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Specific tools for corporates

Empathy vs Sympathy

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Empathy and Sympathy: what’s the difference?

Firstly, Empathy is defined as:

the ability to share someone else’s feelings or experiences by imagining what it would be like to be in that person’s situation
When Sympathy is defined as:
an expression of understanding and care for someone else’s suffering

 

Watch the RSA video that compares Empathy vs Sympathy…

Then you will understand more about what our planet needs the most: more connections and more human moments.

The Power of Vulnerability

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Brené Brown’s TED Talk on Vulnerability is one of the most-watched TED Talks on You Tube. Upon its release 5 years ago, it sparked a revolutionary, global conversation about the way we deal with courage, shame and worthiness.

Also Brené Brown has written two previous New York Times No 1 bestsellers: Daring Greatly and The Gifts of Imperfection.

She also gave the closing talk, ‘Listening to Shame’, at the 2012 TED conference in Long Beach. She is a research professor at the University of Houston.

Brené is founder and CEO of The Daring Way. An organization that brings her work on vulnerability, courage, shame and worthiness to organizations, schools, communities, and families.

Take just 20 minutes and hear her wise words!

Learning to learn

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Learning to learn is recognised today as a key competitive advantage. How to develop the ability to learn faster?

Organizations today are in constant flux. Industries are consolidating, new business models are emerging, and new technologies are being developed. Simultaneously, consumer behaviors are evolving.

For executives, the ever-increasing pace of change can be especially demanding. It forces them to understand and quickly respond to big shifts in the way companies operate, and how work must get done.

In the words of Arie de Geus, a business theorist:

“The ability to learn faster than your competitors may be the only sustainable competitive advantage.”

 

Video by Erika Andersen

coaching

Does everyone need a coach?

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Everyone needs a coach. We all need people to give us feedback. That’s how we improve.”

This is what Bill Gates chose to say as the opening of one of his TED talks. Interestingly the point he highlights, and the one characteristic common to all high performing individuals, from executives to athletes is the fact that they all have a coach. Yet, surprisingly in business, nearly two-thirds of executives outside the leading-edge innovation sector don’t. In fact, the majority of individuals over 60% are embarrassed to consider, let alone ask for coaching. “Why do you need coaching? What’s wrong with you?”

In fact, most managers would easily see a need for coaching within their team mates because they want them to go that extra mile, but not for themselves as they believe that they are already at their very best. Why do we always see it so clearly in others but not in us?

Well that is exactly the whole purpose of coaching: hiring an external non-judgmental eye that sees it and leads you to become more aware of how your own blockers and behaviors impact your results.

Stepping away for an hour a week is probably one of the most valuable investments one could think off. In today’s workplace, it doesn’t always feel socially acceptable to think about personal, emotional issues as business issues. But think about it, they drive most business decisions. In fact, business decisions are most often based on emotional responses to powerful conversations and, then, justified by rational arguments.

When asked what coaching really brings, I like to respond that it simply brings Peace and Productivity. 

Coaches act as partners and motivators, not as counselors. They never tell you what to do. They just ask you the right questions that lead you to find your own answers. They provoke the kind of shared ownership that gives you the energy and clarity to turn your ideas into reality. They see through the excuses that you make and they hold you accountable. They see how you limit yourself and they challenge you to do more. They serve as a guide while you create the plan, define the outcomes and take it to execution. They keep you motivated and committed to achieve the goals that you have co-defined.

Not everyone needs a coach but everyone will benefit from a coach. 

self-leadership

Self-questioning for self-leadership

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How to improve your self-leadership? Actually you can look at it just like the training you do to stay healthy and to stretch your muscles: every opportunity to practice learning, self-reflection and inner questioning will guide you to a better knowledge of yourself.

After a tough day, loaded with frustration and stress, when you see coming the fatigue and the loneliness feeling, take a brief moment to pause, and to review “what just happened”. 

Here are 7 questions to ask to yourself:

  1. What did I do well?
  2. What could I have done better?
  3. Why were these tasks so challenging?
  4. How have I gotten closer to my life goals?
  5. What are two things I really enjoyed about the experience?
  6. When was my biggest waste of time?
  7. What made me feel fulfilled?

Not every question has an answer… 

But the simple fact of letting go and reflecting actively, instead of accepting the bad mood, will put you back on track for change and positive action plans.

Inspired by Peter Economy (Inc. com)