Anne Marie’s Musings and Wonderings, full of thoughts, questions, ideas to help readers reflect and develop new skills
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Get Thanked for Feedback -that rarely happens, sometimes when I give feedback I don’t get thanked, I get a blank stare or a mutter of defence. Then I am very sorry I took the risk of saying anything at all and keep quiet the next time. Feedback comes with negative
I was never a fan of goal-setting. I studiously avoided writing out goals for my annual performance plan and when it came to that time of year for review, usually the dreaded first few days of January, I just said to myself, well I know what I want to do
There is this amazingly simple approach used in coaching called GROW and many people use it to help them make changes in their lives, changes they always wanted to make but find difficult or about which they are constantly procrastinating. Count me in here, I am very slow to make
Last week (15th January) I was invited in to the old alma mater to give an interview for their health radio show (33:30): scary stuff as I had never been on radio before, but in the spirit of moving out of my comfort zone and trying out new things…. Anyway, the
Our brains are wired to seek pleasure (reward) and avoid pain (threat): I know this is a very simplistic way to view the human being when we are so complex and yes, it is not the complete answer on how to be engaged at work, but, it does make sense
Looking to our brains, for a change, research from neuroscience reveals the simple secrets on how to be motivated and to foster an environment where motivation can thrive. At the very heart of motivation is our human instinct to avoid pain/threat and seek out reward/pleasure and David Rock’s SCARF model is
From studies in neuroscience, scientists have learned that human beings are wired to seek reward/pleasure and avoid threat/pain. Analysis of brain patterns have shown that when we are physically threatened or in physical pain, the same parts of the brain are affected as when we feel a social threat
Getting a real return on investment for training and development initiatives is not easy, well some bits are easy, but that’s not the whole story…. It is easy enough to write the cheque for the programme, give the participants the time off to attend and wish everyone the best of
This is the practical follow-up to a blog post I published last week on the myth of multi-tasking: how to recognise when you are multi-tasking and what the potential negative consequences are for you if you multi-task regularly. While awareness is key to successfully resisting the temptation to multi-task, there are also
We often resort to multi-tasking thinking we can get more done that way. We think we can do many things at the same time to save time and energy. This is, unfortunately, a myth. The brain is not built for multi-tasking, it is at its best when ‘in the flow’, focused
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