Self Leadership Coaching Blog

Have you ever been in the position where you have said, “on the one hand I want to do this but on the other hand I want to do that”?

This is commonly called being in two minds. You might be in two minds about your career, your work/home balance, a business decision or a romantic commitment. Being in two minds is certainly not a productive or even comfortable state to be in, nor is it demonstrating self leadership.

We do not in fact have two minds, but one mind that has two functions; conscious attention and unconscious processing. When we are torn between two choices, it often means that we cannot consciously process a conflict that exists in the unconscious functions of our mind. Continue Reading »

Listen to a Podcast on the the Power of Influence.

Have you ever wondered why some people get what they want and others don’t?

Can I make a suggestion?

Remember a time when you really wanted something; something you couldn’t have right away but something you would have to wait for, you pictured it in your head, you imagined what it would feel like to possess it and you could feel the pull.

Continue Reading »

A key principle of self leadership is the ability to notice and then respond effectively to feedback.

As I write this blog post I am aware of the pain in my wrist from playing tennis. I have only just started to play tennis; I used to play squash and so I am used to flicking my wrist to get the shot. Flicking your wrist in tennis is not the correct technique and doesn’t deliver the required result; in fact, the result is pain. Now I can focus on the pain or I can focus on the message it is giving me – “correct your grip.” Continue Reading »

Do you ever wonder why people behave the way they do? Are you curious about whether someone is a right fit for a job or a team?

All will become clear when you understand the psychological background of personality.

The word personality comes from the Latin persona, which refers to the masks once worn by actors to give clues as to the emotions driving their behaviour. Today the term personality refers to the sets of predictable behaviours by which we profile a person. These sets of behaviours are known as types or traits and profiling tools are known as psychometric tests. Continue Reading »

A lack of effective presentation skills (public speaking) will seriously harm your career prospects. Whether you are starting out in a company or are the CEO, you will be judged on your ability to present ideas in way that engage the audience.

But fear not! The ability to present or speak well is within everyone’s grasp. I have coached the most boring of CEO’s and the most timid of junior staff to speak and present with impact. Continue Reading »

The Singapore Ministry of Manpower states (Sept 2008) that whilst most CEO’s in Singapore expressed a willingness to develop the next generation of leaders, very few of them are proactive and strategic in doing so.

This NATO (no action talk only) will result in Singaporean managers being unable to cope with the dynamic state of today’s marketplace and workforce.

For Leadership development in Singapore, what is sadly lacking are the culture and skills of mentoring and coaching. Senior leaders in Singapore are, by upbringing,either traditionalists or baby boomers and their values differ markedly from the Gen X and Gen Y managers who need developing. The former usually value ‘a job well done’ and the the ‘trappings of success’, whereas the latter are hungry for meaningful work and are very open to coaching and mentoring as they value personal development.

A Gallup study showed that whilst most CEO’s ‘mentored’ by taking employees to lunch, very few had any formal mentoring programs in place. It is my experience, having worked with many Singapore companies, that most current leaders, whilst tactically very proficient, have received little or no coaching or mentoring training.

Leaders are ‘made not born‘ and most develop their leadership during adverse work situations – just like what is happening now! Unfortunately a number of organisations are currently cutting their leadership development budgets rather than focusing on what will make the difference in the long-term.

What do you think? Please comment.

BTW: I shall be speaking on this very issue at the Global HR Leadership Congress 2009

(Copyright Andrew Bryant – No reproduction without permission, thank you )

Coaching is the “in” methodology for personal development, but what exactly is coaching?

Here are a few definitions:

• “Coaching is unlocking a person’s potential to maximise their own performance.  It is helping them to learn rather than teaching them.  Clients say coaching brings out their best by helping them focus, break down tasks and clarify their values.”- Fortune Magazine Continue Reading »