Blog and Newsletter

Anne Marie’s Newsletter – written in a personal, newsy style with thoughts, ideas and links to help readers reflect upon their own lives

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Emotional Intelligence is not for wusses

So many clients have questioned me when I suggested that emotional intelligence (EI) coaching and training will definitely impact positively on their professional competence and business results. They look at me questioning whether I really and truly realise the pressure they are under from stakeholders, customers, suppliers, agencies, and colleagues

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The Old Tie boys, what about the girls?

  I was at the annual UCC Commerce Society Business Conference a week ago which was dominated by men in suits, while the audience was more female than male and full of bright, hopeful, smart Commerce Students. The speakers, while engaging and imminent in their own right, representing a broad spectrum of

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Why SMARTER goals always win the day

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

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Why Fairness matters

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

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BRAIN POWER, motivate yourself and others to be fulfilled

  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

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Good boss, bad boss, so what?

Much research into the reasons why people leave their jobs tends to point either directly to the relationship with their boss or to some aspect of the relationship with the organisation for which the immediate manager has responsibility (See Gallup). People don’t leave when they are: valued for making a contribution; respected for knowledge

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