Anne Marie’s Musings and Wonderings, full of thoughts, questions, ideas to help readers reflect upon their own lives
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
I am fascinated by Leicester City’s success in the English premiership soccer league and before you scroll away from this, please hold on, I am not a soccer fan, but still, I really wanted to know why they are top of the league in the face of extremely stiff
Most of us when we think of coaching we think of slow, takes forever to get results, how could I coach anyone, I am not qualified and anyway I really do not have the time. There are many myths about coaching and one of them is that coaching is a
A lack of assertive ability and skill, hold many people back from living their lives the way they want to; it is often at the heart of disengaged and demotivated people at work. A key component of EQ (emotional intelligence), assertiveness has often come up in many of my coaching
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
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
While I am very sure much has been written to explore the ‘Six Principles of Influence and Persuasion’ (by Dr. Robert Cialdini) in practice: to criticise and debunk their simple or superficial nature, I have to admit that I rather like them for that very reason: their simplicity and because
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
By connecting with me you will be taking that first step towards achieving positive behavioural change for you or your team which will have long lasting impact on your professional and personal life