I have been thinking about how powerful living in the present can be. Totally free of worry about what happened before, learning from past mistakes but not letting the thoughts around them intrude into the present.  Living without concern that this or that might happen - it might, but then again it might not!  The present is really all we have that we can say with certainty.  It can be a difficult present that bring up future thoughts such as where will the next client come from, or how can I survive in this economic climate?  But if I think of how things are right now, well it’s really not that bad.  I have time to research, time to explore creatively my next steps and my bank balance although not too healthy, is not yet in the red.  Certainly not at the very present moment!!  I am healthy too and feel good.  The sun is pouring through the window of my office as I type this blog and as I look around the first daffodills are attempting to open their buds to the advancing spring.  I am prepared for my coaching workshop with all the handouts ready and I even know in my mind what I am going to cook for dinner. 

We can focus on the gloom and doom around us - and there’s plenty at the present but we can also choose to focus on the present moment and see what advantages that throws up.  Today  - right now for me it throws up time to think, to improve the quality of my attention to what “is”  - using the quiet down time to reflect on what is actually going on for me right now and to nurture what is good in my life and what I can be grateful for.  Do I really want to focus on somewhere I am not, someone I cannot be, what might happen?  That seems to be a kind of self thought distruction.  This does not mean that I am never going to plan for my future but it means that I will not allow frustration or discontent to cloud my present.   It is not the plans or facts that hinder us but our thoughts around them.  When they start to take us over that’s when we become unhappy or anxious.  So what’s right now for me? I am glad that I even have time to stop and notice as I am writing,  that currently these thoughts feel good, calm and light -  like the sun on the daffodills.

This week we have been preparing to do a presentation on coaching for over 100 people.  Doing a presentation for this number of people presenta a challenge as you would like to make the day as interactive as possible.  Dividing the delegates into smaller groups for discussion and then getting one person to feed back to the whole group is a way of overcoming a sea of hands and everyone wanting to speak at once.

One thing we have also been considering is the different skills and backgrounds of the group.  Do they all want the same from the presentation?  Are their needs different? How can we meet all their needs and still give value for money?

Getting clarity from the client at the outset is key to a successful presentation.  The make-up of the group, their expectations, any tensions or areas to avoid, what people are wanting to go away with, all this information can aid the process.  Also we have found out about the equipment that will be available on the day and made sure that the layout of the room is convenient for all participants. 

It is exciting to speak to so many people about coaching.  A real opportunity to show how supportive, non-judgemental and genuinely appreciative of people’s potential coaching can be.  How it can effect dramatic changes that ensure the outcomes people really want in their lives.  How important it is for coaches to build up their own essential coaching skills and coaching presence for those changes to happen. 

Now I’m off to put all the materials onto my memory stick and to prepare the handouts for printing. (The client is usually more than happy to do this if you ask)

What a great opportunity, I’m looking forward to it!

Yesterday I was coaching a client in London who works for a large insurance company in the city.  She has been recently promoted and her current Boss (Mr X) has a totally different approach to that of her previous one (Mr Y).  She has really struggled with this relationship and asked for an executive coach to support her.

After the first couple of sessions she was encouraged to consider the relationship in a different light.  She realised that she had expected the same reactions and attitude from Mr Y as she had had from Mr X.  She began to consider that it may be partly due to her own behaviour that was having an effect on the relationship. She had been so happy with her former Boss she had begun resenting the current one and was feeling angry and frustrated as a result.

She began to look at the differences in character of both men and consider ways of working positively with Mr Y.  She understood that this relationship may not be as ideal as the previous one but she loved her job and wanted to make things work.

After the forth coaching session she had come up with alternative ways of working and had gained the respect of her team and her current Boss.  She had noticed that he disliked certain methods of communication and that by adapting her style she could ensure a more positive response.  She explained the ways of working she had been used to and her new Boss was also prepared to take that into account and make small but significant changes.  So much so, that his own behaviour towards her improved and she was able to move forward more positively.

We all have different filters and ways at looking at things that will be different from those of others.  We do not need to throw out our own beliefs and personal views, just understand that others may not share them.  If we are prepared to look at situations and relationships with an element of flexibility we may find that others respond differently and that they may surprise us.

How often have you got everything in your head about what you need to do but there is just no time to get it all down? When I present at a conference or create voice workshops I have a wealth of ideas in my head but getting it down in a list seems so much like a chore. Enter the “planning circles” Many of my clients have now adopted this technique to help them to get focus and clarity.

Ideas are the life blood of any business. They allow you to imagine the possibilities and explore the opportunities available. They are also where many people stumble and fall. Why is this? In many cases the ideas fill your head so that in actual fact nothing gets done at all. You are inspired, you feel great but those vital steps to get you started just never happen. “This idea is good but so is this one…what if I created both that would be amazing. I could …..”and so on.

I saw a great presentation once that ended in someone lighting a candle and then asking the audience “So I’d like you to close your eyes and imagine blowing out this candle” Everone closed their eyes. “Now, keeping your eyes shut really believe you can blow out the candle” Then when the audience opened their eyes they saw that the candle was still burning brightly. “Well,” said the presenter “You can think and believe things will happen but it’s only when you take action that things will really change - phuff!” (He blew out the clandle)

Creating a design with each section divided into small chunks can be very liberating. All those ideas suddenly become focused into a plan of action. You begin to see clearly which steps you need to take first, which ideas link into others and then you’re head becomes less cluttered. You have a real plan that works for you and keeps you focused.

Think about what kind of design would work for you to create your ideas on. I choose circles but several of my clients chose blocks, clouds, petals etc. Then place them one on top of the other leaving spaces in between and joining them with arrows asending. Leave enough space in each circle (your design) so that you can write about 5-6 bullet points. I divide mine into months using about 4-5 bullet points for each week.

I am looking at my asending circles as I write this. It is pinned to my corkboard in front of me. I have written goals for each month so that I keep to my schedule. Some ideas are colour coded as this helps me to link my ideas and see the progression.

Ideas, possibilities and projects need not be a chore. You can achange your designs to suit your mood or a particular project. One of my associates liked the simplicity of planning circles and now uses them to help his staff focus their ideas and plan projects. The applications are enless. Give it a try - turn your possibilities and good ideas into a planning design of your choice.

Jackie Arnold

Today I signed my contract for the new book “Coaching Skills for Leaders in the Workplace” this is very exciting as I have wanted to write a book on coaching for several years. As the owner and principal of a language school from 1988 - 2001 I would have liked a coach or mentor to support me through the transition from teacher to manager.

It is not always apparent that when we do something well we are not necessarily good at running our own businesses in that field. The E-Myth by Michael E Gerber was a very valuable tool during those formative years and he demonstrated that many small businesses fail through lack of key management and people skills.

Coaching is the best tool I have come across to support people in the workplace. It empowers people to take ownership and responsibility for their CPD and releases senior managers leaders to carry out their own roles. Too often managers are fire-fighting and dealing with issues that are brought to them by their staff. The realisation they do not need to have all the answers is very liberating. It certainly was for me! Of course we want to help our staff to succeed. We are keen for them to do things “right” but we may be blind to the fact that our way is not always the “right” way. People have different views of the world and their filters are often not the same as those of their managers.

Take an example of a manager who is very action orientated. She likes to get things done and is not really too concerned about the details. Her direct report is a woman who likes to consider all the options before coming to a decision and feels more comfortable when she has read through all the information. Unless, as managers, we are able to recognise that others may do a task differently but may also be just as effective we will not get the best from our people. This is where coaching can be so valuable. It can raise our awareness of how others see the world and operate within it. It can help us to see that by “fixing it” for our staff it is not necessarily the best way for them. Giving them back the responsibility and allowing them to make mistakes without judgement enables them to grow. It increases their confidence and self-worth.

If you or any of your colleagues are coaching as part of your role within an organisation I would love to hear from you. How do you coach your staff? As a line manager can you coach your staff effectively and non-judgementally? Do you have any useful case studies you can share.

Many thanks for your input

Jackie Arnold

Keeping on track during your presentation:

When someone gets lost in a presentation, chances are they are getting lost while trying to make a transition between the various components.
For example, I noticed during a speech last week that I had moved from the opening to the first main point with no real sign-post to let people know. This can also happen when moving from main point to main point, or from the body to the closing. It’s all about planning the language and gestures in advance so people know where you’re going.

I often use specific language to transition from openings to the body such as “Let’s get started on the first topic…,” or “My first main point is…” or “First let’s ask ourselves what we need to consider…” or “OK, so what are the real issues here? Let’s consider..” Asking a question is also a great technique to start the main body of a speech or presentation. “I wonder if you knew that…?” or “Have you ever considered..?” You do not need an answer to the question but it serves to involve the audience from the outset. That’s what I should have planned to do in the example above.

Between the main points I often use something like, “That gives you the outline, now let’s talk about some of the details,” or “The second point I’d like to bring to your attention is ..” or “Following on from this ..” or “Moving to the next point, I’d like to focus on…” It was obvious that I had not planned my speech on that occasion, as well as I usually do. This was a definate wake-up call for me!

I also plan in advance for transitions using visual aids or moving to a different location on the platform as it can be very effective. Combining verbal cues with a physical change adds to the impact. A powerful technique when finishing a presentation is to move towards the audience prior to making your closing statements. This will add emphasis to what you are saying and enable the audience to become more involved.

The closing is probably the most important, yet often most
neglected, part of a presentation. People will always remember what you said
last! Every closing should include a recap of your main points. Simply end your presentation by summarising the key ideas you have covered. It is good to end on a quote or a startling fact.

Making these important transitions seems really quite obvious but I am glad that I noticed my error last week as it gave me the opportunity to re-visit my planning strategies for the future.

Jackie Arnold
Voice Coach

The new Institute of Leadership and Management Coaching and Mentoring Qualifications have been put onto the ILM site. I was looking at the differences between the Awards and Certificates and noticed that at Certificate level the supervised coaching hours has increased. This is a definate forward step as people coaching in the workplace need at least 12 hours to practice their skills. In the courses we have been running we have made sure that people are buddy coaching and “hot seat coaching” in the workshops. Hot seat coaching is a wonderful way to learn coaching skills even if it can be a bit daunting at first. It’s a bit like speaking in public for the first time with no idea of the topic!

I have recently completed a coaching supervision diploma with the CSA and another element of the new ILM qualifications is how people are supervised during the training. This is also a great step forward as coaches need support in the first years as they hone their skills. We all need to reflect on our sessions and discover what it was that prompted a certain intervention at a certain time. It is useful to consider the reaction we may have “wanted” our coachee to take and how much we actually influence their decision. Coaching at it’s purest is when the coach can set aside his or her own ideas and suggestions and allow the coachee to develop their own. This is particularly difficult when you are a line manager coaching your direct reports. It is a matter of taking the line manager’s “hat” off, setting aside knowledge you already have and focusing on the present moment without judgement. Easy to say but it needs support and practice to do. Some people have told me they feel it is better not to coach your direct reports, I disagree. If you are a good manager you will be able to use coaching skills whatever the occasion.

For example if you are faced with a member of your staff who is obviously struggling with a problem your normal reaction may be to “fix” the problem for them. If you asked them what they felt would solve the problem you may be surprised at what they come up with. If they ask again you would probably suggest something but if you take the time to listen to their own solutions may just unlock untapped potential. Not only that, you would free up your own time as people would begin to realise you were not always giving them solutions and they start finding their own.

When I frist started coaching I began to ask my staff more about what they thought and I was really amazed at the talent I had overlooked. As a manager people just need your confidence in their ability and then they will grow in self worth. They will begin to believe that their ideas really matter and that they are listened to.

Jackie Arnold

I heard this phrase this week and it made me think “If you make a connection to your audience you are no longer alone.”

I chatted to people at work and I realised that if you have your audience with you it becomes a “conversation” rather than a speech. I think that making a personal connection is the best way to reduce anxiety.

I came up with these bullet points that may help with that “conversation”:

· Ask a direct question – when you ask one (or all) you have a response – you are no longer alone.

· Ask a hypothetical question – What do you imagine would happen if…..
Would you agree that if we ….I have often wondered if…

· Make a surprising statement – give a startling fact
Research indicates that… Didi you know that…..

· Bring in experiences you have shared with your audience (if possible)
Do you remember when we …..Going back to ….I expect you recall
that…

· Announce some interesting news/information (do your homework!)

· Create possibilities for the audience to make gestures or actions
Ask for a show of hands…..get people to close their eyes and imagine…
Ask a couple of people to come up and share their ideas (if appropriate)

· Relate an anecdote

· Use props for a demonstration

Above all enjoy the experience and your audience will too!

Jackie Arnold

Today has been a good day. I have been commissioned to write a coaching skills book for senior staff and leaders. The book will be put forward to be validated by the ILM as part of their resources for the qualifications in coaching and mentoring at levels 5 & 7.

Here’s the blurb:

“This exciting new book is for coaches working in leadership and management positions. It aims to provide the knowledge, skills and confidence to perform effectively as coaches as part of your normal work role. In addition the book aims to support you when moving into a development role within your organisations or to freelance as a management coach. This book serves as a guide for both coaches and executives to enable good decisions and develop skills to inspire and motivate others”

I would like to contact anyone who has run the ILM courses in Management Coaching & mentoring to compare notes. It would be useful to see how and where coaching has been implemented in the workplace and if organisations have used internal or external coaches, or both. It would also be interesting to gain knowledge of the impact coaching has had on the workplace and if there are any hard facts and statistics available to back up the bottom line results of coaching.

I have helped to deliver these courses over the past four years both in the private and public sector. The diverse groups have been both challenging and motivating - from the Fire Service, The Education Sector and NHS to IT companies, manufactoring and law firms. This book will be a great challenge and keep me very busy for the next eight months or so. I am excited about the project and hope that you will get in touch with your experiences and case studies. Any contributions will be acknowledged.

Next week on 15th Feb in Brighton we are delivering an action packed workshop “One Day Introduction to Coaching” Do come along if you are able as this is the lowest price it will ever be at £80 + one free place to a second booking. We aim to make it fun and you will go away with real coaching skills to try out in the workplace.

Jackie Arnold

Well it’s that time again. This is where we all make those great resolutions and then we make excuses when they are not fulfilled? Or perhaps you don’t - perhaps you have decided to really note down the goals so that they are easily achievable. Small chunks that are easy to tick off.

I am currently writing my second book “Speaking on Special Occasions” I need to write 60.000 words by the end of Feb. Will I do it - to be honest I am not sure but I am hopeful. I suppose the reason for this is that I have visualised myself with my new book in my hand. The shiney new red cover and the people who have asked me to do this being happy that they have it to refer to. Visualisation is a great way to make things happen. Today I have broken the 30.000 barrier - YES! But that still means another 30.000 in six weeks (One I am away skiing)

So what have I done? I have taken a green marker pen and written down the weekly targets - the number of words I need to complete each week. This makes the task easier as it is broken down into sizable chunks. I have also told myself that I will buy myself a small present if I reach my target. If I don’t I will pay £50 to charity. This way everyone wins!

Oh yes and I have visualised myself giving a signing at the spring conferences and at Borders surrounded by my newly published books on the table in front of me. It’s a great incentive as I can’t let myself down now - it’s in my BLOG!

Why not try the same with your goals? You might just make it.

Jackie Arnold