While the ‘will I? won’t I?’ we experience when considering making a change is often uncomfortable and seemingly unrewarding, [...]]]> Well Yes and No.

While there is obviously a degree of humour in this statement, it is important also to recognise that thinking two ways about the same thing is a junction along every change journey.

While the ‘will I? won’t I?’ we experience when considering making a change is often uncomfortable and seemingly unrewarding, it is NORMAL and perfectly healthy!!

To help yourself resolve ambivalence it is often productive to consider, even write down A) what are the benefits of letting things stay the way they are? B) what will be made better by me achieving this change?

Compile these lists and read them to yourself using the word AND to bring them together, so for example I enjoy X, Y & Z about smoking and A, B & C would be better when I stop. Now ask yourself what do you want or need to do next about smoking and write the answer down. you may wish to elaborate on your answer by considering the who, what, where, when. and how? of this next step.

For more information on making change happen and the support offered by our coaches contact Glenn at coach@glennhinds.com or ring +44(0)2871860148 or +44(0)7763764486.

Patience  is the state of endurance under difficult circumstances, which can mean persevering in the face of delay or provocation without acting on annoyance/anger in a negative way; or exhibiting forbearance when under strain, especially when faced with longer-term difficulties. Patience is the level of endurance one can take before negativity. It is also [...]]]>

Patience  is the state of endurance under difficult circumstances, which can mean persevering in the face of delay or provocation without acting on annoyance/anger in a negative way; or exhibiting forbearance when under strain, especially when faced with longer-term difficulties. Patience is the level of endurance one can take before negativity. It is also used to refer to the character trait of being steadfast.

When and How does your Patience get tested?

What do you think about da Vinci’s take on it?

Patience serves as a protection against wrongs as clothes do against cold. For if you put on more clothes as the cold increases, it will have no power to hurt you. So in like manner you must grow in patience when you meet with great wrongs, and they will then be powerless to vex your mind.
Leonardo da Vinci (1452 – 1519)

Many descriptions of what makes successful managers include the notion of being able to motivate others. It is often surprising to many managers that it is all about money. While people need to feel that they are fairly rewarded, money by itself is not a long term motivator.

So how can you motivate [...]]]>

Many descriptions of what makes successful managers include the notion of being able to motivate others. It is often surprising to many managers that it is all about money. While people need to feel that they are fairly rewarded, money by itself is not a long term motivator.

So how can you motivate staff, even when money is tight?

1. Give them praise. Most people go out of their way to do a decent job. When people have done a good job, let them know you noticed by praising them.
2. Support their development. Few people want to turn up and do the same thing day in and day out. They want the opportunity to grow and develop. If you actively support this, you will be surprised at the impact it has.
3. Set them a challenge. Sometimes it is great to be in our comfort zone. At the same time, it is not a great place to be long term. Provide new challenges to people so that they keep growing.
4. Get them working on a project. Getting people working on projects builds skills, experience and job satisfaction. It also develops what are sometimes referred to as ‘softer skills’, like communication, team working and networking. What project could you get them involved in?
5. Give them feedback. We all, to a greater or lesser extent, thrive on feedback. Don’t wait for the annual appraisal. Make feedback a habit.
6. Ask them. It might be stating the obvious but when was the last time you asked people what motivates them? If you know what motivates, you have a better chance of doing it well

Listen to UNDERSTAND

Many of us are taught to speak and to write but how many of us are really skilled at listening? Too often we are more interested in getting our points across than getting results. By listening to others and hearing what was said – what was meant – and how he/she felt will ensure you hear what is really being said and thus equip you to convey genuine UNDESTANDING of the individual or group. People respond positively to those that take the time to understand – and are often flexible in their position when the other then explains their perspective. To be Understood, first seek to Understand.

Change is a process not an event.

It is important to remember wanting, needing, and knowing you can change are part ingredients in the motivational pie. We all know people who say they could change tomorrow if they wanted to but just don’t want to or individuals who say they really would love to change but can’t! These statements offer insight into the reality that people only enter into a change process when it is IMPORTANT ENOUGH and they are CONFIDENT they WILL SUCCEED. Where one or both of these factors is diminished the individual is less likely to try – thus avoiding the discomfort of failure. And remember just because they are not doing it does not mean they are not motivated, it usually means they are not motivated enough YET. Explore what the next step is towards the goal rather than just focussing on the goal.

In the giving you shall receive

We all know that our best people have their own aspirations, desires and things that they want to achieve and sometimes as leaders we might be resistant to being too helpful to others, fearing that they might leave. The reality is that, if you are someone who has a bias for helping others achieve, you will get that returned many times over in terms of commitment and support.

As the New Year approaches some of you may already be considering how you would like 2012 to turn out, and the changes you would like to introduce. Good for you!

The thinking behind any change is most often split into two camps – the why and the why not. So by taking [...]]]>

As the New Year approaches some of you may already be considering how you would like 2012 to turn out, and the changes you would like to introduce. Good for you!

The thinking behind any change is most often split into two camps – the why and the why not. So by taking time to consider these arguments before you decide the how, when, where and with whom, you are increasing the likelihood of a successful outcome.

The frustration of being in two minds can sometimes put you off making an effort, as it’s proof that ‘I don’t really mean it’ or that ‘I’m no good at this sort of thing’. What is really important to know, however, is that this ‘will I, won’t I?’ thinking is called ambivalence.  Ambivalence is perfectly normal and indeed a healthy part of behaviour change. Essentially what your mind is endeavouring to do is to help you make the right decision about this change in the context of everything else that is going on for you. The more you can understand these points of confusion the better your decision making is likely to be. So, although this may sound counter-intuitive, take some time to consider the benefits of staying the same. Notice what you like about the behaviour, and look at it from a couple of angles. If you are wanting to get fitter and going to the gym is on your list of changes, then staying the same will mean not having to get up early or to rearrange your days, or have the kids looked after … Running counter to this is the benefit of the change – feeling fitter, a more attractive figure, a general sense of well-being, or the knowledge that you are doing something for yourself… The number of items on each side of the argument does not predict the level of influence on your decision as each item will be weighted differently. One reason to change may outweigh four or five reasons to stay the same.

It is important that you take some time to ensure you have an overview of your thinking.  Consider what you will do next to move the process forward for yourself. Consider only the next step, rather than trying to identify and resolve all the steps necessary. Small steps leading to small successes are directly correlated to positive outcomes. So buying trainers, talking to my partner/parents/friends about the support I need, ringing the gym to find out about times of classes, are all examples of steps along the way to making progress.

Often, individuals only focus on why they need to change.  They become frustrated with themselves when the process proves to be more difficult than anticipated, resulting in decreasing levels of motivation and increasing negativity. Seeing both sides of the argument before setting off on the journey bolsters an individual’s resilience and improves success as challenges that arise are often anticipated, recognised and responded to with improved effectiveness than might otherwise be the case.

As you prepare for your new year’s resolution take into account that change is a process that begins with thinking and understanding, moving through experimentation, learning and adaptation to arrive at resolution. Changing your mind is part of moving forward and is to be expected, so when at first you don’t succeed, (don’t be surprised), and try, try again.

There [...]]]>

Juggling the Truth?

There is no such thing as an unmotivated person.

If I was you, I would do it differently is nonsense.

It’s not my job to fix my clients/patients/service users, because none of them are broken.

Let me know what you think?