Be Thankful - Author Unknown

Be thankful that you don't already have everything you desire,
If you did, what would there be to look forward to?

Be thankful when you don't know something
For it gives you the opportunity to learn.

Be thankful for the difficult times.
During those times you grow.

Be thankful for your limitations
Because they give you opportunities for improvement.

Be thankful for each new challenge
Because it will build your strength and character.

Be thankful for your mistakes
They will teach you valuable lessons.

Be thankful when you're tired and weary
Because it means you've made a difference.

It is easy to be thankful for the good things.
A life of rich fulfillment comes to those who are
also thankful for the setbacks.

GRATITUDE can turn a negative into a positive.
Find a way to be thankful for your troubles
and they can become your blessing.

Plan Your Perfect Christmas Now

As the shops begin to display their full ranges of seasonal gift ideas, they are putting plans into action that were formulated almost a year ago. For many of us, Christmas is a last minute rush and an expensive time of rampant consumerism and materialism.

So at the Enfys Acumen, we believe this is a good time to start planning your own perfect Christmas. Not in a materialistic sense, but in a sense that is measured by contentment and satisfaction.

In a few one-hour telephone conversations, at weekly intervals, I invite you to review where you are now and where you want to be in the future. Together we can create a strategy for getting to where you want to be and define the actions that will produce the desired results.

I’m always keen to point out however that a coach is simply the catalyst. It is the you, the client who makes the decisions and the commitment. For a great many of my clients, the weekly reporting back of progress is the spur that keeps them on target.

A lot of Christmas stress results from people trusting to luck that ‘everything will be alright’ rather than taking control and ensuring that they actually make everything as they want it to be.

I frequently ask my clients,

“What would you choose to do in your life if you could do absolutely anything with no limitations, no prospect of failure and no accountability to anyone?”

I am no longer surprised when clients answer this innocent question with a long list of what they don’t want to do. It seems to be a natural reaction. I don’t let them off the hook that easily. I listen and keep returning to the positive side of the question. Eventually I will get them to admit to themselves, and often this is for the first time, what it is that they really want to do. This awareness can be the best Christmas present that you can give to yourself.

It is nowhere near as selfish as it sounds either. My clients discover that, once they have a plan for their life and achievements and are working towards its fulfilment, all the other areas of their lives improve as well. Partners, relatives and colleagues alike notice a new sense of purpose, a new enthusiasm and a contagious happiness.

You may not be able to wrap all this up in pretty paper but even so, its value is beyond measure.

I am always happy to discuss this or other aspects of my approach to coaching, absolutely free of any cost or obligation. You can contact me during usual office hours on 01633 769657 or by email anytime.

Doesn't time fly

I've just realised that it is over a month since I lasted posted to my blog. No excuses, just busy I'm very glad to say. Serious bloggers will note that this is not really good enough and you should contibute something to you blog on a regular basis.


Earlier on today I came across this quote from the mountaineer, WH Murray and really think it is worth repeating its entirety

"Until one is committed there is hesitancy, the chance to draw back, always ineffectiveness.

Concerning all acts of initiative (and creation), there is one elementary truth, the ignorance of which kills countless ideas and splendid plans: that the moment one definitely commits oneself, then Providence moves too.

All sorts of things occur to help one that would never otherwise have occurred.

A whole stream of events issues from the decision raising in one's favour all manner of unforeseen incidents and meetings and material assistance, which no man could have dreamt would have come his way.

I have learned a deep respect for one of Goethe's couplets:

'Whatever you can do, or dream you can, begin it.
Boldness has genius, power, and magic in it.'"

I'm off on a family holiday for a couple of weeks. In the meantime why not visit our website www.enfysacumen.com. I'd love to hear from you when I return.

Getting out of the grip of busy-ness

Regular readers of this blog, will know that I am quite a keen gardener and I try to spend as much time as I can in my allotment. I often end a session spending a few minutes just sitting on a bench admiring the sunset, listening to the birds, contemplating my seedlings and what I can plant next and recently I watched a couple of bats zigzagging around me hunting for their evening meal, I am in heaven.

However, I am also reminded of how we all get caught up in the grip of “busy-ness.” The compulsion to complete things, meet deadlines, fit in just a bit more and then a bit extra.

This was a timely reminder for me that being “on the go” over a long period of time does take its toll. I am reminded of the stress I suffered before escaping the rat race to start my own organisational development and coaching practice and live my dream.

We are living in times where busy-ness has become the norm for most people - beyond a choice – almost a survival necessity. But where does it end?

Here are some thoughts, reflections and reminders for you:

1 Being constantly busy can rob us from focusing on what is truly important rather than what is urgent along with a consequent list of activities to tick off. Keep an eye on your more developmental and progressive, long-term goals and remember, sometimes “less is more.”

2 Important and nurturing relationships can be overlooked in favour of other more pressing work demands. The quality of those very relationships, which provide us with nourishment and care, can suffer.

3 As much as we may love doing what we do, we are much more than our jobs.

4 Take a few minutes and do a “busy-ness scan”. Where and how might you be over stressing yourself? Watch out for any body signals that need attention. Do not ignore the basics of good health and self-care. This is what will give you the longevity so you keep doing what you love doing..…longer!

5 Consciously schedule time to chill out for some serious rest, relaxation and fun. Down times are good for re-fueling your mind, body and soul. And yes – you may have to re-visit your priorities, time frames, delegation, and practice of saying NO. And as you do this, how about a “gratitude scan” for all that is still wondrous about your life?

So take a pause and get in touch with where you might be out of balance and take some positive and healthy steps to connect with the neglected you.

Just because you can do something, doesn’t mean you should keep doing it. If you would like some coaching in your life - management, executive, corporate / organisational or life coaching, why not contact the Enfys Acumen today.

What makes a successful leader?

No one questions that effective leadership determines the success of an organisation. Management that places a strong focus on high impact leadership can instil trust and passionate commitment to the organisation's goals, mission and vision, even during turbulent times. It is that commitment that drives profitability and success.

How does an organisation define "high impact leadership" today, and how is that different from management models of the past?

The biggest change and trend in leadership has been a shift from a "command and control" model where decisions and orders are dictated from the highest levels to a model that works to inspire and motivate people through empowerment and active participation in decision-making processes.

As a specialist in organisational development, one of the most common requests the Enfys Acumen receives is for assistance in creating a strategic leadership plan that will implement this new model, focusing on identifying and developing key internal talent and linked to succession planning. This is even more critical as organisations become leaner and there is greater reliance on teams.

If you think about of leadership characteristics, there is g an underlying assumption that the individual has to have a good understanding of the business and to have "business savvy."

People skills

Beyond this, however, some of the most important leadership characteristics are strong "people skills," ie ability to build relationships internally and externally, and agility in managing constant change. A strong leader is someone who can create and articulate a vision, but strongly linked to this skill to the ability to motivate people toward that vision.

The emphasis on "people skills" as a critical leadership competency is not surprising. Research into the art and science of effective leadership has consistently identified "people skills" as the critical variable underlying not only successful leaders but organisations that are successful long term.

Effective leadership

What constitutes an effective leader? An effective leader brings out the best in the organisation's people in terms of their aspirations, potential, performance and contribution. They encourage collegial, collaborative and supportive work styles and use this to build strong teams. Leaders seek and welcome feedback and are comfortable analysing both their successes as well as their failures.

Self-awareness

A key component in effective leadership is self-awareness, the ability to recognise and understand your moods, emotions and drives and in particular the impact these have on those around you and the work environment. Leaders who have good self-awareness present as self-confidant without being arrogant, can voice unpopular views and are decisive in the face of uncertainty.

Self-regulation

The second skill is self-regulation. This refers to the ability to manage one's potentially disruptive emotions and impulses effectively, to remain composed during challenging moments and to be able to think clearly and remain focused when under pressure.

The Enfys Acumen’s executive coaching roles bring out the critical importance of self-regulation. One of the more common reasons we are asked to provide individual coaching to an executive is because of overly aggressive behaviour, the "bull-in-a-china-shop syndrome." Typically the individual is technically brilliant, but they leave a human path-of-destruction everywhere they go.

Social skill

Another major leadership component is social skill, which is proficiency in managing relationships and building networks. This includes a number of skills such as the ability to influence and persuade others without coercion, to listen openly, to manage conflict effectively, to inspire and guide individuals as well as groups and being able to serve as a change catalyst.

A leader with good social skill is able to balance business issues with the creative side of the business when there are no longer unlimited resources available. As resources dwindle, maintaining motivation and focus becomes imperative.

Agility

In developing strong leadership skills with the people we work with, another key factor is agility, i.e., the ability to be flexible and adaptable in a constantly and rapidly changing environment. Many organisations are beginning to look at agility as a critical organisational skill, and differentiate this from older "change management" approaches.

In the older organisational models, change was talked about as going from Point A to Point B in a certain amount of time. Once you got to Point B the process was over and that is where you stayed. That model often doesn't work today as changes occur so fast that before you get to Point B, something is guiding you in a different direction Point C, and before you get to Point C it starts changing again.

Agile executives are ones that are able to quickly change their mindset and direction and not stay locked into ideas that forces are indicating are no longer relevant or important. Additionally, agile executives are ones that are flexible in their leadership style and know how to apply different leadership approaches to meet the unique demands of the individuals they manage or the situations they encounter.

The agile leader has to have the ability to lead others through constant change while keeping them motivated and focused. The most effective leaders use a collection of distinct styles--each in the right measure, at just the right time. Such skill is unique and very high-level; and while such agility is tough to put into action, it pays off in overall organisational performance. And the good news is, this high-level executive skill can be learned and the Enfys Acumen can help.

Leadership always starts at the top

The bottom line on effective leadership is that while there are certainly unique business skills, the core of leadership regarding people skills and motivating and inspiring others to a shared vision are the same in most industries. How that occurs or is supported is unique to each organisation and its culture. Regardless of the industry, however, leadership always starts at the top.

To develop leadership in your organisation or business, why not contact the Enfys Acumen today.

Success - creating a life that matters

Are you a successful person? That is a huge question isn’t it? What does success mean? Do you judge success by how much money you have in the bank? How many people you people you employ? Is it determined by the kind of car you drive or the type of house you live in? Success can mean different things to different people can’t it?

I came across a great book recently called Success built to last: creating a life that matters. It is written by Jerry Porras, Stewart Emery and Mark Thompson. They have focused their work talking to over 200 people the world over who have achieved great personal success and fulfilment that will last their lifetime and beyond. Some of the people are famous some are not – just ordinary people who share powerful patterns of lifelong success. I don’t want to give the whole story away and thoroughly recommend that you read book yourself, but would like to share this quotation with you:

“Healthy, sustainable societies require the creation of healthy, sustainable organisations, and great organisations and societies can only be built by human beings who can grow and create meaningful success.”

The book talks about three simple pieces that must fit together for lasting success:

• Meaning

• Thought

• Action

The authors stress that putting these pieces together is not an easy process, but that is what the Enfys Acumen is all about isn’t it?

If you need support to develop your understanding of what the meaning of success is to you, to develop the kind of thought patterns that encourage you to be succesful and to plan the actions you need to take, then why not get in touch today.

Springtime - the promise of a new beginning

As the mornings and evenings grow lighter and as the last of the winter frosts disappear, there is a great feeling of a new beginning. The first trees are in blossom and the others have green buds. The grass is starting to grow faster than even the most avid gardener can mow it. Readers of the Enfys Blog will know that I am a keen gardener and get great pleasure from getting my hands dirty in my allotment, watching seeds I have planted, pop through and the satisfaction that comes from lovingly tending them and harvesting the benefits later in the year. I am confident that a bit of manual labou is really good for the soul and it is true what they say about your own produce tasting so much better than anything you can buy in the shops.

Now don’t you think that this is a great time of year to look back at those New Year resolutions, to review progress and to take any corrective action needed. As a coach with a keen professional awareness of the way that the seasons can affect our feelings and attitudes, can we ponder a little?

The chances are that you made those January resolutions in the midst of a cold, grey and wet winter. That probably made your emotions and optimism pretty cold, grey and wet too. But, when the natural world is bursting with the promise of a glorious spring and the warmth of summer, this is an ideal time to decide that you too will start over and put right anything that you feel needs correction in your own life.

Unless we humans interfere with nature, it has its own graceful balance, don’t you agree?. The old and used makes way for the new and vibrant. Anyone can do the same with their own thoughts and attitudes. Perhaps those fondly held beliefs that served you well in the past are due for an overhaul. Perhaps it is time to restore your own natural balance.

I’m a great believer that balance means harmony rather than discord and I suggest that this should include a brief but thorough examination of all the areas of your life - relationships, career, health, finances, leisure and talents.

Let me describe one coaching client to you:

This man was a success by most material measures. Despite his large house, ample income and luxury car, he was an unhappy person. He had spent so much energy building his business that he had no time left for all those other aspects of his life. As our coaching sessions progressed he began to work on restoring the balance. Within weeks he had found happiness too and without putting any of his material gains at risk either.

I am always happy to discuss this or other aspects of his approach to coaching, absolutely free of any cost or obligation. You can contact me anytime to find out more.

Let me finish with this - Just think, you would have to be a very cold individual indeed to totally ignore the promise of this time of the year. So take some of that promise for yourself and then make sure that it is a promise that is delivered. You deserve nothing less.

Teamwork and bicycles

My daughter Elinor came home the other day saying that her primary school would be starting an after-school cycling proficiency club in a few weeks and she wanted to join. This got me thinking as always and I remembered an article I wrote some time ago about teams and thought it was worth resurrecting it in the Enfys Blog.

Now teams are one of those areas that some people assume look after themselves - put a few individuals together, call them a team and off we go, but a team is just like a human being though, isn't it?. It is born, grows up and hopefully reaches maturity. It has its own personality, its own needs and characteristics and its own pattern of development.

Just putting half a dozen people together in the same place to work does not make them a team. It makes them half a dozen individuals in the same place. If teams develop well, everybody wins. If they don't, well who knows what might happen, but it is unlikely to be as positive or successful as it could be.

Why not take a few minutes to think about a team that you belong to.

• Does everyone know exactly what the team's purpose and objectives are?
• Is the leadership style and approach participatory, not autocratic?
• Do the team members between them have all the skills and attributes the team needs?
• Is the climate one where people are always open and honest and don't hold back?
• Do team meetings and discussions help you to operate as a real team?
• Do you regularly ask the question, "how are we doing as a team?"

Let’s get back to that bicycle…

Think about a bike and you see that it works because there is a whole range of different components: wheels; pedals; a frame; handlebars and so on. Some components look shiny and some, like the saddle, should make you feel comfortable. The chain on the other hand is probably greasy, and you don't really like getting your hands on it, but you can't operate effectively without a chain.

The makeup of a team is much the same, isn’t it? There will be some people who play a part you are very comfortable with and others you find difficult to handle, who make you feel uncomfortable.

But… teams are people aren’t they? They are not parts of a bicycle. And because teams are people, they are emotional and have feelings.

A key hallmark of an excellent team is its members’ ability to say what they think or feel, without putting other people down or being put down themselves. For individuals to make a worthwhile contribution they have to feel valued and listened to, even if they don’t always get their own way. They have to feel other people want to hear from them.

What kind of team member are you?

• Do you listen to other people’s contributions? Remember - listening is an active process. It isn’t the same as waiting your turn to speak

• Do you accept that you aren’t the only one with feelings who get hurt? Everyone does, so put yourself in their shoes and don’t take it personally or make it personal

• Do you recognise the importance of all the other team members and the roles they play? Accept that someone is trying to make a positive contribution and accept that a quiet individual may need encouragement to speak their mind

• Do you deal with the facts, not the individual? If you disagree with a point of view say “I disagree with the point of view”, not “That’s stupid”

• Do you respond or do you react? Think for a couple of seconds before you launch in with a personal counter-attack, especially when it is someone whose team role is very different to yours

Is it time to give your team some TLC?

There is no need to struggle with trying to make the group of people you work with or sit on the same committee with you into a team. The Enfys Acumen would be delighted to give you the help you need. Why not get in touch today?

Performance management won't happen over night

Regular readers of my articles will know that I am a strong advocate for supporting businesses and organisations to develop a positive culture of accountability to ensure everyone concerned sees what needs to be done, owns it for themselves, has a role in solving the issue and goes off to do whatever is necessary to achieve the needed results.

In his own recent article Dan Martin expounds similar sentiments and asks:

“Is performance management simply about managing the way employees perform?”

“If you answered yes, you'd be wrong” writes Dan. “The process is actually more complex than the phrase suggests and as a result many organisations struggle to successfully embrace it.”

The Enfys Acumen model of organisational development has been addressing this for some time, but why is this approach so relevant?

In simple terms, performance management is the holistic approach to managing performance across an organisation. However, the term does require slightly more description. Angela Baron and Michael Armstrong, from the Chartered Institute of Personnel and Development and two of the UK's leading experts on the subject, define it as:

"A process which contributes to the effective management of individuals and teams in order to achieve high levels of organisational performance. As such, it establishes shared understanding about what is to be achieved and an approach to leading and developing people which will ensure that it is achieved."

Monica Franco, research fellow at the Centre for Business Performance, Cranfield School of Management, says a key element is that the process should be linked to the direction an organisation is taking. "Performance management could be defined as the set of processes by which organisations manage their performance in line with their corporate strategy," she claims.

The experts agree then that where organisations fail on their definition of performance management is when they only focus on the practical processes used. While things such as employee appraisals, talent development and rewards are of course vitally important they are simply the tools which are used to help manage performance. Just having these tools in place is not enough. Effort above and beyond them is required.

As we have been saying, success in a business or organisation is very much about achieving a culture of accountability and this sort of thing just can’t happen over night that’s why a staged approach like ours is so valuable. We suggest that effective performance management needs a four stage process and a strong programme of coaching to ensure people stay on target and receive the kind of support they need and deserve.

Organisational development must be seen as a living process and not something written on a tablet of stone, organisations are after all organic, evolving, growing bodies.

To find out more about the Enfys Acumen organisational development click here or please get in touch we’d love to talk to you about it.

The Guy in the Glass

I've just stumbled across this poem. Isn't it great?

The Guy in the Glass

by Dale Wimbrow, (c) 1934

When you get what you want in your struggle for pelf,

And the world makes you King for a day,

Then go to the mirror and look at yourself,

And see what that guy has to say.

For it isn't your Father, or Mother, or Wife,

Who judgement upon you must pass.

The feller whose verdict counts most in your life

Is the guy staring back from the glass.

He's the feller to please, never mind all the rest,

For he's with you clear up to the end,

And you've passed your most dangerous, difficult test

If the guy in the glass is your friend.

You may be like Jack Horner and "chisel" a plum,

And think you're a wonderful guy,

But the man in the glass says you're only a bum

If you can't look him straight in the eye.

You can fool the whole world down the pathway of years,

And get pats on the back as you pass,

But your final reward will be heartaches and tears

If you've cheated the guy in the glass.

Who inspires us?

Throughout our lives we come into contact with all kinds of people in all kinds of roles. Inevitably, some of these people will touch our lives in ways that inspire us. They might do something that makes us feel good, they might do something that we might want to emulate, they might say something that will inspire us to do something different or more successfully.

This weekend I have been inspired by quite a small gesture, but this small gesture is priceless in value and no doubt will be remembered for a very long time.

Yesterday evening my 11 year old daughter, Elinor took part in her first synchronised swimming competition. No doubt, just like any parent, I was hugely proud of my little girl. I was especially proud because for most her life, Elinor has suffered from stage fright and during many school concerts she has hidden at the back of the stage, often in tears, as nerves got the better of her. Last night however she and her partner Azzanne, were brilliant and were awarded a very comfortable score for their first attempt.

But what was the act that inspired me the most?

As the girls were leaving the pool, they were each given a coloured envelope, inside each was a note from Kelly their coach. The Newport Synchro Club has only recently formed and it was the first competition for all of the twenty or so members. Kelly is a great coach, she is thought of very highly by parents and the girls clearly respect and adore her.

Inside the envelope was a hand written note from Kelly congratulating each girl for their effort and commitment and saying how proud she was of each of them. Now Kelly didn't need to do this, a pat on the back and a general comment on the bus as we travelled home was all that was expected, but Kelly went the extra mile. She thought ahead about what each girl might be going through and made the extra effort to encourage and motivate that could be remembered for a very long time.

Now, in my view Kelly is a brilliant role model for anyone in a coaching role in whatever field they may operate: sport, business, life or whatever.

It is the little extra bits of care and encouragement, that willingness to go the extra mile that makes so much difference doesn't it?

As we start a new week, what can we all do following Kelly's inspiration to go the extra mile?