Mentoring is a developmental partnership between a Mentor, a leader with expertise in one or more areas, and a Mentee, an individual seeking learning and growth in these areas.
High potential, commmited to their career, hungry to learn and disciplined enough to execute what they have learned.
In short, the ideal mentee is leadership material. Continue Reading »
One good idea well implemented could change your business, your relationships or your life. So why not invest 1-day for you and your team to be inspired, motivated and exposed to some of the best ideas to increase productivity, communication, sales, impact and effectiveness in 2011?
In Singapore, on Feburary 24, 2011 myself and eight of Asia’s top professional speakers will showcase cutting edge ideas and techniques to Raise your Game in 2011. You and hear; Tim Wade on ‘Productivity Mindset’, Tina Altieri on ‘Presenting to Win’, Santhanaram Jayaram on ‘Resistance to Irrisitable’, Tremaine Du Preez on ”Conquering Critical Challenges’, Sharon Connelly on ‘Dressing Like a Leader’, Kenneth Kwan on ‘Master Your Inner Self’ and Bob Mittelsdorf on ‘Managing Global Teams’. I will be sharing my latest research and practical applicatons of self-leadership and the whole action-packed day will be MC’d by the effervescent Shirley Taylor.
As the investment is minimal and a portion of profits go to Project Smile, can you afford to miss out on this unique event?
Full details are on the Asia Professional Speakers website or you can contact Self Leadership International in Singapore for tickets. See you there?
Although I have been a coaching for 10+ years, last year I decided to align myself with the International Coach Federation’s (ICF) competencies and ethics. My reasons were simple, executive coaching is coming of age and yet the coaching industry is a ‘wild west’ of different schools, methodologies, approaches and standards; through this confusion the ICF has emerged as a unifying force for defining professional coaching. Continue Reading »
Online University has voted this blog a Top Leadership Blog for 2010. Whilst this does not rank in the same league as an endorsement from Harvard Business Review I am pleased that our posts are contributing to leadership, management and coaching practice.
If this is your first time visiting Self Leadership Coaching blog then I suggest you use the search button and look for topics of interest to you. You will find many posts on; leadership, management, coaching, presentation skills, communication and influence.
We welcome your comments and will post them even if they disagree with the post, so feel free to start a discussion. Most of the information posted has come from my experience as a leadership consultant and executive coach, working in Australia, Singapore and across SE Asia and as a life-long learner I am always looking for new ideas and best practice.
Please enjoy – and Learn
I don’t normally refer to myself as a motivational speaker as I prefer the term ‘Inspirational’ but most people don’t make the distinction. For me, motivation can often be external whereas inpiration is alway internal. As I research, write and speak about Self-leadership I know how important it is to know how to influence yourself before you can influence others.
In April 2010, I was asked to speak at the Singapore Leadership Conference on Leadership and Influence.
After my presentation I was interviewed by Dee Allen of Red Mars. You can see a few minutes of the interview and speech in this YouTube video.
If you would like to know more about the Circle of Influence, read about it here.
As a leadership consultant and executive coach living in Singapore and working across Asia, I am often asked; “is there is a difference between Western and Asian Leaders?”
The answer is “yes” and “no”. Leaders worldwide need to ask the same questions:
In addition leaders must be able to engender trust and effectively communicate their messages. Continue Reading »
Do you know your strengths?
Do you operate from your strengths?
Research has shown that only about one-third of people are aware of their strengths and the management guru, Peter Drucker said that we can only lead from strengths.
A common approach in management and leadership development has been to measure the gap between a person’s behaviour and the desired corporate competencies; whilst this approach is valid it can downplay the application of a person’s strengths.
My top strengths are; love of learning, humor, zest, perseverance, honest, open-mindedness and perspective. I know this because I have taken a test based on the research of Dr Martin Seligman and Dr Christopher Peterson.
Seligman and Peterson’s research has found six broad categories of the best of human behaviours (virtues) that are intrinsically valued across time and cultures. Seligman and Peterson suggest that these virtues may even be biologically linked in terms of survival of the species. Within each virtue category are strengths that we all demonstrate to a greater or lesser extent.
The list is as follows:
There is a natural tendency to consider those strengths that you don’t score highly on as weaknesses but, unlike talents, strengths can be built up.
My lowest scoring strength is modesty ( for those of you who know me this is no surprise) and yet this does not mean I am not modest in some circumstances and with the awareness of this I can build it as a strength.
Positive Psychology researchers are now validating interventions to build strengths and the work is ongoing. This has major ramifications for the field of leadership development as we can know with certainty as to how to build up individuals and teams.
At Self Leadership International we have already started to build this research into our coaching and programs. A popular activity is a partner exercise in which each party listens to a success story told by the other and reflects back the strengths that they heard. The result of this exercise are profound in that colleagues who have known each other for some time get a deeper understanding of each other and managers learn to better delegate and build up their teams rather than jump to criticism.
Posted from Singapore 27/10/2010
I have just experienced three transformational days at the first Asia Pacific Coaching Conference held in Singapore, and before I share my learning’s and take-aways I wanted to publicly acknowledge Foo See Luan and Nancy Hughes Verhoeven and their team of dedicated individuals for bringing together 300 coaches from across the region to talk, listen, learn and collaborate.
The theme of the conference was ‘Coaching for Sustainable Mulitcultural Communities’ and the attendees were certainly diverse; I met fellow coaches from Japan, Korea, Taiwan, China, Australia, India, Brazil, USA, Norway and of course Singapore. Continue Reading »
We don’t often post sales training information on this site but this article by our Singapore Sales manager, Radu Palamariu, demonstrates self leadership and communication skills.
These are the two statements that most prospective clients use on sales people. And unfortunately, most of them get away with it.
1) Unfortunate for the sales person, because he or she will need to call again to chase the prospect/client for an answer whilst having no guarantee of the result.
2) Unfortunate for the prospect/client, because they will be called again and will have to spend valuable time either reevaluating or fobbing off the sales person.
Since we all know this happens, why are people still doing it? Continue Reading »
I recently conducted ‘Critical Skills for Leaders and Senior Managers’ in Singapore and Malaysia; during these programs I surveyed the participants for their desired take-aways – 80% of the attendees wanted to know how to influence their boss.
Research has shown that the inability to build a successful relationship with the boss is a significant reason for managers failing or not reaching their full potential.
When I approach this topic I encounter a number of mindsets that lead to an inability to effectively influence, these include:
Do any of these sound familiar? Continue Reading »
