:-

Where they meet in the middle is an individual with their eyes wide open.

By becoming savvy we can begin to have an influence over decisions as we armed with knowledge.

Take a tour of our website to find more nuggets www.nuggetsoflearning.co.uk

Getting your message across…

Mon, 15 May 2017 10:17:00 GMT

Knowing when to communicate and how to get a message across effectively is a skill in the digital age that we now live in. To cement relationships we need to steer away from the easy option.

The communication needs to be valid and memorable. Therefore we need to plan and prepare as we would with other forms of work.

The story below highlights the need for communication to be personable:-

A man and his wife had been arguing all night, and as bedtime approached neither was speaking to the other. It was not unusual for the pair to continue this war of silence for two or three days, however, on this occasion the man was concerned; he needed to be awake at 4:30am the next morning to catch an important flight, and being a very heavy sleeper he normally relied on his wife to wake him. Cleverly, so he thought, while his wife was in the bathroom, he wrote on a piece of paper: ‘Please wake me at 4:30am – I have an important flight to catch’. He put the note on his wife’s pillow, then turned over and went to sleep.
The man awoke the next morning and looked at the clock. It was 8:00am. Enraged that he’d missed his flight, he was about to go in search of his errant wife to give her a piece of his mind, when he spotted a hand-written note on his bedside cabinet.
The note said: ‘It’s 4:30am – get up.’

Think how often you communicate with people during the day. You write emails, create reports, prepare presentations, debate with your colleagues and chair meetings. We spend an entire day communicating. To provide clear messages and ensure they are received use the 7 C’s as a checklist:-

Please do contact nuggets for a Communication Toolkit workshop www.nuggetsoflearning.co.uk

Managing “You”

Mon, 08 May 2017 11:56:00 GMT

Have you ever heard the voices in your head as you reach for the doughnut. One is clearly saying go for it, you deserve it, the other is saying do not eat it.

Dr Steve Peters the author of the Chimp Paradox explains who the voices are and how to keep on top of them. We have the Chimp speaking from our limbic brain, with its basic reactive response and its short term view. The other voice is our Human mind is the prefrontal area which is thinking of consequences and evidence and taking a long term view. The other area of the mind which will guide both of them is the computer, where memories are stored. This will let you know how good the doughnut tasted last time, and equally how guilty you felt afterwards.

The Chimp only provides suggestions and we must remember these are not actions to follow. The key is to always manage the Chimp.

The book provides 4 strategies for doing so:-

There are many mind management systems out there to manage your emotions however not many have such successes attributed to them. Dr Steve Peters worked with the British cyclists Sir Chris Hoy, Sir Bradley Wiggins and Victoria Pendleton.

For more help on working out your responses please do work with nuggets as a personal coach or delivering a 90 minute course to your team.

http://www.nuggetsoflearning.co.uk

What is being assertive…?

Fri, 28 Apr 2017 17:19:00 GMT

There are only four behaviours and yet we find it so hard to locate the assertive voice within us.

We know that it is being true to ourself and saying what we genuinely mean, however we find it hard to articulate.

The other behaviours that get in the way are:-

Behaviour is contagious so if some-one raises the voice they unlock within us an equally aggressive tone. We need to instigate the pause button to release the assertive behaviour which is very simplistically, “Say what you mean and mean what you say”.

Adam Galinsky explains that speaking out is all about finding a your own personal range, the voice that works for you. Being sure of the perspective you see in front of you. He tells the story of a bank raid where the banking clerk just asked why the amount was so specific. The bank robber explained it was the rent his friend owed in order to prevent eviction. She calmly suggested that they chat through a bank loan rather than proceed with the raid. The calmness and empathetic approach of this bank clerk prevented what could have been a very catastrophic situation.

Being sure of the perspective you see in front of you is all about being assertive. In the book “Getting to Yes” by Roger Fisher and William Ury they repeat that the best negotiating is always to look behind the position and ask why it matters.

We can deliver an Assertion workshop in 90 minutes at your workplace, please do visit our website to find out more http://www.nuggetsoflearning.co.uk

Brand “you”

Sat, 22 Apr 2017 14:43:00 GMT

Knowing and understanding your own personal brand is all about asking yourself the right questions, uncovering what you are about. What is underneath the packaging, who YOU really are.

There is a lot written about authenticity and being genuine. A strong foundation that is based on truth will be the way to secure a true brand.

“The most exhausting thing in life, I have discovered, is being insincere.” – Anne Morrow Lindbergh author of “Gift from the Sea”

Being some-one you are not is hard work, think about Actors playing characters, often twice a day for a matinee and evening performance they are exhausted. If you are not true to yourself you run the risk of eventually being found out, famously in the 1990s was a pop duo Milli Vanilli. Their first album earned them a Grammy for Best New Artist. It materialised the duo could not sing and had been lip synching to the music. Their Grammy was revoked and no-one heard from them until sadly the tragic accidental death in 1998 of one of the pair. This is an extreme example of not being who YOU really are.

The path to a true brand starts with key questions:-

7 questions – from the Personal Branding Guru – William Arruda

www.nuggetsoflearning.co.uk

Being truly aware of who you are…

Mon, 03 Apr 2017 09:32:00 GMT

We have our own unique style and we leave a memory of ourselves in others.

The greater our self awareness is the ability to see ourselves with our own eyes. We therefore need to understand the following:-

Pulling all of these together you create a unique personal style, which encompasses your skills. You are aware of the impact of your physical presence on others as you have the same view as they do. You know your energy levels empower others and your non verbal behaviour is comfortable and reasuring. This is an example of an emotional intelligent individual with good self awareness.

Please do look at our website as to how we would deliver self awareness as a 90 minute module www.nuggetsoflearning.co.uk

Windows of the soul…

Wed, 29 Mar 2017 12:14:00 GMT

Understanding what we show others and what they see when they look at us.

The model Johari’s window was created by Joseph Luft and Harry Ingham in 1955. The tool is a useful visual representation of a person’s character, and is represented with a four-quadrant grid.

The tool is very practical in knowing what you project and what you are happy to share. It is a development tool which is very useful for increasing an individuals self awareness. The windows demonstrate the memory they leave and the key question:- “What shadow do you cast?”

Window 1.

Public Arena – I know what you know about me, and you know what you know about me.

Some individuals have huge Public windows, they are happy to share everything, from their holiday plans to the interior of their homes.

Window 2.

Private Arena – I know things about myself that I am not willing to share.

Making your windows work for you will be about deciding how much you wish to share with colleagues.

Window 3.

Blindspots – Things you know about me and I don’t know about me

Often known as the bad breath spot, we need to find out more about ourselves by seeking feedback.

Window 4.

Unknown/Secret Self – Things I don’t know about myself and things you don’t know about me

This is the heroic window. We don’t know how we would cope with certain dramatic events as they have not happened. We also don’t know how far our skills will reach, if we don’t take risks. This window is exploratory, however it should not be ignored.

Map out your windows and see where you want to decrease or increase the size.

Please look at our website to see how nuggets can work with your company on practical management theory, making it relevant and applicable www.nuggetsoflearning.co.uk

Developing emotional intelligence…

Mon, 20 Mar 2017 11:39:00 GMT

What we achieve is a marker of success, however how you conducted the business will stay in the memory a lot longer. Whether you gain repeat work is often decided on whether the interaction was pleasant. Retention of teams is down to how well a leader deploys their emotional intelligence and whether you want to continue working with them.

The good news is that we can work on your emotional intelligence and make it relevant and practical. If you use the five concepts from Daniel Goleman’s research:-

1. Self Awareness – “What shadow do you cast?”

What memory do you leave in peoples minds, do you cast a really good impression of who you are. Is every interaction with you consistent and therefore when people meet who have met you in other separate situations they have the same view.

2. Self Motivation – “What gets you out of bed?”

The drive to push you forward comes from within, you don’t need a line manager, telling you the way. Clear goals and a future plan, always self directed.

3. Self Management – “When to react and when not to?”

Managing your hot buttons and being emotional when appropriate and being aware of slippage of inappropriate outbursts.
4. Social Awareness – “What signals are you picking up?”

Being emotionally astute you will know when some-one wants to talk and when they don’t. Getting really skilled at “reading the signals”. People often indicate they want to connect with you through their body language and not verbally, so you need to be aware of all the indicators.

5. Relationship Management – “What frequency are they on?”

Understanding some-one else takes a relationship to another level and this happens when you use empathy. Stephen Covey describes this as “Seek first to understand before being understood”.

We can measure our emotional intelligence by simply giving yourself a score out of 10 each week in each of the five areas. You will know where to develop and breaking them down you can accept slippage and learn from it.

To demystify emotional intelligence attend a workshop with nuggets and take a look at our website for how we work with companies www.nuggetsoflearning.co.uk

We are what we eat…?

Mon, 13 Mar 2017 11:55:00 GMT

Everything that we eat is what we are about, in terms of mind, body and spirit. You can wrap it up by saying our overall well being is dictated by what we put in.

Whether it be food or good thinking.

I was very lucky last Monday to attend a talk by Liz Earle MBE an advocate for well being. The subject is far reaching, from labelling on food to how many hours we sleep and what is actually in sun cream.

Liz made sense and as an example of well being, looked amazing.

She was interviewed by a friend so the atmosphere was warm and comfortable. Liz began by explaining her journey from journalist, to TV, creating the Skincare range and to her current work of writing and presenting on well being.

We make decisions on what we know and yet often we do not apply much thinking to what we are eating. You could spend lots of time working out nutritional values however Liz made it very easy. Think about what you are eating and what they have been eating, and then some things are just straightforward e.g. things from the ground. If you know the route to your mouth and you are happy then you will enjoy your food.

Packaging to food is now very complex and often misleading. Recently Waitrose ran a campaign on British Lamb it turned out the recipe was British however the lamb being sold was New Zealand. We have to be take our own personal responsibility to look beyond the initial message.

Sleep is possibly a good starting point for well being and Liz shared the fact that 7.5 hours a night is the optimum. Time before midnight is far more valuable than after. So getting to bed earlier is more effective than staying in for that lie in the next morning. Banking sleep works in the short term.

As a nation we all need vitamin D and 20 minutes in the sun will possibly do us a world of good and the Liz Earle skincare range does not contain any SPF. It is again about using the right tools for the right job. If you want to protect yourself from the sun, use an expensive sun cream that does that job, don’t expect your normal skin care to do that for you. This is true in business don’t expect your accountant to advise on your marketing. Everything does the job you ask it to do.

Liz Earle has been incredibly successful in so many areas and one of her key messages was

“Be different – have a business that looks different”

Please visit our website for more details about our workshops and coaching www.nuggetsoflearning.co.uk

Please do contact bev@nuggetsoflearning.co.uk

Exposure of you…

Mon, 06 Mar 2017 21:03:00 GMT

I am not talking a streak through the office, there are other ways to get yourself noticed.

Studies show that we need to fit into the environment we work in, so the more you do within that space the more your face will fit.

Harvey Coleman studied the reasons why people get promotion and how in general individuals can feel empowered. The results were set into three categories:-

If you perform exceptionally well at your job, you cultivate a great image and you are known by all the right people you will be successful.

Exposure or visibility equated to 60% of the success factor to getting promotion, so what they know about you before has the greatest impact.

Image follows on 30% and performance brings up the rear at 10%. Obviously if you got the promotion and could not do the job you would ultimately be caught out.

In the meantime how can we make exposure practical:-

Evoke Transformation

Tue, 28 Feb 2017 14:54:00 GMT

Working as a coach you can get right to the end of the session before you get to that transformational moment.

When you start on a journey with a client you want to get to that point where you evoke transformation. The client recognises a new way of seeing a situation their thinking changes and they can see a new response.

We get trapped in our daily rituals and don’t often have fresh eyes on changing our routine. A coach challenges your thinking and gets you to change the status quo.

As a coach you must always trust that your client is naturally creative, resourceful and whole as a person. They always have the answers you ask the questions to unlock their thoughts to evoke change.

The agenda belongs to the client and you follow as the trusted guide. You are responsible in this role, and challenge only where appropriate.

The coach must ensure accountability around any change, you want to see progression so therefore actions must be held to account.

Acknowledging progress and championing the clients achievements is essential for motivation and relationship building.

The coach is responsible for articulating the thoughts of their client and constantly reflecting using their words where their journey is taking them.

As a client and a coach to evoke transformation is very uplifting.

Please do get in touch for 1:1 coaching bev@nuggetsoflearning.co.uk

Read the signals…

Tue, 21 Feb 2017 08:34:00 GMT

I am forever saying to my family read the signals. We can gain a more meaningful connection if we look beyond.

Our emotional intelligence radar is about noticing the changes in behaviour of others. When we observe people we have taken in the whole 100%. Their physicality is the largest proportion of that 100%, it counts for 55%. We are looking for seepage in their body language is their any leakage.

The leakage indicates a change in their state, how they are feeling about what you are saying or a trigger in their own head. The signals of a change can be anything from a slight twitch, massive change in expression or a slight flick of the hair.

Tonality at 35% is another clue to watch out for, has their voice risen or gone softer, does it give you the feeling of discomfort.

Words and language give us the final 10% however they are not on their own enough to tell us what is going on. We know so many hide behind emails as the words are not showing the signals.

I have witnessed many people trying to leave a course and others are not reading the signals and letting the person escape.

Be the best memory and not the worst, be intuitive and read the signals.

For a workshop on developing your emotional intelligence contact bev@nuggetsoflearning.co.uk

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What Vs How

Mon, 13 Feb 2017 12:07:00 GMT

We can all work hard at what we have to get done and often just review what we have achieved. How we went about the task or challenge can be more revealing about the overall performance.

It is the same balance between being and doing, which we often use as language in coaching to explain to a client where they might be. The world demands that we constantly keep producing and that means “doing” getting stuff done. Generating 100s of emails shows that you are working on the “what” and the “doing”.

The “being” side is “how” we went about the work and how we want to be remembered. The value of who we are as a person is all about how we work.

To focus more on how, carry out the following:-

How will last in the memory longer than What.

For a workshop on making the “How” matter please do contact bev@nuggetsoflearning.co.uk

Currency of thank you

Mon, 06 Feb 2017 16:19:00 GMT

We exchange “thank you” on a daily basis in various forms. The currency of thank you is ever increasing and the value is never diminished.

The most obvious is the words being said out loud, nothing greater and better.

In your car might be a flash of your lights, acknowledged and welcomed as a great exchange.

Text messages use emojis as the currency of thank you, humorous and quick.

The old fashioned handwritten note involves time and effort however the personalisation is of huge value.

Within UK culture we often say thank you when in actual fact we have not even received any trade. It is part of our language and therefore is currency of friendship and business.

Take time to do a thank you really well, make it specific to the individual and go even further to explain the value. If you think of a monetary trade there would always be a cost think the same way with your thank you. What are you grateful for and how is making a difference…?

Enjoy every exchange this week…and thank you so much to all my readers it is fantastic to receive feedback and encouragement.

Please do contact us bev@nuggetsoflearning.co.uk

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Current sisterhood…

Mon, 30 Jan 2017 09:54:00 GMT

I listened to Jane Garvey from Woman’s Hour speaking at a Girls school making us realise the highs and lows of being a woman in 2017.

Her own story is inspiring in the depth of self belief and determination. She always wanted to be a broadcaster and sent 40 letters to radio stations with only 4 replies. Garvey started as a promotions assistant at Radio Worcester. The role required wearing a tight t-shirt and handing out car stickers etc… in the 80s this was not really challenged. Fast track to 2017 and wearing high heels at reception is being questioned. Garvey went on to be the first voice of Radio Five Live and then joined the BBC to present Woman’s Hour.

In 2017, Woman’s Hour is going to be 70 years old. When it was conceived it was “To provide company for the poor wretched Housewife”. In 2017 it tackles FGM and looks at the struggles of international women. Through the radio you are taken to other worlds and realise how far we still need to go to reach emancipation and equality with our male counterpart.

The early days the service of Woman’s Hour brought you:-

The last item was deemed really important for family morale.

Equal pay is constant theme throughout the programme and most recently the Professor Mary Beard said that she was not paid as much as her male contemporaries. When challenged by Garvey on air, she explained how lucky she was. Sheryl Sandberg who wrote the book Lean In talks about women having this view of “grateful”. Women ask other women to mentor them where as men don’t ask. There is still a cloud over successful women as are they not deemed “likeable” the same question would never be considered with a man.

Woman’s hour is a magazine programme so often the links can be quite comical. Garvey told the story of interviewing Gordon Brown about the election for 23 minutes and the next feed was “Is it ever advisable to go out without a bra”. Brown made a very swift exit.

The audience of woman’s hour is an average age of 52/53 and yet the items are often more relevant for a younger audience. The programme has fostered a trust with its listeners and they are encouraged to share the content.

We need to ask uncomfortable questions and follow the lead of Woman’s Hour itself. Over the years it has been reinvented. It is not just company now for the poor wretched housewife it is a voice of the future for women.

Dishonest friendship…

Wed, 25 Jan 2017 09:45:00 GMT

Connecting with your friends and seeing their updates seems fabulous what could be nicer. Smiling faces and shots of lovely exotic holidays and so many plates of delicious food. In between the fabulous holiday snaps are some random posts of very harrowing stories and charities asking for money.

This is not a genuine or honest connection with your friends. It is a rather odd snapshot into their lives. It is almost like a celebrity in the press, it tells you nothing.

Authenticity is what is needed to build relationships and can only be achieved by the physicality of meeting up and being there.

There is often a competitiveness with the posts and an element of showing off. This is not true friendship where you connect on a level and have a meaningful dialogue.

Therefore how can you make it work for you and glean the positive messages and filter out the noise.

There is humour and elements of genuine connection the more specific the post, the more meaning it may contain.

However will your children thank you in years to come for sharing their achievements Some once said to me “You will never find anyone who loves your children as much as you”, therefore I decided a long time ago not to share.

Is it possible to promote a business on these sites and share your products and services. The more visual the business – then it is ideal. Selling furniture and receiving likes for your images would be brilliant. This could be an honest and straightforward business relationship and therefore a true connection.

When you enter these sites be in a positive frame of mind yourself and think it is like flicking through a magazine and at its best a mere snapshot into the lives of your friends.

Use the posts as a platform to have a meaningful connection.

There is no easy way…

Sun, 15 Jan 2017 15:32:00 GMT

Everyone is looking for an easy way to manage their email which now is the biggest drain on everyones time.

In 2007 employees of Google gathered to hear Merlin Mann a rising star in the personal productivity movement. He explained his system called”Inbox Zero”, it was incredibly straightforward. People get into bad habits with email and check them constantly and get anxious about what they are saying and then do little or no action. They pile up as does the stress levels. Mann’s concept was simple, everytime you visit your in-box you should process it to zero. Decide what action each message requires – a reply, an entry on your to-do list, or just trash it. Then close your in-box and get on with living.

In-box Zero spawned countless blogs along with videos of people proudly sharing their empty in-boxes.

The irony was the Inbox Zero did not bring calm in fact it brought more anxiety. Some interpreted Inbox Zero that every email needed a reply which meant more time in their in-box. Others got obsessive on the whole empty concept so ended up checking more than before. The super efficiency also ironically meant by processing more emails you received more emails.

Two years after his Google talk Mann signed a contract for a book on InBox Zero. The book missed its publication date, then after a further two years Mann announced he was cancelling the project. He realised he was missing morning after morning with his three year old daughter to please a book editor. Mann said “If you are just using efficiency to jam more and more stuff into your day…well, how would you ever know that that’s working?”

There is no easy way and the whole idea of personal productivity means that it is personal to you. Systems need to be tweaked and adapted to work for you. Suggested ideas:-

We need to lead emails and not them lead us, create rituals that fit in with your life and relax that you don’t have to know everything all the time. Responding too soon might not be the best response.

My husband on Friday night replied to an email which is unusual as the phone normally stays on the hall table until Monday. The client responded by calling him on Saturday morning. The intrusion into the weekend was a surprise, however only as a result of his own actions.

The final word should be Mann’s on Inbox Zero and it is the most profound “Email is not a technical problem. It’s a people problem. And you can’t fix people”.

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The value behind your goals…

Mon, 09 Jan 2017 08:40:00 GMT

“To live is to choose, but to choose well, you must know who you are and what you stand for, where you want to go and why you want to get there.” Kofi Annan

You want to set goals and be focused about the year ahead, however where do you start. Business will guide you towards the SMART goals which even before you have put pen to paper you feel disheartened.

Think about what is behind the goal what really makes you work towards them and why do you want to achieve them.

Values drive our behaviour so if before goal setting we selected the values we want to focus on we may stand a greater chance of reaching the goals.

We have so many values in place as they make up our personality. Select 10 and write them down have a look at what they are saying to you.

There might be some that are similar or some that are really saying what the year is going to be. The next step is to just select 3 from the list and see what they are saying about 2017.

These values can then underpin a goal and steer it to make it happen.

To make the goal more robust write it down as follows and answer the following questions:-

GOAL:- Business change to product led to customer focus

Date to be achieved:- December 2017

If 2017 were all about energetic, change and recognition it gives you the push to challenge every piece of work and attitude to make it happen.

From a personal perspective you could set 3 new values each month on the goals you wish to achieve.

The most important thing about goal setting is to enjoy it!!

Please do contact bev@nuggetsoflearning.co.uk for a workshop on goal setting.

Saying hello to 2017…!

Sun, 18 Dec 2016 16:49:00 GMT

“What are we saying goodbye to…?”

and

“What do we want to say hello to…?”

A new year can be great to focus on what matters most. There are so many books and guides on how to set goals. However keep it simple and stick at it and the difference for 2017 could be the turning point.

Think of three things that will make the biggest difference to you and your business:-

To focus on these three areas what do you have to say goodbye to and hello to.

If you put your fees up, you might have to say goodbye to certain Clients and sometimes this might be the maturity of the business and the right thing to do. You are saying hello to being a credible business where you have identified your worth and you are charging the right rate for your expertise.

Working less hours also might be saying goodbye to certain areas of the business that you have been enjoying, however on reflection could be done by some-one else. You may well be saying hello to more time with your family or learning something completely new.

Developing two new areas of the business may well mean dropping some less profitable parts and creating and saying hello to a new product or service.

I always believe “What gets written gets done” – write down just three things that will have the biggest difference.

A very Happy Christmas from the team at nuggets and we will be with you again in 2017.

In the meantime please contact bev@nuggetsoflearning.co.uk

Think in heartbeats not in minutes…

Mon, 12 Dec 2016 16:10:00 GMT

Think in heartbeats not in minutes…

Best work gets done when it needs to be done. You have to want it desire it and be ruthlessly intolerant. Only YOU are accountable to set money targets but also set time targets.

Success is about behaviour and only YOU can choose or alter it.

Your goals and your success are congruent to your behaviour, it is only YOU that pours in the levels of energy or enthusiasm.

Look at your week and think about what you want to achieve, see it visually on a white board with targets money and time.

Personalise some daily disciplines: –

Self-imposed routines should be as BIG as imposed

Respect your own time and others: –

“Say yes to the universe today not tomorrow…!”

What should be done?

If you grade your tasks A/B & C what do they tell you?

Stop doing

“Today ain’t over till tomorrow is planned”

“You will never get all of it done…”

“Success never comes in a straight line”

Recognise the things you can do best and let the other things go.

Time vampires

For more time saving tips, please contact bev@nuggetsoflearning.co.uk

Making better decisions…

Tue, 06 Dec 2016 11:02:00 GMT

When making a decision have you considered all the key elements and does your personality have a bias as to where you spend your time whilst making a decision.

We can make these questions even tighter by giving them labels and categories for you to think about.

The 4P model of making better decisions. Take your time and work your way through each “P”. Follow a structure will in inevitably give you a more illuminating view of the landscape.

If I did not have the 4P structure my personality would want to spend more time on the people and principles. Be disciplined and allocate the same percentage of time to each “P”.

Making better decisions is a key leadership skill, for coaching or development please do contact bev@nuggetsoflearning.co.uk

Are you really listening…?

Mon, 28 Nov 2016 09:48:00 GMT

Everyone deserves a damned good listening too.

So how good are you?

Often trainers describe 5 levels:-

To simplify it even further and make it really “real”, work to the model of 3 levels of listening.

Level 1 – internal listening

Level 2 – Focused listening

Level 3 – Global listening

The three levels of listening are from the Co-Active Coaching model.

Please do get in touch if you would like a workshop on listening or developing coaching skills.

bev@nuggetsoflearning.co.uk

Say what you mean and mean what you say…

Tue, 22 Nov 2016 09:48:00 GMT

The true definition and sense check as to whether you are being assertive, is to “say what you mean and mean what you say…”. We often have others trying to derail us by deploying aggressive behaviour and hooking us into following them (behaviour is contagious). We only need to articulate our view of the world and not overly exaggerate.

Being assertive is a safe haven, we use adult behaviour where everything is just as it seems. We say it exactly as it is, no embellishment.

5 essential ingredients on how to be assertive:-

Empowering you…

Mon, 14 Nov 2016 16:44:00 GMT

We put together five workshops which form the basis of how to work with a client when coaching. Coaching is about evoking change within an individual, empowering them to take charge of their own destiny.

The five topic areas can also be used when managing a team member, to re-engage with them.

Take stock – evaluate how are you currently working

Set goals – what do you want to achieve

Boost your power – new rituals and habits

Clear the decks – identify relationships/tasks that do not add value

Get confident – find your authentic self

Please do contact nuggets to deliver the “Empowering you”workshops or receive a handbook of how to work through them.

bev@nuggetsoflearning.co.uk

Hexagon mapping…

Tue, 08 Nov 2016 13:10:00 GMT

Becoming clear on a decision, and thinking as a group should be fun and challenging. A lot will depend on the structure put in place to ensure everyone feels confident with the process. Brain storming can often feel brain draining if you do not have a right brain orientation. Traditionally left brain thinkers prefer structure, digital and organised data. It can be a very distinct turn off to be asked for arbitrary ideas to be displayed on coloured post-its.

Hexagon mapping appeals to right and left brain thinkers. The colour and general similarity to brain storming engages the right and the left like the mathematical structure the hexagons provide once displayed.

The system was devised by Anthony Hodgson in the 70’s his aim was better decision making through holistic thinking.

The process is fast and effective and appeals to all.

Please do get in touch if your team would benefit from hexagon mapping bev@nuggetsoflearning.co.uk

Fundamentals of caring…

Mon, 31 Oct 2016 15:22:00 GMT

The film the “Fundamentals of Caring” begins with a character completing his training as a carer with a list of fundamentals to underpin the role of the carer. The do’s and don’ts before they begin working with clients.

In business how often do we take time to explain a role from the perspective of fundamentals. As the definition below state, you could define the central importance of the job and attach principles and behaviours that are central to effectiveness and to your organisation.

Defining the word fundamental

I have been working a lot on organisational culture and a lot of teams could do with the “fundamentals of caring”:-

At the very core of culture are values and in essences the fundamentals of how you want your team to behave.

Outlining why they matter means they don’t come across as a do and don’t list.

It is not just our jobs that need fundamentals to provide a compass or a steer. There are many areas of life where we need structure and fundamentals to underpin what we are about.

Fundamentals of being a Mother

List the roles that you have in life and what do you have to lay as foundation to those hats that you wear.

Underpin the whole week with the “Fundamentals of caring”

Please do stay in touch and comment on the blog bev@nuggetsoflearning.co.uk

The welcome you give says so much…

Tue, 25 Oct 2016 08:38:00 GMT

Do you judge a book by its cover? Therefore why do so many companies lack the foresight to create a good welcome. The word itself is important and should be displayed or used as much as possible in those crucial first minutes.

As a facilitator I visit so many different reception desks and you would be amazed at the lack of signage of the company you are visiting.

The large corporates sweep you into some enormous glass atrium where the security is so scary you think you are taking a long haul flight rather than a one hour meeting.

Large or small you can still make it personable:-

The ultimate is the reserved parking space and the sign in reception to say today we are welcoming…

Please do get in touch with your thoughts on a welcome nuggetsoflearning@icloud.com

What do you need to know about a Millennial…?

Mon, 17 Oct 2016 09:17:00 GMT

I am from Generation X, delivering workshops now to Millennials. What do I need to know? Do I believe all the stories about short attention span, lack of commitment and even the word “lazy”.

As a facilitator you guide the thinking in the room and you would never categorise people, so do I need to understand a Millenial. Always keen to upskill I attended a workshop delivered by Alice Burks of Adaptis and this is my summary of what I learnt:-

The list is refreshing as it is not that dissimiliar to our own generation and certainly as a Facilitator they would be the group you would want in the room.

In summary Millenials have come of age during a financial crisis, they are more connected with a global network and have been immersed in technological change. They want to be able to work in a way that suits their lifestyle and as leaders will encourage flexibility. Ideally they desire personal values to be aligned with company values.

Please do contact bev@nuggetsoflearning.co.uk for workshops and coaching in developing yourself or your team.

What is your “Why?”…

Mon, 10 Oct 2016 07:56:00 GMT

We all know what we do and we can be defined by how we do it, however do we ever think about the “why” behind it.

Why is the reason we exist and yet how much thought do we put into it. A lot of companies start their marketing message around what they do and yet the very centre of their existence is why they do it. Customers “don’t buy what you do they buy why you do it” Simon Sinek from the book, Start with Why.

Sinek writes that Apple’s success is built upon the law of diffusion of innovation. To achieve mass market success you want to sell to the 2.5% who are naturally drawn to innovation and then close the gap on the next 13.5% who are early adopters. The word spreads and then you can hit the mass majority at 34% and then the late majority the next 34%. There will always be a 14% who only purchase a touch phone as the bricks they bought before are now not available. Apple believed in innovation and their why was more powerful than their what or how.

The why has to be visionary – you never heard Martin Luther King say he had a plan – “I have a dream” takes people with you on the why.

A dinner guest on Saturday works with young rape victims there is no what or how driving her to work in this field it is just why it matters to her as a person.

nuggets is defined by how the workshops are delivered however why I work in learning overrides everything. To receive feedback on a change in behaviour due to a workshop is the greatest development and why I do what I do.

Please do get in touch if you wish to explore your why? bev@nuggetsoflearning.co.uk

Breathe life into a value…

Tue, 04 Oct 2016 08:09:00 GMT

Values are at the very heart of your culture, which in a nutshell is “the way we do things around here”.

They should be “how” you work with each other internally and also how you relate to your clients, suppliers and anyone externally.

You never want your values to be a glossy sign that is so intangible that none of your team relate to them. You need to breathe life into them, get everyone to visualise how they are played out everyday.

If you selected “excited” as one of your values, how can you demonstrate that on the tea rota, presenting to client and inputting data.

Integrity is the most common value selected by companies, which is a good thing for the UK culture as a whole. However without breathing life into the word and asking your team how they demonstrate it, are you just putting a corporate stamp on political correctness.

Ask your team to provide a scenario for each of your company values.

We know that a picture is worth a 1000 words, so display your values as pictures. They will be far more memorable and the selection of the images resonates with a group and becomes far more personal.

Values are not glossy corporate speak they are the very heart of your organisation and “the way we do things around here…” can lead to stunning results.

Breathe life into your values…

Please do contact bev@nuggetsoflearning.co.uk

Create your own personal circuitry…

Mon, 26 Sep 2016 10:17:00 GMT

The brain works like an electrical circuit. When we learn something new the brain creates a neurological pathway just as an electrical current travels through a circuit. The more we use the same pathway just as with electricity the stronger the signal.

If you have a daily ritual this will be a well trodden route, a neurological pathway that is comfortable and easy to follow. Driving your car everyday is a good example, you are not consciously aware of every stage as this pathway is embedded. This is the result of your brain circuitry being strengthened by daily repetition.

Therefore the more connections we make and the more we repeat the information the greater the retention. Creating your own personal circuitry is important using other peoples suggested connections will not stick.

For example:- If you needed to learn the dates of Queen Victorias reign…

24th May 1819 – 22nd January 1901

Isolated facts are hard to register therefore make them easier for yourself by relating to any network of information in your brain as above.

Writing this blog every week has become a circuit and whilst the content is new every week the route of writing something every Monday has become a comfortable pathway.

Please do get in touch bev@nuggetsoflearning.co.uk

Drop of kindness…

Mon, 19 Sep 2016 15:49:00 GMT

Small drop of kindness

I was early for a coaching session last week, so I grabbed a free coffee from Waitrose. I was browsing their entertaining brochure contemplating whether I could cook a whole salmon or was it beyond my culinary expertise.

I was perched quite precariously on a bar stool when I was tapped on the shoulder. My instant reaction was one of alarm, that something was wrong. In fact when I turned to face the individual it was a smiling lady with a young child.

“I just wanted you to know that your dress is really pretty and you look good”

“Thank you”

“I thought you were going to say something really bad”

This act of kindness was so unexpected I did not make the thank you as gracious as possible. How brilliant to compliment a complete stranger.

Although I know “it is as gracious to receive as to give” – the stranger/danger tripped into my psyche all too quickly. My other negative thought was that some other malfunction may have happened with dress and barstool (which we have all done).

To the lady in Waitrose Rickmansworth Thursday 15 ^th September, huge thank you. It was a wonderful thing to happen and I did go into my coaching session on a high. Created some great outcomes with my client obviously boosted by the drop of kindness. At the weekend cooked the whole salmon!

Please do contact nuggets for private coaching to develop you…

bev@nuggetsoflearning.co.uk

Where do you want to be in a year…?

Tue, 13 Sep 2016 07:28:00 GMT

Working as a coach I ask my clients to look to the future as to what they want to achieve. Framing the conversation so that they feel safe and supported is very important for them to believe the goals can be achieved.

Using laminated cards I ask that they walk the timeline so that they are moving forward with their thoughts and stepping into the date time and place.

The Future

It is really important to take them to the future first, one year from now. Set the date and ask them what they and see as if they are there. Ensure that you don’t look at them so that it does not become a chat in the present day. They have arrived they are a year ahead in their business and they have achieved several things and you want to hear how proud and excited they are by all that they have worked on.

Current situation

You then ask them to walk all the way back to the current space they are in at the moment. You spend half the time here that you spent in the future as often there are blocks to their thinking, absorbed in reasons why things are not happening.

Half way there

This is a great place for them to go they are half way through the year and still have the expectation that all can be achieved. They will have had some successes along the way and will visualise their goals taking shape.

Intermediate steps and actions

You are now 3 months before the end of the year so it is the finishing touches stage to a great year and almost planning the next. It is the final hurdle and you might have seen a new finish to your race, squeeze in some extra work or meet some new clients.

Immediate steps & actions

Bring them back to a space where things are reality, what will they do now, tomorrow and in the next few weeks. Everything becomes tangible and actionable.

Please do not hesitate to contact nuggets to walk your own timeline.

bev@nuggetsoflearning.co.uk

Failure can be exciting…

Mon, 05 Sep 2016 13:42:00 GMT

“Learning from mistakes and reversing fortunes for success” – Black Box Thinking – Matthew Syed

Failure can be exciting and liberating, you have to be supported by a culture that accepts mistakes and actively encourages the learning attached to them.

At my son’s school the Head is constantly saying the children need to understand how to fail, which I fully support however they need the framework and safety to do this. Heather Hanbury a former Head of Wimbledon High used to hold “Failure Week”. Speakers were invited to talk about learning from mistakes and the girls were encouraged to look at failure differently and positively.

The book “Black Box Thinking” explains the culture of the airline industry where every mistake is investigated and seen as new knowledge. The comparison to other industries and sectors is startling. The health sector where there is a great deal of hierarchy and fear attached to failure does not embrace the analytical approach to mistakes.

To begin to create a culture that embraces failure you can use the main themes of the book:-

Please do contact bev@nuggetsoflearning.co.uk for a workshop around culture and teams working together.

Failure can be exciting and enriching…

Creating a value based culture…

Tue, 09 Aug 2016 06:47:00 GMT

In Summary

Working with a property company for 10 years to create a value based culture. Estate Agents have a notorious reputation and the company was determined to create a brand and an ethos “That was not like other Agents…”.

The core value was to “upserve”, constantly add value internally and externally. The team became trusted advisors and followed a blue print in each area of the business.

In a nutshell:-

How? – a series of team workshops

As well as the team workshops:-

What? – key to this approach

A value based culture does not happen overnight and you need the leadership team involved and championing every intervention. They need to attend the workshops with their team members they need to be actively be part of the change. Identifying their own behavioural change and sharing vulnerability can be so encouraging for a team moving forward with a very clear vision.

Please do contact bev@nuggetsoflearning.co.uk

Hand back the role in a better place…

Mon, 01 Aug 2016 08:57:00 GMT

We are all just merely stewards in our role, managing and co-ordinating waiting for the next person to takeover. We are custodians for a short period, the new owners of your role or business can quite feasibly turn it upside down.

Years ago I left a job and my boss said make sure you leave with them wanting more, go out on a high. If we are just stewards holding a role until new shoes come in, we need to make sure we leave it in a really fantastic state.

Hand back the role in a better place than when you took over the stewardship. Steer it to greatness and leave a legacy that is right for the role.

Top tips for leaving a job:-

bev@nuggetsoflearning.co.uk

Holiday questions…?

Wed, 27 Jul 2016 06:53:00 GMT

Holidays are a great time to reevaluate what is going well and what is not going quite so well. I know it is a time to relax, however I cannot resist always doing an exercise on the sun bed to check that the business and myself as an individual are on track.

Normally I select some key questions to identify what has just happened and what I want it to look like going forward.

The answers can then be assessed when I get back home to build a robust plan for September and beyond.

Please find some key questions that might help you and your business:-

Please do get in touch if you would like a business coach in September

bev@nuggetoflearning.co.uk

Summer is here…

Mon, 18 Jul 2016 14:18:00 GMT

Summer is here and new thinking comes with it. It make us feel different everything seems possible when the sun shines and the sky is blue, hence the term “blue sky” thinking.

Last week I painted our kitchen and it was amazing to work physically for a whole week without being challenged mentally. I chose a good week to be inside and it was perfect recharge to look at the world and most importantly the business differently.

It would be hard for businesses to orchestrate a painting “boot camp” however it was the perfect blue sky exercise I have done in a long while. As there was no pressure on me mentally everything did seem possible and the only time I was stressed was reconstruction of a plate rack.

In Europe a lot of businesses shut down for the summer and our own Parliament is due to begin its summer recess. We need time to rethink, reengineer and reinvent ourselves for the Autumn/Winter.

I want to be fit for business in a mental and physical capacity.

Therefore before September I need to work on some specific goals and most importantly ask the right questions:-

Stephen Covey believes in order to be a whole person or we could say “match fit for September” you need to be challenged:

Think of each of those areas what you would like to achieve and what they each mean to you.

Enjoy the recess…!!

bev@nuggetsoflearning.co.uk

Recognition

Mon, 04 Jul 2016 08:49:00 GMT

Recognising success, achievement and effort and making it public.

Never underestimate how much it means to an individual to have their work recognised.

Last week I finished a particularly long standing project and was presented with a gift and flowers. The acknowledgement of my work and efforts over a number of years meant so much. The team did it perfectly with a group presentation and individual commentary in the card to say what my time with them had meant to them personally.

This weekend I was struck again by the importance of recognition. Our son won a prize at Speech Day for “ embodying the spirit of the school”. It was presented very publicly in front of the whole school community. The prize was not only a recognition of our son but of the boy who died and whom the prize is named after – The Austin Neve prize.

We have a culture of appreciation and recognition and how great to take time to stop and think what has been achieved and how.

Schools and some businesses? do it well, and how hard is it to recognise. Imagine a Speech Day with your own family, what prize would you award your partner – “The best stacker of the dishwasher”.

On a more serious note, every school talks about kindness and empathy which is the route to recognising others. Understand others achievements and first and then you will be aware of your own.

“Seek first to understand before being understood” – Stephen Covey

Very indulgent blog this week – from a mother recognising her son’s efforts and in memory of Austin Neve.

Shout distinction…

Mon, 27 Jun 2016 13:07:00 GMT

What is your compelling story?

Do you have great packaging?

What is it about you that is distinctive?

The well known product brands ensure that they look the same on every shelf at the same time. They will have something about them that is distinctive. We need to learn from them as to how we can get locked into the memories of our customers.

When I set up nuggets in 2004 I made a commitment to wear colour when delivering the workshops. If you are delivering colourful learning you need to be colourful. I also wear bright pink lipstick and often get known as “Bev with the pink lipstick”.

The lipstick will not be enough to secure a deal we need to look to saleable distinction.

An outcome that will matter and be a distinction in a competitive world.

Please do contact bev@nuggetsoflearning.co.uk for a workshop on Personal Branding

Play it again…

Mon, 13 Jun 2016 07:58:00 GMT

Alan Rusbridger was a very unassuming speaker, he was very softly spoken and extremely modest of all his achievements. He said that whilst at school he had been good at a few things, however this was enough to take him to Cambridge. He is most famously known for being Editor of the Guardian newspaper, a post he held for 16 years.

Whilst being an Editor, a very demanding job, with 24 hour news coverage he often worked 16 hours a day and worked everyday. This for Rusbridger was not a challenge enough he wanted to see whether his brain still had the elasticity to play music again.

He was already an amateur pianist however his challenge was to perform in public and play one of the most complex pieces of music for a pianist – Chopin’s Ballade No.1.

How did he do it with the demands of his job and at the time two of the biggest stories for the Guardian (WikiLeaks and the phone hacking scandal).

He set aside 20 minutes each day.

Last week I painted for the first time in years, it was an hour not 20 minutes. The feeling afterwards of using parts of my brain that have been dominant for so long was brilliant. The result was the smallest canvas of a tomato – I am looking ahead to a whole wall of tomatos…

Visit the website to read about Alan’s journey:- http://alanrusbridger.com/playitagain/film

A celebration of the dedicated amateur and the transporting, enriching qualities of playing music, Play It Again is Alan Rusbridger’s account of an extraordinary challenge and an extraordinary year.

A simple hello will make the difference…

Mon, 06 Jun 2016 09:49:00 GMT

We are delivering a breakfast seminar on Friday, “Persuading and Influencing” and I have been reading, “How to win friends and influence people” by Dale Carnegie.

The book was first published in October 1936, however the messages are still so relevant today. The connection with people and linking up to the authenticity that it is within all of us.

One of my favourite stories is below:-

Edward a sales representative of Johnson & Johnson want to retain an account with a drug store that sold J&J products. Edward was genuinely interested in other people. Whenever he went into any store he always talked to employees for a few minutes before talking to the owner to obtain his order.

One day the owner of a drug store asked Edward to leave as he was no-longer interested in buying J&J products. He felt that J&J were concentrating their activities on food and discount stores to the detriment of small drug stores. Edward left with his tail between his legs.

Several hours later Edward returned to the store wanting to explain his position to the owner. As usual Edward said hello to several employees. When he walked up to the owner, the owner smiled and welcomed him back. He then gave him double his usual order. Edward looked at him with surprise and asked him what had happened since his visit only a few hours earlier. The owner pointed to his employees. He stated that after Edward left the employee’s stated that he was one of the few sales people that called on the store that even bothered to say hello to them. The employee’s told the owner that if any salesperson deserved his business, it was Edward. The owner agreed and remained a loyal customer.

The story is so great and demonstrating that individuality carries more weight that who you represent. You can be bigger than the brand you represent.

My husband works in commercial property and for a brand that has a good reputation not necessarily a name known in London. After 26 years of working the West London patch it is the individual name they seek out not the company. His reputation and way of doing business is authentic and therefore companies migrate to him as a person.

Think about your individual branding and what would people say about you, do they want to work with you. Do you say hello to all the individuals when you arrive at a Company, do you give off a good vibe…?

Please do contact me if you wish to attend the Persuading and Influencing breakfast in Guildford this Friday 10th June or London on the 24th June.

bev@nuggetsoflearning.co.uk

Learning to learn…

Mon, 30 May 2016 10:39:00 GMT

Learning to learn is a life skill. As with any skill you constantly have to refresh your methods and constantly review.

The first step of learning to learn is to get he right equipment. As a child I spent many hour in WH Smiths, absolutely adore stationery, so this bit was never a challenge to me.

Being organised and developing a routine. This half term before the summer exams, we are using the pomodoro technique. In the morning 25 minutes of learning (pomodoro) then a 5 minute break, followed by another 25 minutes. Maximum of 4 and then you earn a 30 minute break. However we are working to mornings are revision and afternoons are fun.

We are marking up how many pomodorros we complete, this is a visual indicator of achievements and therefore can then provide a marker to celebrate.

Flowcharts of what you want to learn can also be practical and another way of tracking progress.

It is important to capture key learnings – 1 line/1 paragraph. Note taking should not be long and laborious or else the brain does not absorb it. The information is being sieved and you should be left with the vital key learnings.

Workspace cannot be transient, kitchen table hopping or balancing books on your lap in front of the TV is not going to cut it. Just like a lovely meal at a beautiful dining table, you need a lovely space. Lots of light and your learning around you, post-its, diagrams and mindmaps.

Having a learning partner to review what you have learnt is essential. You need to celebrate your achievements and “show off”. Get tested on those fantastic index cards you created.

Eating well and having a good sleep pattern are essential to learning. The brain needs to be hydrated, lots of water and the right food.

Our mindset to learning is the key ingredient. At a recent parents evening a History teacher said to me the most important part of his job is that his students “enjoy” his lessons. Staying calm and being positive will make you feel relaxed and enjoy the experience.

In summary:-

For a workshop on learning to learn, please contact bev@nuggetsoflearning.co.uk

Love & Fear

Mon, 23 May 2016 14:10:00 GMT

We watched Frank Skinner on demand, who said he had heard somewhere that there are only two emotions love & fear…

At first I was thinking don’t be ridiculous we have a raft of emotions and that is what makes us human. However most emotions you have can be categorised between the love and fear scale. On further investigations I found the quote below from Elisabeth Kubler-Ross:-

“There are only two emotions: love and fear. All positive emotions come from love, all negative emotions from fear. From love flows happiness, contentment, peace, and joy. From fear comes anger, hate, anxiety and guilt. It’s true that there are only two primary emotions, love and fear. But it’s more accurate to say that there is only love or fear, for we cannot feel these two emotions together, at exactly the same time. They’re opposites. If we’re in fear, we are not in a place of love. When we’re in a place of love, we cannot be in a place of fear.” Elisabeth Kubler-Ross

Working with a Client last week I saw how valid this quote is from Kubler-Ross, loving your job and equally fearing that you will be found out. I still often feel that we are all pretending – “playing offices” – the fear of being found out can override the love of your job if you don’t manage your emotions. Relationships are formed on a platform of love and fear, and getting the balance between the two is possibly the most successful and effective. Too much love might lead to complacency and the fear that they might leave makes you try that little bit harder. We should have the same healthy mix with our employers and clients. Both are consuming and powerful and we can deploy as much or as little as we desire. Measure your love and fear for the week, and see where is the healthiest place for you to be. Please do contact http://bev@nuggetsoflearning.co.uk/ for further details on workshops and coaching.

From culture comes strength…

Mon, 16 May 2016 10:02:00 GMT

“From culture comes strength” what a fantastic motto and how true in the times we live in. The motto belongs to my son’s school who recently hosted a summit on culture. They had many speakers and looked at it from the educational context and beyond.

The Head set the scene by saying culture albeit holistic does provide a framework and structure. “They way we do things around here”.

Culture in a scientific sense is connected tissue and in organisations that would be so effective. Shared thinking and behaviours in sync with each other a connected community with a sense of purpose.

Tessa Jowell was a speaker and used the Olympics in 2012 to explain how connected tissue or culture came together. The opening ceremony engaged us and showed to the world an insight into UK culture. Every medal has a team behind it and the Olympic torch through the UK gave a sense that everyone mattered. A connected tissue of strength.

Working with teams in organisations to determine their own culture I get them to define the UK culture first, unrelated learning before contextual.

We then get the team to complete from their company perspective, what are their symbols, heroes, rituals and values. This is far more effective than just running a values workshop that might only give you a small insight to the culture.

Investing in your culture and defining it is hugely important. Employee engagement is determined by “the way we do things around here”.

“From culture comes strength”

Shaking up learning…

Mon, 09 May 2016 15:27:00 GMT

You can see already that the next generation aren’t going to learn from a book or for that matter hang on every word of the teacher or lecturer. Initiated learning and self motivation, developing an entrepreneurial spirit will keep the next gang fit for change.

In 2030 – 47% of existing jobs could be automated and most of us will be freelancers.

How do we learn for this new world:-

David Price’s book Open describe the process as democratising. He recounts how his own son learnt a style of singing in 3 weeks by watching modules on YouTube. Not just any singing “Tuvan” which is worth a YouTube!!

After the reading the book and having the privilege of hearing David speak I am excited about this learning revolution. We can really be anything we want to be and go beyond where our parents left off. We must not fear this change, we must embrace it and if we have good values to guide us we are not going to abuse or misuse the technology.

Have a great week and embrace learning.

Please do contact bev@nuggetsoflearning.co.uk for any learning workshops

Intelligent travel…

Tue, 03 May 2016 10:13:00 GMT

Travelling to your local shops or a world tour, we need to experience the culture around us. Last week we listened to Simon Reeve the TV presenter known for his adventurous travel programmes.

He says that whenever you travel, experience the light and shade and always travel intelligently.

Embrace the culture of where you are, by communicating with people. Have meaningful encounters with anyone you engage with. If you are young it is not about signing up to a Gap “Ya” it is about getting off the beaten track and really seeing the country you are in. What they eat and how they eat is what will constitute a proper “Gap Year”.

We are very fearful as travellers and yet in his words the way to stay safe is not to eat anything from the salad bar and wear a seat belt. The fear is within us and we can talk ourselves out of anything.

One of his best quotes was “memories live longer than a tan”.

Freedom and travel are privilege and he described a girl being stuck in a refugee camp, where her whole childhood has been spent. However hard the security process might seem at the airport we are the privileged.

We don’t have to be extreme travellers to have meaningful encounters and to see the light and shade. Our society and culture have enough to observe, however we do need to keep our eyes open.

This week engage in intelligent travel…

How to persuade…?

Tue, 26 Apr 2016 09:44:37 GMT

How often have you needed to persuade & influence others to do something?

It’s a situation that arises almost every day, whether it’s getting your teenager to tidy their room, or a colleague to attend a meeting on your behalf. Some people seem to be able to do it effortlessly, and almost without anyone noticing, whereas others fall back on the power of their position to enforce what they want.

We could go for:-

nagging
coercion

There is a better way – “Get them to buy into the idea, and they want to do it your way…”

The fable of the sun and the wind is a good example:

The wind and the sun decided to have a competition to decide once and for all who was stronger. They agreed that the winner would be the one who could persuade a man to take off his coat. The wind blew and blew, but the man only held on more tightly to his coat. Then the sun shone gently down, and within minutes, the man took off his coat.

The moral here is that you can’t force someone to do what he or she don’t want; instead, the art of persuasion is to get them to want what you want.

“Persuasion is often more effectual than force” Aesop

For a workshop on Persuading and Influencing, please contact bev@nuggetsoflearning.co.uk

Pomodoro effect…

Tue, 19 Apr 2016 09:41:49 GMT

You are constantly learning

and recently a colleague said to me they loved the pomodoro technique – which I have to say I was totally unaware of. The power of google enlightened me in minutes.

A pomodoro kitchen timer, after which the method is named – The Pomodoro Technique is a time management tool developed by Francesco Cirillo in the late 1980s. The technique uses a timer to break down work into intervals, traditionally 25 minutes in length, separated by short breaks. These intervals are named “pomodoros” the plural in English of the Italian word pomodoro (tomato), after the tomato-shaped kitchen timer that Cirillo used as a university student. The method is based on the idea that frequent breaks can improve mental agility.

I can remember being fascinated by Ellen McArthur’s solo non stop around the world challenge. It was achieved by 10 naps a day with a third taken during daylight hours. The ideas that short naps could invigorate you enough, also makes me believe that a pomodoro break could have the same effect. Working from home I often feel guilty about putting the washing on and carrying out domestic duties, however I have some of my most creative ideas whilst hanging out other peoples underwear.

The underlying principles of the pomodoro are as follows:-

Decide on the task to be done.
Set the pomodoro timer (traditionally to 25 minutes)
Work on the task until the timer rings. If a distraction pops into your head, write it down, but immediately get back on task.
After the timer rings, put a checkmark on a piece of paper.
If you have fewer than four checkmarks, take a short break (3–5 minutes), then go to step 1.
Else (i.e. after four pomodoros) take a longer break (15–30 minutes), reset your checkmark count to zero, then go to step

The timer is very significant it is like the starters gun and the ticking can provide momentum. Recording your pomodoros can be effective to calculate how long tasks take and how often you are distracted.

I am certainly going to invest in the tomato and mentally I will engage with the pomodoro…wish me luck!

For a workshop on managing priorities please do get in touch bev@nuggetsoflearning.co.uk

HR Vs Employee experience

Mon, 04 Apr 2016 09:34:26 GMT

HR has always had an image crisis.

The change from personnel to human resources was not an easy transition. The shift from the cuddly image was to extreme to a clinical badge that did not really relate to people. Individuals are not resources and whoever refers to their employees as humans.

Airbnb, a company valued at $25.5 billion dollars has announced they are redefining their HR function in terms of what it is and what it does. To herald this change they have appointed “Global Head of Employee Experience”. This role will oversee and connect everything to do with their “workplace as an experience” vision which is central to their culture and customer centric approach.

HR has argued for a long time of their strategic positioning to be at Board level and be more strategic in the direction of companies.

Bringing meaning to the workplace is nothing new and having a clear mandate from the top, has been demonstrated at Google, Yahoo and Southwest Airlines.

Mark Levy is the lucky man at Airbnb to take the title Chief Employee Experience Officer. He will combine traditional HR functions of recruiting and talent development with marketing, real estate, facilities, social responsibility, and communications. This is a huge range, the success lies in the centre of the model the employee experience.

This now says HR is no longer a support function within the business because the employee experience is to a large extent is the business.

The source of this article was https://www.linkedin.com/pulse/bye-human-resources-ben-whitter-本维特

Please do get in touch if your business needs to work on their employee experience

bev@nuggetsoflearning.co.uk

Stay on the bus....

Sun, 20 Mar 2016 10:30:54 GMT

Does consistency lead to success?

In June of 2004, Arno Rafael Minkkinen stepped up to the microphone at the New England School of Photography to deliver the commencement speech.

The Helsinki Bus Station Theory

Minkkinen was born in Helsinki, Finland. In the center of the city there was a large bus station and he began his speech by describing it to the students.

“Some two-dozen platforms are laid out in a square at the heart of the city,” Minkkinen said. “At the head of each platform is a sign posting the numbers of the buses that leave from that particular platform. The bus numbers might read as follows: 21, 71, 58, 33, and 19. Each bus takes the same route out of the city for at least a kilometer, stopping at bus stop intervals along the way.”

He continued, “Now let’s say, again metaphorically speaking, that each bus stop represents one year in the life of a photographer. Meaning the third bus stop would represent three years of photographic activity. Ok, so you have been working for three years making platinum studies of nudes. Call it bus #21.”

“You take those three years of work to the Museum of Fine Arts in Boston and the curator asks if you are familiar with the nudes of Irving Penn. His bus, 71, was on the same line. Or you take them to a gallery in Paris and are reminded to check out Bill Brandt, bus 58, and so on. Shocked, you realize that what you have been doing for three years others have already done.”

“So you hop off the bus, grab a cab—because life is short—and head straight back to the bus station looking for another platform.”

“This time,” he said, “you are going to make 8×10 view camera color snapshots of people lying on the beach from a cherry picker crane. You spend three years at it and three grand and produce a series of works that illicit the same comment. Haven’t you seen the work of Richard Misrach? Or, if they are steamy black and white 8x10s of palm trees swaying off a beachfront, haven’t you seen the work of Sally Mann?”

“So once again, you get off the bus, grab the cab, race back and find a new platform. This goes on all your creative life, always showing new work, always being compared to others.”

“Stay on the Bus”

Minkkinen paused. He looked out at the students and asked, “What to do?”

“It’s simple,” he said. “Stay on the bus. Stay on the f**king bus. Because if you do, in time, you will begin to see a difference.”

“The buses that move out of Helsinki stay on the same line, but only for a while—maybe a kilometer or two. Then they begin to separate, each number heading off to its own unique destination. Bus 33 suddenly goes north. Bus 19 southwest. For a time maybe 21 and 71 dovetail one another, but soon they split off as well. Irving Penn is headed elsewhere.”

“It’s the separation that makes all the difference,” Minkkinen said. “And once you start to see that difference in your work from the work you so admire—that’s why you chose that platform after all—it’s time to look for your breakthrough. Suddenly your work starts to get noticed. Now you are working more on your own, making more of the difference between your work and what influenced it. Your vision takes off. And as the years mount up and your work begins to pile up, it won’t be long before the critics become very intrigued, not just by what separates your work from a Sally Mann or a Ralph Gibson, but by what you did when you first got started!”

“You regain the whole bus route in fact. The vintage prints made twenty years ago are suddenly re-evaluated and, for what it is worth, start selling at a premium. At the end of the line—where the bus comes to rest and the driver can get out for a smoke or, better yet, a cup of coffee—that’s when the work is done. It could be the end of your career as an artist or the end of your life for that matter, but your total output is now all there before you, the early (so-called) imitations, the breakthroughs, the peaks and valleys, the closing masterpieces, all with the stamp of your unique vision.”

“Why? Because you stayed on the bus.

This story came from a blog post by James Clear http://jamesclear.com/stay-on-the-bus

I think of everything that I do whether it be my routine in the morning to leave for work and I know I look better if I follow the discipline of getting ready. If I put clothes out the night before it is more conducive to the day going forward.

When I deliver workshops, keeping them simple with not too many theories and being engaging as possible is my own way of “staying on the bus…”.

Think hard about your own life as to how many times you have stayed on the bus and the times where you got off, and with hindsight possibly should have stayed on.

Please do share your stories as to how you keep yourself on the bus route that is right for you.

For a workshop on “Staying on the bus…” please contact bev@nuggetsoflearning.co.uk

Practicalities of change

Tue, 15 Mar 2016 10:25:17 GMT

Change is the law of life it is inevitable, nothing stays the same.

Being flexible, adaptable and welcoming to the change can help with our mindset. If you expect an inevitability around it then you will grow and flourish with the change.

Documenting and writing about change is easy enough, however living through it is much harder. The number of unknowns make it the challenge. We have to be robust and responsive.

Practical tips for succeeding in a change situation:-

Map your progress using the change curve – knowing that every emotion and behaviour is perfectly normally will help. Ensure that you are moving within the curve and not getting stuck on one position.
Write down all the concerns you have connected with the change and see how many of them can be influenced (eg. Actioned).
Read a good book each night that is not work related and watch films that are not connected to work.
Be practical and keep a log of your progress through the change.
Be ready for the next change
Review how well you coped with the change
Enjoy change

What are your brand guidelines…?

Tue, 08 Mar 2016 10:21:31 GMT

Having worked at Disney it was easy to see what Mickey Mouse was allowed to do and not do.

There was a bible on every Disney character as to what was expected. You must always remember that Mickey is a mouse and that he eats cheese and that he only ever goes out with Minnie.

As you go through life you have a way of behaving and presenting yourself. Our clothing acts as our packaging and leaves the strongest memory with the people we meet. When I set up nuggets I talked about colourful learning so therefore I never wanted to deliver a course in a black outfit. For those of you who know me, I wear bright pink lipstick, which has now worked in my favour as a brand identity. People have a memory of a facilitator in a coloured outfit with bright lipstick.

Think about your own brand integrity, what would you never do and what would you always do. I always want to engage with people in a positive way, especially delegates, therefore my brand integrity would be to interact with them straightaway, even if I am still setting up the room. Ethically I would always use licensed materials and honesty in business is essential. I also believe in sharing materials and giving back.

My brand guidelines and integrity are not documented, however as the business grows they should be shared.

Set out some brand guidelines if you would like your brand to be consistent and memorable. I am more than happy to help facilitate a workshop to make that happen.

Please contact bev@nuggetsoflearning.co.uk

How to solve problems…?

Mon, 29 Feb 2016 10:18:13 GMT

Knowing where to start with a problem and focusing on the right things.

Whilst studying for Myers Briggs accreditation I came across the Zig Zag model. It maps the problem on a journey.

What do you know already?
What ideas and solutions do you have?
How do you make a decision based on the ideas you have?
What is the impact on people?

We begin with just the facts, what is the situation – exactly? What has gone before? Who is involved? Collect the data, keeping an open mind. Then use your intuition to speculate on patterns and connections formed by the facts. What are the possibilities?

Once you have the facts and ideas use objective analysis, weighing facts against speculations. Use logic to determine cause and effect. End the zig zag model by using judgment to incorporate the human consequences: the impact on people and values.

Studies show that we have a favoured route and if we don’t consider all the points of the zig zag we might shortcut it and this could have implications. My own route would be to get excited about possibilities think who I could sell it to and then completely miss the consequences of costs.

The model works really well as a team exercise using post-it notes and also individually you can map it out for yourself. We can deliver 90 minute workshop on Problem Solving, please do get in touch bev@nuggetsoflearning.co.uk

How to guide your team into creativity…?

Tue, 23 Feb 2016 10:14:06 GMT

Space to think and be creative.

Some say that looking at greenery stimulates the brain into thinking differently, or is it as simple as time and space.

Like any other skill however we need a framework some mechanical tools of how to actually do it. The worst thing you can throw at your team is to ask them to brainstorm and think creatively. This can often lead to a complete brain freeze. Being told to do anything is not a great message, but expecting an automatic response to creativity is often brain locking.

Challenging assumptions is a very easy and quick tool, ignoring all that you know about something already and rethinking about it. This can be positioned in a very structured and safe way to a team.

“List all the things you know about our products already” this would be the heading for one column and the other would be “Break this assumption”. If the product you knew to be round why could it not be square. Some of the challenges might not be practical, however for every four crazy ideas you may have one really great idea.

Brainstorming can be structured, by simply using hexagons, you can create clusters and the mathematical shape lends itself to being linked. This often replicates what is going on in our heads. Neurological pathways making automatic connections.

We can all be creative we just need to be give the space and time and the right tools and resources to unleash the innovative mind.

I help businesses and individual think and work differently, please do get in touch.

bev@nuggetsoflearning.co.uk

How to truly appreciate…?

Mon, 15 Feb 2016 19:15:41 GMT

“There is nothing I need so much as nourishment for my self esteem”

I have always been aware of genuine praise and ensuring that the key elements are in place:-

Feedback
Evidence to support the praise/feedback
Quantify it – make it specific to the individual

However there are so many other elements, spontaneity and acknowledging an individual for a specific skill/talent, authenticity in the praise ensuring that it is not flattery.

Fundamentally in the words of Alfred Lunt (Broadway Actor)

“There is nothing I need so much as nourishment for my self esteem”

We nourish the bodies of our children and friends and employees but how seldom do we nourish their self esteem? We provide them with roast beef and potatoes to build energy, but we neglect to give them kind words appreciation that would sing in their memories for years.

Identifying a specific skill or talent, can change a persons life. Years ago a teacher in Detroit asked Stevie Morris t help her find a mouse that was lost in the classroom. She appreciated the fact that Stevie had something that no-one else had in the room. Nature had given Stevie an amazing set of hears to compensate for his blindness. This was the first time Stevie had been shown the appreciation of those remarkable ears. He now says that was the moment his life changed and his gift of hearing led to his new life as Stevie Wonder.

Recently I received handwritten thank you for a workshop, it was so personal and specific it was the best nourishment to my self esteem I have received in a long time.

bev@nuggetsoflearning.co.uk

Do you fit your organisational culture…?

Mon, 08 Feb 2016 19:11:23 GMT

We join organisations after an interview lasting an hour and if we are lucky we have a second.

Unlike other relationships we establish we don’t get a chance to talk through what they value.

We enter a psychological contract, all the things that are not written down, which are hugely important to both parties. Receiving the terms and conditions of employment do not give you the real insight. What do they actually offer? Fun, laughter, relaxed atmosphere and a place to be yourself. What do you offer? – Positivity?

Culture has several elements and we need to understand how we match.

Symbols – the logo/the badge – superficial outer layer
Heroes – who set up the business? Key leaders who have left a legacy
Rituals – traditions peculiar to that company – etiquette, behaviours etc…
Values – very heart and core of an organisation – do they value money/people

As a team explore the elements of culture and see how well matched you are.

I run workshops with teams on values and culture, please do get in touch for more details

bev@nuggetsoflearning.co.uk

Performance Vs Achievement

Mon, 01 Feb 2016 09:08:00 GMT

On Friday nuggets ran a breakfast seminar on goal setting and I stressed the importance of performance and achievement. We need to be strongly motivated and achievement underpins motivation, therefore we have to go for a target a goal to get excited.

However the journey to the goal and the consistency of our performance can be where the change and the learning really occurs. Processes and systems lead to goals and you have to make changes to your habits and behaviours to get there. We might be saying yes and no to new experiences. This often requires discipline and a new way of behaving which would be really beneficial to maintain long after the goal has been achieved.

Performance has more elements so therefore has more lasting gratification rather than the short lived achievement.

We can generate just as much excitement around how we are going to achieve the goal which is where the performance is. Goal setting has three elements:-

To leap in at the “How” makes the goal real, you will have some life changing habits and behaviours that will stay with you long after the achievement of the goal. Retired athletes take their training and the learning of how to train into all life areas, and long after the gold medals their focus is on the performance and not the achievement of wining the badge.

We can also damage our mindset if we focus too much on the achievement and not the performance. Setbacks happen in life and if you do fail to achieve your goal better you had a list of:-

The list would rejuvenate you into believing I did not reach the end point, however look how much I learnt along the way. Enjoy every action.

Performance lasts, invest in yourself and you will be amazed what you can achieve.

Please contact bev@nuggetsoflearning.co.uk

“How to be savvy…?”

Mon, 25 Jan 2016 16:48:00 GMT

What does savvy mean? The dictionary definition is “shrewdness and practical knowledge, especially in business”

In reality what does it mean to you? – the individuals who are ahead of the game know the right people and know how to get things done and can navigate around any corporate system or process.

Savvy individuals have limitless knowledge and a good eye of the best routes to success. They keep a close eye on their priorities and know whether they are known by whom they want to be known by.

How to be savvy…?

Please do contact Bev Wilkinson if you would your team to experience a workshop on “Being Savvy”

bev@nuggetsoflearning.co.uk

How to use your Myers Briggs profile…?

Tue, 19 Jan 2016 15:03:00 GMT

You have attended a real great team build where you found out your Myers Briggs profile. It was really interesting, however it was in a folder that disappeared into a drawer. You were not sure what to do following the event.

Myers Briggs provides a personality framework it explains:-

We meet different personalities everyday and we possibly never find out any of the above, quite tricky to ask, “What is your decision making approach…?”

However we can merge other tools within learning and development to explore the Myers Briggs.

The psychological contract is often used in career development:-

These are things that are not written down in an actual contract or on a job spec or on your own CV, however they provide more answers than the paperwork.

Imagine next time you go to a pitch or a meeting and you asked the psychological contract questions (what do you want/offer?). The answers might be able to uncover some elements of the companies personality or the individuals you are meeting. Their answers could be able to provide indicators to their Myers Briggs profile.

To keep team members engaged with the Myers Briggs try these top tips as well:-

We can help with any element of Myers Briggs, please do contact us bev@nuggetsoflearning.co.uk (ENFP).

How to stick to goals…?

Mon, 11 Jan 2016 12:18:00 GMT

Whether it be a New Year resolution or a business objective, staying focused and setting new challenges is hard to stick to.

Here are some top tips to keep you on track:-

Systems lead to goals therefore a performance goal is always more powerful than an achievement goal. You may win the race however if you save 2 seconds on your last time that performance is a better measure than winning the race the achievement.

The visual wheel of goal setting starts with the:-

For a goal setting workshop please contact bev@nuggetsoflearning.co.uk

www.nuggetsoflearning.co.uk

January 2016

Mon, 04 Jan 2016 10:12:00 GMT

Begin 2016 being playful, think about the days ahead and do something different with your routine. nuggets has put a month together for you, have some fun with it:- calendar-january-2016-landscape

Speak to us in 2016 –

http://www.nuggetsoflearning.co.uk

How to find the spirit of Christmas…?

Mon, 14 Dec 2015 10:31:00 GMT

Shopping yesterday we were delighted to see that you don’t have to look to far to find the spirit of Christmas. One does wonder why can’t it be like it all year round.

The car park is the start of the normal pressure or anger management, however choose your companion wisely and sitting in the car might not be so bad. Waiting patiently for a space we were not to be disappointed and our calmness was rewarded with a ticket (well almost)!! The mother shouted to her son

“Give the ticket to that lady” sadly he chose another at the ticket machine.

His mother shouted again “Scot that was the wrong one”.

However her spirit was good, the giving and not receiving was alive and well.

The shopping experience could have been fraught with new stresses and strains, especially now you need your own bags. My shopping partner and I maneuvered our own bags and found that the whole bag situation leads to new banter in the shops and they really do try and help as much as possible. We are all part of something greater and the plastic bag situation is possibly our biggest gift in giving back.

The best altruistic moment was in a queue being offered a voucher if you spend over £20 which then saved you £5. The man had been through the till already received the voucher and wanted to pass it on. We happily accepted and no time to truly acknowledge his act of kindness or generosity.

The last few days I have seen so much of the spirit of Christmas, extra size coffee for the same price as a small, free coffee and just generally more fun.

Will we be able to bottle it and take it into January? Think about your own spirit of Christmas: –

Thank you so much to all my blog followers this year – this will be the last post of 2015 and I look forward to writing again in 2016.

Have a brilliant Christmas!!

What is in your vision…?

Mon, 07 Dec 2015 09:34:00 GMT

We are at that time of year where we are thinking how to do it differently in 2016. We are looking to the future and deciding what to put in that vision.

Last night at a church service the Bishop of Guildford explained he was given some cardboard and some tape and asked to create a church, along with several colleagues. He was very proud of his creation, he managed to construct a nave and pulpit, it was looking good. He checked out the competition only to discover that a few had not created a building, and had just cut out people of all different sizes.

When thinking about your vision for 2016, focus on the people first not the tangibles. People do business with people and why we are in business is for the people that matter to us.

I worked with my coach last week to create the vision for nuggets and everything there was connected to a relationship.

Being practical take 6 steps:-

The best work I have done with organisations with vision is when they have had to share their vision as a story or as a 3 dimensional structure. Anything that brings it to life. Quite remarkable what some delegates have created out of tin foil!!

For a workshop on creating a vision, please do contact Beverlie Wilkinson at bev@nuggetsoflearning.co.uk for other workshops please take a tour of the website www.nuggetsoflearning.co.uk

How to work with others…?

Tue, 01 Dec 2015 08:52:00 GMT

We establish a relationship with everyone, be it the postman, colleagues, your family and clients.

We don’t often think before the relationship begins how we want to “BE” before it starts. The more transitory the less of a need to analyse. My relationship with my postman is bright and breezy and works perfectly.

Last week I had an interaction with a decorator which as a relationship was never going well even from the start. If we had both labeled what we wanted out of the relationship maybe the outcome would have been different.

I wanted a professional service with minimal disruption to our family life.

We can guess the decorator wanted to be paid fairly and with minimal input from the client and a nice atmosphere to work in.

Deadlines have not been met, and over familiarity at the beginning makes it hard to establish what is fair. We never established what we both wanted from our relationship.

Labelling a relationship as a separate entity and saying how do you want to BE with in it, is a great way of contracting with each other and working together. Even if you cannot say it out loud to the other person, think about anyone you come into contact with – how do you want to BE with them…?

By viewing the relationship as a thing on its own you can look from 3 positions as to what you want to resolve or achieve going forward.

Needs give you clarity and a path to move forward.

If I think back to my situation I wanted to be welcoming as a client however I should have given clear boundaries and clearer deadlines. We often forget to be as professional outside of work as in.

Please contact bev@nuggetsoflearning.co.uk for a workshop on working with others.

We deliver 90 minutes of learning and coaching for professional services.

www.nuggetsoflearning.co.uk

How to take responsibility…?

Mon, 23 Nov 2015 11:56:00 GMT

Take full responsibility for everything that happens to you in life is the difference between being the “driver or the passenger”.

In the book “Monday Morning Leadership” by David Cottrell – Jeff the main character arrives for his first mentor session with Tony. He is late and blames the weather and traffic etc… Tony explains that in life there will always be rain or traffic, you make adjustments, you leave earlier or you find another route.

“What happens when you place blame is that you focus on the past, when you accept responsibility, you focus on this time forward on the future. You accept total responsibility”

If you eliminate blame from your vocabulary then you will start to make positive changes.

Knowing and implementing are two different things. I have my own business so I am the driver, however I know taking full responsibility for where we go and what we do can be exhausting. Responsibility comes with choices and ultimately decisions. Stephen Covey explains that the word responsibility is split in two – it is always are ability to choose a response and put together equals responsibility.

I cannot blame budgets in organisations or economic downturns I have to take responsibility for creating products and services that are more accessible to the market. I change the destination, not the driver.

Until you accept total responsibility – no matter what – you will not be able to put plans in place to accomplish your goals.

For a 90 minute workshop on “Responsibility – Be the driver not the passenger” please contact bev@nuggetsoflearning.co.uk

www.nuggetsoflearning.co.uk

Photo this week is courtesy of Sophie Wilkinson (homemade cake with nugget branding)

How to reach your goals…?

Mon, 16 Nov 2015 09:32:00 GMT

Back in June I wrote a post on “systems lead to goals” and I wanted to revisit it with even more examples.

On Thursday last week we ran a team build to demonstrate that processes/systems lead to goals and that we needed to visually display the flow to see if there were any gaps and to add or takeaway any steps. We often explain this form of process mapping by saying it is like making a pizza:-

To make a pizza you do need a base first you cannot jump ahead and put your tomato sauce on first. Just with systems at work there will be a stage that must come before another.

Before the team build started we asked all delegates to think about systems or processes in their lives that are really effective and why they are important.

The reasons were very valid as to why the systems were important and some of them had repercussions if they did not commit to the system.

In work if we are not the Manager or the business owner we may not commit to the repercussions and take the responsibility as it might get lost, however our own personal systems we sign up to.

Commitment and buy-in to the system is vital. Getting your system right is far more rewarding long term than just reaching a goal and not really understanding why.

During the workshop we kept referring back to the personal systems to demonstrate the importance of being disciplined to the process and the systems. There were challenges as to why they could not jump ahead and prepare other pieces of work in advance, and we explained this would be like sending out a pizza with cheese and no tomato (bit dry)!!

Often when you reach a goal there is that feeling of what next…? If you get a system flowing then you can achieve many goals and you can be constantly motivated by your achievements.

For a workshop on “Systems lead to goals” please contact bev@nuggetsoflearning.co.uk

We deliver 90 minutes of learning and coaching to professional services.

http://www.nuggetsoflearning.co.uk

How to motivate yourself and others …?

Mon, 09 Nov 2015 16:47:51 GMT

From the moment you wake up you have a choice as to how you swing those legs out of the bed.

Are you choosing pain or power?

There are times in our life when pain might be preventable however if mentally you make a choice of pain everyday you will eventually where yourself down. The word power is all about releasing energy and going for it.

Pain to power can be recorded on a daily or a weekly basis have an audit as to how you are choosing to start your day.

Teresa Amabile says that motivation is all about progress moving forward and we need nourishers to support us and also eliminate toxins. Nourishers can be the right diet, supportive individuals and a clear direction of what you want yourself. Toxins are those people who are negative, meetings that are unnecessary and not looking after ourselves. Progress principle and work that is meaningful.

The motivational theory of Maslow hierarchy of needs is a good check to see if you have everything in place. To explain the model on workshops I often use the story of Robinson Crusoe. He was marooned on an island and needed to live, he met one person on the island who he called Man Friday, and then realised his own self worth by surviving and by being rescued. The list below shows the levels in Maslow’s theory with Robinson’s achievements and what they would look like in blue from a work perspective.

Basic survival = food and water/pay
Security = shelter/office & chairs & computers etc…
Social = Man Friday/colleagues
What others think of me? = Feedback and interaction with Man Friday/feedback & appraisals & reviews
Self Actualisation = Robinson leaving the island and acknowledging himself for what he has achieved/you recognised your own work

Controversy surrounds Maslow as to whether the pyramid should be upside down, do you need to have self actualisation in place first before you satisfy the other levels. Whichever way you want the pyramid do you have any gaps or any elements unfulfilled. If you are not paid the right amount for self worth it is quite hard to accept feedback.

Hertzberg made it even simpler than Maslow and said that there are only two areas to consider Hygiene factors or Motivation/Satisfaction factors.

Hygiene Factors

Company policy and administration
Wages, salaries and other financial remuneration
Quality of supervision
Quality of inter-personal relations
Working conditions
Biscuits
Coffee

Motivational Factors

Opportunity for advancement
Gaining recognition
Responsibility
Challenging / stimulating work
Sense of personal achievement & personal growth in a job

When you are working with a team, be really careful of messing with the hygiene factors. A short term change can have a longer term effect in terms of demotivation. If you take away the biscuits they will never forgive you.

Look at Hertzberg’s list and decide which are long term and short term and manage them as you would your own motivation.

For a workshop on motivation please contact bev@nuggetsoflearning.co.uk

Book 90 minutes of learning on any management/personal development area – 6 – 12 delegates for £600. http://www.nuggetsoflearning.co.uk

Creating a different perspective on work…

Mon, 02 Nov 2015 16:43:44 GMT

I took a week off work last week and focused on physical tasks rather than mental tasks.

We have lived in our house for 10 years so it needed a repaint, an industrial clean in certain areas. It was a very good workout and not that dissimilar to the business.

What needed to be thrown away? – which areas of the business are not generating income?
What needed to be repainted? – what products and services needed to be refreshed?
Which rooms needed to be cleaned? – which Clients have you not visited for a long time to chat through work?
Each room had a list of actions? – Each client and project should have a list of actions

Back in the office this morning and feel clearer about what I need to achieve.

Did some very simple coaching on myself to work out the focus short term between now and Christmas.

Write down the roles you have in life and give them a score and decide between now and Christmas which ones you need to improve.

Please find mine below as a guide:-

NOW DECEMBER

Mother = 8 10

Wife = 7 9

Sister = 8 9

Daughter = 8 9

Friend = 7 9

Nuggets MD = 8 10

Another very simple exercise is to create a pie chart of where you are spending your time now and where you want to be spending your time by December.

Crude drawings of the percentages are enough to see whether your focus is correct. I currently want to make a switch from doing more delivery which will mean less time at home, which is where the business needs to go.

Taking time out to properly recharge gives you a new focus and a clearer direction.

For a new look at your business, work with a coach. Please contact bev@nuggetsoflearning.co.uk for more details.

How to manage your own pressure points…?

Mon, 19 Oct 2015 15:39:02 GMT

The first step is to identify the pressures you are under.

Is there any pattern is it environmental, people or organisational demands.

What happens to you before the pressure mounts?

Identify your personal signs and symptoms:-

Mental signs

Indecisive
Over analysing
Worrying
Loss of concentration

Emotional signs

Nervous
Anxious
Hopelessness
Tearful

Behaviour (habits that become exaggerated)

Twitching
Slamming around
Eating too much
Fiddling with hair

Physical symptoms

Back ache
Head aches
Skin rashes
Indigestion

It is very personal and is different for every individual, and taking the time to identify your own personal signs and symptoms could prevent pressure leading to stress.

Pressure is managed by ourselves we decide whether to fight or flight, do we stay or run away from a situation.

The process we use is the same every time we have to think about something which leads to how we feel about it and then ultimately what we do.

The human software for managing pressure.

Knowing that you cannot think and feel at the same time is life changing. It is also good to know that you have to pass through thinking, feeling and doing, there is no shortcut.

Example:-

I return to my desk after a meeting, someone has left a folder there
I THINK how annoying who does the folder belong to
This leads me to FEEL irritated
At the point of my being in feelings someone asks if I have called Mary
What I DO is reply sarcastically

If the software on your computer is not working you would switch the machine off and on again.

We can do exactly the same as humans. It will take 90 seconds, which is long enough to walk to the kitchen, get some fresh air and most importantly just concentrate on breathing. We can then try again:-

If I THINK about the folder, logically it could be Brian’s
I FEEL less anxious now I know the owner
What I will DO is walk over to his desk and confirm it is his

Your signs and symptoms are made up of think/feel/do:-

Mental – the way we think
Emotional – how we feel
Behaviour – is what we are doing

If you know any of the three are not operating as they should, you need never reach your physical symptoms. The 90 second reboot gives you time to create another perspective.

How to empower yourself and get motivated?

Mon, 12 Oct 2015 15:32:55 GMT

What are your passions, priorities and joys?

Have they got lost in the day to day monotony of work and commitments?

The solution – 1:1 coaching for your own personal development.

The Transformational programme – empowering you to get motivated:-

Take stock – evaluate how are you currently working

Look at the roles that you have in your life are you fulfilling all of them
Get to know yourself again – write a journal to understand what you enjoy
Create a pie chart to see where you are spending your time

Set goals – what do you want to achieve?

Identify 2 or 3 goals from the work you have done above on finding yourself
Be realistic – it must be motivating

Boost your power – new rituals and habits

Working with a coach identify your routines that work and don’t work
Achieve 3 things a day that make the biggest difference

Clear the decks – identify relationships/tasks that do not add value

Map out peole that make you feel good and others who drain your energy
Identify tasks that are rework

Get confident – find your authentic self

Being you and enjoying being you

Move forward – new ways of working that will stick

3 x one hour sessions for £400 – (normally £150 per session) – Please sign up before the 30th November 2015

e-mail bev@nuggetsoflearning.co.uk to book

3 a day...

Mon, 05 Oct 2015 15:29:22 GMT

The media is awash with mindfulness, enjoying the moment we are in, even colouring to be sure that you are focused on just the task in hand.

We manager our bodies by eating 3 solid meals a day and yet our mind is nourished in a rather more haphazard approach.

At the start of the week you possibly plan your main meals and yet do you ever write down the main things you want to achieve at work. I bet you have a to-do list, however that just looks like one long shopping list.

Think of your mind like your body.

Achievement underpins motivation, so we feel good when we get stuff done.

Each day say to yourself, what 3 things will make the biggest difference to work and life. As with diet you need a good balance it is the same with your mind. You must ensure that at least 1 out of your 3 achievements is something home or personal that will add value for you and your family.

When you diet you are very disciplined and focused see this 3 a day mindfulness diet the same way. Share as team what 3 things will make the biggest difference and ensure that they do. Slimming world and weight watchers are successful due to the support, the same should be true for you and your team on a mind diet.

By the time you hit Friday you will have worked on 15 achievements.

For a 90 minute workshop on “3 a day” please contact bev@nuggetsoflearning.co.uk

Please visit our website to see how colourful learning can be really effective and memorable http://www.nuggetsoflearning.co.uk

10 Top tips of negotiating …

Mon, 28 Sep 2015 15:23:01 GMT

How many times do you think afterwards you could have got a better price or could just simply have said more when the deal was being discussed.

Please find some top tips to think about when you are next negotiating:-

Focus on interests not positions – interests are your underlying motivators and a position can be limiting especially if you attach your ego to it.
Expand the pie – have lots of options and ideas do not limit yourself entering the discussion
Treat negotiation as a puzzle which needs to be solved rather than a battle to be won. Separate people from problem.
Always know your BATNA (Best Alternative To a Negotiated Agreement). Consider the other person’s BATNA as well.
Be respectful and empathetic to the person you are negotiating with.
Make negotiations win/win
Think of the level you are negotiating at:-
Strategic – long term
Tactical – immediate
Political – other agenda
Individual – personal
Be careful not too steer the negotiation in the wrong direction:-
Value Slayer – talk about price too quickly
Value Snoozer – telling them something they know already
Value Star – telling them something amazing that they don’t know
Think about characteristics of great leaders, patience, fairness, resilience, respect and many more…
Finally look for a wise agreement for both parties

Many hats of managing…

Mon, 21 Sep 2015 15:19:56 GMT

Which hats are you expected to wear?

Motivator
Paternal
General Manager
Relationship advisor

To simplify the number of roles you may have to take as a Manager, think about just 3 hats you have to wear at any given time.

You will either be:-

Counsellor
Coach
Mentor

Counselling is a specialist area so be careful that your employees are not forcing you to wear this hat when you don’t feel comfortable. Normally something has already happened and more often than not outside the workplace.

Coaching is a good hat and very comfortable. This is the everyday supporter, matching energy levels and enthusiasm. You will have a vested interest in performance and will be able to pass judgement on development. You are very much in the present and looking at every single incremental difference you can make to improve performance.

The final hat being a mentor, might not be everyday but it is a great hat and deserves big language. This is where people want to go and very future orientated language. You might not necessarily have a vested interest in the performance, which gives you even more scope to pass judgement on the development. The best mentors are outside of the organisations so that they do not have any cultural barriers as to why you cannot progress.

Each hat needs a different set of skills and awareness as to when and where to apply them.

Decisions decisions…

Mon, 14 Sep 2015 15:07:35 GMT

Decisions should be moving up the hierarchy in your organisation, or else the business does not grow.

Letting go is hard and trusting employees and giving them responsibility is tough. Not that dissimilar to letting your children get involved in choice of schools or subjects for exams.

In Susan Scott’s book Fierce Conversations she uses a brilliantly simplistic model to show the evolution of responsibility and trust.

Root decisions – strategic – need input from may people impact the direction of the company

Trunk decisions – make the decision – report the decision before you take action

Branch decision – make the decision and act on it – report in regularly

Leaf decision – tactical – immediate action no need to report back

The tree in Scott’s words is “a tool for delegation and professional development, you know your employees are growing and developing when more and more of their decisions are moved to the leaf level”.

Think about the decisions you make this week and what level they are at and whether you take the action or require input from others.

Please do contact bev@nuggetsoflearning.co.uk for a workshop on delegation.

http://www.nuggetsoflearning.co.uk

Unlocking a challenging situation…

Mon, 07 Sep 2015 15:02:32 GMT

Challenging people and situations are common place in business.

Most of the time it is not being able to see what is driving the person’s behaviour. We have different values to each other. The classic iceberg aptly shows how behaviour is seen and our attitudes, skills and values that make our personality are hidden until we choose to share.

My own personal iceberg would look as follows:

If one of my values is good manners my behaviour is altered by whether I receive good manners from others or not. Values are hard wired and are put in place between the ages of 0-7 years old by our parents. Light heartedly when you meet me, you have no idea that I gained the hostess badge at Brownies. Attitudes are very different to our parents generation and currently I have a poor relationships with cyclists in Surrey on Sundays.

If you cannot identify why you have a clash with an individual as you have no clue as to what is in their iceberg, then you might have to probe around the situation or incident that is giving you both a challenge:-

What is it about? SITUATION
What do you truly want? REFRAME
What about it is important to you? VALUE
What will you do when? ACTION
What else? SUPPORT

First step is to be clear on the situation and as quickly as you can move the person to a solution mode by reframing what they want to achieve. Value as we know will be driving their behaviour so we can identify what is important to them. The questions have momentum so you need action and support.

This blog was the basis of a breakfast seminar run by nuggets last week, please do let bev@nuggetsoflearning.co.uk know if you would like a workshop in your organisation.

Bespoke or Tailored

Tue, 01 Sep 2015 14:56:01 GMT

When selling your services you must get a good understanding of what the client is trying to achieve with the learning.

7 key tips when taking the brief:-

Purpose – do you understand what they want to get out of the session?
Sponsor – who is going to champion the learning and support you?
Authentic – how do you demonstrate you are a genuine consultant with a good moral compass?
Experiential – for the content to work it must be practical
Modular – businesses want training that fits around them
Socialisation – have you built in time for the delegates to network?
Measured – how will you demonstrate return on investment?

We often talk about behavioural movement, however the client will want to know what tangible outcomes that has led to. Saying the delegate is more confident is not enough for the investment. Explaining that the confidence has led to negotiating more with Clients and landing new business gives a great return.

As consultant we need to demonstrate that we are real, authentic and commercially savvy. Your website and your branding is not enough to get any of these values across. The real you comes across whilst having a coffee or taking the client out to lunch and remembering the names of their children. Commerciality is not just about knowing the figures of their company, it is about an awareness of current events (last week with the Chinese economy).

The difference between selling in your services as bespoke or tailored. Bespoke is the Rolls Royce you are going to fit it to their organisation and theirs alone. Tailoring courses and workshops means altering what you already have to fit their company. Commercially tailoring is more cost effective, however if the fee is right bespoke might make you win the business over competitors.

To explore more on selling your services please contact bev@nuggetsoflearning.co.uk

Things not to do when planning a one to one …

Mon, 24 Aug 2015 07:07:00 GMT

One to one meetings with your direct reports are one of the most vital tools when it comes to managing performance. Best practice suggests once a fortnight sitting down with those who report into you and giving them 30 minutes to an hour of your time to see how they are meeting their objectives.

These sessions are adopted in most large corporates, however sadly in such a perfunctory way that errors occur.

These are the most common mistakes during one to ones?

Please do share some of your own stories of brilliant and tragic one to one meetings.

For some key tips of making your sessions effective please contact bev@nuggetsoflearning.co.uk for a workshop.

Drilling down… the key to a good conversation

Mon, 17 Aug 2015 06:58:00 GMT

“What is the most important thing we should be talking about today?”

Susan Scott’s book Fierce Conversations asks this as the first question of the model mineral rights. The principle being ,

“If you’re drilling for water, it’s better to drill one hundred-foot well than a hundred one-foot wells.”

Every time you start a conversation how many tangents do you go down before you hit the core or the point that really needs to be shared. Scott suggests starting the dialogue with the line:-

What is the most important thing we need to talk about today?

The response might be slow and there may even be silence, however never underestimate the power of silence. Let the recipient process and find that core to the conversation they have been longing to have for a great deal of time.

When you dig down for minerals

“It is the right of the owner to exploit, mine, and/or produce any or all of the minerals lying below the surface of the property”

Therefore you need more than the first question to get to where you need to get to.

Susan Scott’s model in summary:-

Scott says “the greatest gift we can give another is the purity of our attention”.

Please do contact mailto:bev@nuggetsoflearning.co.uk for a workshop on “Getting the most out of your team members”

http://www.nuggetsoflearning.co.uk

Being Open to Open…

Mon, 10 Aug 2015 07:21:00 GMT

To take or not to take the iPad on holiday. The association with work and connected world or the source of contact and rich learning.

Reading David Price’s excellent book “Open” on holiday, it embraces the connected world that we now live in. The philosophy is almost “you cannot beat them so join them”.

The iPad did come away on holiday as a friend and an enhancer, it sourced local restaurants and areas, provided audio books and did provide the links to home that were required.

The most impressive use was as a learning tool. On one drive we saw a bird of prey swoop down and pick up a snake off the road. It was an amazing sight and obviously needed to be “googled”, the bird was a “Short-toed snake eagle”. One google always leads to another, and before you know it you are watching a bird of prey catch a goat! The shared experience as a family will stay in our memories for a long time. We have a story to tell and as David Price’s would say, “the learning lies in the telling of the story”.

The book Open asks us to think of the consequential values which will now shape how we communicate:-

The acronym created is SOFT, however the reality of the actions associated could very well change the dynamic of business and education as we know it.

Applying SOFT to my holiday story you can see how enriching and broader the experience is to the moment in time:-

As a business be OPEN and apply SOFT values and see whether this new collaborative and altruistic approach attracts new clients and business.

For a workshop on learning please contact bev@nuggetsoflearning.co.uk

Why should anyone care…?

Mon, 13 Jul 2015 06:43:00 GMT

When you have children you will know every why leads to another why.

You have been in business for a number of years and maybe you have forgotten the why part. If you were to sit down and break down the why into:-

nuggets was set up in 2004 and the products and services have varied over the years, however revisiting the why, gave me the following answers:-

Overall you must do business with people who believe what you believe. Therefore if your “why” is clear people will want to work with you.

The golden circle of work always starts with a why and then you have the how you do it and the last part is always what you do.

Revisit your overall “Why?” – nuggets can facilitate you through key questions

Please contact bev@nuggetsoflearning.co.uk

Being bold…

Mon, 06 Jul 2015 08:57:00 GMT

I was lucky enough to hear a speech by Mary Curnock Cook OBE, Chief Executive of UCAS at the weekend.

She addressed a speech day at a girls independent school and the message was very clear:-

Her own career and life has certainly taken the sentiment to heart. Starting out as a secretary and gravitating towards marketing and gaining an OBE. This is achievement enough however at the age of 41 she took the bold step of deciding she wanted to run a national organisation associated with education. This was made possible by studying for a masters and working in the ministry of education. The period at Westminster was challenging but certainly a period of her life she enjoyed and would not have missed.

The word bold was very relevant sitting in a very safe sports hall in a lovely independent girls school. We often hear our children won’t know the jobs they are entering as they don’t exist. This seems to be the favourite line for every Head around the country. Thirty years ago they told us we would have more leisure time than we would know what to do with, this never became a reality. Hard therefore for our children to understand what they want to do if the jobs don’t exist and will this play out.

Bold in Curnock Cook’s speech is not accepting every decision made for you or following your parents footsteps. There could be another route or a bigger adventure after university.

However the word bold does not have to be around the big decisions how about being bold in the small things in life:-

This week take bold into your vocabulary and into your thinking, write down 3 bold things you are going to do this week. My first is to contact Mary Curnock Cook.

For executive coaching or 90 minute workshops please contact bev@nuggetsoflearning.co.uk

Ask the brain a question…?

Mon, 29 Jun 2015 08:14:00 GMT

If some-one were to ask you to summarise a book from one of many on your book shelves how would you get on? It might well be like the vast majority of us a struggle.

There are two memory processes recognition and recall.

Recognition is what happens when you see a bird and know it’s a robin. It’s what happens when someone says your name and you know they’re talking to you. It’s also what happens when you are reading.

Recall, on the other hand, is somewhat different. It’s the ability to pull up the answer to a question, without looking at it. If I ask you the capital of France, and you know the answer, Paris, it’s because you recalled it from memory.

Recall, unsurprisingly, is almost always harder than recognition. Asking you what is the capital of France, and you replying correctly, “Paris,” is much harder than me asking you “Is Paris the capital of France?” and you replying, “Yes.” You have recognised Paris in the question so your recall becomes so much easier.

As recall is so much harder than recognition we need a technique to support it. The brain responds to asking questions and will trigger the recall approach. For example if you want to remember this blog you would need to write a question:-

Recall and recognition in harmony is utopia. So whilst reviewing or summarising use recognition as well as recall. We remember more if it relates to us on a personal level.

Index cards for revision have always been effective, however ensure they are labelled with key questions. This technique does not just apply to reading thinking about summarising a meeting:-

The brain always has to answer a question and the more you ask the more lively it becomes. Start it up this morning and this week, ask lots of questions…!!!

This blog was inspired by Scott H Young who runs learn on steroids – http://www.scotthyoung.com/learnonsteroids/

Please contact Bev for 90 minute workshop on learning – bev@nuggetsoflearning.co.uk

Weekly cocktail…

Mon, 22 Jun 2015 08:02:00 GMT

At the weekend I gave a speech of thanks to a key member in our community, I used a metaphor to link the start and finish and to illustrate what the individual meant to us all. The speech began with a tale of the said person being offered a drink, and the request for whisky, but clarity on the offering:-

“Is it a blend or a single malt…?”

Whisky was then the metaphor, how the individual had blended into our community, but most importantly blended into our lives. This would only have been possible if they had been a single malt – a very unique individual. Brave decision to use whisky however sometimes the more unrelated and random the metaphor the more people connect with what you are trying to say.

Only this morning on the radio the journalists are using metaphors to present the Greek crisis.

Last night in Athens some runners with head torches were setting off. The journalist said

“They all seem to know where they are going in their capital. Does the country though?”

When we are coaching we ask clients to describe the situation by using a metaphor. At times the detachment helps to take the emotion out of the situation, or it helps to gain clarity. In my years of working I have had animals, coffee machines and journeys are always a favourite.

This blog goes out once a week on a Monday. We could describe it as weekly cocktail, lots of ingredients, all sorts of mixers and every so often a real punch of alcohol.

Please do contact nuggets for 90 minutes of learning or colourful coaching

bev@nuggetsoflearning.co.uk

Being human…

Mon, 15 Jun 2015 09:06:00 GMT

Started to watch the new series Humans last night on

Channel 4. http://www.channel4.com/programmes/humans

I went to sleep somewhat troubled with the whole thinking around being human.

When I qualified as a CoActive Coach the first principle was the balance between Doing and Being. The second “Being” should be instinctive and is clearly all about being human. However we get so obsessed with “Doing” that we forget how to just “Be”. On my first session as a coach the course leader unfolded my arms and asked me to uncross my legs and simply said to just “Be”. At the time I was very self aware and could not really grasp the subtly of the relaxed body state demonstrating “Being”.

Having now been in several coaching sessions I understand that we have to be a “Being” in the room and very human. As a business coach I am there to understand what they are “Doing” but I have to be a real person to listen to what is going on beyond the tasks. The more you work with a client the more there life spills into the sessions.

People are naturally resourceful and whole so as a coach we are there to guide their thinking.

Most individuals are aching to be seen for who they are, what happens is a life of doing prevents them from being who they want to be.

Coaching is not about fixing people it is about championing who they are.

Really great coaches are authentic they know who they are (they are a whole person). They hold a client’s agenda and where appropriate challenge the thinking. They acknowledge the individual for who they are, back to the initial statement everyone is naturally resourceful and whole. Everyone is great just believe it!!

Toolkit for a really great coach:-

Review your week by determining when did you need to be in a “doing” mode and when did you just need to be a “being”. It is a fine balance:-

Being – lets life happen

Doing – makes life happen

Too much emphasis on being and there is no action, too much doing we lose a sense of ourselves.

Speak to nuggets about coaching:-

Colourful Coaching in organisations

Colourful Coaching – for private individuals

contact:- bev@nuggetsoflearning.co.uk

Systems that lead to goals…

Mon, 08 Jun 2015 07:44:00 GMT

Goals can seem so remote and often instead of language being motivational it can be the opposite.

“I am never going to reach my goal…”

Sometimes we reach the goal and have a period of mourning – what next…?

The systems that lead to the goal are actually the most effective and successful long term outcome.

At a coaching session on Friday I was explaining this piece of theory to a client but we wanted to make it real. I asked them to think about systems they had in their life that were tried and tested and really successful. Running their home was their suggestion.

The pure mechanics of running the building, keeping it clean and maintained. This proved a fantastic metaphor as there are so many daily, weekly and monthly rituals that are not that dissimilar to a business. Ironically we are often more disciplined about running our homes than our businesses. We listed all the house systems one side and then we converted them into what they looked like from a business perspective.

Any goal that you want to achieve has to have a plan and milestones, but remember the systems you put around it could last forever.

I decided I wanted to write more as it gives me content for my workshops and keeps me up to date with development. This led to the weekly discipline of the blog. Watch this space there might be a book one day…!

From James Clear’s Blog https://blog.bufferapp.com/why-having-no-goals-in-our-lives-might-make-us-happier-and-more-successful

At the end of James Clear’s blog he asks what is more important the systems around the goal or the goal?

Think this week of what you need to achieve and the processes and systems you have in place.

For a workshop on creating more effective systems please contact bev@nuggetsoflearning.co.uk

Clear the space…

Mon, 01 Jun 2015 07:59:00 GMT

When you buy new clothes you often make space by discarding the old. If you never did this you would end up with a wardrobe of clothes possibly half worn.

After a week of helping my kids revise for exams I need to clear the space in my head. “Albert the Great, Henry II and French verbs were fine last week however this week I need new thinking. If I imagine my mind as a wardrobe I need to clear out the old and find some new threads.

Farmers clear the space for growing however the process is very slow and planned. You cannot dig up the seeds every 5 minutes to see if they have taken, you are looking at months of planning. However they always begin with a clear space and decide what crop, animal or even seed will be sown, grazed in that field.

Revision is very similar to farming, if we did everything last minute we would have a poor crop. You cannot put the crops in last minute and hope to yield harvest. Our own self development in later life does not alter, we cannot expect to be the CEO the next day if we have not invested time and effort in the company and its people.

We get out of everything what we put into “ To serve others is to find yourself… “anon.

“ Unless you create space for the new it will never turn up” Steve McDermott

Often on property programmes they white wash the walls so that you can see the space available. Before they do this it is hard to imagine how to live in the space, made even worse if you are looking at the previous occupants clutter. Once the house is clear and you have space new opportunities of how to live emerge.

Clear the space in your head this week. I often do an audit, by simply writing what I am saying yes to and what I am saying no to. This is my decluttering…

For a workshops on clearing space, please contact bev@nuggetsoflearning.co.uk

What is your bright line rule…?

Mon, 25 May 2015 08:48:00 GMT

I am a great believer in doing things differently spurred on by a wish to alter bad habits. Sometimes I am very successful and develop more effective ways of working and living, however on several occasions the willpower is not strong enough.

I have understood that you always need the knowledge and the skill to make a change but the passion and desire to make it is the strongest.

Think of things that you want to curb:-

So stopping a habit should be easier than starting a new habit. To start to go for that run or visit the gym takes effort whereas stopping should be easier. So why do so many of us fail. We often decide to moderate are intake of junk food or reduce our phone usage this is never enough and does not work.

However reading a recent article the suggestion of going cold turkey seems far more successful. We reduce the mental capacity as we block it from our minds, we are saying no, we are making a bright line rule. I will not…!!!

James Clear’s blog explains it perfectly the willpower becomes empowering and clear. You have a new rule and even a new identity with the rule.

My own personal example was wasting time on Facebook, looking at other peoples lives so I drew a bright line rule and closed my page the temptation to look was removed. Help is at hand you can now have internet protectors “leech block”, or even set a timer so your computer shuts down.

Sir Bradley Wiggins talks about the strict diet of cyclist and he says the only way to achieve this was the sign up of the whole family. The bright line rule was there were no biscuits in the house and his children and wife signed up to this.

Bright line rules for starting habits are a more productive route. Earlier I said establishing a new routine takes mental capacity and can often seem to big. With rules in place you can achieve the new ritual.

To understand more read http://jamesclear.com/bright-lines and also http://www.scotthyoung.com/blog/2015/05/21/habits-of-moderation/

For a workshop on habits please contact bev@nuggetsoflearning.co.uk

What does your ring tone say about you?

Mon, 18 May 2015 16:53:00 GMT

On the Guildford to Waterloo train today, suddenly breaking the commuter silence is the theme from Goldfinger. Pulses began to race and it was all before 9.00am so no off peak tickets in sight and sadly as hard as you looked no sign of James Bond. Admittedly being the Sean Connery genre would have been happy with a mature Bond, however the owner in question was no 007.

Is our ring tone an extension of our personal brand or is just something quirky about our personality which we can be forgiven for the lack of professionalism.

My calling is a duck, which I hasten to add has got me into trouble, I was once walking when some ducks flew overhead and I made the quick draw of the mobile. The ducks did not answer and there was no-one on the other end of the mobile. I make the excuse that my kids chose my ring tone, not sure if I get away with that, as they are not the intended audience.

Animals must be a family theme my sister’s ring tone is a Cat which is her nickname. She managed to get a whole restaurant to turn their heads and look for a real cat.

Passions do run high on these simple tunes, I particularly dislike that “WooHoo” when someone has a new text or mail. Dom Joly built a show on the Nokia tune and my husband and I if we hear it still shout “Hello!!!!”

I often get requested to run workshops on email etiquette will mobile ring tones be next?

Have a great week and look out for James Bond on South West trains.

For a management or personal development workshop please contact bev@nuggetsoflearning.co.uk

Life Vs specialism

Mon, 11 May 2015 09:25:00 GMT

We are striving to be specialists and experts in our field however we still need to be worldly and aware of factors that effect people’s lives.

Gerald Scarfe and Greg Wise were both guests on Radio 4’s Midweek and one obviously a renowned Cartoonist and the other an Actor. Greg Wise explained how Actors very much need to live a life and have experiences, they can then bring that to their role or character. Scarfe also as an artist cannot work in isolation and especially with the exposure currently in the world of being a cartoonist. Working as a builder after “Sense and Sensibility” Wise explained a need to “ explore our relatonship to the world, I want a brain surgeon to be a brain surgeon and a specialist – acting you need to be living”.

There has to be a balance, you need to be an expert with open eyes.

Currently reading the “Go-To Expert” by Heather Townsend and John Baker, which is extolling the virtues of becoming a knowledge base. The book is really practical and a great how to …

Build the platform as the expert, however don’t lose sight of living.

I am very aware the best facilitators and trainers are the ones that are living a life and not just giving you the theory.

The best teachers are the ones who have colourful stories to bring to the classroom. My son will never forget the English teacher who laid out the content of an autobiography by telling his own story and the power of the opening line. “ I never knew my father, he died before I was born, landing a plane on an aircraft carrier”. This is an extreme example, but the more memorable and the more life the more it will build on your platform of expertise as a specialist.

Live life this week in your area of specialism.

http://www.bbc.co.uk/programmes/b055g9ms

For a 90 minute workshop or a coaching session please do contact bev@nuggetsoflearning.co.uk

Look up…live life the real way

Tue, 05 May 2015 08:08:00 GMT

“This media we call social, is anything but…”

The words are from the spoken word video “Look Up” written by Gary Turk. I would encourage everyone to take 4 minutes and 58 seconds out of their life to watch “Look Up”.

Ironically to watch the video you will be looking down, however I hope that it will encourage you this week to “Look Up”.

The screens are so accessible that we forget the skills we have, on the radio last week they were encouraging schools to teach children map reading. As anyone knows “Mr Sat Nav” is not the most reliable, Peter Kay’s new show “Car Share” aptly demonstrated this.

From looking at screens we may be losing skills but most importantly we may miss life. The subtly of human behaviour, the look, the smile or the hesitation in the voice. From a personal perspective I met my husband in 1990 solely based on a “Look” no dialogue exchanged between us but luckily for me he was bold enough to approach based on a “Look”.

If you are parent you will be terrified by the line “If you can’t entertain a child without using an iPad – it is not very likely that you will make the greatest dad”. We have to work with the technology although not a part of our childhood we have to understand it with them. We need to talk about what they see and be educated by them, a role reversal but hopefully will lead to a healthy connection with screens.

Technology is an illusion of community and companionship we boast and share great things about ourselves with often no responses from others – is this sharing? Community is about congregating together, many generations sharing. A lot of my friends have used a postal vote for the General Election. Having lived in the same village for 10 years I enjoy the ritual of the village hall. Young and old appear and the old-fashioned feel of it and the sense of social responsibility coming together. My children have asked to come with me on Thursday as they want to see the theatre and in some small way be a part of what is to come. Technology surely cannot steal something so quintessentially British?

I work for companies who let their teams sit with headphones on their heads whilst engaging just with a screen. Office banter used to be the lifeblood and the culture you created.

We have a finite existence in the words of Gary Turk – “Look Up” this week and let us know what you see.

https://m.youtube.com/watch?feature=youtu.be&v=Z7dLU6fk9QY

Kindness the new drug…

Mon, 27 Apr 2015 08:53:00 GMT

at least Once..

Mon, 20 Apr 2015 08:33:00 GMT

The blog title comes from the book Once written by Morris Gleitzman and it came to my attention as my daughter is doing a book review for school. “ Everybody deserves to have something good in their life at least Once” . The concept is very clever there are four books with the titles:-

Every chapter begins “Once… and so forth for the other books.

Working as a coach I am often working with timelines using the language of:-

When we use business language we take them into a behavioural or trained way of thinking where as a coach we should be challenging their thinking. We should be evoking a change or a transformation. By changing my standard timeline with the language of Gleitzman we could have the Client thinking differently:-

The questions would build from the answers and go in the direction of the Client which would be really exciting.

As your virtual coach please this week just focus on the “Once”

“Everybody deserves to have something good in their life at least Once “this week”.

Please let me know what your Once was this week.

For a workshop on coaching please contact bev@nuggetsoflearning.co.uk

http://www.morrisgleitzman.com/books/fst_intro_after.html

It’s the recipes that you create yourself that are the best…

Mon, 13 Apr 2015 09:57:00 GMT

The quote and title come from a film “No Reservations” the main character played by Catherine Zeta Jones is a chef and her therapist uses this quote to push her into making a life decision.

My cooking skills and instinct in the kitchen might not be up there, but the metaphor of recipes and ingredients is very true in other areas of life. This weekend we needed to plant some summer bulbs and some other plants, slightly perplexed as to where they went in the border, could have waited for advice and guidance, but didn’t. The ownership of the planting and making the decisions was like ingredients in a recipe coming together. This morning I feel a huge sense of achievement as we created something for us.

We have more decisions to make everyday as there is so much choice. Surprising even the simple things can stress us out as they involve making a decision. Direct Line recently conducted a survey and no surprise lack of sleep is number 1, but one of the entries was finding a parking space which involves choice and selection. When we are under pressure we are using the emotional side of our brain which lacks logic one of the key ingredients of decision making.

When you do something for yourself and make the choices yourself you are empowered and the momentum builds. Think this week of key ingredients to life and keep putting fabulous recipes and dishes out there.

Key tips:-

Please contact bev@nuggetsoflearning.co.uk for a workshop on decision making

Banana life sandwich

Tue, 07 Apr 2015 08:15:00 GMT

Sorry to be smug but just got back from holiday and had time to read and relax. My favourite book of the holiday was Steve McDermott’s – “How to be a complete and utter failure”. As you would expect the title is tongue in cheek and all the learning is reversed.

I will share lots of stories over the coming weeks but one of the most simple and effective is the banana sandwich.

“Two workmen sit down at lunchtime and open their lunch boxes. ‘Oh no! Banana sandwiches again, what have you got, can I swap?’ says the first workmen to the second. ‘No I hate banana, especially in a sandwiches,’ comes the reply. Next day the same two workmen open their lunch boxes again. ‘Oh no!’ Banana again, please swap’. ‘Look’ says his colleague ‘I told you yesterday that I hate banana.’ The third day exactly the same thing happens. ‘Listen,’ says the exasperated second workmen, ‘Why don’t you get your wife to make you something different?’ ‘My wife?’ says the first guy, ‘I’m not married. I make my own sandwiches.’

On my workshops I always use my Step Father as an example on choices, whenever he comes back of holiday there is lot of huffing and puffing and then he says “I have to go into the office!”. It is his own company a slightly bigger banana sandwich that he created and chose.

With my children we always say you don’t ‘have to do anything’ you make a choice and think about whether it is the right choice and take responsibility.

Stephen Covey always explains that the word responsibility is split into two it is always our ability to choose our response.

So today I have chosen to return to work and I will be having a variety of sandwich fillings.

Don’t get stuck into a routine of the same filling or banana sandwich.

Please do give nuggets a call and we will refresh you as an individual or your team.

bev@nuggetsoflearning.co.uk

The ones you least expect…

Mon, 23 Mar 2015 14:21:00 GMT

“Sometimes it is the people who no one imagines anything of, who do the things that no one can imagine…”

The quote comes from the film the “Imitation Game”.

In the context of the film Alan Turing the codebreaker at Bletchley Park, a rather socially awkward character went onto win the war for Britain by breaking enigma.

In our own lives we achieve things that we did not think we could and we might well be the people that others least expected. You know yourself that when you reach a target or complete a challenge that seems beyond reach and surprises others it gives greater satisfaction. When we do the job we are paid to, it is good but is it good enough.

We might not even have the imagination at this stage of our lives to know what we will go onto achieve. Knowing that you have abilities yet to tap into and talents still to develop will make you want to aspire to have that quote said about you.

In crisis situations people often talk about the hero qualities that come out in us. We all have a secret unknown self which has amazing qualities that until put under pressure we have no idea what they will deliver. Obviously not advisable to put yourself in to a situation to test your secret self. We can on a lower level test our abilities:-

Be the person people least expect to break the target, create the new product or service or to take a risk in or outside of work.

“Sometimes it is the people who no one imagines anything of, who do the things that no one can imagine…”

To be coached by one of our team please contact bev@nuggetsoflearning.co.uk

http://www.nuggetsoflearning.co.uk

Better decisions…

Mon, 16 Mar 2015 09:31:00 GMT

Deciding what is right can only happen when we have our feelings in check. If we have negative self talk it restrains us, and we become immobilised. Knowing that you cannot think and feel at the same time will help you understand why you need to move from feelings to thinking to make a decision.

Thinking is where we can apply:-

Feeling is where we apply:-

First step to making a decision is to ensure you are in a thinking mode, you can do this by giving the decision structure take the emotion out of it.

Deciding what is right, by answering the following questions:-

Any good answer comes from a framework of thinking, an audience always accepts a solution if it has good intellectual reasoning behind it.

Please do contact Bev at nuggets for a 90 minute workshop on decision making.

bev@nuggetsofleaning.co.uk

Not what you learn but where you learn…?

Mon, 09 Mar 2015 08:48:00 GMT

Where we learn is almost as important about what we learn. Who we are with and how we are made to feel will affect our ability to absorb information and make decisions.

My heart sinks when you arrive at a conference room with no natural daylight and the standard leather blotters, cheap biros and water if you are lucky.

There is now evidence to suggest the further the learning environment is from our regular work space the tougher it will be to apply. The brain likes to see the correct context. However depending on what you want to achieve from a learning session will depend whether it is onsite or off site. If you want your team to think differently and come up with creative ideas then getting them as far away as possible from the office would be great. To apply technical training, or tweaking a process would be better to be in the office.

Checklist

At nuggets we deliver 90 minutes of learning on-site so the application can be immediate, the same day you have learnt something you can apply it. We value follow up coaching so a conversation with individuals ensures transference of learning.

Please do get in touch and see how we can work with your organisation bev@nuggetsoflearning.co.uk

“No present like the time…”

Mon, 02 Mar 2015 11:35:00 GMT

No present like the time…

The title is a twist on the old saying “there is no time like the present”.

What does the new mash up mean?

The line was from the film “The Second Best Exotic Marigold Hotel” where time is a gift to people in their advancing years. It would be great if you could wrap up time as a gift and just hand it over. However just seeing that the moment you are in is a gift without any label attached.

One of the characters in the film is given a job at 79 years of age and yet still has to answer to a roll call ever morning to check they are alive. I love the tenuousness of life and death portrayed with humour.

“Say yes to the universe today not tomorrow…” Susan Jeffers

With age you accept that time is precious and the present is now not something coming up or to be considered. One of my favourite business books is the “Present” about remembering to be in the moment, and remembering that any “time” or space you are in is always a gift.

“The present is a gift you give yourself only you have the power to discover what it is …?” Spencer Johnson

The trick is never to overthink it but subconsciously use all five senses and make every moment of the present and time the best that they can be.

For a 90 minute workshop on “No present like the time…” contact bev@nuggetsoflearning.co.uk

Does luck find you or do you make luck happen…?

Mon, 23 Feb 2015 12:02:00 GMT

Eddie Redmayne accepted his Oscar by saying he was a “Lucky Man”.

Which asks the question are you lucky in life or do you find the luck.

Redmayne does not come from an acting dynasty and to play some-one very much in the public eye with degenerating disease is not the easiest of challenges.

How do you find luck in life…?

Being lucky is an investment another journey in life.

Receive your Oscar and stand there and say “I am lucky” because you worked hard to get there by making the right choices.

For a 90 minute workshop on Proactive thinking please contact bev@nuggetsoflearning.co.uk

Words Vs Pictures

Tue, 17 Feb 2015 17:24:00 GMT

Words can create pictures in our heads.

Pictures could be worth a 1000 words.

To learn do we need words and pictures to always make the work complete.

The best writers in the world use as many words as possible to create images that we have may never have seen before.

A painter can also take you somewhere you have never been before, which may well be deeply personal to you.

Learning is about putting the words and pictures into the pattern/formula/process that makes a difference to you.

Watch the film Words Vs Pictures…

https://www.youtube.com/watch?v=ehQimFhQmQg

To book a workshop with nuggets please contact bev@nuggetsoflearning.co.uk

Substitute the word time for life…

Mon, 09 Feb 2015 18:11:00 GMT

Blueprint for happiness…

Fri, 06 Feb 2015 16:13:00 GMT

Give without remembering…

Mon, 02 Feb 2015 10:53:00 GMT

Intellectual and social currency is greater than financial currency are the wise words of Andy Lopata.

Connections are the centrepiece of success and we must build a network that we can trust.

Creating connected leadership means you will exchange favours with connected minds. Give before you take and most importantly “Give without remembering…”

Keith Ferrazzi describes it as trading up and giving back, his book “Never eat alone” – build it before you need it and never forget the gatekeepers.

We must be known for the right reasons, what do you want people to say about you. How do you want to be remembered and what shadow do you cast after every single encounter. What do people say about you when you are not in the room?

Are you honest with your network, do you ever appear vulnerable and do you have a diverse enough network to support you. The individual conversations and the uniqueness of you will create an authentic group that you can trust.

Trust underpins relationships and once that foundation stone is in place you can build up.

If you do a favour for your network, do it without knowing the return. Any conditions you will remember and it will tarnish the gift.

Give without remembering…

Andy Lopata http://www.lopata.co.uk

To book a workshop on Influencing please contact bev@nuggetsoflearning.co.uk

“Be the Heroine of your life not the victim…”

Mon, 26 Jan 2015 14:40:00 GMT

The title quote is from a speech made by Nora Ephron at Wellesley college.

When she spoke in 1996 she was making it very clear how the world was a very different place and that women did have choices, and in her words “it will get messy but embrace the mess”. In 1996 the Oscar nominations for actresses were for parts played as hooker, hooker, hooker and nun …and it was the year the WonderBra was launched. However all this said Ephron did say it is, delicious to be a woman we do have everything and we can make shifts in our lives often more times than men.

To explain how her own life shifted (which was made up of 4 different careers) she explains the game they play as a family:-

“We have a game we play when we’re waiting for tables in restaurants, where you have to write the five things that describe yourself on a piece of paper. When I was [in my twenties], I would have put:

Ten years later not one of those five things turned up on my list. I was:

Today not one of those five things turns up in my list:

If you were to write five words on a piece of paper that describe you now would it be the same in 10 years and was it the same looking back 10 years.

This blog was inspired by listening to Great Lives on Radio 4 – follow the link to learn more

http://www.bbc.co.uk/programmes/b04yk47g

In Ephron’s words again “There is no dress rehearsal for a life to lead – it is yours to lead”

For life coaching please contact bev@nuggetsoflearning.co.uk

Great habits…

Mon, 19 Jan 2015 09:20:00 GMT

Habits are great ways of working differently recognising the small stuff definitely leads to the big stuff. If we were machines we would constantly be re-engineered, turning a screw tighter, being cleaned and speeding up. David Brailsford the coach for team Sky calls it incremental changes.

In order for a habit to be effective Stephen Covey says we have to have the knowledge (understand why we want to change), the skills (how to do it) and most importantly the desire to change. Giving up smoking is a great example, everyone knows it is bad, how to give up there is lots of support, but ultimately is down to the individual wanting to – their desire.

Take a look at your rituals and come up with some new habits and new routines.

Suggestions-

Working with a coach can really help keep you on track with your new habits, contact bev@nuggetsoflearning.co.uk to book your first session.

Grow in 2015…

Mon, 12 Jan 2015 18:31:00 GMT

Stretch yourself in 2015 and don’t let any obstacles issues block your growth.

Watched the programme on Necker Island quite interesting as to whether you were left wanting to go or actually feeling quite good that even if I had the money might not go.

http://www.bbc.co.uk/iplayer/episode/b04xngtp/billionaires-paradise-inside-necker-island

One of the team who ran the waterspouts came from Spain and had been working in a waterspouts shop in London and was curious as to this huge order that came in for Necker Island. His colleagues in the shop explained that it was for Richard Branson’s island Necker. The young audacious man not really totally aware of the Branson legacy wrote to him and asked for a job on Necker Island. He is now living on Necker Islands swimming with dolphins and doing a job he clearly loves.

Be audacious and reach for that request that seems unobtainable – go for it

Please do contact nuggets if you would like some colourful coaching to get you there even quicker…!!!

bev@nuggetsoflearning.co.uk

Find a coach in 2015…

Mon, 05 Jan 2015 13:16:00 GMT

2015 is the year to achieve your goals.

Find a coach to inspire and motivate and be there for you.

January is a great time to map out the year:-

Colourful coaching with nuggets would map out all you want to achieve in 2015 and we would work closely with you to ensure you get there.

In 2014 colourful coaching with nuggets led to:-

The smaller changes that had the greatest impact, new ways of working:-

We work so closely with you to ensure that you have the best experiences.

Please do contact bev@nuggetsoflearning.co.uk start the journey now…

Clear messages…

Mon, 15 Dec 2014 09:42:00 GMT

So much of communication is muddled, email seems an excuse to just release what is in your head with no thought for the audience.

This week nuggets is delivering a workshop on non verbal and verbal communication which we have packaged as “Clear messages”.

We are using the 7 “C’s” model which can be applied to any form of communication and provide a very handy checklist to ensure clarity.

Please do contact us bev@nuggetsoflearning.co.uk

Fear of technology…

Mon, 08 Dec 2014 14:18:00 GMT

Motivation …to move forward

Sun, 30 Nov 2014 14:18:00 GMT

Motivation derives from the latin word to move forward. Therefore it is no surprise to see that modern day thinkers talk about growth potential (Teresa Amabile). Dan Pink named his book on motivation “Drive”. Its all about movement and momentum.

We make a decision every morning as to how motivated we are, imagine standing between pain and power and making a conscious choice as to which you will choose. Most of us will go for power unless physically we have to be at pain. Everyday you need to think about what you want to achieve, as this will underpin how motivated you feel that day and the next. When you review your achievements you will need to ask how many people or things were nourishers and how many were toxins.

There is modern support to record your progress i-done this is an app. You are asked each day what you have got done.

How do organisations ensure the same momentum on a larger scale.

Auditing your company using Maslow hierarchy needs is a good indicator as to whether you are covering the basics.

However sometimes the small motivators if altered can be the biggest demotivators. Taking away the biscuits, will live in the employees memory long term.

Please do contact nuggets for a 90 minute workshop on motivation.

bev@nuggetsoflearning.co.uk

Managing your body clock…

Mon, 24 Nov 2014 09:48:00 GMT

Recent study showed that working antisocial hours can age the brain and affect intellectual ability.

The research focused on people working for more than a decade as shift workers, there was a recovery but it could be as long as 5 years.

As humans are internal clock is set to be active during the day and asleep at night.

The brain naturally declines as we age, but the researchers said working antisocial shifts accelerated the process. Those with more than 10 years of shift work under their belts had the same results as someone six and a half years older.

Dr Philip Tucker, part of the research team in Swansea, told the BBC: “It was quite a substantial decline in brain function, it is likely that when people trying to undertake complex cognitive tasks then they might make more mistakes and slip-ups, maybe one in 100 makes a mistake with a very large consequence, but it’s hard to say how big a difference it would make in day-to-day life.”

“There are ways to mitigate the effects in the way you design work schedules and regular medical check-ups… should include cognitive performance tests to look for danger signs,” he added.

Think how you can support your team workers or articulate to them the changes in their mind that might occur whilst messing with their body clock.

Ageing 6.5 years might be extreme however taking care of our body clocks might give us those valuable years to enjoy.

Please do contact bev@nuggetsoflearning.co.uk to manage your own body clock with one to one coaching or 90 minute workshops.

“Can you manage time or does it manage you?”

Mon, 17 Nov 2014 11:52:00 GMT

For a workshop on Prioritisation email bev@nuggetsoflearning.co.uk

Who do you want to attract?

Mon, 10 Nov 2014 15:43:00 GMT

Cheeky name and a very vibrant image.

Rob Baines and Pablo Uribe started the company “Fancy a Snog” which is all about frozen yoghurt.

The business began after they discovered the yoghurt that they loved in New York was mainly sugar and a token amount of yoghurt. They set about finding a healthier alternative which transpired to be agave syrup which they imported from Mexico.

The business began in 2008 and now they have 10 shops in the UK including a pink double decker bus on the Southbank. In 2012 they secured a deal with Unilever which means the product could be sold in supermarkets.

The firm’s shops are all decorated pop-art style in bright, iridescent colours. The pair want to create “a premium global brand, the Ben & Jerry’s of the frozen yoghurt world”.

Please do contact nuggets for a workshop on branding bev@nuggetsoflearning.co.uk

The rise of the mixer not the spirit…

Mon, 03 Nov 2014 09:03:00 GMT

Often in business we focus on the main product which if you take gin and tonic would be the gin. However the following story demonstrates the rise of the mixer.

When Charles Rolls and Tim Warrillow decided to set up a business together it was the first time they had ever met.

This was back in 2003, and Mr Warrillow – at the time a 28-year-old advertising executive – was looking for a complete career change. He wanted to set up his own gin distillery.

And so he contacted Mr Rolls, a veteran of the gin industry, and 18 years his senior, for advice.

Mr Rolls, who had successfully grown Plymouth Gin, agreed to meet for a coffee in central London. Within an hour or two they had decided to become business partners. But instead of forming a new gin company, they resolved to set up a premium tonic water brand.

Mr Rolls, 57, recalls their first meeting: “The conversation quickly turned from gin to tonic water, and the fact that while there had been a huge increase in the number of premium gins, when it came to the tonic water you added to them, you essentially only had two choices – the market leader [Schweppes], or supermarket own brands.

The decision to focus on the mixer not the spirit has created a new brand that actually has more business growth than the spirit.

Fever Tree has also introduced reduced calorie – but still all natural – tonic water, ginger beer, and lemonade. All are produced for it under contract by a company in the south west of England.

Fever-Tree now sells 65 million bottles per year across its range, and employs 70 people.

We often just look at our business with linear thinking, just think what the mixer is in your business and stop focusing on the spirit.

Please contact bev@nuggetsoflearning.co.uk for a workshop on creative thinking

Where are you now…?

Mon, 20 Oct 2014 10:51:00 GMT

“Life is really simple, but we insist on making it complicated” Confucius

How many hats do you wear in life?

Put every hat on and mark it out of 10.

Chance are you won’t get 10 out of 10. However we will have a far better chance of getting to 10 if we believe in ourself.

“Some people want it to happen – some wish it would happen – others make it happen” Michael Jordan

The way you think and feel about yourself has a much bigger impact on your life than you think.

If you believe in your self and your abilities you will have the confidence to make it happen.

All four are a continuous circle. If you don’t believe you won’t have any expectations, and therefore you won’t achieve which will not give you the drive to move forward. To not reach a milestone is very demotivating and could rock your self respect and if it is public your self esteem.

Humans are motivated by a sense of purpose – set your sights on a goal and visualise yourself achieving it. Enjoy the sense of achievement before you get there and give yourself the positive affirmations to raise your own self respect and self esteem.

Please do contact

bev@nuggetsoflearning.co.uk

for colourful coaching or 90 minutes of learning.

Don’t be too clever…!

Mon, 13 Oct 2014 15:10:00 GMT

What behaviours do you expect from your team? Do you make an assumption that they operate in an ethical, methodical and personable manner to reach the organisational goals. The butcher story A butcher, who had had a particularly good day, proudly flipped his last chicken on a scale and weighed it. “That will be £6.35,” he […]

The interest behind the position…

Sun, 05 Oct 2014 14:30:00 GMT

What is the best way for people to resolve their differences?

Negotiating seems the first approach, which often conjures up in our minds the two opposing parties sitting across a table fighting for what they think is fair.

If you went into any negotiation seeking a wise agreement however not holding a position you may be surprised at the outcome. Holding a position can be personal and often individuals then attach their ego to the cause that they are passionate about. Always best to separate the people from the problem . Focus on interests behind positions.

In a library two visitors want different things – one wants the window open the other wants it kept shut.

No agreement is reached as they both hold their positions.

Enter the librarian who asks of both individuals “Why?”

One wants fresh air and the other does not want to sit in a draft.

The librarian opens a window further down as she has understood the interest behind the position and therefore she reconciled their interests not their positions.

Put yourself in the other persons shoes and above all look for the interest behind the position.

For a 90 minutes workshop on Negotiating for Success please contact bev@nuggetsoflearning.co.uk

“Be who you want to be…”

Mon, 29 Sep 2014 09:20:00 GMT

Tuesday last week I heard Marcus Child from a company called Positive Reframe – the talk was how we can inspire and nourish our children to achieve whatever they want to achieve. Marcus was captivating in his energy, humour however most importantly he was a very personable speaker who attached the content to his own values and family.

Choices

Everything is about a choice – the gap between the stimulus and the response, we decide how we will respond in any given situation, we always make the choice. Sometimes we need to be properly selfish about the choices we make so that they lead to the future we wish to have. Mother Theresa believed in proper selfishness – you have to be fit yourself before you can attend the sick.

Creating a great start for our children is really important, we are the welcome, the entrance, the start of all that is to come for them. Think about beginnings elsewhere and how fabulous they can be. National anthems at football games, the starter before your main course or even as simple as your “welcome” mat at home.

The Picture

Marcus gave lots of examples where people have achieved great things because they wanted them. They put their head, heart and soul into them.

Paula Radcliffe wanted to be a long distance runner, she was not particularly sporty as school, but her Dad described her as having “Sheer determination”.

Ellen McArthur at the age of 6 had the picture in her head that she was going to sail the world.

We get what we expect, if your mind is made up and you have a great picture you can go for it. Make sure your picture big enough. Are you asking the brain the right questions, if you ask small questions you get small answers back – Big is to big! Make sure it is YOUR picture!

Put everything in

Move away from being transactional

Be transformational don’t just do the job and never live a life around other people’s expectations. Don’t get labelled, you can achieve what you want to achieve. If there is a an element of discomfort you are growing, too much transacting you are not learning to fail. You can reset the picture it is yours – the masterpiece to your life.

Good habits to support your picture & purpose

Start the day

“How are you today?” – “Fine”

If you hear a piece of music first thing in the morning it will stay with you all day, therefore if you start the day with the context of fine – that is all it will be. Create your own start – Great – Marvellous – Fantastic get everyone in your family to find their own words.

“Be who you want to be…”

If you would like a workshop on motivation please do contact bev@nuggetsoflearning.co.uk

Acknowledgement to Marcus Child:- http://www.postivereframe.co.uk

Engaged or single…?

Mon, 22 Sep 2014 09:22:00 GMT

The HR trade journals write about employee engagement and there are endless models and surveys to measure your company.

As with any relationship it is asking the question what are you saying yes or no to. In a relationship you work hard at still being interesting and attractive, however long you have been together. Some of your team members might expect the company to make their work more appealing.

Engagement is a coupling and joint responsibility and the focus is on the career of the individual and the future of the organisation.

There are tools that can help your team see where their role fits and feel a key part of the success of the company:-

The evidence is clear team engagement directly relates to organisational performance.

(figures courtesy People Management – September 2014)

If you need a workshop on employee engagement, please contact bev@nuggetsoflearning.co.uk

Putting yourself at stretch…

Tue, 16 Sep 2014 14:36:00 GMT

Yesterday I had a meeting with a leader of a large organisation and he explained he was struggling to see the talent in his next level of management. He described how individuals reach a level of comfort and don’t want to put themselves into an area of discomfort. His view was that you can only be successful if you always operate from a level of discomfort.

I liked what he said, although the language could be altered, discomfort does not sound attractive, however an area of challenge or a stretch sounds desirable.

At the weekend I used very basic language with our 10 year old son. I said your brain may have to hurt just like your muscles do after a very exciting game of football. This demonstrates that you have pushed yourself and if your brain is fizzing and asking lots questions you have definitely stretched your thinking.

It is obviously nice to reach a level of competency however think about just reaching out that little bit further – go on stretch yourself this week!!

For a workshop on “stretch” please contact bev@nuggetsoflearning.co.uk

Ripples of behaviour

Mon, 08 Sep 2014 08:26:00 GMT

Behaviour is the outer ring of culture and is the start of a positive organisation culture or a contaminated environment.

Like ripples of puddle one incident, a small wrong doing can rock the very heart what the company stands for.

CIPD – People Management shared the following statistics:-

Leadership should be the role models of what is acceptable behaviour and as with cashflow behaviour should be managed continuously, benchmarks and standards set.

In 2010 we saw in the media the Deep Water Horizon oil rig disaster in the Gulf of Mexico, 11 people died and marine life suffered irreparable damage. BP and its suppliers were blamed the initial behaviour that led to the disaster were cost cutting decisions and lowering of standards on safety. An investigation revealed there was a “failure to appreciate risk”.

So if you feel there is slippage in standards of behaviour what do you begin to do?

Haringey Council appointed Nick Walkley in 2012 following the death and investigation of “Baby P”. The transformation of culture and values was required, Julie Towers MD of Penna was brought in to manage a change programme. The first test of behaviour standards was anyone late for the workshop was sent away politely – “we wanted to imbue in our behaviour the qualities we expected”.

Simple team exercise to establish behaviours and values is to create two flipcharts – Acceptable and Unacceptable, even the smallest things will be the ripple towards positive or toxic environments:-

Acceptable behaviours

Unacceptable behaviours

The next stage of transforming a contaminated culture is to measure and acknowledge positive behaviours. What are you looking to reward what links back to what you care about as a company.

To attend a workshop please contact bev@nuggetsoflearning.co.uk

Tell a good story – make it memorable

Mon, 01 Sep 2014 15:17:00 GMT

This week you have a really important presentation to make. You want the audience to remember your message as it is the focus and vision for the next 3 months. It must stick in the minds of everyone, follow the presentation tips below:-

Storytelling

It’s an art not a science:-

Metaphors

Using metaphors unrelated to the subject can embed understanding. It can help with a really complex process or procedure becoming simplistic.

Visualisation

To manage nerves, visualise what you want to hear at the end of the presentation.

Timing

A hill walker needs to know how many paces in 100 metres you need to know how many slides in an hour.

Think of a presentation as a piece of music, does it have a flow and rhythm.

Don’t underestimate the power of silence.

Churchill worked on a presentation for 10 minutes which would last 2 hours and then he would take 2 hours to write a 10 minute presentation.

Final thoughts

Please contact bev@nuggetsoflearning.co.uk for a 1:1 coaching session on how to present to any audience.

What does the Big Picture tell you?

Tue, 26 Aug 2014 12:33:00 GMT

August is an excellent time to review your business.

Create two columns on a piece of paper, with one labelled:-

The other column should be…

The first should be a complete download (use your diary or calendar to review month by month):-

Before you get stuck back into work for September, do it differently, make some incremental changes. In the other column start to list new behaviours and actions. They can be as small or as a strategic as you like:-

“You must be the change you want to see in the world…” Gandhi

To book a workshop with nuggets please contact bev@nuggetsoflearning.co.uk

Past, Present or Future… who holds your performance

Mon, 28 Jul 2014 08:09:00 GMT

The Commonwealth Games is taking place in Glasgow and there will be lots of coaches pushing their athletes to new limits.

Comparing the sporting world with the business world is nothing new, old Olympians now make a living from motivational talks about how they won their medals. The behaviours required for peak performance are just as effective in a corporate world.

Who holds you to account on your performance and where does the line get drawn between a coach and a mentor?

The first term is Counselling which is not required by everyone however if you do need to resolve something in your past it may well help you achieve the performance you desire.

Coaching is all about unlocking the potential within individuals and is very much in the present in that moment in time. You are there for your athlete at the training session at 5.3o in the morning you have a vested interest and can pass judgement. In the business world you make them aware of the behaviours that will lead to peak performance. Therefore a coach has to have an eye on the future to be inspirational to put their athlete/individual at stretch.

Mentoring is the person you ring at the end of the race, who then suggests you try another distance. They do not have a vested interest in your performance however they can pass judgement and put you at stretch. Mentors focus their attention on the future, they should be about new possibilities. In the corporate world they may not work within your organisation or even work in the same field, but they have achieved peak performance themselves. They challenge, inspire and push you to new limits.

Coaches need to be changed on a regular basis to maximise peak performance, look at Andy Murray, he is always looking for a new coach and a new mix within his team. One coach at a time is practical, one leading voice in the present will help you understand the future.

Mentors are longer term as they get to know and understand you they can offer tougher or more realistic challenges depending on the individual. You can have more than one mentor at a time, different stretch points.

Take a bit of time and ask yourself:-

Please do contact bev@nuggetsoflearning.co.uk to explain how colourful coaching might be the development you are looking for.

Takes more than being good at your job to achieve success…

Tue, 22 Jul 2014 08:57:00 GMT

“The most important ingredient in the formula of success is knowing how to get along with people” Teddy Roosevelt

We can look at people’s behaviour, but it is not the whole story.

The key to identifying “why” people do what they do.

It is far more worthwhile to understand their reason for using that behaviour, what is the intent or motivation behind it.

First steps:-

We always have the ability to choose our behaviour – the right tool for the right job!! Choose what is right for the situation and the person you are with.

Relationship awareness theory is the basis of the Strength Deployment Inventory (“SDI”) written by Elias Porter.

Please contact bev@nuggetsoflearning.co.uk to arrange a workshop

What is in a title?

Mon, 14 Jul 2014 07:28:00 GMT

It is difficult to imagine a time when Strictly Come Dancing wasn’t on the air, but it was an incredibly unusual idea. When it was first pitched to Lorraine Heggessey controller of BBC One it was called “Pro Celebrity Come Dancing”. She loved the concept and the programme was commissioned.

The programme makers insisted that “celebrity” needed to be in the title and Heggessey argued that as soon as celebrity was in the title it would be skewed negatively.

At the time no-one could understand why Heggessey was so insistent. Finally some-one came up with “Strictly Come Dancing” and everyone agreed it was perfect.

Heggessey to this day maintains that if she had not negotiated on the right title the programme may well have been a flop.

70:20:10

Tue, 06 May 2014 14:45:37 GMT

As learning and development companies and facilitators we must listen to what clients are demanding and the changing face of development.

We have known for a while that due to the recession the 5 day residential leadership programme is not conducive to the pace of business.

Furthermore audiences demand memorable and unique experiences, which they can relate to their job and apply immediately.

Stuart Crabb, Facebook’s learning and development guru explains a very simple principle they follow:-

10% must be class based
20% coaching and mentoring
70% on the job learning

Facebook is not alone in using the knowledge they gain and creating a community of learners that learn from each other. With no mandatory learning Facebook is able to offer a wide portfolio, as Crabb quotes “anything from cappuccino art to organisational design”.

Learning should not be seen as a requirement but as a fully integrated and fundamental part of what the business is about.

nuggets 90 minutes of learning with follow up coaching fits perfectly with the 70:20:10 – please do contact bev@nuggetsoflearning.co.uk

“We are here to make you look good!!”

Pick “n” mix of learning

Mon, 28 Apr 2014 17:07:00 GMT

This week I will visit the CIPD’s learning and development show “HRD” (Human Resource Development), so I wanted this week’s blog to focus on the changing face of learning.

The more unusual a learning experience the more chance you have of the knowledge sticking. One of my favourite stories is of a black Labrador walking into a history lesson. This was such a random thing to happen it made the lesson memorable, and ever since then a boy in the class that day can remember all the Tudor Kings and Queens.

Long gone are the days of “chalk and talk”, anyone who is a parent will know a “tell” approach just does not work.

A combination of approaches (pick “n” mix) that is appropriate for the learner will ensure it becomes embedded.

The current Head at St Swithins says if we have a combination of extrovert and introverts in our classrooms it is up to us as the educators to listen to them empathetically and determine the best learning approach. Therefore as facilitators we need to listen to our audience and tailor the workshops to their styles and most importantly give them a selection of follow ups – “pick “n” mix”

Please do contact nuggets for a bespoke approach to learning bev@nuggetsoflearning.co.uk

Value compass…

Mon, 21 Apr 2014 07:28:00 GMT

Values get put into place between the age of 0-7 years of age, what is wrong and right in the world, and they provide a compass then throughout life. We often lose our direction and drift from our values as we are presented with new thoughts and beliefs. We will be challenged on what we believe is wrong and right in the world by so many outside influences.

When we are true to our values and use them as our compass we fill good about ourselves. So how can we truly understand what makes us tick and know what we believe to be wrong and right. There are profiling tools that identify our motivation and what drives our behaviour which can be very useful in providing a big picture. The Strength Deployment Inventory (SDI) was written by Elias Porter in the 1970’s and provides 7 very easy motivational value systems (using colours to label their identity) They are mapped onto a triangle, which is shown below:-

To have a wide view is one piece of the jigsaw, but think back to some of the fundamentals we developed between 0-7 years of age.

As there are so many distractions and challenges to our values, put in place your own compass, think about your direction and right down what you value.

What you focus on becomes reality and being true to what we value makes us feel good and valid in the world.

nuggets can provide a half day workshop on motivation to identify motivational value systems using the Strength Deployment Inventory – please contact bev@nuggetoflearning.co.uk

Coming up Roses…

Mon, 07 Apr 2014 08:26:00 GMT

Cath Kidston’s book “Coming up roses” explains the growth of a brand and the maturity of an organisation and how the two are constantly entwined. Organisational growth can often be compared to life development:-

Early years

Teenage years

Adulthood

This journey has spanned 20 years, the first shop was opened 1993 – 8 Clarendon Cross, London W11.

As the company evolved, Kidston in varying degrees lost and gained control of the brand. As a larger retail company the Directors expected Kidston to follow seasonal trends and present collections. However the business was harnessed in its vintage heritage so therefore customers expected to buy a “cowboy print” anytime of the year. The vision of the business was always very clear making household products colourful and attractive.

There were some very strange ideas around products to license with the brand, anything from pants to a toaster!

Kidston has always been very modest about her achievements even with the labelling, the discreet red letters bear her name, but she always felt the designs were the part that was memorable.

Today Kidston leads the business and is back in the boardroom, she realises when she is not at the helm the integrity and the values slide, no-one cares for it as much as you do.

Below are some key things to remember about protecting and growing your brand:-

For a workshop on personal branding or for nuggets to facilitate a team workshop on organisational growth, please contact bev@nuggetsoflearning.co.uk

Tunnelling…take a wider view

Mon, 31 Mar 2014 09:36:00 GMT

The poor spend a £ better than the rich. They are more discerning as to what they can get for the £1.00. However their focus is moment to moment, short term thinking. Scarcity of funds limits your thinking capacity. You forget everything around you apart from that £1.00. Payday loans are the classic example they are beyond the spending of the £1.00 and immediate. Eldar Shafir (Professor at Princeton University) uses the metaphor of the bucket of water in the bedroom to put out the fire, you create a money pump. The problem is not solved long term as once the source of funds goes you take out another payday loan.

Studies carried out in India to change the mindset of saving and spending, demonstrate how you can change thinking given the right encouragement and ease of implementation. Saving cards were created so that if you did not spend all the money you set out with you would be encouraged to save it, “Impulse Save Cards”.

Teams make great decisions if they have a good environment and the right equipment. Shafir uses the example of a cockpit design, pilot error used to be down to poor design of the cockpit. If every time a new employee joined your organisation you thought about the design of the job, did it give them the capacity to achieve. No-one would intentionally design a cockpit for failure, there is an intelligent way to frame a person’s motivation, however there has to be personal responsibility and accountability in partnership.

Creative thinking studies show that you can grow long term thinking in team members, a simple test of only being allowed to pack 6 items in a bag for a City break weekend. The best answers are belts around the bag, socks in shoes and the justification that this counts as only one item.

What can we learn from these studies of the scarcity gap for business and team working?

nuggets of learning can provide a 90 minute workshop on creative thinking, please contact bev@nuggetsoflearning.co.uk

Sourcing for this week’s blog Radio 4 – Analysis – with Eldar Shafir – Professor Psychology and Public Affairs at Princeton University.

Provide bandwidth…for yourself and others

Mon, 24 Mar 2014 11:41:00 GMT

Bandwidth = headspace (a very simplistic definition)

What does bandwidth mean to us as individuals and teams?

Where does it add value?

Anything that requires “real time thinking”, where to get your mug for your next coffee will take bandwidth if the coffee mugs are not in the same place. We can free up bandwidth if we have good structures in place so the situation of the mugs is short time thinking which need not be wasted if the mugs stay in the same place.

If you had to book a meeting with yourself/Manager and a client, you may use bandwidth thinking about your Manager’s preferences. However if you had a good working relationship and structures in place, then you may well know that your Manager never has a client meeting before 10.00am and he is always in the office all day Wednesday.

As organisation think about how you can provide bandwidth as a gift. If you were to have good processes and procedures in place that prevented bandwidth being wasted:-

In order to use bandwidth effectively – plan for the unplanned. Book 30 minutes of time with yourself everyday, the unexpected is always the expected. The email, letter or phone call you were not expecting will arrive and you will have the headspace to deal with it if you have a “self meeting”.

We must be protective of our own bandwidth, we set alarms to wake ourselves up, yet we don’t set an alarm to tell ourselves to go to sleep. We will lose 10 IQ points the following morning if we have not slept well the night before.

Spend the week protecting your bandwidth and call nuggets to book a 90 minute workshop on the subject – 01483 898936

Sourcing for this week’s blog Radio 4 – Analysis – with Eldar Shafir – Professor Psychology and Public Affairs at Princeton University.

Decision making – its not brain surgery, or is it…?

Tue, 18 Mar 2014 16:45:00 GMT

In my car this morning I picked up a radio show discussing the process of decision making. One of the guest panel was Henry Marsh is Consultant Neurosurgeon at Atkinson Morley’s/St George’s Hospital in London.

It got me thinking about the difference between the decisions we make in business as distinct from a brain surgeon’s perspective with a life in front of them.

Marsh described how normally with brain surgery you make decisions as the operation evolves, however with the stakes being higher than most peoples average time scale to make a decision he questioned whether this was the right moment. His team would not necessarily challenge his decision whilst the operation was taking place. The review afterwards they would freely comment on whether they thought he had made the right decisions. He decided the feedback needed to be before the operation and the decisions needed to be thought out pre the procedure.

Think about your team and your leadership style and work out a decision making process that works for you:-

For a decision making workshop contact bev@nuggetsoflearning.co.uk

Focus on the positive…

Mon, 10 Mar 2014 15:58:00 GMT

I am very big fan of the quote “What you focus on becomes reality…”

We often though get swept into the negative and that becomes the view. If you were bitten by a dog, your view of all dogs would be bad and for the week after the bite you would see 100s of dogs.

Comparing yourself to others is also negative, “I wish I had got as many deals as he had…” “I wish my car was as sporty as hers…” Be happy with yourself and everything that is yours.

To think positively is a skill that needs to be practised on a daily basis. We only get better at a skill based activity with repetition. Positive to negative can be looked at as a ratio and 3:1 would be a good starting point to have a much more positive outlook.

“Life’s problems reveal who we really are” the courage to think positively about a setback is often a lot harder than focusing on the negative.

Looking at every situation as extremes does not help your positive thinking eg. “I will be disastrous as the next presentation…” “I am not as fully prepared on my presentation as I would like to be…” The second is far less extreme and will be a safer place to present from.

People fail exams and immediately label themselves as failures, any labelling is never going to help positive thinking.

Focus on all the great stuff this week, keep track of all the positives even the smallest …!

Trust in the process…

Mon, 03 Mar 2014 09:41:00 GMT

When we set goals they are not instant and it is just as important to enjoy the journey and expect the best.

If you set a goal to lose weight, you don’t wake up the next day 2 stone lighter. A diet and exercise plan is put in place and a target date is set. The important part is to enjoy the plan and trust in the process.

There’s a well-known story about a man who was observing a butterfly in the process of emerging from the chrysalis. After what seemed an eternity of watching the butterfly struggling to get free, the man decided to help it along. He took a penknife and cut open the chrysalis and the butterfly fell out. The man waited for the butterfly to flap its wings, but to his dismay he realised that the butterfly was unable to fly. The energy and effort it takes to break out of the chrysalis is what strengthens the butterfly wings. Without that challenge the butterfly can never reach its p otential.

Eat that Frog…and fight procrastination

Mon, 24 Feb 2014 13:10:00 GMT

Eat that frog … and fight procrastination

Be the business you want to be…

Mon, 17 Feb 2014 10:58:00 GMT

it will dependent on your business. It is the little things that make them feel valued.

Photograph – Matt Harris www.mjhpictures.com

It’s about time…enjoying it

Mon, 10 Feb 2014 09:58:00 GMT

As a family we recently watched the film “About time” directed by Richard Curtis. The film is very gentle and perfect family viewing, however there is such a powerful message underpinning the light hearted love story.

There is a key moment in the film where the father asks the son to relive a day and really focus on everything. Really think “about time” that you are in at that very moment. We often get through a day at the office without focusing on the time we had.

This week focus on every moment of time and enjoy it:-

Finally I am not sure where this passage came from, very powerful and it is all “about time”…

The clock is running – Make the most of each day…………

To realise the value of ONE YEAR, ask a student who failed an exam

To realise the value of ONE MONTH, ask a mother who gave birth to a premature baby

To realise the value of ONE WEEK, ask the editor of a weekly newspaper

To realise the value of ONE HOUR, ask the lovers who are waiting to meet

To realise the value of ONE MINUTE ask the person who missed the train

To realise the value of ONE SECOND, ask the person who just avoided an accident

To realise the value of ONE MILLISECOND, ask the person who won the silver medal

Unlikely partnerships…

Mon, 03 Feb 2014 10:39:00 GMT

Unlikely associations wake up the mind to all sorts of possibilities.

Recently I read about a commuter buying his bacon buttie and noticing that the brown paper bag was branded by “Virgin Active”.

The commuter cafe is not an obvious connection to getting fit, but how brilliant to disturb the consumer into thinking about fitness (not sure if it precludes the enjoyment of the buttie).

Sales people often use the “disturb”, the what if…

There could be endless unlikely partnerships that could really give you some new customers, here are some for fun:-

Please do share your ideas with nugget HQ – just email bev@nuggetsoflearning.co.uk

For a creative thinking workshop please do contact nuggets.

Travel industry want you to book now … and why not?

Tue, 28 Jan 2014 08:18:00 GMT

There are only 365 days of the year and only 20-25 our your holiday entitlement and there are 11 bank holidays.

The year really is not that long and in reality not that many days to work or go on holiday!!

Thinking about the year strategically as to when is a good time to go on holiday is very practical and could even prove cost effective.

Look at the year on one page and literally colour in your ideal holiday plans – be proactive plan it now.

Taking 10 working days off is very good for your healthy mental well being – rather than lots of week breaks.

Long weekends are a good source of recharging batteries.

Booking a holiday is a great focus and motivates you to achieve goals in a time frame.

Go on – book it now…!

Does your software support the hardware that is YOU?

Mon, 20 Jan 2014 09:39:00 GMT

In Dan Pink’s book “Drive” he begins by describing motivation as the software that updates your hardware. As consumers we are always going for the next model whether it be the Iphone 5s or Microsoft 2013. We want our infrastructure to have the most up to date operating system.

Maslow’s hirearchy of needs is the obvious model of how our motivation levels have evolved. The first level is our basic need to survive to be paid a decent wage. We then expect comfort from the organisation, a nice environment to work in. There are social dynamics and expectations of interaction and then finally we get to our self actualisation that we have achieved and we value ourselves. Criticism of the model in recent years says that should we not tip the pyramid upside down and start with our own self worth and money should be the very bottom layer.

However using Dan Pink’s metaphor for operating systems – do we not choose our own software and as with Maslow they build slowly. They get installed and we begin thinking of what motivates us and compliments the hardware which is us, the hard wiring of all that we value.

Using the metaphor of motivation as software think about the top tips below:-

Achievement underpins motivation – spend the week ticking as many things as possible you have done.

Speak to nuggets about a workshop on motivation bev@nuggetsoflearning.co.uk

Hire for character…

Mon, 13 Jan 2014 09:40:00 GMT

Business thinker Dov Seidman recently wrote an article saying that “You don’t need a people strategy – people are the strategy”.

He explains that HR typically recruit for skills whereas now with the market changing they need to hire for character and match to the character of the organisation. His point is that everyone can hire a genius they will be everywhere but to match characteristics, principled behaviours you will see a culture, a mindset for the long-term.

However what he does not say in his article is how to find the character of your organisation.

Start with a really simple exercise with your existing team. Create the table below on a flipchart and ask your existing team to complete. Good to start with unrelated learning first, so ask them to complete it initially on the culture of the UK and then ask them to complete on the culture of your organisation.

Example answers for the UK might be:-

Symbols = Union Jack flag

Heroes = Winston Churchill

Values = family

Rituals = Sunday roast

Please contact nuggets to run a character culture workshop for 90 minutes – bev@nuggetsoflearning.co.uk

The empty chair

Mon, 06 Jan 2014 11:43:00 GMT

Jeff Bezos the founder and CEO of Amazon made sure that there was an empty chair at meetings. He was determined that decisions would not be made without the customer being in the room. The chair represented the client, customer, ultimately the whole point to your business.

To have this perspective in the room when you are making key decision is vital:-

Please contact nuggets to make the chair come alive in 2014 – we can facilitate a variety of workshops, 90 minutes/half days/full days on many different areas… contact bev@nuggetsoflearning.co.uk

Getting things done…

Mon, 16 Dec 2013 16:16:00 GMT

On your mind…

Write down all the projects that require one or more action – also write an outcome sentence for each of them. Remember to do home and work…

Why?

Physical Gathering

Files to create

Stuff

We are the generation of knowledge workers and “stuff” has a choice attached to it, your responsibility…

Tip an “in” basket upside down and deal with one piece of paper at a time never put the whole pile on your desk to process.

Master Workflow Diagram

Moving stuff in 5 areas:-

Calendar

Use your calendar efficiently, this should record all time specific and daily information for appointments – trust the system do not record this information again.

Weekly Review

Absolutely critical if you want to trust your system – set aside 2 hours to review the week and process the buckets of the forthcoming week.

The project support material should be part of your filing system not attached to the project list – otherwise you will waste time processing.

Planning Model

When planning a project put it through these stages:-

It never hurts to ask Why? and is it will define the following:-

Implementation

It is often about wearing the right costume or outfit, you feel like gardening if you have your wellingtons on, you will get things done if you alter your behavioural patterns and set the right scene.

This is a book review of “Getting things done”

To book a workshop please contact bev@nuggetsoflearning.co.uk

What does it mean to “lean – in”?

Mon, 09 Dec 2013 08:23:00 GMT

Before we can determine what it means to “lean-in” we need to know the current statistics of where we are as women in 2013.

Below is my summary of Sheryl Sandberg’s TED Talk

What can we start to do?

Sit at the table

Make your partner a real partner

Don’t leave before you leave

Please do contact nuggets and we will deliver a workshop – “Communicating with confidence” – business skills for women – bev@nuggetsoflearning.co.uk

It’s not networking – it’s relationship marketing

Mon, 02 Dec 2013 21:06:00 GMT

Growing a network is short term, how many business cards and names accumulated for the sake of it, will not give you a great return.

Relationship marketing is about investing in the contacts that you have made and marketing yourself as a personality to them. This leads to a more meaningful and far longer term connection which is mutually beneficial.

Here are some top tips as to how to do it:-

To explore the subject further read the book by Keith Ferrazzi “never eat alone”

Top tips when negotiating …

Mon, 25 Nov 2013 14:24:00 GMT

“Let us never negotiate out of fear. But let us never fear to negotiate.” – John F. Kennedy

If we are all negotiators what are the top tips for making it work:-

To put it all into context really great case study to demonstrate a think win win mindset:-

Sarah Talley of Frey farms ( a family business) sold pumpkins and watermelons to Wal-Mart. She analysed the culture of Wal-Mart’s hard ball negotiating strategy and knew that if she used innovative tactics of finding money in the supply chain, Wal-Mart would work with her. Frey farms used school buses ($1500 each) instead of tractors ($12,000 each) a cheaper and faster way to transport the pumpkins and melons to the warehouse.

If you would like nuggets to deliver a workshop on negotiating please contact bev@nuggetsoflearning.co.uk

What is influencing?

Mon, 18 Nov 2013 14:31:00 GMT

The dictionary definition of influencing is “Getting your own way unobtrusively not manipulation?”

A strong personal brand will cast a positive shadow on anyone you come into contact with. Good brands have compelling stories with great characters how strong is yours:-

The first place to focus on is the first impression you project. Although the theory was taken from the 1970’s Professor Albert Mehrabian, it is still so relevant today and linking it to brands asks the question – what do they tell people instantly?

We are just the same we need a personal brand we need to leap off those shelves.

Self awareness of the shadow you cast is one of the key components of emotional intelligence. Ask for feedback as to the impression you create walking into a room, meeting or even as simple as arriving for work in the morning.

Casting your shadow happens all the time, make sure it is want you want to project and leaves the right memory.

nuggets is currently delivering – Influencing and Persuading as a 90 minute session, please contact bev@nuggetsoflearning.co.uk for more details

Problem solving – the zig zag model

Mon, 11 Nov 2013 21:09:00 GMT

We are asked every month, week, daily or in some jobs every hour to problem solve. It would be great to have a model or process so you are not led by your heart or by money.

Below is a very simple tool that can be used individually or in teams.

As the model is a diagram it is very easy to remember and ideal to chart progress from a team perspective.

Using post-it notes chart a problem as a team, it will empower and engage as you work through a situation together.

Please do contact nuggets to deliver 90 minutes of learning on creative thinking and problem solving.

Impossible – two letters too long…

Sun, 03 Nov 2013 12:14:00 GMT

This came from the American Express advert, but in actual fact for me it came much closer to home in the form of my 11 year old daughter.

http://www.youtube.com/watch?v=12G28hixErc

I have been working on lots of proposals for nuggets and juggling two half terms with family visits and bonfire activities. My daughter old beyond her years said this to me “Impossible – two letters too long”.

So simplistic and so effective, obviously for American Express it is all about the service that they can offer and the void that they can fill for you in any given situation – anything is possible.

However this week why not think of five things that seem impossible to your business and make them possible.

Please find my list of impossibles that will have the two letters removed…

We would love to inspire you, please contact bev@nuggetsoflearning.co.uk

Are you my mentor?

Mon, 21 Oct 2013 10:02:00 GMT

Reading Sheryl Sandberg’s book “Lean in” I feel somewhat embarrassed in the trap I fell into as to how I perceive mentoring relationships.

I often encourage my delegates to find mentors men and women and without really thinking about how they can cultivate them.

Sandberg explains that she is often asked by women to be their mentor, and let’s face it for the last ten years this has been good advice for women climbing the corporate ladder.

Sandberg when interviewed made it very clear

“If current trends continue, fifteen years from today, about one third of the women in the audience will be working full-time and almost all of you will be working for the guy you are sitting next to”

After this statement the floor opened for Q and A, there were several big picture and thought provoking questions from men. Two women put their hands up, one asked was it OK to move to a company that competes with another company and the other lady asked how do I find a mentor?

Men were focusing on how to run a business and the women were focusing on how to manage a career. The men in the audience wanted answers and the women were seeking permission and help.

We all remember the fairy tale of Sleeping beauty – wait and the Prince will come. Today women see a mentor as their Prince Charming they will be whisked up the career ladder however this is born out of dependence.

“Will you be my mentor?” Whilst this assertive behaviour should be applauded if your have no connection it embarrasses the individual and is usually a negative response which may well dent confidence.

However a strong existing relationship with a well earned connection leads to the question “Are you my mentor? It can be formed without the question, they are there already.

As you can imagine Sandberg’s turns down requests from strangers and she actually finds her own people to mentor.

As women we need to shine and the mentors will be there as we will be dazzlingly them.

Lean in now and reverse the statement of Sandberg so that you sit beside the man you manage in fifteen years time.

Think win win

Mon, 14 Oct 2013 08:39:00 GMT

We are all negotiators, it can be as simple as who empties the dishwasher to brokering the new lease on the office.

The key to negotiating successfully is to look at every situation long-term which means your mind-set and attitude are more important than the dialogue. Stephen Covey the author of “The 7 Habits of “Highly Effective People” explains we need to think “win/win” before anything is even said.

The scenarios below are all true and all fit into Covey’s quadrant below, however which goes where?

Case study 1.

Divorcing couple have several assets of very good value, however sadly the settlement is very acrimonious. The husband has a Ferrari valued at £200,000 he sells the car for only £50,000 as he knows the couple’s assets will be split 50:50 according to the judge’s ruling.

Case study 2.

UPS (United Parcel Service) had a business strategy of mainly employing part-time workers. In 1996 Teamster Union began negotiating with UPS on gaining fairer terms and conditions for part-time workers. The discussions did not go smoothly and a two-week strike materialised costing UPS million-dollar financial losses. Teamster managed to negotiate contract changes from part-time to full-time, wage increases, replacement of car fleets and many more benefits and conditions.

Case study 3.

Case study 4.

A store owner re-negotiated his lease with his mall operators and described the experience afterwards “They took me to the cleaners…”. His approach was to be open, reasonable and conciliatory, and the mall operators seized upon this approach and saw it as soft and weak.

Having read the scenarios where would you put them in the matrix.

When negotiating think about your positioning – make the slice of cake as big as possible the more you have to play with the more likely you will achieve win/win. The discussion may take longer but the result will be more beneficial for everyone.

Please email bev@nuggetsoflearning.co.uk to book a 90 minute session on “Negotiating for Success” and to find out where we put the scenarios.

Volunteering with purpose

Mon, 07 Oct 2013 15:19:00 GMT

Besom – sweeping away suffering

It would be great if you could just pick up a witches brush and sweep all your troubles away. This weekend I heard a talk from a society that tries to do just that in the community. Guildford Besom www.besom.com/local-besoms/guildford will do any of the following:-

They identify the people who need the support by gathering information from local charities. The support is very immediate and particularly with the more practical and physical tasks is a great sense of achievement for the volunteers.

Many companies have their giving back schemes, however they are often quite hard to make happen quickly. It is not the fault of business having tried myself to organise a team day. Charities are often not that flexible, and in fairness it is hard for them to accommodate one-off activities with amateurs.

Organisations need to identify the purpose of the session not to just tick a box as this will not engage hearts and minds. Projects that have a beginning and an end ensure the team will the feel a sense of achievement. Gardening and decorating are perfect as you have a before and after. Community projects that are longer term can also help everyone so that the learning and development of working with different people and environments is shared by charity and business.

Focus on one thing this week you could do that would sweep away troubles for some-one in your family/community.

Nuggets would be happy to help with team volunteering days, please contact bev@nuggetsoflearning.co.uk

Keep your business moving…

Mon, 30 Sep 2013 08:19:00 GMT

Keeping business current, and being aware of how you need to constantly keep evolving.

On Saturday I was in the audience to hear Vanessa Gold of Ann Summers speak, She explained the impact of “Fifty Shades of Grey” on their business. The book itself was the fastest selling paperback in the UK – 65 million sold in the first week and now the most donated book currently in Oxfam!!!

Ann Summers is a business entirely led by their customers, which they put into three areas:-

With the success of Fifty Shades everybody moved up a category and the business needed to move with this change.

The whole ethos of Ann Summers is women embracing their sexuality and just feeling “sexy” therefore they need to feel just as comfortable buying a sex toy as their lipstick. They recently worked with Superdrug to make this possible so their products are now accessible on the high street but not under their roof.

We might not have quite the same product of service, but we can learn from listening to our customers and being flexible to change.

Mum Vs Entrepreneur

Mon, 23 Sep 2013 20:54:00 GMT

The 50:50 is all about belief the confidence behind it.

This weekend 12 jars of plum jam later and some homemade fudge I have not turned into Nigella or Mary Berry however the “Mum” part has come back. The fudge is a huge winner and has given me so much credit!!!

So has “entrepreneur” part slipped with the culinary wizardry:-

Surprisingly not, the belief and reading Sheryl Sandberg have all helped.

Of course not all the balance has worked, crisis with some Maths homework a site that the school swear a child can get into. Both parents and sibling tried access, tears panic eventually an email to a teacher. Reported back later the server is down for the site.

Not sure where entertaining fits with the Mumpreneur, but with dimmed lighting I am sure the guests thought the chicken was meant to be that caramelised…!

So what have I learnt from last week “Sandberg’s” wisdom. Men have greater belief, she uses her brother as an example in the book. Both of them sit the same exam and when they walk out her brother believes he will get a straight A, she has all sorts of doubts about what she has achieved and yet they both get the A.

What is more startling is a case study of a real individual Heidi Roizen was shown to Harvard graduates to comment on. The same case study was shown to the group of graduates with a small change Heidi became Howard. The students were asked to comment on the pair, both were respected for their competency, however Heidi was seen as selfish and yet Howard was an appealing colleague.

Men can believe in themselves and others will as well. The research demonstrated success and likeability are positively correlated for men and negatively for women.

However make fudge and jam and you might be up there for a while!!!