Monday, December 6, 2010
Tuesday, November 30, 2010
Monday, November 29, 2010
Sunday, November 28, 2010
Friday, November 19, 2010
1. Understand the 'Framework' your new organization is using. Every consulting firm will be using their own proprietary 'Framework' or 'Model' or 'the way things are done here'. It is extremely important to know this thoroughly and start talking that language.
2. Forget that you were an achiever in the past. In Marshall Goldsmith's words, "What got you here, won't get you there". Think that you are starting afresh! List down the new skills you may have to learn in the new place to succeed.
3. Draw / Visualize the new market landscape. Talk to as many people as you can and try to understand the new market that you are in. Who are the players (Competitors)? What do they offer? How different are you? etc
4. Understand the internal organization dynamics (read - Politics) - Who could be your sponsor? Who could sabotage your efforts? Who could get 'Inspired' by your ideas (they are so inspired and take your ideas as their own - mind you... they are not 'Stealing' ;-) _
5. Be assertive. You've to balance between an aggressive 'prove myself' mode and a submissive 'I'm just a beginner' mindset. You do certainly bring some value and thats the reason they've hired you. So be grounded and speak assertively.
If you've done such transition, please share your lessons...
Sunday, November 7, 2010
Saturday, November 6, 2010
Posted on October 11th, 2010 by admin in Innovation, Leadership
At one time or another all great leaders experience something that is so big, so impactful, that it literally changes the landscape. It’s what I call a “Game Changer.” A game changer is that ah-ha moment that creates an extreme, disruptive advantage or improvement. What’s interesting is that the best leaders proactively focus on looking for game changers. Sure, great leaders never lose sight of their core business, they pay attention to managing risk, etc., but they spend far more energy intentionally searching for opportunity, but not just any opportunity – a game changer. In the text that follows I’ll not only provide you with a blue print for finding game changers, but I’ll also ask you to share your experiences and insights as well. I hope this post is a game changer for you…
Mike calls SMARTS
Everyone is pointing in different directions. He then asks the group to imagine that they had to take ten steps in the direction they were pointing. Obviously total chaos would result. He then pulls out a compass and shows everyone where true north is. With a compass, everyone could take ten steps in the same direction and the entire large group would be going in the same direction without bumping into each other.
Achieving alignment is one of the most elusive dimensions of business success. Applying Covey's demonstration, the first step is deciding which direction do we want to go. Where is "true north" for our organization? This may sound simple, but many organizations fail to get agreement at the top levels of where true north is for the organization. Instead, functional or department leaders create their own idea of true north. For an organization to have a chance of achieving a high degree of alignment, there has to be one true north for the entire organization. The definition of true north includes the vision, mission, and values of the organization. It also includes the key strategic objectives that support the mission and vision.
Read more: http://www.articlesbase.com/management-articles/organizational-alignment-1076014.html#ixzz14Yct7mwb
Under Creative Commons License: Attribution
Thursday, September 9, 2010
Thursday, August 19, 2010
Click to register - http://www.meraevents.com/signupEvent.php?EventId=2274
HPCA Virtual Learning Event - 30th August (Monday) 7:00 - 8:00 pm IST
Simone Peer, PCC on 'The Fun-n-Easy Life by Design'
When - Mon, August 30, 7pm – 8pm GMT+05:30
Where - Virtual - Audio Details upon registration/ confirmation - RSVP
Wednesday, August 4, 2010
Tuesday, April 27, 2010
Monday, April 19, 2010
<p style="text-align: center;"><a class="noborder" href="http://api.ning.com/files/PvfKDMohIwnqPvRp3Qks6LWM-us5SRPVroCE3MQrcs6zz2Jiq5TQv84kiBebe0lNDrPenQ5BgbDY6CkUs*8hn22SDHY1T0nD/HPCAInviteMay2010.jpg" target="_blank"><img src="http://api.ning.com/files/PvfKDMohIwnqPvRp3Qks6LWM-us5SRPVroCE3MQrcs6zz2Jiq5TQv84kiBebe0lNDrPenQ5BgbDY6CkUs*8hn22SDHY1T0nD/HPCAInviteMay2010.jpg?width=721" alt=""/></a></p>
HYDERABAD PROFESSIONAL COACH ASSOCIATION (HPCA)
An ICF Chapter, Hyderabad, India
Virtual Monthly Learning Events
CCE Units awarded for the participants!!!
You can be from any city within India and register for these programs and earn CCE Units by participating.
ICF Members can participate, benefit, enjoy and learn from these virtual sessions at NO ADDITIONAL COST. Speak / write to us with your ICF Membership number, contact details, City etc and we will guide you with PROMO Code (FREE OF CHARGE)
CLICK the following link for online registration and payment options
Title: 'Coaching Excellence – Facilitating Learning and Results'
Date: Saturday, 8th May, 2010
Time: 08:30 AM - 09:30 AM IST - VIRTUAL SESSION
(you can login from anywhere [just a local call], upon successful registration, we shall send you the presentation (ppt) used by the speaker, an unique access number and code [pls dont share this code with others] to join the Audio Bridge)
Sivam Chandrasekhar, PCC(<a href="http://www.kingsolutionsinc.com/about/sivam-chandrasekhar-pcc/">http://www.kingsolutionsinc.com/about/sivam-chandrasekhar-pcc/</a>
Sivam Chandrasekhar, Chandra, as he normally likes to be called, started his professional career as a Chemical Engineer and has more than a decade of corporate and business experience in the US and more than 35 years of business and executive experience in India. In these multi-cultural work environments he has enjoyed playing multifaceted roles in policy making, research, development, project design and supervision, venture capital funding and leadership, for central government agencies and companies, both in the public and private sectors.
With his main strengths in connecting and relating to people and a great passion to interact with people and make a difference in their lives, he changed his career focus to psychology and life coaching. Chandra has more than a decade of counseling, relationship, compassionate and transformational coaching experience in both clinical and non-clinical work environments. He graduated from the International Coach Academy in 2007 as a certified professional coach (CPC) and is one of the first two ICF credentialed, professional certified coaches (PCC) in India, with his wife, Prabha, being the other one.
How to Attend:
This is exclusively for HPCA Members ONLY event. However, Members can bring in Guests by paying a nominal fee to cover our administration charges
CLICK the following link for online registration and payment options
Rush in your entries as we have limited Audio lines for the event.
Core Essentials Graduate (CEG) - CoachU Australia
President Elect - Hyderabad Professional Coach Association (HCPA)
Skype - bhaskarnatarajan5220
India Mobile - +91-9849541110
US Mobile - 216 640 7449
Sunday, April 11, 2010
I got this mail (See below) couple of days back from the President of CoachUniversity (Australia)....
Extremely happy to share this glad news with all of you!!!
From: Jennifer Corbin, President
Date: Sat, Apr 10, 2010 at 1:26 AM
Subject: CEP Graduation
Congratulations on the successful completion of Coach U's Core Essentials Program (CEP).
This email and the attached certificate attests that you are a graduate of the Core Essentials Program thereby completing 77 coach training hours, passing the required course tests and accumulating 20 client coaching hours since enrollment. You are now qualified to use the designation "Core Essentials Graduate" or the acronym "CEG."
The Core Essentials Program includes beginning to intermediate courses to develop strong foundational and core coaching skills and is a prerequisite for Coach U's Advanced Coaching Program and the Coach U Certified Graduate designation, which is an approved ICF Accredited Coach Training Program (ACTP).
Please remember that if you wish to apply for your Associate Certified Coach (ACC) with the International Coach Federation, you must apply using the Portfolio Application. In order to utilize the ACTP application, you must first complete the Coach U Certified Graduate (CUCG) or Corporate Coach U Certified Graduate (CCUCG) process, which includes graduating from the advanced program. (The ACTP track standards with the ICF are the same for all approved coach training providers.)
We hope you are proud of your accomplishments to date and are pleased to receive the designation of Core Essentials Graduate. We look forward to continuing to partner with you as you continue on your journey towards becoming a masterful coach.
Monday, February 15, 2010
Wednesday, January 13, 2010
P – stands for Being Present, the ability to be completely in the moment, and flexible enough to handle the unexpected.
R – stands for Reaching Out, the ability to build relationships with others through empathy, listening and authentic connection.
E – stands for Expressiveness, the ability to express feelings and emotions appropriately by using all available means – words, voice, body, face – to deliver one congruent message.
S – stands for Self-Knowing, the ability to accept yourself, to be authentic, and to reflect your values in your decisions and actions.
They claim that, Leadership Presence combines power with humility. It’s about where you and those you lead want to go and what all of you want to accomplish and how all of you can benefit from your work together. It’s about relationships and connections between people.
- Being Present – not pretentious
- Reaching out – not looking down
- Being Experience – not impressive.
- Being Self-knowing – not self-absorbed.
Each chapter has a simple exercise on these four elements. Enjoy reading and putting them to practice.
Sunday, January 3, 2010
Former U.S. labor secretary Robert B. Reich has devised a smart, simple, (and free) diagnostic tool for measuring the health of an organization.When he talks to employees, he listens carefully for the pronouns they use. Do employees refer to their company as "they" of as "we"?
"They" suggests at least some amount of disengagement, and perhaps even alienation. "We" suggests the opposigs employees feel they're part of something significant and meaningful. If you're a boss, spend a few days listening to the people around you, not only in formal settings like meetings, but in the hallways and
at lunch as well. Are you a "'we" organization or a "tThey" organization? The difference matters. Everybody wants auronomy, masrery and purpose. The thing is, "we" can get it-but "they" can't.
- Daniel Pink, (on his New Book - DRIVE) www.danpink.com