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Engagement Tip # 27 – Give Air Time to Positive Emotions

Too often we let the problems and issues become the only focus at work.  It’s easy to do because there is rarely a time when there isn’t a long list of issues to deal with. But when leaders only focus on problems, diagnosis positivity takes a nose dive.  It’s very difficult for employees to keep a positive attitude when all they hear is what’s not working. Great leaders find ways to bring focus to positive events, however small. One way to do this is to start your team meetings by asking employees to tell everyone about one thing they feels really good about at work. Once you start giving some air time to positive thoughts, you’ll notice a shift in the energy of your team.  You’ll also notice that problems start being seen as opportunities and issues become less of a challenge.

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Week 25 – Shutting Down the Chatter

Stepping Stones

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We are bombarded with distractions, for sale more than ever before. Whether there are media messages that make us wonder if we measure us; constant technology interruptions; relentless anxieties; incessant demands; or unmanageable workloads; they kill creativity and keep us from reaching our most import goals. The good news is that dealing with distractions is a skill that can be learned and mastered over time.

  • Start by integrating the practice of long, cialis slow breaths into your daily routine, at the start of your day before getting up and at the end of your day before going to sleep.  The practice will force your mind to slow down and your body to relax, which will give you more energy and improve your sleep.
  • Be mindfully aware of the distractions that stress you the most.  Once you’re aware of these distractions you can do something about them.
  • Make time for a few minutes of reflection every day.  This will allow you to regroup and take a look at the multitude of demands on your time and your energy.  Over time you’ll be able to start moving some of these incessant demands onto a stop doing list.
  • Make a conscious shift from head to heart. When you’re in a reflecting mode, let your heart speak rather than your head. It has important messages to send you and the shift will allow you to hear those messages.
  • Take time to create goals that are meaningful and important. They will provide focus when the distractions appear and give you the courage you need to say no to those things that are not important.
  • When distractions get the best of you; and we all succumb at times; accept that it’s normal to give in to these distraction and move on. Don’t allow them to gain power over you and make you feel less adequate.

These changes take time so give yourself a break if you find it difficult at first. It’s not easy to shut down the chatter but with a little practice, you’ll soon gain mastery over the distractions in your life.

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 

Engagement Tip # 26 – Celebrate Successes!

If you found yourself concerned with several of the 12 signs of stress from Week 23’s mini assessment, medicine you may have unknowingly drifted into the danger zone of high stress.  But now that you’re paying attention, you can take action to deal with stress before it becomes debilitating or leads to burnout.

  1. Take a few moments when your thoughts are clear (probably early in the morning) and make a list of all the to-do’s on your plate, even those that aren’t causing your stress. Group them into the four following buckets. Then focus your energy on getting the first category done before doing the others. Watch your sense of control increase and stress decrease.
    1. Important and urgent – family responsibilities
    2. Important and not urgent – planning a future event
    3. Not important but urgent – running errands
    4. Not important and not urgent – shopping for new clothes
  2. Make time to care for yourself. Often when we’re stressed, the first things to go are exercise, sleep, healthy nutrition and time with loved ones. Make these things a priority to give you the energy you need to do all that needs to be done, at work and at home.  Your family and friends are there to help you when you need help.  Don’t be afraid to ask.
  3. Plan 10-20 minutes early in the morning, before your day gets too busy by taking long, deep, relaxing breaths.  This will calm your mind and help you start your day feeling more refreshed and less rushed. If possible, do the same thing at night, just before bed to improve your sleep.
  4. Write down the chatter. Often when we feel stressed, the chatter increases and adds more stress. Write down the things that are occupying your mind to deal with them when you have time, Sort them based on importance and urgency by using the 4 buckets above.  You’ll find that it will free you mind and help you feel more in control.

Paying attention to your stress levels when the danger warnings are present is the best investment you can make in your well-being. And if you find that coping with the stresses of life and work becomes too difficult to handle, ask your family, friends and co-workers for help.  Find a coach or seek professional help. With stress being a constant in our lives, managing it has become as critical to our well-being as feeding our bodies with healthy foods and staying active.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands and transitions.  She is the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
If you found yourself concerned with several of the 12 signs of stress from Week 23’s mini assessment, story you may have unknowingly drifted into the danger zone of high stress.  But now that you’re paying attention, and you can take action to deal with stress before it becomes debilitating or leads to burnout.

  1. Take a few moments when your thoughts are clear (probably early in the morning) and make a list of all the to-do’s on your plate, thumb even those that aren’t causing your stress. Group them into the four following buckets. Then focus your energy on getting the first category done before doing the others. Watch your sense of control increase and stress decrease.
    1. Important and urgent – family responsibilities
    2. Important and not urgent – planning a future event
    3. Not important but urgent – running errands
    4. Not important and not urgent – shopping for new clothes
  2. Make time to care for yourself. Often when we’re stressed, the first things to go are exercise, sleep, healthy nutrition and time with loved ones. Make these things a priority to give you the energy you need to do all that needs to be done, at work and at home.  Your family and friends are there to help you when you need help.  Don’t be afraid to ask.
  3. Plan 10-20 minutes early in the morning, before your day gets too busy by taking long, deep, relaxing breaths.  This will calm your mind and help you start your day feeling more refreshed and less rushed. If possible, do the same thing at night, just before bed to improve your sleep.
  4. Write down the chatter. Often when we feel stressed, the chatter increases and adds more stress. Write down the things that are occupying your mind to deal with them when you have time, Sort them based on importance and urgency by using the 4 buckets above.  You’ll find that it will free you mind and help you feel more in control.

Paying attention to your stress levels when the danger warnings are present is the best investment you can make in your well-being. And if you find that coping with the stresses of life and work becomes too difficult to handle, ask your family, friends and co-workers for help.  Find a coach or seek professional help. With stress being a constant in our lives, managing it has become as critical to our well-being as feeding our bodies with healthy foods and staying active.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands and transitions.  She is the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
We get so wrapped up in the day-to-day business of work that we often forget to celebrate the successes that we’ve achieved. Whether it’s making a huge sale, healing solving a system issues or collecting a substantial overdue account, price they are all worthy of celebration. But it’s isn’t only about celebrating the big moments. Sometimes a small achievement is just as worthy of celebration because of the incredible ingenuity that led to solving the problem. A celebration recognizes the efforts that employees put into getting the work done. It doesn’t have to be extravagant. Say thank you and/or send a note, purchase acknowledge their efforts; or buy a round of coffee, treats or pizza. Let others in the organization know that you’re celebrating or recognizing the efforts of your employees. Make celebration a part of your everyday work and watch engagement soar.

 

 

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Week 24 – Strategies To Deal With Stress That’s Reached The Danger Zone

If you found yourself concerned with several of the 12 signs of stress from Week 23’s mini assessment, medicine you may have unknowingly drifted into the danger zone of high stress.  But now that you’re paying attention, you can take action to deal with stress before it becomes debilitating or leads to burnout.

  1. Take a few moments when your thoughts are clear (probably early in the morning) and make a list of all the to-do’s on your plate, even those that aren’t causing your stress. Group them into the four following buckets. Then focus your energy on getting the first category done before doing the others. Watch your sense of control increase and stress decrease.
    1. Important and urgent – family responsibilities
    2. Important and not urgent – planning a future event
    3. Not important but urgent – running errands
    4. Not important and not urgent – shopping for new clothes
  2. Make time to care for yourself. Often when we’re stressed, the first things to go are exercise, sleep, healthy nutrition and time with loved ones. Make these things a priority to give you the energy you need to do all that needs to be done, at work and at home.  Your family and friends are there to help you when you need help.  Don’t be afraid to ask.
  3. Plan 10-20 minutes early in the morning, before your day gets too busy by taking long, deep, relaxing breaths.  This will calm your mind and help you start your day feeling more refreshed and less rushed. If possible, do the same thing at night, just before bed to improve your sleep.
  4. Write down the chatter. Often when we feel stressed, the chatter increases and adds more stress. Write down the things that are occupying your mind to deal with them when you have time, Sort them based on importance and urgency by using the 4 buckets above.  You’ll find that it will free you mind and help you feel more in control.

Paying attention to your stress levels when the danger warnings are present is the best investment you can make in your well-being. And if you find that coping with the stresses of life and work becomes too difficult to handle, ask your family, friends and co-workers for help.  Find a coach or seek professional help. With stress being a constant in our lives, managing it has become as critical to our well-being as feeding our bodies with healthy foods and staying active.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands and transitions.  She is the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 

Week 23 – Signs That Your Stress Has Reached the Danger Zone

Stress is reaching epidemic proportions, cialis but are we paying attention?  It’s true that stress is a part of life. We experience stress related to financial pressures, sick relationship issues, pressure to achieve, workload demands, health issues and not having enough time the day to do everything that needs doing. Statistics Canada found that up to 30% of the population, aged 14-64, is experiencing high levels of stress. Sunlife found that as many as 77% of people have at least one source of stress that is either at an uncomfortable level or excessive.

But when do stress levels become too high? The twelve signs below are indicators that your stress levels may be getting too high and that you may be heading towards a dangerous level of stress that can affect your overall level of wellbeing.  Rate each indicator on the following scale:

1 = No concerns; 2 = Minimal concerned; 3 = Normal levels; 4 = Somewhat concerned; 5 = Very concerned

#

Stress Indicator

Rating

(1-5)

1 Your energy is much lower than normal and you have more unexplained aches and pains.
2 You’re not eating well and the guilt is mounting.
3 You’re sleeping more than usual because it’s the only way to unplug.
4 You find yourself withdrawing from social situations and have an increased desire to be alone.
5 You have no energy for your friends and family or for romantic relationships.
6 You feel emotionally spent most of the day.
7 You’re losing your sense of self.  You look in the mirror and ask: Who is this person?
8 You feel disconnected from your community.
9 You have trouble feeling and showing empathy for others.
10 You’re finding it difficult to concentrate and process basic information.
11 You see your grades or performance at work slipping.
12 You feel confused and forgetful, more than usual.

 

While a certain amount of stress is healthy and needed to perform effectively, the problem arises when stress reaches the point where it begins to affect your physical, psychological, social and intellectual wellbeing.  Based on the ratings you gave yourself on the indicators above, make a list of the potential causes of that stress. To deal with stress, we have to know the sources of it before we can take action.  Next week we’ll take a look at strategies to reduce stress.

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 

Week 22 – How to Build Resilience As You Transition Through Change

Mark Victor Hanson. Co-creator of Chicken Soup for The Soul, online once said: “By recording your dreams and goals on paper, you set in motion the process of becoming the person you must want to be. Put your future in good hands, your own.” Last week you focused on creating a bucket list of possibilities for your life and work.  But a list is just a list, unless it gets converted into specific goals with target dates. This week, use your reflection time to categorize you bucket list into goals with general timelines. Don’t worry about creating detailed actions to bring those goals to reality.  At this point you are just trying to get your list of goals into general timelines that feel right. Next week, we’ll work on creating more detailed goals that include actions, timelines and outcomes.

  1.  Think Big: In 10 years I am accomplishing…
  2. Think Mid-Term: In 5 years I am accomplishing…
  3. Think Short-term: In 2-3 years I am accomplishing…
  4. Think Right Now: In the next 6-12 months, I am accomplishing…  (1-2 big goals maximum, 3-5 small goals)

 

Dianne is a business and life coach who helps clients thrive as they successfully manage the dynamics of continual transitions.  She is the author of: If There Are No Limits… A guide to living with passion, purpose and possibilities. 
Mark Victor Hanson. Co-creator of Chicken Soup for The Soul, search once said: “By recording your dreams and goals on paper, drug you set in motion the process of becoming the person you must want to be. Put your future in good hands, your own.” Last week you focused on creating a bucket list of possibilities for your life and work.  But a list is just a list, unless it gets converted into specific goals with target dates. This week, use your reflection time to categorize you bucket list into goals with general timelines. Don’t worry about creating detailed actions to bring those goals to reality.  At this point you are just trying to get your list of goals into general timelines that feel right. Next week, we’ll work on creating more detailed goals that include actions, timelines and outcomes.

  1.  Think Big: In 10 years I am accomplishing…
  2. Think Mid-Term: In 5 years I am accomplishing…
  3. Think Short-term: In 2-3 years I am accomplishing…
  4. Think Right Now: In the next 6-12 months, I am accomplishing…  (1-2 big goals maximum, 3-5 small goals)

 

Dianne is a business and life coach who helps clients thrive as they successfully manage the dynamics of continual transitions.  She is the author of: If There Are No Limits… A guide to living with passion, purpose and possibilities. 
Leadership is about mentoring and coaching, remedy not telling.  The essence of creating a strong bond with employees is using those teachable moments where you and your employee can engage in meaningful dialogue that leads to new insights and better ways to perform, adiposity for both.  It is an extremely humbling experience to coach someone and a role that is often ignored.  While in coaching mode, a leader gets to walk the talk and help the employee grow.  It’s a two-way process that allows employees to ask questions, process information, figure out what’s not working and find ways to resolve issues and address gaps. A coaching relationship calls for both the employee and the leader to show their vulnerabilities and to share their experiences so they can both be enriched by the experience.  In a coaching environment, leaders have an opportunity to help their employees grow in a supportive and caring environment.
Leadership is about mentoring and coaching, remedy not telling.  The essence of creating a strong bond with employees is using those teachable moments where you and your employee can engage in meaningful dialogue that leads to new insights and better ways to perform, tadalafil for both.  It is an extremely humbling experience to coach someone and a role that is often ignored.  While in coaching mode, adiposity a leader gets to walk the talk and help the employee grow.  It’s a two-way process that allows employees to ask questions, process information, figure out what’s not working and find ways to resolve issues and address gaps. A coaching relationship calls for both the employee and the leader to show their vulnerabilities and to share their experiences so they can both be enriched by the experience.  In a coaching environment, leaders have an opportunity to help their employees grow in a supportive and caring environment.
When she was honoured during the 2006 US Tennis Open Championship, pharm Billie Jean King, erectile a professional tennis player, told the crowd that when she was just five years old, she boldly announced to her mother she was going to do something important with her life.  With determination she created the possibilities needed to accomplish her goals. In the process became a role model for many women in professional tennis.

Goals allow you to concretely see what’s possible in the future and to bring that vision to life.  Goals bring focus to your dreams and aspirations so that you can turn them into tangible outcomes.  They turn potential into performance and are essential to your well-being.  This approach that I call S.W.A.G. is proven to have a high success rate.  SWAG goals have four very important components that increase the likelihood of success.

  1.  Spicy goals have intent” and “motivation” that create a strong desire to do something.
  2. Winning goals have a clear outcomes and are measurable.  They identify the resources you need to achieve the outcomes you want.
  3. Aspiring goals have realistic and achievable actions that provide a roadmap and help you to stay on track.  The actions must be flexible enough to adjust when obstacle gets in the way.
  4. Goals include a commitment you make to yourself by establishing timelines and sequencing to ensure success.

I invite you this week is to select one of the important goals that you’ve identified and to develop it into a SWAG goal.  And be sure to build in celebrations as you reach important milestone moment towards this goal.  You can use this format to create inspired goals.

  1.  I am…  so that
  2. My goal is accomplished when…
  3. I need these resources to accomplish this goal.
  4. I am taking these actions…
  5. I will take these actions by…
  6. I will celebrate by…

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
When she was honoured during the 2006 US Tennis Open Championship, Billie Jean King, order a professional tennis player, told the crowd that when she was just five years old, she boldly announced to her mother she was going to do something important with her life.  With determination she created the possibilities needed to accomplish her goals. In the process became a role model for many women in professional tennis.

Goals allow you to concretely see what’s possible in the future and to bring that vision to life.  Goals bring focus to your dreams and aspirations so that you can turn them into tangible outcomes.  They turn potential into performance and are essential to your well-being.  This approach that I call S.W.A.G. is proven to have a high success rate.  SWAG goals have four very important components that increase the likelihood of success.

  1.  Spicy goals have intent” and “motivation” that create a strong desire to do something.
  2. Winning goals have clear outcomes and are measurable.  They identify the resources you need to achieve the outcomes you want.
  3. Aspiring goals have realistic and achievable actions that provide a roadmap and help you to stay on track.  The actions must be flexible enough to adjust when obstacle gets in the way.
  4. Goals include a commitment you make to yourself by establishing timelines and sequencing to ensure success.

I invite you this week is to select one of the important goals that you’ve identified and to develop it into a SWAG goal.  And be sure to build in celebrations as you reach important milestone moment towards this goal.  You can use this format to create inspired goals.

  1.  I am…  so that
  2. My goal is accomplished when…
  3. I need these resources to accomplish this goal.
  4. I am taking these actions…
  5. I will take these actions by…
  6. I will celebrate by…

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Each employee brings his or her own unique set of skills and strengths to the work they do. For example, order Sam may be your go-to person whenever you implement new systems because he loves to learn about new technologies and figure out how to use them to their full advantage. Everyone goes to Sam when they have technology issues. Julie may be your best problem-solver and loves a new challenge. Strengths are deeply rooted in the passions your employees have and they look for any opportunity to use those strengths. When employees can use their strengths, they make light of the work that must be done, even when the tasks are less appealing. Stress levels decrease and enjoyment increases. The best strategy then, is to identify the key strengths required to build a complimentary team; learn the strengths of each employee within the team, and leverage those strengths for the benefit of the team and the entire organization. If there are gaps, you can look to fill those when you select your next candidate. When focus is placed on leveraging strengths instead of weaknesses, employees perform at their best, surpass productivity expectations, and engagement levels soar.
Each employee brings his or her own unique set of skills and strengths to the work they do. For example, stuff Sam may be your go-to person whenever you implement new systems because he loves to learn about new technologies and figure out how to use them to their full advantage. Everyone goes to Sam when they have technology issues. Julie may be your best problem-solver and loves a new challenge. Strengths are deeply rooted in the passions your employees have and they look for any opportunity to use those strengths. When employees can use their strengths, troche they make light of the work that must be done, even when the tasks are less appealing. Stress levels decrease and enjoyment increases. The best strategy then, is to identify the key strengths required to build a complimentary team; learn the strengths of each employee within the team, and leverage those strengths for the benefit of the team and the entire organization. If there are gaps, you can look to fill those when you select your next candidate. When focus is placed on leveraging strengths instead of weaknesses, employees perform at their best, surpass productivity expectations, and engagement levels soar.
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, viagra sale to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, rx to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Fear is powerful and has the ability to stop us dead in our tracks. Last week we looked at what fear is and how it manifests in our lives. Fear holds us back from pursuing our most important goals. And as long as we’re trying to move forward, ed it will always hang around. When it calls, viagra dosage we must summon all the courage we have to climb over it, push through it or overcome fear. These eight steps can help.
1. Acknowledge the fear you have and name it. Once you can put a name to it, its intensity dissipates.
2. Understand where the fear is coming from. Is it based on past experiences, fear of the unknown, or the opinions of others that are getting in the way?
3. Learn as much as you can about it which will give you the courage you need to move through the fear. The more you know about fear, the less power it has over you.
4. Focus on what you can control instead of what you can’t control. This will give you a real sense of empowerment.
5. Keep your focus on your ultimate goal, to help you move through the fear.
6. Build more courage by taking one small step through the fear. The first step is the hardest and once you’ve taken it, you will feel empowered to take more steps.
7. Remind yourself that failure is simply a result you’re not happy about. If you fail at first, try again.
8. If you continue to find it difficult to move beyond your fears, consider working with a coach or a psychologist. They can help you move forward.
Life’s too short and you have too many dreams and goals to pursue to allow fear to get in the way or to stop you from becoming all you can be.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Fear is powerful and has the ability to stop us dead in our tracks. Last week we looked at what fear is and how it manifests in our lives. Fear holds us back from pursuing our most important goals. And as long as we’re trying to move forward, viagra 40mg it will always hang around. When it calls, here we must summon all the courage we have to climb over it, push through it or overcome fear. These eight steps can help.

1. Acknowledge the fear you have and name it. Once you can put a name to it, its intensity dissipates.
2. Understand where the fear is coming from. Is it based on past experiences, fear of the unknown, or the opinions of others that are getting in the way?
3. Learn as much as you can about it which will give you the courage you need to move through the fear. The more you know about fear, the less power it has over you.
4. Focus on what you can control instead of what you can’t control. This will give you a real sense of empowerment.
5. Keep your focus on your ultimate goal, to help you move through the fear.
6. Build more courage by taking one small step through the fear. The first step is the hardest and once you’ve taken it, you will feel empowered to take more steps.
7. Remind yourself that failure is simply a result you’re not happy about. If you fail at first, try again.
8. If you continue to find it difficult to move beyond your fears, consider working with a coach or a psychologist. They can help you move forward.

Life’s too short and you have too many dreams and goals to pursue to allow fear to get in the way or to stop you from becoming all you can be.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Continuous learning is vital to business success, cost but often confused as being synonymous with extravagant learning events and high dollar spend. The best learning happens when it relates to the job your employees are doing and connected to your industry. There are many easy ways to keep learning vibrant. One is to read and discuss articles that are related to your work environment. Another is to encourage your employees to identify five to ten things they would love to learn more about and make that part of their learning objectives. It could be looking for white papers or new articles about your industry, joining a webinar about a topic of interest, taking an on-line course, or learning about another area of your business. With today’s access to information and free on-line learning resources, it is easier than ever to find quick ways to build on knowledge without having to spend significant resources. All you need to do is model the way by making continuous learning a part of your own development, and by creating a process for your employees to share what they learn with you and their colleagues. It will make learning meaningful and you won’t have to break the bank.

 

Dianne is a certified coach who is passionate about helping individuals and business leaders thrive as they successfully manage the dynamics of continual transitions.  She is the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information visit her website at www.inkiesta.com.

We all have multitude comfort zones in many areas of our life. We have these comfort zones because it easy and stress free. It requires so little effort to stay in the zone. So it’s not surprising that we feel afraid, uncomfortable, site and even a little resistant to go beyond those invisible boundaries. It’s like a signal is sent to the brain telling us we’ve reached the danger point. But maintaining our comfort zone can be costly. The primary yearning of individuals is to continue to learn and stretch beyond who we are today so we can become what we are capable of becoming. Regardless of how much we try to deny it, thumb we aren’t satisfied unless we do so. While moving our comfort zone is not easy, moving it just a little can be so liberating and open up new possibilities. Alan Alda sums it up nicely: “You have to leave the city of your comfort and go into the wilderness of your intuition… What you’ll discover will be yourself.” While it can seem daunting, there are ways to gently move beyond your comfort zone without creating too much chaos in your life.

  1. Decide what you want to change and be as specific as possible so you know what steps you’ll need to take.
  2. Choose only one thing to work on at a time so you don’t get overwhelmed.
  3. Start with small steps so you can build your confidence.
  4. Recognize and celebrate your success.

Each time you move your comfort zone you’ll feel the rippling effect of a pebble thrown in the water, each ripple a small risk towards something bigger. Have faith that your comfort level and your courage will grow with each small risk taken. Once you move beyond your comfort zone you will never again look back at the old level of comfort in the same way. You will have reached is a point of no return where you will be forever changed.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
We all have multitude comfort zones in many areas of our life. We have these comfort zones because it easy and stress free. It requires so little effort to stay in the zone. So it’s not surprising that we feel afraid, uncomfortable, try and even a little resistant to go beyond those invisible boundaries. It’s like a signal is sent to the brain telling us we’ve reached the danger point. But maintaining our comfort zone can be costly. The primary yearning of individuals is to continue to learn and stretch beyond who we are today so we can become what we are capable of becoming. Regardless of how much we try to deny it, we aren’t satisfied unless we do so. While moving our comfort zone is not easy, moving it just a little can be so liberating and open up new possibilities. Alan Alda sums it up nicely: “You have to leave the city of your comfort and go into the wilderness of your intuition… What you’ll discover will be yourself.” While it can seem daunting, there are ways to gently move beyond your comfort zone without creating too much chaos in your life.

  1. Decide what you want to change and be as specific as possible so you know what steps you’ll need to take.
  2. Choose only one thing to work on at a time so you don’t get overwhelmed.
  3. Start with small steps so you can build your confidence.
  4. Recognize and celebrate your success.

Each time you move your comfort zone you’ll feel the rippling effect of a pebble thrown in the water, each ripple a small risk towards something bigger. Have faith that your comfort level and your courage will grow with each small risk taken. Once you move beyond your comfort zone you will never again look back at the old level of comfort in the same way. You will have reached is a point of no return where you will be forever changed.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Change is rarely easy and it can really mess up your life. It is only by acknowledging your emotions and giving voice to the feelings you’re experiencing, capsule that you can develop more confidence and face change with resilience. There are many ways to deal with significant life changes and the approach you take will be very personal. The strategies below can help you to transition through change more easily.

  • Acknowledge the reality that things have changed and find an anchor to hold on to during the emotional roller coaster ride that is your personal transition.  Your anchors can be your family, viagra sale friends, work exercise or a hobby.
  • Take care of yourself.  Release stress through physical exercise, relaxation, diversions.
  • Allow the full range of your emotions to surface so you can deal with them effectively.  Acknowledge that you are feeling sad, lost or scared; and allow time to grieve any loss.
  • Call on all your creative abilities to create your new reality.  Allow your creativity to flourish, even if you’re not feeling particularly creative.  Make time to reflect, to dream and stay open to new ideas.
  • Focus on the small moments, not the journey or the destination. Take baby steps.  Whether you make a 180 degree turn or a 5 degree turn, it doesn’t matter.  One degree at a time is all that is required to keep you moving forward.
  • Make plans and embrace your new normal, one day at a time.  Anticipate your needs in terms of new skills and information, and make plans to acquire what you need.  This will give you a great sense of control.
  • Have faith that there is light at the end of this rough patch.  Trust that things will work out and actively seek out new information to help you adjusted more quickly.
  • Use ritual to symbolize and mark the end of the old and to embrace the new you that has emerged from the change.

Change is an individual process that has to be experienced to be understood. You can only realize the full impact of a change once you’ve live through the full experience. The mind is incredibly resilient and able to adapt to the changes in your life.  A mind once expanded by change is forever changed, and often for the better.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 

Week 21 – How Changes Is Different From Transitions

Mark Victor Hanson. Co-creator of Chicken Soup for The Soul, online once said: “By recording your dreams and goals on paper, you set in motion the process of becoming the person you must want to be. Put your future in good hands, your own.” Last week you focused on creating a bucket list of possibilities for your life and work.  But a list is just a list, unless it gets converted into specific goals with target dates. This week, use your reflection time to categorize you bucket list into goals with general timelines. Don’t worry about creating detailed actions to bring those goals to reality.  At this point you are just trying to get your list of goals into general timelines that feel right. Next week, we’ll work on creating more detailed goals that include actions, timelines and outcomes.

  1.  Think Big: In 10 years I am accomplishing…
  2. Think Mid-Term: In 5 years I am accomplishing…
  3. Think Short-term: In 2-3 years I am accomplishing…
  4. Think Right Now: In the next 6-12 months, I am accomplishing…  (1-2 big goals maximum, 3-5 small goals)

 

Dianne is a business and life coach who helps clients thrive as they successfully manage the dynamics of continual transitions.  She is the author of: If There Are No Limits… A guide to living with passion, purpose and possibilities. 
Mark Victor Hanson. Co-creator of Chicken Soup for The Soul, search once said: “By recording your dreams and goals on paper, drug you set in motion the process of becoming the person you must want to be. Put your future in good hands, your own.” Last week you focused on creating a bucket list of possibilities for your life and work.  But a list is just a list, unless it gets converted into specific goals with target dates. This week, use your reflection time to categorize you bucket list into goals with general timelines. Don’t worry about creating detailed actions to bring those goals to reality.  At this point you are just trying to get your list of goals into general timelines that feel right. Next week, we’ll work on creating more detailed goals that include actions, timelines and outcomes.

  1.  Think Big: In 10 years I am accomplishing…
  2. Think Mid-Term: In 5 years I am accomplishing…
  3. Think Short-term: In 2-3 years I am accomplishing…
  4. Think Right Now: In the next 6-12 months, I am accomplishing…  (1-2 big goals maximum, 3-5 small goals)

 

Dianne is a business and life coach who helps clients thrive as they successfully manage the dynamics of continual transitions.  She is the author of: If There Are No Limits… A guide to living with passion, purpose and possibilities. 
Leadership is about mentoring and coaching, remedy not telling.  The essence of creating a strong bond with employees is using those teachable moments where you and your employee can engage in meaningful dialogue that leads to new insights and better ways to perform, adiposity for both.  It is an extremely humbling experience to coach someone and a role that is often ignored.  While in coaching mode, a leader gets to walk the talk and help the employee grow.  It’s a two-way process that allows employees to ask questions, process information, figure out what’s not working and find ways to resolve issues and address gaps. A coaching relationship calls for both the employee and the leader to show their vulnerabilities and to share their experiences so they can both be enriched by the experience.  In a coaching environment, leaders have an opportunity to help their employees grow in a supportive and caring environment.
Leadership is about mentoring and coaching, remedy not telling.  The essence of creating a strong bond with employees is using those teachable moments where you and your employee can engage in meaningful dialogue that leads to new insights and better ways to perform, tadalafil for both.  It is an extremely humbling experience to coach someone and a role that is often ignored.  While in coaching mode, adiposity a leader gets to walk the talk and help the employee grow.  It’s a two-way process that allows employees to ask questions, process information, figure out what’s not working and find ways to resolve issues and address gaps. A coaching relationship calls for both the employee and the leader to show their vulnerabilities and to share their experiences so they can both be enriched by the experience.  In a coaching environment, leaders have an opportunity to help their employees grow in a supportive and caring environment.
When she was honoured during the 2006 US Tennis Open Championship, pharm Billie Jean King, erectile a professional tennis player, told the crowd that when she was just five years old, she boldly announced to her mother she was going to do something important with her life.  With determination she created the possibilities needed to accomplish her goals. In the process became a role model for many women in professional tennis.

Goals allow you to concretely see what’s possible in the future and to bring that vision to life.  Goals bring focus to your dreams and aspirations so that you can turn them into tangible outcomes.  They turn potential into performance and are essential to your well-being.  This approach that I call S.W.A.G. is proven to have a high success rate.  SWAG goals have four very important components that increase the likelihood of success.

  1.  Spicy goals have intent” and “motivation” that create a strong desire to do something.
  2. Winning goals have a clear outcomes and are measurable.  They identify the resources you need to achieve the outcomes you want.
  3. Aspiring goals have realistic and achievable actions that provide a roadmap and help you to stay on track.  The actions must be flexible enough to adjust when obstacle gets in the way.
  4. Goals include a commitment you make to yourself by establishing timelines and sequencing to ensure success.

I invite you this week is to select one of the important goals that you’ve identified and to develop it into a SWAG goal.  And be sure to build in celebrations as you reach important milestone moment towards this goal.  You can use this format to create inspired goals.

  1.  I am…  so that
  2. My goal is accomplished when…
  3. I need these resources to accomplish this goal.
  4. I am taking these actions…
  5. I will take these actions by…
  6. I will celebrate by…

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
When she was honoured during the 2006 US Tennis Open Championship, Billie Jean King, order a professional tennis player, told the crowd that when she was just five years old, she boldly announced to her mother she was going to do something important with her life.  With determination she created the possibilities needed to accomplish her goals. In the process became a role model for many women in professional tennis.

Goals allow you to concretely see what’s possible in the future and to bring that vision to life.  Goals bring focus to your dreams and aspirations so that you can turn them into tangible outcomes.  They turn potential into performance and are essential to your well-being.  This approach that I call S.W.A.G. is proven to have a high success rate.  SWAG goals have four very important components that increase the likelihood of success.

  1.  Spicy goals have intent” and “motivation” that create a strong desire to do something.
  2. Winning goals have clear outcomes and are measurable.  They identify the resources you need to achieve the outcomes you want.
  3. Aspiring goals have realistic and achievable actions that provide a roadmap and help you to stay on track.  The actions must be flexible enough to adjust when obstacle gets in the way.
  4. Goals include a commitment you make to yourself by establishing timelines and sequencing to ensure success.

I invite you this week is to select one of the important goals that you’ve identified and to develop it into a SWAG goal.  And be sure to build in celebrations as you reach important milestone moment towards this goal.  You can use this format to create inspired goals.

  1.  I am…  so that
  2. My goal is accomplished when…
  3. I need these resources to accomplish this goal.
  4. I am taking these actions…
  5. I will take these actions by…
  6. I will celebrate by…

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Each employee brings his or her own unique set of skills and strengths to the work they do. For example, order Sam may be your go-to person whenever you implement new systems because he loves to learn about new technologies and figure out how to use them to their full advantage. Everyone goes to Sam when they have technology issues. Julie may be your best problem-solver and loves a new challenge. Strengths are deeply rooted in the passions your employees have and they look for any opportunity to use those strengths. When employees can use their strengths, they make light of the work that must be done, even when the tasks are less appealing. Stress levels decrease and enjoyment increases. The best strategy then, is to identify the key strengths required to build a complimentary team; learn the strengths of each employee within the team, and leverage those strengths for the benefit of the team and the entire organization. If there are gaps, you can look to fill those when you select your next candidate. When focus is placed on leveraging strengths instead of weaknesses, employees perform at their best, surpass productivity expectations, and engagement levels soar.
Each employee brings his or her own unique set of skills and strengths to the work they do. For example, stuff Sam may be your go-to person whenever you implement new systems because he loves to learn about new technologies and figure out how to use them to their full advantage. Everyone goes to Sam when they have technology issues. Julie may be your best problem-solver and loves a new challenge. Strengths are deeply rooted in the passions your employees have and they look for any opportunity to use those strengths. When employees can use their strengths, troche they make light of the work that must be done, even when the tasks are less appealing. Stress levels decrease and enjoyment increases. The best strategy then, is to identify the key strengths required to build a complimentary team; learn the strengths of each employee within the team, and leverage those strengths for the benefit of the team and the entire organization. If there are gaps, you can look to fill those when you select your next candidate. When focus is placed on leveraging strengths instead of weaknesses, employees perform at their best, surpass productivity expectations, and engagement levels soar.
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, viagra sale to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, rx to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Fear is powerful and has the ability to stop us dead in our tracks. Last week we looked at what fear is and how it manifests in our lives. Fear holds us back from pursuing our most important goals. And as long as we’re trying to move forward, ed it will always hang around. When it calls, viagra dosage we must summon all the courage we have to climb over it, push through it or overcome fear. These eight steps can help.
1. Acknowledge the fear you have and name it. Once you can put a name to it, its intensity dissipates.
2. Understand where the fear is coming from. Is it based on past experiences, fear of the unknown, or the opinions of others that are getting in the way?
3. Learn as much as you can about it which will give you the courage you need to move through the fear. The more you know about fear, the less power it has over you.
4. Focus on what you can control instead of what you can’t control. This will give you a real sense of empowerment.
5. Keep your focus on your ultimate goal, to help you move through the fear.
6. Build more courage by taking one small step through the fear. The first step is the hardest and once you’ve taken it, you will feel empowered to take more steps.
7. Remind yourself that failure is simply a result you’re not happy about. If you fail at first, try again.
8. If you continue to find it difficult to move beyond your fears, consider working with a coach or a psychologist. They can help you move forward.
Life’s too short and you have too many dreams and goals to pursue to allow fear to get in the way or to stop you from becoming all you can be.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Fear is powerful and has the ability to stop us dead in our tracks. Last week we looked at what fear is and how it manifests in our lives. Fear holds us back from pursuing our most important goals. And as long as we’re trying to move forward, viagra 40mg it will always hang around. When it calls, here we must summon all the courage we have to climb over it, push through it or overcome fear. These eight steps can help.

1. Acknowledge the fear you have and name it. Once you can put a name to it, its intensity dissipates.
2. Understand where the fear is coming from. Is it based on past experiences, fear of the unknown, or the opinions of others that are getting in the way?
3. Learn as much as you can about it which will give you the courage you need to move through the fear. The more you know about fear, the less power it has over you.
4. Focus on what you can control instead of what you can’t control. This will give you a real sense of empowerment.
5. Keep your focus on your ultimate goal, to help you move through the fear.
6. Build more courage by taking one small step through the fear. The first step is the hardest and once you’ve taken it, you will feel empowered to take more steps.
7. Remind yourself that failure is simply a result you’re not happy about. If you fail at first, try again.
8. If you continue to find it difficult to move beyond your fears, consider working with a coach or a psychologist. They can help you move forward.

Life’s too short and you have too many dreams and goals to pursue to allow fear to get in the way or to stop you from becoming all you can be.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Continuous learning is vital to business success, cost but often confused as being synonymous with extravagant learning events and high dollar spend. The best learning happens when it relates to the job your employees are doing and connected to your industry. There are many easy ways to keep learning vibrant. One is to read and discuss articles that are related to your work environment. Another is to encourage your employees to identify five to ten things they would love to learn more about and make that part of their learning objectives. It could be looking for white papers or new articles about your industry, joining a webinar about a topic of interest, taking an on-line course, or learning about another area of your business. With today’s access to information and free on-line learning resources, it is easier than ever to find quick ways to build on knowledge without having to spend significant resources. All you need to do is model the way by making continuous learning a part of your own development, and by creating a process for your employees to share what they learn with you and their colleagues. It will make learning meaningful and you won’t have to break the bank.

 

Dianne is a certified coach who is passionate about helping individuals and business leaders thrive as they successfully manage the dynamics of continual transitions.  She is the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information visit her website at www.inkiesta.com.

We all have multitude comfort zones in many areas of our life. We have these comfort zones because it easy and stress free. It requires so little effort to stay in the zone. So it’s not surprising that we feel afraid, uncomfortable, site and even a little resistant to go beyond those invisible boundaries. It’s like a signal is sent to the brain telling us we’ve reached the danger point. But maintaining our comfort zone can be costly. The primary yearning of individuals is to continue to learn and stretch beyond who we are today so we can become what we are capable of becoming. Regardless of how much we try to deny it, thumb we aren’t satisfied unless we do so. While moving our comfort zone is not easy, moving it just a little can be so liberating and open up new possibilities. Alan Alda sums it up nicely: “You have to leave the city of your comfort and go into the wilderness of your intuition… What you’ll discover will be yourself.” While it can seem daunting, there are ways to gently move beyond your comfort zone without creating too much chaos in your life.

  1. Decide what you want to change and be as specific as possible so you know what steps you’ll need to take.
  2. Choose only one thing to work on at a time so you don’t get overwhelmed.
  3. Start with small steps so you can build your confidence.
  4. Recognize and celebrate your success.

Each time you move your comfort zone you’ll feel the rippling effect of a pebble thrown in the water, each ripple a small risk towards something bigger. Have faith that your comfort level and your courage will grow with each small risk taken. Once you move beyond your comfort zone you will never again look back at the old level of comfort in the same way. You will have reached is a point of no return where you will be forever changed.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
We all have multitude comfort zones in many areas of our life. We have these comfort zones because it easy and stress free. It requires so little effort to stay in the zone. So it’s not surprising that we feel afraid, uncomfortable, try and even a little resistant to go beyond those invisible boundaries. It’s like a signal is sent to the brain telling us we’ve reached the danger point. But maintaining our comfort zone can be costly. The primary yearning of individuals is to continue to learn and stretch beyond who we are today so we can become what we are capable of becoming. Regardless of how much we try to deny it, we aren’t satisfied unless we do so. While moving our comfort zone is not easy, moving it just a little can be so liberating and open up new possibilities. Alan Alda sums it up nicely: “You have to leave the city of your comfort and go into the wilderness of your intuition… What you’ll discover will be yourself.” While it can seem daunting, there are ways to gently move beyond your comfort zone without creating too much chaos in your life.

  1. Decide what you want to change and be as specific as possible so you know what steps you’ll need to take.
  2. Choose only one thing to work on at a time so you don’t get overwhelmed.
  3. Start with small steps so you can build your confidence.
  4. Recognize and celebrate your success.

Each time you move your comfort zone you’ll feel the rippling effect of a pebble thrown in the water, each ripple a small risk towards something bigger. Have faith that your comfort level and your courage will grow with each small risk taken. Once you move beyond your comfort zone you will never again look back at the old level of comfort in the same way. You will have reached is a point of no return where you will be forever changed.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Change is rarely easy and it can really mess up your life. It is only by acknowledging your emotions and giving voice to the feelings you’re experiencing, capsule that you can develop more confidence and face change with resilience. There are many ways to deal with significant life changes and the approach you take will be very personal. The strategies below can help you to transition through change more easily.

  • Acknowledge the reality that things have changed and find an anchor to hold on to during the emotional roller coaster ride that is your personal transition.  Your anchors can be your family, viagra sale friends, work exercise or a hobby.
  • Take care of yourself.  Release stress through physical exercise, relaxation, diversions.
  • Allow the full range of your emotions to surface so you can deal with them effectively.  Acknowledge that you are feeling sad, lost or scared; and allow time to grieve any loss.
  • Call on all your creative abilities to create your new reality.  Allow your creativity to flourish, even if you’re not feeling particularly creative.  Make time to reflect, to dream and stay open to new ideas.
  • Focus on the small moments, not the journey or the destination. Take baby steps.  Whether you make a 180 degree turn or a 5 degree turn, it doesn’t matter.  One degree at a time is all that is required to keep you moving forward.
  • Make plans and embrace your new normal, one day at a time.  Anticipate your needs in terms of new skills and information, and make plans to acquire what you need.  This will give you a great sense of control.
  • Have faith that there is light at the end of this rough patch.  Trust that things will work out and actively seek out new information to help you adjusted more quickly.
  • Use ritual to symbolize and mark the end of the old and to embrace the new you that has emerged from the change.

Change is an individual process that has to be experienced to be understood. You can only realize the full impact of a change once you’ve live through the full experience. The mind is incredibly resilient and able to adapt to the changes in your life.  A mind once expanded by change is forever changed, and often for the better.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
When life isn’t going as planned or as you’d hoped, cialis it may be necessary to shift perspectives and make a conscious choice to look at the situation from a different angle. Shifting perspectives is a powerful tool when you’re feeling stuck or unable to get to the next step in your life. A new perspective opens up possibilities and opportunities. The ingredients for shifting your perspective include intention, creativity, optimism, courage, an open heart, energy, focus, and flexibility.  These are all qualities that you already have within.  To actively shift your perspective, try these steps.

  •  Start by identifying the perspective you want to change.
  • Then engage your imagination through creative brainstorming to create new possibilities.
  • Remain optimistic and look for all that is positive about the new perspective.
  • Draw on your courage to begin shifting your perspective by taking small steps.
  • Focus on the important things in your life and be flexible and willing to try different strategies.
  • Use transforming words such as “I will”, “I want to”, and “I can.”
  • Refrain from asking “Why” questions as much as possible when you’re trying to change perspective. Ask “What” or “How” questions instead. They are more expansive and focused on the future.
  • Recognize the changes that are happening and celebrate those successes.

Go ahead and try shifting your perspective and see where it takes you. Start small and take bolder steps when you feel more confident. Take advantage of new opportunities in your life to shift your perspective.  Over time, you’ll develop a new way of thinking. With practice your brain will rewire itself and it will become easier. I think you’ll be pleasantly surprised with the results.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
When life isn’t going as planned or as you’d hoped, clinic it may be necessary to shift perspectives and make a conscious choice to look at the situation from a different angle. Shifting perspectives is a powerful tool when you’re feeling stuck or unable to get to the next step in your life. A new perspective opens up possibilities and opportunities. The ingredients for shifting your perspective include intention, ampoule creativity, optimism, courage, an open heart, energy, focus, and flexibility.  These are all qualities that you already have within.  To actively shift your perspective, try these steps.

  •  Start by identifying the perspective you want to change.
  • Then engage your imagination through creative brainstorming to create new possibilities.
  • Remain optimistic and look for all that is positive about the new perspective.
  • Draw on your courage to begin shifting your perspective by taking small steps.
  • Focus on the important things in your life and be flexible and willing to try different strategies.
  • Use transforming words such as “I will”, “I want to”, and “I can.”
  • Refrain from asking “Why” questions as much as possible when you’re trying to change perspective. Ask “What” or “How” questions instead. They are more expansive and focused on the future.
  • Recognize the changes that are happening and celebrate those successes.

Go ahead and try shifting your perspective and see where it takes you. Start small and take bolder steps when you feel more confident. Take advantage of new opportunities in your life to shift your perspective.  Over time, you’ll develop a new way of thinking. With practice your brain will rewire itself and it will become easier. I think you’ll be pleasantly surprised with the results.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
When life isn’t going as planned or as you’d hoped, adiposity it may be necessary to shift perspectives and make a conscious choice to look at the situation from a different angle. Shifting perspectives is a powerful tool when you’re feeling stuck or unable to get to the next step in your life. A new perspective opens up possibilities and opportunities. The ingredients for shifting your perspective include intention, creativity, optimism, courage, an open heart, energy, focus, and flexibility.  These are all qualities that you already have within.  To actively shift your perspective, try these steps.

  •  Start by identifying the perspective you want to change.
  • Then engage your imagination through creative brainstorming to create new possibilities.
  • Remain optimistic and look for all that is positive about the new perspective.
  • Draw on your courage to begin shifting your perspective by taking small steps.
  • Focus on the important things in your life and be flexible and willing to try different strategies.
  • Use transforming words such as “I will”, “I want to”, and “I can.”
  • Refrain from asking “Why” questions as much as possible when you’re trying to change perspective. Ask “What” or “How” questions instead. They are more expansive and focused on the future.
  • Recognize the changes that are happening and celebrate those successes.

Go ahead and try shifting your perspective and see where it takes you. Start small and take bolder steps when you feel more confident. Take advantage of new opportunities in your life to shift your perspective.  Over time, you’ll develop a new way of thinking. With practice your brain will rewire itself and it will become easier. I think you’ll be pleasantly surprised with the results.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Change is all around us and it forces many, pilule unwillingly at times, healing to adjust to a new reality.  Change comes in many forms - in relationships, career, health, birth or disasters.  It can be positive or negative.  For example, the loss of a job is often a difficult change while the birth of a child if a positive change.  Yet both require adjustments.  Where change is an event, the transition through change is the emotional adjustment we make as a result of a change.  The adjustment or transition from the current state to a future state can be challenging.

When faced with a significant change, our perspective on what that change means will either be one of opportunity for growth or something that impacts us negatively.  The personal transition that accompanies any change is where the real work happens. There are many reasons why transitioning through change can be challenging.

  • Past experiences through change can impact how we see change this time around.
  • Our level of ability to cope and adjust to a new change.  Everyone is different.
  • The magnitude of the change itself.  The more disruptive it is, the more difficult the transition will be.
  • The impact change has on our lives, positive or negative.

Ultimately, we have to make a choice about how to deal with change.  We get to choose if we will work through the change of let it work us over.  Join me next time for some tips on how to manage positively and with resilience through any change.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 

Engagement Tip # 25 – Fun At Work Leads to Productivity

Mark Victor Hanson. Co-creator of Chicken Soup for The Soul, online once said: “By recording your dreams and goals on paper, you set in motion the process of becoming the person you must want to be. Put your future in good hands, your own.” Last week you focused on creating a bucket list of possibilities for your life and work.  But a list is just a list, unless it gets converted into specific goals with target dates. This week, use your reflection time to categorize you bucket list into goals with general timelines. Don’t worry about creating detailed actions to bring those goals to reality.  At this point you are just trying to get your list of goals into general timelines that feel right. Next week, we’ll work on creating more detailed goals that include actions, timelines and outcomes.

  1.  Think Big: In 10 years I am accomplishing…
  2. Think Mid-Term: In 5 years I am accomplishing…
  3. Think Short-term: In 2-3 years I am accomplishing…
  4. Think Right Now: In the next 6-12 months, I am accomplishing…  (1-2 big goals maximum, 3-5 small goals)

 

Dianne is a business and life coach who helps clients thrive as they successfully manage the dynamics of continual transitions.  She is the author of: If There Are No Limits… A guide to living with passion, purpose and possibilities. 
Mark Victor Hanson. Co-creator of Chicken Soup for The Soul, search once said: “By recording your dreams and goals on paper, drug you set in motion the process of becoming the person you must want to be. Put your future in good hands, your own.” Last week you focused on creating a bucket list of possibilities for your life and work.  But a list is just a list, unless it gets converted into specific goals with target dates. This week, use your reflection time to categorize you bucket list into goals with general timelines. Don’t worry about creating detailed actions to bring those goals to reality.  At this point you are just trying to get your list of goals into general timelines that feel right. Next week, we’ll work on creating more detailed goals that include actions, timelines and outcomes.

  1.  Think Big: In 10 years I am accomplishing…
  2. Think Mid-Term: In 5 years I am accomplishing…
  3. Think Short-term: In 2-3 years I am accomplishing…
  4. Think Right Now: In the next 6-12 months, I am accomplishing…  (1-2 big goals maximum, 3-5 small goals)

 

Dianne is a business and life coach who helps clients thrive as they successfully manage the dynamics of continual transitions.  She is the author of: If There Are No Limits… A guide to living with passion, purpose and possibilities. 
Leadership is about mentoring and coaching, remedy not telling.  The essence of creating a strong bond with employees is using those teachable moments where you and your employee can engage in meaningful dialogue that leads to new insights and better ways to perform, adiposity for both.  It is an extremely humbling experience to coach someone and a role that is often ignored.  While in coaching mode, a leader gets to walk the talk and help the employee grow.  It’s a two-way process that allows employees to ask questions, process information, figure out what’s not working and find ways to resolve issues and address gaps. A coaching relationship calls for both the employee and the leader to show their vulnerabilities and to share their experiences so they can both be enriched by the experience.  In a coaching environment, leaders have an opportunity to help their employees grow in a supportive and caring environment.
Leadership is about mentoring and coaching, remedy not telling.  The essence of creating a strong bond with employees is using those teachable moments where you and your employee can engage in meaningful dialogue that leads to new insights and better ways to perform, tadalafil for both.  It is an extremely humbling experience to coach someone and a role that is often ignored.  While in coaching mode, adiposity a leader gets to walk the talk and help the employee grow.  It’s a two-way process that allows employees to ask questions, process information, figure out what’s not working and find ways to resolve issues and address gaps. A coaching relationship calls for both the employee and the leader to show their vulnerabilities and to share their experiences so they can both be enriched by the experience.  In a coaching environment, leaders have an opportunity to help their employees grow in a supportive and caring environment.
When she was honoured during the 2006 US Tennis Open Championship, pharm Billie Jean King, erectile a professional tennis player, told the crowd that when she was just five years old, she boldly announced to her mother she was going to do something important with her life.  With determination she created the possibilities needed to accomplish her goals. In the process became a role model for many women in professional tennis.

Goals allow you to concretely see what’s possible in the future and to bring that vision to life.  Goals bring focus to your dreams and aspirations so that you can turn them into tangible outcomes.  They turn potential into performance and are essential to your well-being.  This approach that I call S.W.A.G. is proven to have a high success rate.  SWAG goals have four very important components that increase the likelihood of success.

  1.  Spicy goals have intent” and “motivation” that create a strong desire to do something.
  2. Winning goals have a clear outcomes and are measurable.  They identify the resources you need to achieve the outcomes you want.
  3. Aspiring goals have realistic and achievable actions that provide a roadmap and help you to stay on track.  The actions must be flexible enough to adjust when obstacle gets in the way.
  4. Goals include a commitment you make to yourself by establishing timelines and sequencing to ensure success.

I invite you this week is to select one of the important goals that you’ve identified and to develop it into a SWAG goal.  And be sure to build in celebrations as you reach important milestone moment towards this goal.  You can use this format to create inspired goals.

  1.  I am…  so that
  2. My goal is accomplished when…
  3. I need these resources to accomplish this goal.
  4. I am taking these actions…
  5. I will take these actions by…
  6. I will celebrate by…

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
When she was honoured during the 2006 US Tennis Open Championship, Billie Jean King, order a professional tennis player, told the crowd that when she was just five years old, she boldly announced to her mother she was going to do something important with her life.  With determination she created the possibilities needed to accomplish her goals. In the process became a role model for many women in professional tennis.

Goals allow you to concretely see what’s possible in the future and to bring that vision to life.  Goals bring focus to your dreams and aspirations so that you can turn them into tangible outcomes.  They turn potential into performance and are essential to your well-being.  This approach that I call S.W.A.G. is proven to have a high success rate.  SWAG goals have four very important components that increase the likelihood of success.

  1.  Spicy goals have intent” and “motivation” that create a strong desire to do something.
  2. Winning goals have clear outcomes and are measurable.  They identify the resources you need to achieve the outcomes you want.
  3. Aspiring goals have realistic and achievable actions that provide a roadmap and help you to stay on track.  The actions must be flexible enough to adjust when obstacle gets in the way.
  4. Goals include a commitment you make to yourself by establishing timelines and sequencing to ensure success.

I invite you this week is to select one of the important goals that you’ve identified and to develop it into a SWAG goal.  And be sure to build in celebrations as you reach important milestone moment towards this goal.  You can use this format to create inspired goals.

  1.  I am…  so that
  2. My goal is accomplished when…
  3. I need these resources to accomplish this goal.
  4. I am taking these actions…
  5. I will take these actions by…
  6. I will celebrate by…

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Each employee brings his or her own unique set of skills and strengths to the work they do. For example, order Sam may be your go-to person whenever you implement new systems because he loves to learn about new technologies and figure out how to use them to their full advantage. Everyone goes to Sam when they have technology issues. Julie may be your best problem-solver and loves a new challenge. Strengths are deeply rooted in the passions your employees have and they look for any opportunity to use those strengths. When employees can use their strengths, they make light of the work that must be done, even when the tasks are less appealing. Stress levels decrease and enjoyment increases. The best strategy then, is to identify the key strengths required to build a complimentary team; learn the strengths of each employee within the team, and leverage those strengths for the benefit of the team and the entire organization. If there are gaps, you can look to fill those when you select your next candidate. When focus is placed on leveraging strengths instead of weaknesses, employees perform at their best, surpass productivity expectations, and engagement levels soar.
Each employee brings his or her own unique set of skills and strengths to the work they do. For example, stuff Sam may be your go-to person whenever you implement new systems because he loves to learn about new technologies and figure out how to use them to their full advantage. Everyone goes to Sam when they have technology issues. Julie may be your best problem-solver and loves a new challenge. Strengths are deeply rooted in the passions your employees have and they look for any opportunity to use those strengths. When employees can use their strengths, troche they make light of the work that must be done, even when the tasks are less appealing. Stress levels decrease and enjoyment increases. The best strategy then, is to identify the key strengths required to build a complimentary team; learn the strengths of each employee within the team, and leverage those strengths for the benefit of the team and the entire organization. If there are gaps, you can look to fill those when you select your next candidate. When focus is placed on leveraging strengths instead of weaknesses, employees perform at their best, surpass productivity expectations, and engagement levels soar.
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, viagra sale to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, rx to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Fear is powerful and has the ability to stop us dead in our tracks. Last week we looked at what fear is and how it manifests in our lives. Fear holds us back from pursuing our most important goals. And as long as we’re trying to move forward, ed it will always hang around. When it calls, viagra dosage we must summon all the courage we have to climb over it, push through it or overcome fear. These eight steps can help.
1. Acknowledge the fear you have and name it. Once you can put a name to it, its intensity dissipates.
2. Understand where the fear is coming from. Is it based on past experiences, fear of the unknown, or the opinions of others that are getting in the way?
3. Learn as much as you can about it which will give you the courage you need to move through the fear. The more you know about fear, the less power it has over you.
4. Focus on what you can control instead of what you can’t control. This will give you a real sense of empowerment.
5. Keep your focus on your ultimate goal, to help you move through the fear.
6. Build more courage by taking one small step through the fear. The first step is the hardest and once you’ve taken it, you will feel empowered to take more steps.
7. Remind yourself that failure is simply a result you’re not happy about. If you fail at first, try again.
8. If you continue to find it difficult to move beyond your fears, consider working with a coach or a psychologist. They can help you move forward.
Life’s too short and you have too many dreams and goals to pursue to allow fear to get in the way or to stop you from becoming all you can be.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Fear is powerful and has the ability to stop us dead in our tracks. Last week we looked at what fear is and how it manifests in our lives. Fear holds us back from pursuing our most important goals. And as long as we’re trying to move forward, viagra 40mg it will always hang around. When it calls, here we must summon all the courage we have to climb over it, push through it or overcome fear. These eight steps can help.

1. Acknowledge the fear you have and name it. Once you can put a name to it, its intensity dissipates.
2. Understand where the fear is coming from. Is it based on past experiences, fear of the unknown, or the opinions of others that are getting in the way?
3. Learn as much as you can about it which will give you the courage you need to move through the fear. The more you know about fear, the less power it has over you.
4. Focus on what you can control instead of what you can’t control. This will give you a real sense of empowerment.
5. Keep your focus on your ultimate goal, to help you move through the fear.
6. Build more courage by taking one small step through the fear. The first step is the hardest and once you’ve taken it, you will feel empowered to take more steps.
7. Remind yourself that failure is simply a result you’re not happy about. If you fail at first, try again.
8. If you continue to find it difficult to move beyond your fears, consider working with a coach or a psychologist. They can help you move forward.

Life’s too short and you have too many dreams and goals to pursue to allow fear to get in the way or to stop you from becoming all you can be.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Continuous learning is vital to business success, cost but often confused as being synonymous with extravagant learning events and high dollar spend. The best learning happens when it relates to the job your employees are doing and connected to your industry. There are many easy ways to keep learning vibrant. One is to read and discuss articles that are related to your work environment. Another is to encourage your employees to identify five to ten things they would love to learn more about and make that part of their learning objectives. It could be looking for white papers or new articles about your industry, joining a webinar about a topic of interest, taking an on-line course, or learning about another area of your business. With today’s access to information and free on-line learning resources, it is easier than ever to find quick ways to build on knowledge without having to spend significant resources. All you need to do is model the way by making continuous learning a part of your own development, and by creating a process for your employees to share what they learn with you and their colleagues. It will make learning meaningful and you won’t have to break the bank.

 

Dianne is a certified coach who is passionate about helping individuals and business leaders thrive as they successfully manage the dynamics of continual transitions.  She is the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information visit her website at www.inkiesta.com.

We all have multitude comfort zones in many areas of our life. We have these comfort zones because it easy and stress free. It requires so little effort to stay in the zone. So it’s not surprising that we feel afraid, uncomfortable, site and even a little resistant to go beyond those invisible boundaries. It’s like a signal is sent to the brain telling us we’ve reached the danger point. But maintaining our comfort zone can be costly. The primary yearning of individuals is to continue to learn and stretch beyond who we are today so we can become what we are capable of becoming. Regardless of how much we try to deny it, thumb we aren’t satisfied unless we do so. While moving our comfort zone is not easy, moving it just a little can be so liberating and open up new possibilities. Alan Alda sums it up nicely: “You have to leave the city of your comfort and go into the wilderness of your intuition… What you’ll discover will be yourself.” While it can seem daunting, there are ways to gently move beyond your comfort zone without creating too much chaos in your life.

  1. Decide what you want to change and be as specific as possible so you know what steps you’ll need to take.
  2. Choose only one thing to work on at a time so you don’t get overwhelmed.
  3. Start with small steps so you can build your confidence.
  4. Recognize and celebrate your success.

Each time you move your comfort zone you’ll feel the rippling effect of a pebble thrown in the water, each ripple a small risk towards something bigger. Have faith that your comfort level and your courage will grow with each small risk taken. Once you move beyond your comfort zone you will never again look back at the old level of comfort in the same way. You will have reached is a point of no return where you will be forever changed.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
We all have multitude comfort zones in many areas of our life. We have these comfort zones because it easy and stress free. It requires so little effort to stay in the zone. So it’s not surprising that we feel afraid, uncomfortable, try and even a little resistant to go beyond those invisible boundaries. It’s like a signal is sent to the brain telling us we’ve reached the danger point. But maintaining our comfort zone can be costly. The primary yearning of individuals is to continue to learn and stretch beyond who we are today so we can become what we are capable of becoming. Regardless of how much we try to deny it, we aren’t satisfied unless we do so. While moving our comfort zone is not easy, moving it just a little can be so liberating and open up new possibilities. Alan Alda sums it up nicely: “You have to leave the city of your comfort and go into the wilderness of your intuition… What you’ll discover will be yourself.” While it can seem daunting, there are ways to gently move beyond your comfort zone without creating too much chaos in your life.

  1. Decide what you want to change and be as specific as possible so you know what steps you’ll need to take.
  2. Choose only one thing to work on at a time so you don’t get overwhelmed.
  3. Start with small steps so you can build your confidence.
  4. Recognize and celebrate your success.

Each time you move your comfort zone you’ll feel the rippling effect of a pebble thrown in the water, each ripple a small risk towards something bigger. Have faith that your comfort level and your courage will grow with each small risk taken. Once you move beyond your comfort zone you will never again look back at the old level of comfort in the same way. You will have reached is a point of no return where you will be forever changed.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Change is rarely easy and it can really mess up your life. It is only by acknowledging your emotions and giving voice to the feelings you’re experiencing, capsule that you can develop more confidence and face change with resilience. There are many ways to deal with significant life changes and the approach you take will be very personal. The strategies below can help you to transition through change more easily.

  • Acknowledge the reality that things have changed and find an anchor to hold on to during the emotional roller coaster ride that is your personal transition.  Your anchors can be your family, viagra sale friends, work exercise or a hobby.
  • Take care of yourself.  Release stress through physical exercise, relaxation, diversions.
  • Allow the full range of your emotions to surface so you can deal with them effectively.  Acknowledge that you are feeling sad, lost or scared; and allow time to grieve any loss.
  • Call on all your creative abilities to create your new reality.  Allow your creativity to flourish, even if you’re not feeling particularly creative.  Make time to reflect, to dream and stay open to new ideas.
  • Focus on the small moments, not the journey or the destination. Take baby steps.  Whether you make a 180 degree turn or a 5 degree turn, it doesn’t matter.  One degree at a time is all that is required to keep you moving forward.
  • Make plans and embrace your new normal, one day at a time.  Anticipate your needs in terms of new skills and information, and make plans to acquire what you need.  This will give you a great sense of control.
  • Have faith that there is light at the end of this rough patch.  Trust that things will work out and actively seek out new information to help you adjusted more quickly.
  • Use ritual to symbolize and mark the end of the old and to embrace the new you that has emerged from the change.

Change is an individual process that has to be experienced to be understood. You can only realize the full impact of a change once you’ve live through the full experience. The mind is incredibly resilient and able to adapt to the changes in your life.  A mind once expanded by change is forever changed, and often for the better.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
When life isn’t going as planned or as you’d hoped, cialis it may be necessary to shift perspectives and make a conscious choice to look at the situation from a different angle. Shifting perspectives is a powerful tool when you’re feeling stuck or unable to get to the next step in your life. A new perspective opens up possibilities and opportunities. The ingredients for shifting your perspective include intention, creativity, optimism, courage, an open heart, energy, focus, and flexibility.  These are all qualities that you already have within.  To actively shift your perspective, try these steps.

  •  Start by identifying the perspective you want to change.
  • Then engage your imagination through creative brainstorming to create new possibilities.
  • Remain optimistic and look for all that is positive about the new perspective.
  • Draw on your courage to begin shifting your perspective by taking small steps.
  • Focus on the important things in your life and be flexible and willing to try different strategies.
  • Use transforming words such as “I will”, “I want to”, and “I can.”
  • Refrain from asking “Why” questions as much as possible when you’re trying to change perspective. Ask “What” or “How” questions instead. They are more expansive and focused on the future.
  • Recognize the changes that are happening and celebrate those successes.

Go ahead and try shifting your perspective and see where it takes you. Start small and take bolder steps when you feel more confident. Take advantage of new opportunities in your life to shift your perspective.  Over time, you’ll develop a new way of thinking. With practice your brain will rewire itself and it will become easier. I think you’ll be pleasantly surprised with the results.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
When life isn’t going as planned or as you’d hoped, clinic it may be necessary to shift perspectives and make a conscious choice to look at the situation from a different angle. Shifting perspectives is a powerful tool when you’re feeling stuck or unable to get to the next step in your life. A new perspective opens up possibilities and opportunities. The ingredients for shifting your perspective include intention, ampoule creativity, optimism, courage, an open heart, energy, focus, and flexibility.  These are all qualities that you already have within.  To actively shift your perspective, try these steps.

  •  Start by identifying the perspective you want to change.
  • Then engage your imagination through creative brainstorming to create new possibilities.
  • Remain optimistic and look for all that is positive about the new perspective.
  • Draw on your courage to begin shifting your perspective by taking small steps.
  • Focus on the important things in your life and be flexible and willing to try different strategies.
  • Use transforming words such as “I will”, “I want to”, and “I can.”
  • Refrain from asking “Why” questions as much as possible when you’re trying to change perspective. Ask “What” or “How” questions instead. They are more expansive and focused on the future.
  • Recognize the changes that are happening and celebrate those successes.

Go ahead and try shifting your perspective and see where it takes you. Start small and take bolder steps when you feel more confident. Take advantage of new opportunities in your life to shift your perspective.  Over time, you’ll develop a new way of thinking. With practice your brain will rewire itself and it will become easier. I think you’ll be pleasantly surprised with the results.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
When life isn’t going as planned or as you’d hoped, adiposity it may be necessary to shift perspectives and make a conscious choice to look at the situation from a different angle. Shifting perspectives is a powerful tool when you’re feeling stuck or unable to get to the next step in your life. A new perspective opens up possibilities and opportunities. The ingredients for shifting your perspective include intention, creativity, optimism, courage, an open heart, energy, focus, and flexibility.  These are all qualities that you already have within.  To actively shift your perspective, try these steps.

  •  Start by identifying the perspective you want to change.
  • Then engage your imagination through creative brainstorming to create new possibilities.
  • Remain optimistic and look for all that is positive about the new perspective.
  • Draw on your courage to begin shifting your perspective by taking small steps.
  • Focus on the important things in your life and be flexible and willing to try different strategies.
  • Use transforming words such as “I will”, “I want to”, and “I can.”
  • Refrain from asking “Why” questions as much as possible when you’re trying to change perspective. Ask “What” or “How” questions instead. They are more expansive and focused on the future.
  • Recognize the changes that are happening and celebrate those successes.

Go ahead and try shifting your perspective and see where it takes you. Start small and take bolder steps when you feel more confident. Take advantage of new opportunities in your life to shift your perspective.  Over time, you’ll develop a new way of thinking. With practice your brain will rewire itself and it will become easier. I think you’ll be pleasantly surprised with the results.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Change is all around us and it forces many, pilule unwillingly at times, healing to adjust to a new reality.  Change comes in many forms - in relationships, career, health, birth or disasters.  It can be positive or negative.  For example, the loss of a job is often a difficult change while the birth of a child if a positive change.  Yet both require adjustments.  Where change is an event, the transition through change is the emotional adjustment we make as a result of a change.  The adjustment or transition from the current state to a future state can be challenging.

When faced with a significant change, our perspective on what that change means will either be one of opportunity for growth or something that impacts us negatively.  The personal transition that accompanies any change is where the real work happens. There are many reasons why transitioning through change can be challenging.

  • Past experiences through change can impact how we see change this time around.
  • Our level of ability to cope and adjust to a new change.  Everyone is different.
  • The magnitude of the change itself.  The more disruptive it is, the more difficult the transition will be.
  • The impact change has on our lives, positive or negative.

Ultimately, we have to make a choice about how to deal with change.  We get to choose if we will work through the change of let it work us over.  Join me next time for some tips on how to manage positively and with resilience through any change.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Change is all around us and it forces many, viagra 60mg unwillingly at times, drug to adjust to a new reality.  Change comes in many forms - in relationships, view career, health, birth or disasters.  It can be positive or negative.  For example, the loss of a job is often a difficult change while the birth of a child if a positive change.  Yet both require adjustments.  Where change is an event, the transition through change is the emotional adjustment we make as a result of a change.  The adjustment or transition from the current state to a future state can be challenging.

When faced with a significant change, our perspective on what that change means will either be one of opportunity for growth or something that impacts us negatively.  The personal transition that accompanies any change is where the real work happens. There are many reasons why transitioning through change can be challenging.

  • Past experiences through change can impact how we see change this time around.
  • Our level of ability to cope and adjust to a new change.  Everyone is different.
  • The magnitude of the change itself.  The more disruptive it is, the more difficult the transition will be.
  • The impact change has on our lives, positive or negative.

Ultimately, we have to make a choice about how to deal with change.  We get to choose if we will work through the change of let it work us over.  Join me next time for some tips on how to manage positively and with resilience through any change.
Change is all around us and it forces many, stomach unwillingly at times, to adjust to a new reality.  Change comes in many forms - in relationships, career, health, birth or disasters.  It can be positive or negative.  For example, the loss of a job is often a difficult change while the birth of a child if a positive change.  Yet both require adjustments.  Where change is an event, the transition through change is the emotional adjustment we make as a result of a change.  The adjustment or transition from the current state to a future state can be challenging.

When faced with a significant change, our perspective on what that change means will either be one of opportunity for growth or something that impacts us negatively.  The personal transition that accompanies any change is where the real work happens. There are many reasons why transitioning through change can be challenging.

  • Past experiences through change can impact how we see change this time around.
  • Our level of ability to cope and adjust to a new change.  Everyone is different.
  • The magnitude of the change itself.  The more disruptive it is, the more difficult the transition will be.
  • The impact change has on our lives, positive or negative.

Ultimately, we have to make a choice about how to deal with change.  We get to choose if we will work through the change of let it work us over.  Join me next time for some tips on how to manage positively and with resilience through any change.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
The relentless pressures and demands of work may keep productivity up but do little to keep the spirit up. I once heard of a leader who didn’t allow employees to speak in the office, online unless it was work related. I wonder how much fun they were having at work. Research shows that employees who have fun are more productivity and more engaged. This confirms the old adage that “fun makes light of work.”  It’s time to lighten up and let employees bring their fun side to work.

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Week 20 – Why It May Be Time To Shift Your Perspective

Mark Victor Hanson. Co-creator of Chicken Soup for The Soul, online once said: “By recording your dreams and goals on paper, you set in motion the process of becoming the person you must want to be. Put your future in good hands, your own.” Last week you focused on creating a bucket list of possibilities for your life and work.  But a list is just a list, unless it gets converted into specific goals with target dates. This week, use your reflection time to categorize you bucket list into goals with general timelines. Don’t worry about creating detailed actions to bring those goals to reality.  At this point you are just trying to get your list of goals into general timelines that feel right. Next week, we’ll work on creating more detailed goals that include actions, timelines and outcomes.

  1.  Think Big: In 10 years I am accomplishing…
  2. Think Mid-Term: In 5 years I am accomplishing…
  3. Think Short-term: In 2-3 years I am accomplishing…
  4. Think Right Now: In the next 6-12 months, I am accomplishing…  (1-2 big goals maximum, 3-5 small goals)

 

Dianne is a business and life coach who helps clients thrive as they successfully manage the dynamics of continual transitions.  She is the author of: If There Are No Limits… A guide to living with passion, purpose and possibilities. 
Mark Victor Hanson. Co-creator of Chicken Soup for The Soul, search once said: “By recording your dreams and goals on paper, drug you set in motion the process of becoming the person you must want to be. Put your future in good hands, your own.” Last week you focused on creating a bucket list of possibilities for your life and work.  But a list is just a list, unless it gets converted into specific goals with target dates. This week, use your reflection time to categorize you bucket list into goals with general timelines. Don’t worry about creating detailed actions to bring those goals to reality.  At this point you are just trying to get your list of goals into general timelines that feel right. Next week, we’ll work on creating more detailed goals that include actions, timelines and outcomes.

  1.  Think Big: In 10 years I am accomplishing…
  2. Think Mid-Term: In 5 years I am accomplishing…
  3. Think Short-term: In 2-3 years I am accomplishing…
  4. Think Right Now: In the next 6-12 months, I am accomplishing…  (1-2 big goals maximum, 3-5 small goals)

 

Dianne is a business and life coach who helps clients thrive as they successfully manage the dynamics of continual transitions.  She is the author of: If There Are No Limits… A guide to living with passion, purpose and possibilities. 
Leadership is about mentoring and coaching, remedy not telling.  The essence of creating a strong bond with employees is using those teachable moments where you and your employee can engage in meaningful dialogue that leads to new insights and better ways to perform, adiposity for both.  It is an extremely humbling experience to coach someone and a role that is often ignored.  While in coaching mode, a leader gets to walk the talk and help the employee grow.  It’s a two-way process that allows employees to ask questions, process information, figure out what’s not working and find ways to resolve issues and address gaps. A coaching relationship calls for both the employee and the leader to show their vulnerabilities and to share their experiences so they can both be enriched by the experience.  In a coaching environment, leaders have an opportunity to help their employees grow in a supportive and caring environment.
Leadership is about mentoring and coaching, remedy not telling.  The essence of creating a strong bond with employees is using those teachable moments where you and your employee can engage in meaningful dialogue that leads to new insights and better ways to perform, tadalafil for both.  It is an extremely humbling experience to coach someone and a role that is often ignored.  While in coaching mode, adiposity a leader gets to walk the talk and help the employee grow.  It’s a two-way process that allows employees to ask questions, process information, figure out what’s not working and find ways to resolve issues and address gaps. A coaching relationship calls for both the employee and the leader to show their vulnerabilities and to share their experiences so they can both be enriched by the experience.  In a coaching environment, leaders have an opportunity to help their employees grow in a supportive and caring environment.
When she was honoured during the 2006 US Tennis Open Championship, pharm Billie Jean King, erectile a professional tennis player, told the crowd that when she was just five years old, she boldly announced to her mother she was going to do something important with her life.  With determination she created the possibilities needed to accomplish her goals. In the process became a role model for many women in professional tennis.

Goals allow you to concretely see what’s possible in the future and to bring that vision to life.  Goals bring focus to your dreams and aspirations so that you can turn them into tangible outcomes.  They turn potential into performance and are essential to your well-being.  This approach that I call S.W.A.G. is proven to have a high success rate.  SWAG goals have four very important components that increase the likelihood of success.

  1.  Spicy goals have intent” and “motivation” that create a strong desire to do something.
  2. Winning goals have a clear outcomes and are measurable.  They identify the resources you need to achieve the outcomes you want.
  3. Aspiring goals have realistic and achievable actions that provide a roadmap and help you to stay on track.  The actions must be flexible enough to adjust when obstacle gets in the way.
  4. Goals include a commitment you make to yourself by establishing timelines and sequencing to ensure success.

I invite you this week is to select one of the important goals that you’ve identified and to develop it into a SWAG goal.  And be sure to build in celebrations as you reach important milestone moment towards this goal.  You can use this format to create inspired goals.

  1.  I am…  so that
  2. My goal is accomplished when…
  3. I need these resources to accomplish this goal.
  4. I am taking these actions…
  5. I will take these actions by…
  6. I will celebrate by…

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
When she was honoured during the 2006 US Tennis Open Championship, Billie Jean King, order a professional tennis player, told the crowd that when she was just five years old, she boldly announced to her mother she was going to do something important with her life.  With determination she created the possibilities needed to accomplish her goals. In the process became a role model for many women in professional tennis.

Goals allow you to concretely see what’s possible in the future and to bring that vision to life.  Goals bring focus to your dreams and aspirations so that you can turn them into tangible outcomes.  They turn potential into performance and are essential to your well-being.  This approach that I call S.W.A.G. is proven to have a high success rate.  SWAG goals have four very important components that increase the likelihood of success.

  1.  Spicy goals have intent” and “motivation” that create a strong desire to do something.
  2. Winning goals have clear outcomes and are measurable.  They identify the resources you need to achieve the outcomes you want.
  3. Aspiring goals have realistic and achievable actions that provide a roadmap and help you to stay on track.  The actions must be flexible enough to adjust when obstacle gets in the way.
  4. Goals include a commitment you make to yourself by establishing timelines and sequencing to ensure success.

I invite you this week is to select one of the important goals that you’ve identified and to develop it into a SWAG goal.  And be sure to build in celebrations as you reach important milestone moment towards this goal.  You can use this format to create inspired goals.

  1.  I am…  so that
  2. My goal is accomplished when…
  3. I need these resources to accomplish this goal.
  4. I am taking these actions…
  5. I will take these actions by…
  6. I will celebrate by…

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Each employee brings his or her own unique set of skills and strengths to the work they do. For example, order Sam may be your go-to person whenever you implement new systems because he loves to learn about new technologies and figure out how to use them to their full advantage. Everyone goes to Sam when they have technology issues. Julie may be your best problem-solver and loves a new challenge. Strengths are deeply rooted in the passions your employees have and they look for any opportunity to use those strengths. When employees can use their strengths, they make light of the work that must be done, even when the tasks are less appealing. Stress levels decrease and enjoyment increases. The best strategy then, is to identify the key strengths required to build a complimentary team; learn the strengths of each employee within the team, and leverage those strengths for the benefit of the team and the entire organization. If there are gaps, you can look to fill those when you select your next candidate. When focus is placed on leveraging strengths instead of weaknesses, employees perform at their best, surpass productivity expectations, and engagement levels soar.
Each employee brings his or her own unique set of skills and strengths to the work they do. For example, stuff Sam may be your go-to person whenever you implement new systems because he loves to learn about new technologies and figure out how to use them to their full advantage. Everyone goes to Sam when they have technology issues. Julie may be your best problem-solver and loves a new challenge. Strengths are deeply rooted in the passions your employees have and they look for any opportunity to use those strengths. When employees can use their strengths, troche they make light of the work that must be done, even when the tasks are less appealing. Stress levels decrease and enjoyment increases. The best strategy then, is to identify the key strengths required to build a complimentary team; learn the strengths of each employee within the team, and leverage those strengths for the benefit of the team and the entire organization. If there are gaps, you can look to fill those when you select your next candidate. When focus is placed on leveraging strengths instead of weaknesses, employees perform at their best, surpass productivity expectations, and engagement levels soar.
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, viagra sale to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, rx to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Fear is powerful and has the ability to stop us dead in our tracks. Last week we looked at what fear is and how it manifests in our lives. Fear holds us back from pursuing our most important goals. And as long as we’re trying to move forward, ed it will always hang around. When it calls, viagra dosage we must summon all the courage we have to climb over it, push through it or overcome fear. These eight steps can help.
1. Acknowledge the fear you have and name it. Once you can put a name to it, its intensity dissipates.
2. Understand where the fear is coming from. Is it based on past experiences, fear of the unknown, or the opinions of others that are getting in the way?
3. Learn as much as you can about it which will give you the courage you need to move through the fear. The more you know about fear, the less power it has over you.
4. Focus on what you can control instead of what you can’t control. This will give you a real sense of empowerment.
5. Keep your focus on your ultimate goal, to help you move through the fear.
6. Build more courage by taking one small step through the fear. The first step is the hardest and once you’ve taken it, you will feel empowered to take more steps.
7. Remind yourself that failure is simply a result you’re not happy about. If you fail at first, try again.
8. If you continue to find it difficult to move beyond your fears, consider working with a coach or a psychologist. They can help you move forward.
Life’s too short and you have too many dreams and goals to pursue to allow fear to get in the way or to stop you from becoming all you can be.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Fear is powerful and has the ability to stop us dead in our tracks. Last week we looked at what fear is and how it manifests in our lives. Fear holds us back from pursuing our most important goals. And as long as we’re trying to move forward, viagra 40mg it will always hang around. When it calls, here we must summon all the courage we have to climb over it, push through it or overcome fear. These eight steps can help.

1. Acknowledge the fear you have and name it. Once you can put a name to it, its intensity dissipates.
2. Understand where the fear is coming from. Is it based on past experiences, fear of the unknown, or the opinions of others that are getting in the way?
3. Learn as much as you can about it which will give you the courage you need to move through the fear. The more you know about fear, the less power it has over you.
4. Focus on what you can control instead of what you can’t control. This will give you a real sense of empowerment.
5. Keep your focus on your ultimate goal, to help you move through the fear.
6. Build more courage by taking one small step through the fear. The first step is the hardest and once you’ve taken it, you will feel empowered to take more steps.
7. Remind yourself that failure is simply a result you’re not happy about. If you fail at first, try again.
8. If you continue to find it difficult to move beyond your fears, consider working with a coach or a psychologist. They can help you move forward.

Life’s too short and you have too many dreams and goals to pursue to allow fear to get in the way or to stop you from becoming all you can be.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Continuous learning is vital to business success, cost but often confused as being synonymous with extravagant learning events and high dollar spend. The best learning happens when it relates to the job your employees are doing and connected to your industry. There are many easy ways to keep learning vibrant. One is to read and discuss articles that are related to your work environment. Another is to encourage your employees to identify five to ten things they would love to learn more about and make that part of their learning objectives. It could be looking for white papers or new articles about your industry, joining a webinar about a topic of interest, taking an on-line course, or learning about another area of your business. With today’s access to information and free on-line learning resources, it is easier than ever to find quick ways to build on knowledge without having to spend significant resources. All you need to do is model the way by making continuous learning a part of your own development, and by creating a process for your employees to share what they learn with you and their colleagues. It will make learning meaningful and you won’t have to break the bank.

 

Dianne is a certified coach who is passionate about helping individuals and business leaders thrive as they successfully manage the dynamics of continual transitions.  She is the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information visit her website at www.inkiesta.com.

We all have multitude comfort zones in many areas of our life. We have these comfort zones because it easy and stress free. It requires so little effort to stay in the zone. So it’s not surprising that we feel afraid, uncomfortable, site and even a little resistant to go beyond those invisible boundaries. It’s like a signal is sent to the brain telling us we’ve reached the danger point. But maintaining our comfort zone can be costly. The primary yearning of individuals is to continue to learn and stretch beyond who we are today so we can become what we are capable of becoming. Regardless of how much we try to deny it, thumb we aren’t satisfied unless we do so. While moving our comfort zone is not easy, moving it just a little can be so liberating and open up new possibilities. Alan Alda sums it up nicely: “You have to leave the city of your comfort and go into the wilderness of your intuition… What you’ll discover will be yourself.” While it can seem daunting, there are ways to gently move beyond your comfort zone without creating too much chaos in your life.

  1. Decide what you want to change and be as specific as possible so you know what steps you’ll need to take.
  2. Choose only one thing to work on at a time so you don’t get overwhelmed.
  3. Start with small steps so you can build your confidence.
  4. Recognize and celebrate your success.

Each time you move your comfort zone you’ll feel the rippling effect of a pebble thrown in the water, each ripple a small risk towards something bigger. Have faith that your comfort level and your courage will grow with each small risk taken. Once you move beyond your comfort zone you will never again look back at the old level of comfort in the same way. You will have reached is a point of no return where you will be forever changed.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
We all have multitude comfort zones in many areas of our life. We have these comfort zones because it easy and stress free. It requires so little effort to stay in the zone. So it’s not surprising that we feel afraid, uncomfortable, try and even a little resistant to go beyond those invisible boundaries. It’s like a signal is sent to the brain telling us we’ve reached the danger point. But maintaining our comfort zone can be costly. The primary yearning of individuals is to continue to learn and stretch beyond who we are today so we can become what we are capable of becoming. Regardless of how much we try to deny it, we aren’t satisfied unless we do so. While moving our comfort zone is not easy, moving it just a little can be so liberating and open up new possibilities. Alan Alda sums it up nicely: “You have to leave the city of your comfort and go into the wilderness of your intuition… What you’ll discover will be yourself.” While it can seem daunting, there are ways to gently move beyond your comfort zone without creating too much chaos in your life.

  1. Decide what you want to change and be as specific as possible so you know what steps you’ll need to take.
  2. Choose only one thing to work on at a time so you don’t get overwhelmed.
  3. Start with small steps so you can build your confidence.
  4. Recognize and celebrate your success.

Each time you move your comfort zone you’ll feel the rippling effect of a pebble thrown in the water, each ripple a small risk towards something bigger. Have faith that your comfort level and your courage will grow with each small risk taken. Once you move beyond your comfort zone you will never again look back at the old level of comfort in the same way. You will have reached is a point of no return where you will be forever changed.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Change is rarely easy and it can really mess up your life. It is only by acknowledging your emotions and giving voice to the feelings you’re experiencing, capsule that you can develop more confidence and face change with resilience. There are many ways to deal with significant life changes and the approach you take will be very personal. The strategies below can help you to transition through change more easily.

  • Acknowledge the reality that things have changed and find an anchor to hold on to during the emotional roller coaster ride that is your personal transition.  Your anchors can be your family, viagra sale friends, work exercise or a hobby.
  • Take care of yourself.  Release stress through physical exercise, relaxation, diversions.
  • Allow the full range of your emotions to surface so you can deal with them effectively.  Acknowledge that you are feeling sad, lost or scared; and allow time to grieve any loss.
  • Call on all your creative abilities to create your new reality.  Allow your creativity to flourish, even if you’re not feeling particularly creative.  Make time to reflect, to dream and stay open to new ideas.
  • Focus on the small moments, not the journey or the destination. Take baby steps.  Whether you make a 180 degree turn or a 5 degree turn, it doesn’t matter.  One degree at a time is all that is required to keep you moving forward.
  • Make plans and embrace your new normal, one day at a time.  Anticipate your needs in terms of new skills and information, and make plans to acquire what you need.  This will give you a great sense of control.
  • Have faith that there is light at the end of this rough patch.  Trust that things will work out and actively seek out new information to help you adjusted more quickly.
  • Use ritual to symbolize and mark the end of the old and to embrace the new you that has emerged from the change.

Change is an individual process that has to be experienced to be understood. You can only realize the full impact of a change once you’ve live through the full experience. The mind is incredibly resilient and able to adapt to the changes in your life.  A mind once expanded by change is forever changed, and often for the better.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
When life isn’t going as planned or as you’d hoped, cialis it may be necessary to shift perspectives and make a conscious choice to look at the situation from a different angle. Shifting perspectives is a powerful tool when you’re feeling stuck or unable to get to the next step in your life. A new perspective opens up possibilities and opportunities. The ingredients for shifting your perspective include intention, creativity, optimism, courage, an open heart, energy, focus, and flexibility.  These are all qualities that you already have within.  To actively shift your perspective, try these steps.

  •  Start by identifying the perspective you want to change.
  • Then engage your imagination through creative brainstorming to create new possibilities.
  • Remain optimistic and look for all that is positive about the new perspective.
  • Draw on your courage to begin shifting your perspective by taking small steps.
  • Focus on the important things in your life and be flexible and willing to try different strategies.
  • Use transforming words such as “I will”, “I want to”, and “I can.”
  • Refrain from asking “Why” questions as much as possible when you’re trying to change perspective. Ask “What” or “How” questions instead. They are more expansive and focused on the future.
  • Recognize the changes that are happening and celebrate those successes.

Go ahead and try shifting your perspective and see where it takes you. Start small and take bolder steps when you feel more confident. Take advantage of new opportunities in your life to shift your perspective.  Over time, you’ll develop a new way of thinking. With practice your brain will rewire itself and it will become easier. I think you’ll be pleasantly surprised with the results.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 

Week 19 – Why Move Your Comfort Zone?

Mark Victor Hanson. Co-creator of Chicken Soup for The Soul, online once said: “By recording your dreams and goals on paper, you set in motion the process of becoming the person you must want to be. Put your future in good hands, your own.” Last week you focused on creating a bucket list of possibilities for your life and work.  But a list is just a list, unless it gets converted into specific goals with target dates. This week, use your reflection time to categorize you bucket list into goals with general timelines. Don’t worry about creating detailed actions to bring those goals to reality.  At this point you are just trying to get your list of goals into general timelines that feel right. Next week, we’ll work on creating more detailed goals that include actions, timelines and outcomes.

  1.  Think Big: In 10 years I am accomplishing…
  2. Think Mid-Term: In 5 years I am accomplishing…
  3. Think Short-term: In 2-3 years I am accomplishing…
  4. Think Right Now: In the next 6-12 months, I am accomplishing…  (1-2 big goals maximum, 3-5 small goals)

 

Dianne is a business and life coach who helps clients thrive as they successfully manage the dynamics of continual transitions.  She is the author of: If There Are No Limits… A guide to living with passion, purpose and possibilities. 
Mark Victor Hanson. Co-creator of Chicken Soup for The Soul, search once said: “By recording your dreams and goals on paper, drug you set in motion the process of becoming the person you must want to be. Put your future in good hands, your own.” Last week you focused on creating a bucket list of possibilities for your life and work.  But a list is just a list, unless it gets converted into specific goals with target dates. This week, use your reflection time to categorize you bucket list into goals with general timelines. Don’t worry about creating detailed actions to bring those goals to reality.  At this point you are just trying to get your list of goals into general timelines that feel right. Next week, we’ll work on creating more detailed goals that include actions, timelines and outcomes.

  1.  Think Big: In 10 years I am accomplishing…
  2. Think Mid-Term: In 5 years I am accomplishing…
  3. Think Short-term: In 2-3 years I am accomplishing…
  4. Think Right Now: In the next 6-12 months, I am accomplishing…  (1-2 big goals maximum, 3-5 small goals)

 

Dianne is a business and life coach who helps clients thrive as they successfully manage the dynamics of continual transitions.  She is the author of: If There Are No Limits… A guide to living with passion, purpose and possibilities. 
Leadership is about mentoring and coaching, remedy not telling.  The essence of creating a strong bond with employees is using those teachable moments where you and your employee can engage in meaningful dialogue that leads to new insights and better ways to perform, adiposity for both.  It is an extremely humbling experience to coach someone and a role that is often ignored.  While in coaching mode, a leader gets to walk the talk and help the employee grow.  It’s a two-way process that allows employees to ask questions, process information, figure out what’s not working and find ways to resolve issues and address gaps. A coaching relationship calls for both the employee and the leader to show their vulnerabilities and to share their experiences so they can both be enriched by the experience.  In a coaching environment, leaders have an opportunity to help their employees grow in a supportive and caring environment.
Leadership is about mentoring and coaching, remedy not telling.  The essence of creating a strong bond with employees is using those teachable moments where you and your employee can engage in meaningful dialogue that leads to new insights and better ways to perform, tadalafil for both.  It is an extremely humbling experience to coach someone and a role that is often ignored.  While in coaching mode, adiposity a leader gets to walk the talk and help the employee grow.  It’s a two-way process that allows employees to ask questions, process information, figure out what’s not working and find ways to resolve issues and address gaps. A coaching relationship calls for both the employee and the leader to show their vulnerabilities and to share their experiences so they can both be enriched by the experience.  In a coaching environment, leaders have an opportunity to help their employees grow in a supportive and caring environment.
When she was honoured during the 2006 US Tennis Open Championship, pharm Billie Jean King, erectile a professional tennis player, told the crowd that when she was just five years old, she boldly announced to her mother she was going to do something important with her life.  With determination she created the possibilities needed to accomplish her goals. In the process became a role model for many women in professional tennis.

Goals allow you to concretely see what’s possible in the future and to bring that vision to life.  Goals bring focus to your dreams and aspirations so that you can turn them into tangible outcomes.  They turn potential into performance and are essential to your well-being.  This approach that I call S.W.A.G. is proven to have a high success rate.  SWAG goals have four very important components that increase the likelihood of success.

  1.  Spicy goals have intent” and “motivation” that create a strong desire to do something.
  2. Winning goals have a clear outcomes and are measurable.  They identify the resources you need to achieve the outcomes you want.
  3. Aspiring goals have realistic and achievable actions that provide a roadmap and help you to stay on track.  The actions must be flexible enough to adjust when obstacle gets in the way.
  4. Goals include a commitment you make to yourself by establishing timelines and sequencing to ensure success.

I invite you this week is to select one of the important goals that you’ve identified and to develop it into a SWAG goal.  And be sure to build in celebrations as you reach important milestone moment towards this goal.  You can use this format to create inspired goals.

  1.  I am…  so that
  2. My goal is accomplished when…
  3. I need these resources to accomplish this goal.
  4. I am taking these actions…
  5. I will take these actions by…
  6. I will celebrate by…

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
When she was honoured during the 2006 US Tennis Open Championship, Billie Jean King, order a professional tennis player, told the crowd that when she was just five years old, she boldly announced to her mother she was going to do something important with her life.  With determination she created the possibilities needed to accomplish her goals. In the process became a role model for many women in professional tennis.

Goals allow you to concretely see what’s possible in the future and to bring that vision to life.  Goals bring focus to your dreams and aspirations so that you can turn them into tangible outcomes.  They turn potential into performance and are essential to your well-being.  This approach that I call S.W.A.G. is proven to have a high success rate.  SWAG goals have four very important components that increase the likelihood of success.

  1.  Spicy goals have intent” and “motivation” that create a strong desire to do something.
  2. Winning goals have clear outcomes and are measurable.  They identify the resources you need to achieve the outcomes you want.
  3. Aspiring goals have realistic and achievable actions that provide a roadmap and help you to stay on track.  The actions must be flexible enough to adjust when obstacle gets in the way.
  4. Goals include a commitment you make to yourself by establishing timelines and sequencing to ensure success.

I invite you this week is to select one of the important goals that you’ve identified and to develop it into a SWAG goal.  And be sure to build in celebrations as you reach important milestone moment towards this goal.  You can use this format to create inspired goals.

  1.  I am…  so that
  2. My goal is accomplished when…
  3. I need these resources to accomplish this goal.
  4. I am taking these actions…
  5. I will take these actions by…
  6. I will celebrate by…

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Each employee brings his or her own unique set of skills and strengths to the work they do. For example, order Sam may be your go-to person whenever you implement new systems because he loves to learn about new technologies and figure out how to use them to their full advantage. Everyone goes to Sam when they have technology issues. Julie may be your best problem-solver and loves a new challenge. Strengths are deeply rooted in the passions your employees have and they look for any opportunity to use those strengths. When employees can use their strengths, they make light of the work that must be done, even when the tasks are less appealing. Stress levels decrease and enjoyment increases. The best strategy then, is to identify the key strengths required to build a complimentary team; learn the strengths of each employee within the team, and leverage those strengths for the benefit of the team and the entire organization. If there are gaps, you can look to fill those when you select your next candidate. When focus is placed on leveraging strengths instead of weaknesses, employees perform at their best, surpass productivity expectations, and engagement levels soar.
Each employee brings his or her own unique set of skills and strengths to the work they do. For example, stuff Sam may be your go-to person whenever you implement new systems because he loves to learn about new technologies and figure out how to use them to their full advantage. Everyone goes to Sam when they have technology issues. Julie may be your best problem-solver and loves a new challenge. Strengths are deeply rooted in the passions your employees have and they look for any opportunity to use those strengths. When employees can use their strengths, troche they make light of the work that must be done, even when the tasks are less appealing. Stress levels decrease and enjoyment increases. The best strategy then, is to identify the key strengths required to build a complimentary team; learn the strengths of each employee within the team, and leverage those strengths for the benefit of the team and the entire organization. If there are gaps, you can look to fill those when you select your next candidate. When focus is placed on leveraging strengths instead of weaknesses, employees perform at their best, surpass productivity expectations, and engagement levels soar.
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, viagra sale to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.
Employees are hungry to learn and to grow their talents. One way to help them is to provide opportunities for mentoring.  A mentoring relationship is a two way conversation that allows employees to “pick the brain” of someone they know and trust, rx to ask the questions they may not ask their leaders and to learn from the person who is mentoring them because that person has already been in the role the employee aspires to doing. It works well for employees who are preparing for more responsibility and need exposure to others who have been in those roles. Mentoring can happen within your team, within your organization or outside your organization. It doesn’t need to be a formal program with complex processes. All that is needed is a quick guide on how to get the most out of mentoring experience. Organic mentoring where employees choose and approach the people they want to be mentored by works best. Mentoring relationships are valuable, whether they are done through a few high quality meetings or over a longer period of time. Encourage your employees to seek out and meet with mentors and watch them engage in the process. Become a mentor yourself and see how enriching the experience can be.

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Fear is powerful and has the ability to stop us dead in our tracks. Last week we looked at what fear is and how it manifests in our lives. Fear holds us back from pursuing our most important goals. And as long as we’re trying to move forward, ed it will always hang around. When it calls, viagra dosage we must summon all the courage we have to climb over it, push through it or overcome fear. These eight steps can help.
1. Acknowledge the fear you have and name it. Once you can put a name to it, its intensity dissipates.
2. Understand where the fear is coming from. Is it based on past experiences, fear of the unknown, or the opinions of others that are getting in the way?
3. Learn as much as you can about it which will give you the courage you need to move through the fear. The more you know about fear, the less power it has over you.
4. Focus on what you can control instead of what you can’t control. This will give you a real sense of empowerment.
5. Keep your focus on your ultimate goal, to help you move through the fear.
6. Build more courage by taking one small step through the fear. The first step is the hardest and once you’ve taken it, you will feel empowered to take more steps.
7. Remind yourself that failure is simply a result you’re not happy about. If you fail at first, try again.
8. If you continue to find it difficult to move beyond your fears, consider working with a coach or a psychologist. They can help you move forward.
Life’s too short and you have too many dreams and goals to pursue to allow fear to get in the way or to stop you from becoming all you can be.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Fear is powerful and has the ability to stop us dead in our tracks. Last week we looked at what fear is and how it manifests in our lives. Fear holds us back from pursuing our most important goals. And as long as we’re trying to move forward, viagra 40mg it will always hang around. When it calls, here we must summon all the courage we have to climb over it, push through it or overcome fear. These eight steps can help.

1. Acknowledge the fear you have and name it. Once you can put a name to it, its intensity dissipates.
2. Understand where the fear is coming from. Is it based on past experiences, fear of the unknown, or the opinions of others that are getting in the way?
3. Learn as much as you can about it which will give you the courage you need to move through the fear. The more you know about fear, the less power it has over you.
4. Focus on what you can control instead of what you can’t control. This will give you a real sense of empowerment.
5. Keep your focus on your ultimate goal, to help you move through the fear.
6. Build more courage by taking one small step through the fear. The first step is the hardest and once you’ve taken it, you will feel empowered to take more steps.
7. Remind yourself that failure is simply a result you’re not happy about. If you fail at first, try again.
8. If you continue to find it difficult to move beyond your fears, consider working with a coach or a psychologist. They can help you move forward.

Life’s too short and you have too many dreams and goals to pursue to allow fear to get in the way or to stop you from becoming all you can be.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Continuous learning is vital to business success, cost but often confused as being synonymous with extravagant learning events and high dollar spend. The best learning happens when it relates to the job your employees are doing and connected to your industry. There are many easy ways to keep learning vibrant. One is to read and discuss articles that are related to your work environment. Another is to encourage your employees to identify five to ten things they would love to learn more about and make that part of their learning objectives. It could be looking for white papers or new articles about your industry, joining a webinar about a topic of interest, taking an on-line course, or learning about another area of your business. With today’s access to information and free on-line learning resources, it is easier than ever to find quick ways to build on knowledge without having to spend significant resources. All you need to do is model the way by making continuous learning a part of your own development, and by creating a process for your employees to share what they learn with you and their colleagues. It will make learning meaningful and you won’t have to break the bank.

 

Dianne is a certified coach who is passionate about helping individuals and business leaders thrive as they successfully manage the dynamics of continual transitions.  She is the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information visit her website at www.inkiesta.com.

We all have multitude comfort zones in many areas of our life. We have these comfort zones because it easy and stress free. It requires so little effort to stay in the zone. So it’s not surprising that we feel afraid, uncomfortable, site and even a little resistant to go beyond those invisible boundaries. It’s like a signal is sent to the brain telling us we’ve reached the danger point. But maintaining our comfort zone can be costly. The primary yearning of individuals is to continue to learn and stretch beyond who we are today so we can become what we are capable of becoming. Regardless of how much we try to deny it, thumb we aren’t satisfied unless we do so. While moving our comfort zone is not easy, moving it just a little can be so liberating and open up new possibilities. Alan Alda sums it up nicely: “You have to leave the city of your comfort and go into the wilderness of your intuition… What you’ll discover will be yourself.” While it can seem daunting, there are ways to gently move beyond your comfort zone without creating too much chaos in your life.

  1. Decide what you want to change and be as specific as possible so you know what steps you’ll need to take.
  2. Choose only one thing to work on at a time so you don’t get overwhelmed.
  3. Start with small steps so you can build your confidence.
  4. Recognize and celebrate your success.

Each time you move your comfort zone you’ll feel the rippling effect of a pebble thrown in the water, each ripple a small risk towards something bigger. Have faith that your comfort level and your courage will grow with each small risk taken. Once you move beyond your comfort zone you will never again look back at the old level of comfort in the same way. You will have reached is a point of no return where you will be forever changed.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 

Engagement Tip # 24 – Continuous Learning Made Easy

Z Life is a Canvas

That’s why they invented paint brushes and crayons.  Go ahead and throw all the paint you can at your own life canvas and make it a true masterpiece!

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 
You’ve just received an invitation to an interview for your dream job. You’re excited and nervous. You make notes, pills review your resume, order try to anticipate questions from the job ad and prepare your answers. You jot down a few notes about your education, shop work experience, skills and maybe a few details about your hobbies and interests. You feeling confident as you go into the interview, until the dreaded question is asked. “Tell me about yourself.” You hum and sigh and show obvious discomfort in finding the right words to answer such a broad and open-ended question. You think to yourself, I’m blowing it, right out of the gate. The rest of the interview is a blur.

In many ways the question is not a fair one. It is way too broad, difficult to answer and almost impossible to rate. Many interviewers believe that this question will help the candidate relax when in fact it usually has the opposite effect. Here’s why. We are so much more than interviewers can ever see. They can get a glimpse of our personality through mannerisms, behaviours, words, expressions, and actions. But they can’t see our private thoughts, feelings, hopes, dreams, fears and doubts. To try to express all of this in one simple answer is daunting at best.

There is hope. The best way to answer this question is to tell the interviews a short story about one of the most important goals you’ve achieved, either at work or in your life. A great tool to use in preparing for such a wide-opened question is the iceberg metaphor.

Level one – above the surface. Give an overview of your goal. Explain what you were trying to do, what actions you took and what results you achieved. This will give the interviewer a good sense of your abilities, commitment to carry it through and some indication about your potential.

Level two – just below the surface. Add details about any challenges you faced, the actions you took to solve the issues, how you applied creativity and made choices. This will show the interviewer how you took control of the situation to create the outcome your wanted.

Level three – deep below the surface. Interviewers hope that by asking this broad question they will get at the heart of the candidate. Use the opportunity to express more about yourself as you answer this question. Describe what your thought process was, how you felt, what motivated you to achieve this goal and what you learned about yourself. This will give them clues about what energizes and motivates you, and how you do your best work.

Taking time to prepare for this question is probably the best investment you can make. It is highly likely you will be asked this question many times in your career. Practice telling your story, until you have it down to 60-90 seconds. It will give you more control and confidence and you’ll nail the interview.

 
You just received an invitation to an interview for your dream job. You’re excited and nervous. You make notes, review your resume, ed try to anticipate questions from the job ad and prepare your answers. You jot down a few notes about your education, order work experience, skills and maybe a few details about your hobbies and interests. You feeling confident as you go into the interview, until the dreaded question is asked. “Tell me about yourself.” You hum and sigh and show obvious discomfort in finding the right words to answer such a broad and open-ended question. You think to yourself, I’m blowing it, right out of the gate. The rest of the interview is a blur.

In many ways the question is not a fair one. It is way too broad, difficult to answer and almost impossible to rate. Many interviewers believe that this question will help the candidate relax when in fact it usually has the opposite effect. Here’s why. We are so much more than interviewers can ever see. They can get a glimpse of our personality through mannerisms, behaviours, words, expressions, and actions. But they can’t see our private thoughts, feelings, hopes, dreams, fears and doubts. To try to express all of this in one simple answer is daunting at best.

There is hope. The best way to answer this question is to tell the interviews a short story about one of the most important goals you’ve achieved, either at work or in your life. A great tool to use in preparing for such a wide-opened question is the iceberg metaphor.

Level one – above the surface. Give an overview of your goal. Explain what you were trying to do, what actions you took and what results you achieved. This will give the interviewer a good sense of your abilities, commitment to carry it through and some indication about your potential.

Level two – just below the surface. Add details about any challenges you faced, the actions you took to solve the issues, how you applied creativity and made choices. This will show the interviewer how you took control of the situation to create the outcome your wanted.

Level three – deep below the surface. Interviewers hope that by asking this broad question they will get at the heart of the candidate. Use the opportunity to express more about yourself as you answer this question. Describe what your thought process was, how you felt, what motivated you to achieve this goal and what you learned about yourself. This will give them clues about what energizes and motivates you, and how you do your best work.

Taking time to prepare for this question is probably the best investment you can make. It is highly likely you will be asked this question many times in your career. Practice telling your story, until you have it down to 60-90 seconds. It will give you more control and confidence and you’ll nail the interview.

 
Silence is not always golden. Holding back vital business information from employees, cialis especially when things are heading in the wrong direction, is usually the worst kept secret, and may keep you from finding the solutions that are critical to turn things around. Employees know when things aren’t going well.  They can see it and sense it from your behaviours or your language.  Be a courageous leader and let them know what’s going on, then, invite them to help you right the ship.  Send your employees a powerful message that “we’re all in this together”, one of the many great quotes from Steve Smith of the Red Green Show. You may not be able to fix your business’ financial issues with duct tape but you will go a long way in sending a powerful message to your employees that you need their help and value their contributions. At the end of the day, all employees want from their leaders is the truth; good, bad or ugly, so that they can do what needs to be done to keep the ship going in the right direction.
Silence is not always golden. Holding back vital business information from employees, pilule especially when things are heading in the wrong direction, adiposity is usually the worst kept secret, medications and may keep you from finding the solutions that are critical to turn things around. Employees know when things aren’t going well.  They can see it and sense it from your behaviours or your language.  Be a courageous leader and let them know what’s going on, then, invite them to help you right the ship.  Send your employees a powerful message that “we’re all in this together”, one of the many great quotes from Steve Smith of the Red Green Show. You may not be able to fix your business’ financial issues with duct tape but you will go a long way in sending a powerful message to your employees that you need their help and value their contributions. At the end of the day, all employees want from their leaders is the truth; good, bad or ugly, so that they can do what needs to be done to keep the ship going in the right direction.
Silence is not always golden. Holding back vital business information from employees, especially when things are heading in the wrong direction, is usually the worst kept secret, adiposity and may keep you from finding the solutions that are critical to turn things around. Employees know when things aren’t going well.  They can see it and sense it from your behaviours or your language.  Be a courageous leader and let them know what’s going on, then, invite them to help you right the ship.  Send your employees a powerful message that “we’re all in this together”, one of the many great quotes from Steve Smith of the Red Green Show. You may not be able to fix your business’ financial issues with duct tape but you will go a long way in sending a powerful message to your employees that you need their help and value their contributions. At the end of the day, all employees want from their leaders is the truth; good, bad or ugly, so that they can do what needs to be done to keep the ship going in the right direction.
Continuous learning is vital to business success, price but often confused as being synonymous with extravagant learning events and high dollar spend. The best learning happens when it relates to the job your employees are doing and connected to your industry. There are many easy ways to keep learning vibrant. One is to read and discuss articles that are related to your work environment. Another is to encourage your employees to identify five to ten things they would love to learn more about and make that part of their learning objectives. It could be looking for white papers or new articles about your industry, pills joining a webinar about a topic of interest, recipe taking an on-line course, or learning about another area of your business. With today’s access to information and free on-line learning resources, it is easier than ever to find quick ways to build on knowledge without having to spend significant resources. All you need to do is model the way by making continuous learning a part of your own development, and by creating a process for your employees to share what they learn with you and their colleagues. It will make learning meaningful and you won’t have to break the bank.

 

Dianne is a certified coach who is passionate about helping individuals and business leaders thrive as they successfully manage the dynamics of continual transitions.  She is the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information visit her website at www.inkiesta.com.

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Week 18 – How to Face Your Fears Head On

Stress is reaching epidemic proportions, cialis but are we paying attention?  It’s true that stress is a part of life. We experience stress related to financial pressures, sick relationship issues, pressure to achieve, workload demands, health issues and not having enough time the day to do everything that needs doing. Statistics Canada found that up to 30% of the population, aged 14-64, is experiencing high levels of stress. Sunlife found that as many as 77% of people have at least one source of stress that is either at an uncomfortable level or excessive.

But when do stress levels become too high? The twelve signs below are indicators that your stress levels may be getting too high and that you may be heading towards a dangerous level of stress that can affect your overall level of wellbeing.  Rate each indicator on the following scale:

1 = No concerns; 2 = Minimal concerned; 3 = Normal levels; 4 = Somewhat concerned; 5 = Very concerned

#

Stress Indicator

Rating

(1-5)

1 Your energy is much lower than normal and you have more unexplained aches and pains.
2 You’re not eating well and the guilt is mounting.
3 You’re sleeping more than usual because it’s the only way to unplug.
4 You find yourself withdrawing from social situations and have an increased desire to be alone.
5 You have no energy for your friends and family or for romantic relationships.
6 You feel emotionally spent most of the day.
7 You’re losing your sense of self.  You look in the mirror and ask: Who is this person?
8 You feel disconnected from your community.
9 You have trouble feeling and showing empathy for others.
10 You’re finding it difficult to concentrate and process basic information.
11 You see your grades or performance at work slipping.
12 You feel confused and forgetful, more than usual.

 

While a certain amount of stress is healthy and needed to perform effectively, the problem arises when stress reaches the point where it begins to affect your physical, psychological, social and intellectual wellbeing.  Based on the ratings you gave yourself on the indicators above, make a list of the potential causes of that stress. To deal with stress, we have to know the sources of it before we can take action.  Next week we’ll take a look at strategies to reduce stress.

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 
Fear is powerful and has the ability to stop us dead in our tracks. Last week we looked at what fear is and how it manifests in our lives. Fear holds us back from pursuing our most important goals. And as long as we’re trying to move forward, unhealthy it will always hang around. When it calls, viagra we must summon all the courage we have to climb over it, push through it or overcome fear. These eight steps can help.

1. Acknowledge the fear you have and name it. Once you can put a name to it, its intensity dissipates.
2. Understand where the fear is coming from. Is it based on past experiences, fear of the unknown, or the opinions of others that are getting in the way?
3. Learn as much as you can about it which will give you the courage you need to move through the fear. The more you know about fear, the less power it has over you.
4. Focus on what you can control instead of what you can’t control. This will give you a real sense of empowerment.
5. Keep your focus on your ultimate goal, to help you move through the fear.
6. Build more courage by taking one small step through the fear. The first step is the hardest and once you’ve taken it, you will feel empowered to take more steps.
7. Remind yourself that failure is simply a result you’re not happy about. If you fail at first, try again.
8. If you continue to find it difficult to move beyond your fears, consider working with a coach or a psychologist. They can help you move forward.

Life’s too short and you have too many dreams and goals to pursue to allow fear to get in the way or to stop you from becoming all you can be.

 

Dianne is a certified coach who helps individuals thrive as they successfully manage the dynamics of incessant demands; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information, visit the book page on this website. 

Engagement Tip # 23 – Keep The Creative Juices Flowing

It’s so easy to fall into the trap of traditional leadership views where only the leader has all the answers.  And how exhausting that must be for the leader. In the “busy-ness” of multiple priorities, case it may seem easier to tell employees what to do for the sake of expediency, instead of tapping into the genial ideas your employees have. But given the opportunity, employees will find innovative solutions to create easier ways of doing business; solve problems or increase productivity. Your employees are an immense resource just waiting for opportunities to engage in new and innovating ways to add value. Everyone benefits when leaders tap into those brilliant ideas and allow employees to lighten the load for everyone.
Now that you have a great goal to pursue, order one that is motivating and meaningful to you, pharmacy there are a few things you can do to guarantee you’ll achieve the success you want.  Like a garden, medicine a goal needs to be tended to if it is to flourish. The steps below will help you achieve the success you want.

  1. Weekly:  At the beginning of each week, take a few moments to make a list of all steps you will take over 5-7 days that week to accomplish one or two of the actions you have in your goal. Try to aim for 2-3 steps each day and keep in mind all the other life and work priorities you have, so that your calendar doesn’t get so full, it acts as a de-motivator. Life gets busy and it’s easy to get off track.  If weekends are too busy, you may not have time to work towards your goal on Saturdays and Sundays.
  2. Daily:  Add your 2-3 small steps to your daily planner. The act of writing down the steps in your planner is motivating, and because the steps are small, you’ll feel confident you can achieve them.  It is said that “a goal written down is a goal have done.” If the steps are in your planner, you are much more likely to make time to get these done.
  3. Nightly:  At the end of each day, take 5 minutes to review how you did.  If you were able all the steps you had planned to get done, congratulate yourself. Don’t worry that you miss a step here and there, just move it to the next day.

Too often we give up on goals because we feel overwhelmed by the sheer amount of work that is needed.  Worst, we feel guilty or inadequate when we fail to achieve the unachievable tasks we set out to do.  We fill our days with too many activities and berate ourselves for not getting all done. By breaking the actions from your goals into manageable steps, the likelihood of succeeding is much higher. You can do the same thing for all your other priorities. Forget the guilt when you have an off day and focus instead on what you did accomplish. Keep your eye on the ultimate prize which is the accomplishment of a meaningful goal and high value priorities that will enrich your life.

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities.  For more information, visit the other pages on the website.
Now that you have a great goal to pursue, order one that is motivating and meaningful to you, there are a few things you can do to guarantee you’ll achieve the success you want.  Like a garden, a goal needs to be tended to if it is to flourish. The steps below will help you achieve the success you want.

  1. Weekly:  At the beginning of each week, take a few moments to make a list of all steps you will take over 5-7 days that week to accomplish one or two of the actions you have in your goal. Try to aim for 2-3 steps each day and keep in mind all the other life and work priorities you have, so that your calendar doesn’t get so full, it acts as a de-motivator. Life gets busy and it’s easy to get off track.  If weekends are too busy, you may not have time to work towards your goal on Saturdays and Sundays.
  2. Daily:  Add your 2-3 small steps to your daily planner. The act of writing down the steps in your planner is motivating, and because the steps are small, you’ll feel confident you can achieve them.  It is said that “a goal written down is a goal have done.” If the steps are in your planner, you are much more likely to make time to get these done.
  3. Nightly:  At the end of each day, take 5 minutes to review how you did.  If you were able all the steps you had planned to get done, congratulate yourself. Don’t worry that you miss a step here and there, just move it to the next day.

Too often we give up on goals because we feel overwhelmed by the sheer amount of work that is needed.  Worst, we feel guilty or inadequate when we fail to achieve the unachievable tasks we set out to do.  We fill our days with too many activities and berate ourselves for not getting all done. By breaking the actions from your goals into manageable steps, the likelihood of succeeding is much higher. You can do the same thing for all your other priorities. Forget the guilt when you have an off day and focus instead on what you did accomplish. Keep your eye on the ultimate prize which is the accomplishment of a meaningful goal and high value priorities that will enrich your life.

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities.  For more information, visit the other pages on the website.
Most of the communication related to organizational changes continues to be delivered in a top-down mode. Leaders receive information from higher levels of the organization; pass it down to their employees and move on to the next task. With this style of communication it’s almost impossible for employees to engage with the new changes, viagra which often leads to unnecessary resistance. The main reason employees resist is that they have unanswered questions or they need time to process how the change fits with and impacts their work. Leaders can facilitate the process by creating feedback loops where employees can provide impressions, ask questions and clarify information to increase their understanding. Once they understand, vcialis 40mg employee will often provide input on how to adapt the change to their own work so they can adjust more quickly to the new reality. The feedback loop leads to continuous learning, early adoption and even process improvements. Everyone benefits.
Most of the communication related to organizational changes continues to be delivered in a top-down mode. Leaders receive information from higher levels of the organization; pass it down to their employees and move on to the next task. With this style of communication it’s almost impossible for employees to engage with the new changes, clinic which often leads to unnecessary resistance. The main reason employees resist is that they have unanswered questions or they need time to process how the change fits with and impacts their work. Leaders can facilitate the process by creating feedback loops where employees can provide impressions, check ask questions and clarify information to increase their understanding. Once they understand, employee will often provide input on how to adapt the change to their own work so they can adjust more quickly to the new reality. The feedback loop leads to continuous learning, early adoption and even process improvements. Everyone benefits.
The easy part is setting a goal.  Once it’s set, viagra sale we’re excited to get started and we go at it like there’s nothing else in the world.  Then reality hits, life gets in the way and the momentum stops.  Giving up is an option, but one that rarely feels good.  More often than not, the reasons we give up on a goal have more to do with time, the size of the goal and motivation for the goal.

  1. Time: Often we create great goals but forget to build in time each day to actually get them done.  We lead busy lives and it’s easy to lose track of our goals in the “busy-ness” of everyday priorities.
  2. Size: At the beginning of the year when we set New Year’s resolutions, we’re pretty motivated to do what needs to be done to achieve the resolution.  But we all know what happens a few weeks later.  Goals are the same way.  When they are too big or ambitious, it’s easy to get overwhelmed and to let them fizzle out.  To ensure success, break the goals down into steps that can be managed within the list of all other priorities that needs to get done.
  3. Motivation:  There are times when the motivation for the goal is not clear.  When that happens, the likelihood of giving up on the goal is much higher.  Motivation is the spicy part of a SWAG goal.  It is the intent and fundamental reason why you want to pursue a goal.  A goal is much more likely to get accomplished when intent and motivation are clear and the goals fits within the overall goals and dreams you have for your life.  If you find your motivation waning, take a look at the reason you set the goal and see if anything has changed.  If it has, it’s time to make adjustments to the goal.

Because goals need to be tended to, it’s important to make time each week to review your progress, identify any challenges and find way to either adjust the goal or make changes to help you stay on track.  Make sure you take in account all the other things that are happening in your life so that you can create steps that will fit rather than work against your other priorities.
The easy part is setting a goal.  Once it’s set, online we’re excited to get started and we go at it like there’s nothing else in the world.  Then reality hits, life gets in the way and the momentum stops.  Giving up is an option, but one that rarely feels good.  More often than not, the reasons we give up on a goal have more to do with time, the size of the goal and motivation for the goal.

  1. Time: Often we create great goals but forget to build in time each day to actually get them done.  We lead busy lives and it’s easy to lose track of our goals in the “busy-ness” of everyday priorities.
  2. Size: At the beginning of the year when we set New Year’s resolutions, we’re pretty motivated to do what needs to be done to achieve the resolution.  But we all know what happens a few weeks later.  Goals are the same way.  When they are too big or ambitious, it’s easy to get overwhelmed and to let them fizzle out.  To ensure success, break the goals down into steps that can be managed within the list of all other priorities that needs to get done.
  3. Motivation:  There are times when the motivation for the goal is not clear.  When that happens, the likelihood of giving up on the goal is much higher.  Motivation is the spicy part of a SWAG goal.  It is the intent and fundamental reason why you want to pursue a goal.  A goal is much more likely to get accomplished when intent and motivation are clear and the goals fits within the overall goals and dreams you have for your life.  If you find your motivation waning, take a look at the reason you set the goal and see if anything has changed.  If it has, it’s time to make adjustments to the goal.

Because goals need to be tended to, it’s important to make time each week to review your progress, identify any challenges and find way to either adjust the goal or make changes to help you stay on track.  Make sure you take in account all the other things that are happening in your life so that you can create steps that will fit rather than work against your other priorities.
Wait a minute! Leaders are supposed to give feedback to their employees, here not the other way around. This turns the concept of feedback on its head. There’s no doubt, viagra order it is a very uncomfortable notion for many leaders.  But having your employees give you constructive feedback is one of the most powerful ways to engage them and to develop as a leader. Leaders who are brave enough to ask their employees for feedback send a strong message of trust and mutual respect, not to mention a willingness to be vulnerable. When the employee and the leader are on equal footing, where titles don’t matter and meaningful conversation happens, you create incredible moments. So let your employees know that you want to grow as a leader and that they are in the best position to give you the feedback you need to continue to develop your leadership skills. It is a humbling experience, one that is rich and engaging for both the leader and the employee. It is the purest form of authentic leadership. 
It’s easy to become complacent in the face of routine and uninspiring tasks, buy which, sale in turn, prostate can lead to bad habits and lower productivity over time.  Routine often leads to boredom and kills creativity.  One way to ensure the creative juices will continue to flow abundantly is to keep learning and questioning.  Sharing tips, techniques and best practices about your industry and your work is a great way to spark new conversations that can lead to changes and ultimately lead to improvement and increased productivity. It also helps to change old perspectives and keep ideas fresh. Draw up a list of ideas from articles, blogs, news and journals. Task each employee to find out more information about the topic and ask one of your employees to present the information at your next team meeting. Make learning a standing agenda item and let your employees amaze you with the fresh and valuable information they bring to the table.  Not only will creativity soar, you’ll also have a built in learning process for yourself and your employees.

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Week 17 – Name That Fear

Z Life is a Canvas

That’s why they invented paint brushes and crayons.  Go ahead and throw all the paint you can at your own life canvas and make it a true masterpiece!

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 
You’ve just received an invitation to an interview for your dream job. You’re excited and nervous. You make notes, pills review your resume, order try to anticipate questions from the job ad and prepare your answers. You jot down a few notes about your education, shop work experience, skills and maybe a few details about your hobbies and interests. You feeling confident as you go into the interview, until the dreaded question is asked. “Tell me about yourself.” You hum and sigh and show obvious discomfort in finding the right words to answer such a broad and open-ended question. You think to yourself, I’m blowing it, right out of the gate. The rest of the interview is a blur.

In many ways the question is not a fair one. It is way too broad, difficult to answer and almost impossible to rate. Many interviewers believe that this question will help the candidate relax when in fact it usually has the opposite effect. Here’s why. We are so much more than interviewers can ever see. They can get a glimpse of our personality through mannerisms, behaviours, words, expressions, and actions. But they can’t see our private thoughts, feelings, hopes, dreams, fears and doubts. To try to express all of this in one simple answer is daunting at best.

There is hope. The best way to answer this question is to tell the interviews a short story about one of the most important goals you’ve achieved, either at work or in your life. A great tool to use in preparing for such a wide-opened question is the iceberg metaphor.

Level one – above the surface. Give an overview of your goal. Explain what you were trying to do, what actions you took and what results you achieved. This will give the interviewer a good sense of your abilities, commitment to carry it through and some indication about your potential.

Level two – just below the surface. Add details about any challenges you faced, the actions you took to solve the issues, how you applied creativity and made choices. This will show the interviewer how you took control of the situation to create the outcome your wanted.

Level three – deep below the surface. Interviewers hope that by asking this broad question they will get at the heart of the candidate. Use the opportunity to express more about yourself as you answer this question. Describe what your thought process was, how you felt, what motivated you to achieve this goal and what you learned about yourself. This will give them clues about what energizes and motivates you, and how you do your best work.

Taking time to prepare for this question is probably the best investment you can make. It is highly likely you will be asked this question many times in your career. Practice telling your story, until you have it down to 60-90 seconds. It will give you more control and confidence and you’ll nail the interview.

 
You just received an invitation to an interview for your dream job. You’re excited and nervous. You make notes, review your resume, ed try to anticipate questions from the job ad and prepare your answers. You jot down a few notes about your education, order work experience, skills and maybe a few details about your hobbies and interests. You feeling confident as you go into the interview, until the dreaded question is asked. “Tell me about yourself.” You hum and sigh and show obvious discomfort in finding the right words to answer such a broad and open-ended question. You think to yourself, I’m blowing it, right out of the gate. The rest of the interview is a blur.

In many ways the question is not a fair one. It is way too broad, difficult to answer and almost impossible to rate. Many interviewers believe that this question will help the candidate relax when in fact it usually has the opposite effect. Here’s why. We are so much more than interviewers can ever see. They can get a glimpse of our personality through mannerisms, behaviours, words, expressions, and actions. But they can’t see our private thoughts, feelings, hopes, dreams, fears and doubts. To try to express all of this in one simple answer is daunting at best.

There is hope. The best way to answer this question is to tell the interviews a short story about one of the most important goals you’ve achieved, either at work or in your life. A great tool to use in preparing for such a wide-opened question is the iceberg metaphor.

Level one – above the surface. Give an overview of your goal. Explain what you were trying to do, what actions you took and what results you achieved. This will give the interviewer a good sense of your abilities, commitment to carry it through and some indication about your potential.

Level two – just below the surface. Add details about any challenges you faced, the actions you took to solve the issues, how you applied creativity and made choices. This will show the interviewer how you took control of the situation to create the outcome your wanted.

Level three – deep below the surface. Interviewers hope that by asking this broad question they will get at the heart of the candidate. Use the opportunity to express more about yourself as you answer this question. Describe what your thought process was, how you felt, what motivated you to achieve this goal and what you learned about yourself. This will give them clues about what energizes and motivates you, and how you do your best work.

Taking time to prepare for this question is probably the best investment you can make. It is highly likely you will be asked this question many times in your career. Practice telling your story, until you have it down to 60-90 seconds. It will give you more control and confidence and you’ll nail the interview.

 
Silence is not always golden. Holding back vital business information from employees, cialis especially when things are heading in the wrong direction, is usually the worst kept secret, and may keep you from finding the solutions that are critical to turn things around. Employees know when things aren’t going well.  They can see it and sense it from your behaviours or your language.  Be a courageous leader and let them know what’s going on, then, invite them to help you right the ship.  Send your employees a powerful message that “we’re all in this together”, one of the many great quotes from Steve Smith of the Red Green Show. You may not be able to fix your business’ financial issues with duct tape but you will go a long way in sending a powerful message to your employees that you need their help and value their contributions. At the end of the day, all employees want from their leaders is the truth; good, bad or ugly, so that they can do what needs to be done to keep the ship going in the right direction.
Silence is not always golden. Holding back vital business information from employees, pilule especially when things are heading in the wrong direction, adiposity is usually the worst kept secret, medications and may keep you from finding the solutions that are critical to turn things around. Employees know when things aren’t going well.  They can see it and sense it from your behaviours or your language.  Be a courageous leader and let them know what’s going on, then, invite them to help you right the ship.  Send your employees a powerful message that “we’re all in this together”, one of the many great quotes from Steve Smith of the Red Green Show. You may not be able to fix your business’ financial issues with duct tape but you will go a long way in sending a powerful message to your employees that you need their help and value their contributions. At the end of the day, all employees want from their leaders is the truth; good, bad or ugly, so that they can do what needs to be done to keep the ship going in the right direction.
Silence is not always golden. Holding back vital business information from employees, especially when things are heading in the wrong direction, is usually the worst kept secret, adiposity and may keep you from finding the solutions that are critical to turn things around. Employees know when things aren’t going well.  They can see it and sense it from your behaviours or your language.  Be a courageous leader and let them know what’s going on, then, invite them to help you right the ship.  Send your employees a powerful message that “we’re all in this together”, one of the many great quotes from Steve Smith of the Red Green Show. You may not be able to fix your business’ financial issues with duct tape but you will go a long way in sending a powerful message to your employees that you need their help and value their contributions. At the end of the day, all employees want from their leaders is the truth; good, bad or ugly, so that they can do what needs to be done to keep the ship going in the right direction.
Continuous learning is vital to business success, price but often confused as being synonymous with extravagant learning events and high dollar spend. The best learning happens when it relates to the job your employees are doing and connected to your industry. There are many easy ways to keep learning vibrant. One is to read and discuss articles that are related to your work environment. Another is to encourage your employees to identify five to ten things they would love to learn more about and make that part of their learning objectives. It could be looking for white papers or new articles about your industry, pills joining a webinar about a topic of interest, recipe taking an on-line course, or learning about another area of your business. With today’s access to information and free on-line learning resources, it is easier than ever to find quick ways to build on knowledge without having to spend significant resources. All you need to do is model the way by making continuous learning a part of your own development, and by creating a process for your employees to share what they learn with you and their colleagues. It will make learning meaningful and you won’t have to break the bank.

 

Dianne is a certified coach who is passionate about helping individuals and business leaders thrive as they successfully manage the dynamics of continual transitions.  She is the author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information visit her website at www.inkiesta.com.

Fear is the single, order biggest obstacle preventing us from achieving our most cherished dreams and goals. What are we afraid of, exactly? Are we afraid we’ll succeed beyond our wildest dreams or that we’ll feel shameful in our greatest defeats? Fear is a great paradox. We fear the things we want the most, and at the same time, fear will always be a constant companion when we stretch ourselves and reach for our goals. It’s natural to feel fear. But when it gets in the way of what we most need to do, it becomes an obstacle. Fear comes in many disguises:

  • We make excuses to avoid doing or saying what we know we need to do or say.
  • We avoid doing what is necessary by distracting ourselves with mindless and meaningless activities, like surfing the net or watching TV.
  • We procrastinate and in the process harbour all the guilt that comes with knowing that we are holding back.
  • We deny, to ourselves and to others, the importance of what it is we must do.
  • We develop habits that serve to protect us from our fears, but do little for our peace of mind.

The danger of staying stuck in fear is that we will end up with an ocean of regrets and a litany of coulda, woulda, shouldas.  And we don’t want that. This week, take a few moments to name the fears you have about reaching your most important dreams and goals. Next week we’ll look at a process to overcome and move through those fears.

Engagement Tip # 22 – Play To Your Employees’ Strengths

Mark Victor Hanson. Co-creator of Chicken Soup for The Soul, online once said: “By recording your dreams and goals on paper, you set in motion the process of becoming the person you must want to be. Put your future in good hands, your own.” Last week you focused on creating a bucket list of possibilities for your life and work.  But a list is just a list, unless it gets converted into specific goals with target dates. This week, use your reflection time to categorize you bucket list into goals with general timelines. Don’t worry about creating detailed actions to bring those goals to reality.  At this point you are just trying to get your list of goals into general timelines that feel right. Next week, we’ll work on creating more detailed goals that include actions, timelines and outcomes.

  1.  Think Big: In 10 years I am accomplishing…
  2. Think Mid-Term: In 5 years I am accomplishing…
  3. Think Short-term: In 2-3 years I am accomplishing…
  4. Think Right Now: In the next 6-12 months, I am accomplishing…  (1-2 big goals maximum, 3-5 small goals)

 

Dianne is a business and life coach who helps clients thrive as they successfully manage the dynamics of continual transitions.  She is the author of: If There Are No Limits… A guide to living with passion, purpose and possibilities. 
Mark Victor Hanson. Co-creator of Chicken Soup for The Soul, search once said: “By recording your dreams and goals on paper, drug you set in motion the process of becoming the person you must want to be. Put your future in good hands, your own.” Last week you focused on creating a bucket list of possibilities for your life and work.  But a list is just a list, unless it gets converted into specific goals with target dates. This week, use your reflection time to categorize you bucket list into goals with general timelines. Don’t worry about creating detailed actions to bring those goals to reality.  At this point you are just trying to get your list of goals into general timelines that feel right. Next week, we’ll work on creating more detailed goals that include actions, timelines and outcomes.

  1.  Think Big: In 10 years I am accomplishing…
  2. Think Mid-Term: In 5 years I am accomplishing…
  3. Think Short-term: In 2-3 years I am accomplishing…
  4. Think Right Now: In the next 6-12 months, I am accomplishing…  (1-2 big goals maximum, 3-5 small goals)

 

Dianne is a business and life coach who helps clients thrive as they successfully manage the dynamics of continual transitions.  She is the author of: If There Are No Limits… A guide to living with passion, purpose and possibilities. 
Leadership is about mentoring and coaching, remedy not telling.  The essence of creating a strong bond with employees is using those teachable moments where you and your employee can engage in meaningful dialogue that leads to new insights and better ways to perform, adiposity for both.  It is an extremely humbling experience to coach someone and a role that is often ignored.  While in coaching mode, a leader gets to walk the talk and help the employee grow.  It’s a two-way process that allows employees to ask questions, process information, figure out what’s not working and find ways to resolve issues and address gaps. A coaching relationship calls for both the employee and the leader to show their vulnerabilities and to share their experiences so they can both be enriched by the experience.  In a coaching environment, leaders have an opportunity to help their employees grow in a supportive and caring environment.
Leadership is about mentoring and coaching, remedy not telling.  The essence of creating a strong bond with employees is using those teachable moments where you and your employee can engage in meaningful dialogue that leads to new insights and better ways to perform, tadalafil for both.  It is an extremely humbling experience to coach someone and a role that is often ignored.  While in coaching mode, adiposity a leader gets to walk the talk and help the employee grow.  It’s a two-way process that allows employees to ask questions, process information, figure out what’s not working and find ways to resolve issues and address gaps. A coaching relationship calls for both the employee and the leader to show their vulnerabilities and to share their experiences so they can both be enriched by the experience.  In a coaching environment, leaders have an opportunity to help their employees grow in a supportive and caring environment.
When she was honoured during the 2006 US Tennis Open Championship, pharm Billie Jean King, erectile a professional tennis player, told the crowd that when she was just five years old, she boldly announced to her mother she was going to do something important with her life.  With determination she created the possibilities needed to accomplish her goals. In the process became a role model for many women in professional tennis.

Goals allow you to concretely see what’s possible in the future and to bring that vision to life.  Goals bring focus to your dreams and aspirations so that you can turn them into tangible outcomes.  They turn potential into performance and are essential to your well-being.  This approach that I call S.W.A.G. is proven to have a high success rate.  SWAG goals have four very important components that increase the likelihood of success.

  1.  Spicy goals have intent” and “motivation” that create a strong desire to do something.
  2. Winning goals have a clear outcomes and are measurable.  They identify the resources you need to achieve the outcomes you want.
  3. Aspiring goals have realistic and achievable actions that provide a roadmap and help you to stay on track.  The actions must be flexible enough to adjust when obstacle gets in the way.
  4. Goals include a commitment you make to yourself by establishing timelines and sequencing to ensure success.

I invite you this week is to select one of the important goals that you’ve identified and to develop it into a SWAG goal.  And be sure to build in celebrations as you reach important milestone moment towards this goal.  You can use this format to create inspired goals.

  1.  I am…  so that
  2. My goal is accomplished when…
  3. I need these resources to accomplish this goal.
  4. I am taking these actions…
  5. I will take these actions by…
  6. I will celebrate by…

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
When she was honoured during the 2006 US Tennis Open Championship, Billie Jean King, order a professional tennis player, told the crowd that when she was just five years old, she boldly announced to her mother she was going to do something important with her life.  With determination she created the possibilities needed to accomplish her goals. In the process became a role model for many women in professional tennis.

Goals allow you to concretely see what’s possible in the future and to bring that vision to life.  Goals bring focus to your dreams and aspirations so that you can turn them into tangible outcomes.  They turn potential into performance and are essential to your well-being.  This approach that I call S.W.A.G. is proven to have a high success rate.  SWAG goals have four very important components that increase the likelihood of success.

  1.  Spicy goals have intent” and “motivation” that create a strong desire to do something.
  2. Winning goals have clear outcomes and are measurable.  They identify the resources you need to achieve the outcomes you want.
  3. Aspiring goals have realistic and achievable actions that provide a roadmap and help you to stay on track.  The actions must be flexible enough to adjust when obstacle gets in the way.
  4. Goals include a commitment you make to yourself by establishing timelines and sequencing to ensure success.

I invite you this week is to select one of the important goals that you’ve identified and to develop it into a SWAG goal.  And be sure to build in celebrations as you reach important milestone moment towards this goal.  You can use this format to create inspired goals.

  1.  I am…  so that
  2. My goal is accomplished when…
  3. I need these resources to accomplish this goal.
  4. I am taking these actions…
  5. I will take these actions by…
  6. I will celebrate by…

 

Dianne is a business and personal coach who helps individuals thrive as they successfully manage the dynamics of continual transitions; and author of a new book: If There Are No Limits… A guide to living with passion, purpose and possibilities. For more information or to sign up for her newsletter, visit www.inkiesta.com
Each employee brings his or her own unique set of skills and strengths to the work they do. For example, order Sam may be your go-to person whenever you implement new systems because he loves to learn about new technologies and figure out how to use them to their full advantage. Everyone goes to Sam when they have technology issues. Julie may be your best problem-solver and loves a new challenge. Strengths are deeply rooted in the passions your employees have and they look for any opportunity to use those strengths. When employees can use their strengths, they make light of the work that must be done, even when the tasks are less appealing. Stress levels decrease and enjoyment increases. The best strategy then, is to identify the key strengths required to build a complimentary team; learn the strengths of each employee within the team, and leverage those strengths for the benefit of the team and the entire organization. If there are gaps, you can look to fill those when you select your next candidate. When focus is placed on leveraging strengths instead of weaknesses, employees perform at their best, surpass productivity expectations, and engagement levels soar.

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