I have a DREAM

I have a dream, a song to sing

To help me cope with anything….

 This song by Abba, way back in Dec 1979, topped the charts and became a big hit. Twenty years later, Irish pop group Westlife released a successful version of the song in the Christmas week of 1999, to make it no 1 again in UK charts again.

Martin Luther King used these words in 1963, as a part of his civil rights movement. His speech had these words, in a defining moment of history, when he called for end to racism in the United States

And whenever, we hear these words, they inspire a positive thought, they touch a cord that invigorates and moves us from inertia to action.

So, what is this phenomenon of Wakeful Dreaming? Why do Coaches encourage Dreaming? Because it becomes easier to get to your goals when you Dream about it? Can we achieve those dreams just by talking about them?

The answer to that question is a loud and confident, YES!

A vivid imagination compels the whole body to obey it. In Coaching, we use the power of Dreaming with our clients, to express their long time desires and wishes. We encourage our clients to focus on intentional wakeful dreaming, thus inspiring them to believe in their dreams and their ability to achieve it.

This has a scientific foundation and is not fantasy or magic. This is grounded in strong psychological principles. When we articulate our dream, we create a strong connection between positive image and positive action.

Our Dreaming here, grounded in reality, should contain images, voices, metaphors, symbols and feelings. Neuroscience always advocates that the mind and body are part of the same system. When the mind can conjure up images, the body gets activated to work for it. Creative ideas flow, nodes start opening up and solutions start to present themselves.

As we start articulating our desires, we talk of what we see in the imagery, we hear what others are saying about us or to us, and we express how exactly we feel. When we indulge in dreaming of this kind, we create a placebo effect – It creates a heightened feeling of optimism about the future. Imagining a hostile encounter can raise a person’s blood pressure as much as an encounter itself. This sensory response evidently works in case of constructive feelings too. Imagining an exciting upcoming event of your life increases our heartbeat and releases Dopamine (A feel good hormone that makes us mentally alert and keeps you happy and positive) in our brain. And then our mind does an astounding job of linking these positive feelings to positive actions

This often leads us to start planning actions that will be suitable and fitting, have thoughts that are conducive and directional and a mindset that believes in possibilities. Armed with these affirming tools, we march ahead in our Dreams. We then make conscious choices for the future and take mindful actions. And in no time, we see our Dreams come true.

This is so similar to the marvel of heliotropism – natural tendency of plants to move in the direction of the sunlight. This helps them grow and flourish. Sunlight is this case is life giving for the plants, Dreaming is likewise for us Humans….It gives wings to our aspirations

So, keep Dreaming…. I do. And I believe in Angels…..

 

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Managing Change For HR Leaders and Managers….

While the routine tasks themselves are dynamic and demanding, the complexity of business keeps most HR managers on their toes. For every business, changes are the only constant that can impact great results and the numerous changes that a business brings in each day, people are forced to rethink their prioritisation and manage it in their stride!

 

The challenges in the current generation of Human Resources Management are growing with the complex HR functions of a business, and almost every HR manager is faced with rapid changes that they need to implement and facilitate with their employees. The need of the hour is a deep understanding of how Change Management can support the implementation of change.

 

The fundamental fact is that with every change comes RESISTANCE, and this is merely due to the fact that people are often already stretched with their routine tasks. People struggle with managing their tasks and invest almost 22% of their productive time prioritizing. Whenever a change is introduced, this 22% grows to as high as 40%!

 

The key cause is that whenever a change is introduced, people face disruption in their routine. With disruption comes irritation, anger, frustration and this leads to high-level resistance. All these emotions are an outcome of the fact that change needs human beings to manage implementation. Whether you consider a technical or technological change, a process change, or even people change, all of this brings in disruption to routine.

 

Change management is a ‘Hard Skill’ and one of the most critical skills in modern day management today. Unlike project management, wherein a team works on how a process or technology needs to be planned and installed, change management is all about ‘How People Who Need To Implement The Change Need To Manage It’.

 

One of the most tested and successful change management model is the PCI (People Centred Implementation). This model deals with the entire cycle of how change implementation needs to be implemented. What is key is the fact that people do not want to change unless they are made to realise that ‘They Cannot Stay Where They Are, And It Is Imperative They Consider A Change’. Don’t fix it if it isn’t broken is a philosophy that human beings are comfortable with.

 

Most organisations face a huge challenge whenever they need to make people believe that they need to embrace and implement required change, and the PCI philosophy supports a change manager leverage value through the entire ‘Change Curve’ till change is successfully implemented.

 

As a HR manager, the best move is to include a well laid out change management training plan. If the manager can identify key people in various levels of the organisation dealing with people and change, then an effective change management learning session will support creating resources within the organisation. This can be a great support to connect key change agents to carefully and plan fully drive change whenever required.

 

What employees is a well structured hand holding across the curve of any change, and if there is adequate resources within a team, it is easy to support any change that affects people. Considering the dynamism of business today, it is almost certain that the organisation is bound to face changes often and as a HR leader, it will be imperative that the team has capable members who understand the process and implementation journey with change.

 

A typical organisation faces a significant challenge created by the projects it runs, whether they are focused on cost reduction, process redesign, mergers, restructuring, or a large IT implementation. It can be difficult to capture the value of all these activities simultaneously.

However, the biggest difficulty is usually getting employees to embrace the change each project brings. This is the realm of change management – helping people adopt new behaviours, accept and take ownership of change instead of resisting it. The way you implement change is at least as important as the strategy or solution you’re trying to implement, if not more so. Successful project implementations rarely come from purely technical project plans that do not take into account the human dynamics
of change.

A well researched fact is that a change cannot be successfully installed, as it involves people and people need support to manage implementation. To build a sustainable and result oriented workforce, HR must focus on how to integrate change management as a competency at work.

Here are a few aspects that can lead to being ready to embrace and implement change as HR Leaders….

  • Plan for identifying and appointing Change Agents to lead a change project
  • Identify Change Sponsors who can bring great change leadership to the table
  • Create a local level team of influencers who can network and influence the implementation well
  • Create a monitoring system to track, communicate and re-think change success on the go

 

Building Change Management capability is a vital ingredient for business success!

 

Pramod Parkar

Trainer & Facilitator, Change Specialist – pramod@edifyconsultants.com

Why do management boards take a low interest on Training & Development budgets?

When Sarika Ghosh, the L&D head of the company toiled with her team to build a robust training plan for the year, they had a difficult time figuring out their Employee Training Needs!

The cause was that the small little input on people’s personal development plans by managers on employee appraisals were so wide and poorly described, that the team had to put on their thinking caps to figure it all out. After the long drawn exercise, the next tedious task was to align this data to the organizational direction and goal.

While the L&D team toiled, the employees and managers were hoping that this years training will be meaningful for their work roles and support them grow and add to their development in life.

With all of this elaborate efforts, Sarika makes her training & development plan and submits it to the board. Fingers are crossed, and the team is eagerly waiting for their annual sanction. To their dismay, the carefully crafted plan gets a 35% cut!

 

This is the plight of many L&D Managers and the key cause is that unfortunately the management and employees rarely believe that the training programs the HR team offers them, supports them with practical and applicable learning for their roles.

 

Leadership and Management receive poor standards of reports that do not support them stretch to invest on people development adequately. Research has shown that when the top 20 CEO’s in the world were asked about their views on soft skill & behavioural training, almost 86% of them mentioned that ‘They Expected No Change!’ and they said that if the company did not engage on this type of training, the results would not really suffer!

 

The key cause of this dilemma is based on the fact that ‘THERE IS INADEQUATE DATA’ and the required relevant data is imperative to create value adding L&D interventions.

 

L&D suffers with the inadequate systems that result in lack of important and relevant data on what areas of training to invest on. The efforts of the L&D team is cumbersome and difficult journey, as without data the content, the facilitation, the learning all suffers on quality and impact.

 

While this is the fate for many, then the fundamental cause that needs attention is that HR and L&D needs to ensure that the process of identifying training needs are supported by a ‘Real-Time System’. L&D needs to ensure that employee and managers can engage with a digital platform that offers them guidance and support to understand and plot their needs, with inputs on the purpose of the development they expect.

 

 

If the process is real time and available at their finger tips, then they will participate and express their needs in time. With great data the L&D team can offer the management detailed reports on what training needs need attention, why they are important and how the same can be planned and leveraged on. The report needs fine details that encourage a management to make the investment and gain on the most critical capital, Human Capital!

A well established fact is that ‘Your People Are The Only Differentiator You Have’. Making a wise investment on developing them is the most valuable factor that can drive business results.

 

Pramod Parkar

Trainer & Facilitator, Change Specialist – pramod@edifyconsultants.com

Human Resources, The Challenges…

An organizations foundation stands on the pillars held strongly in place, and HR is the most critical pillar of them all!

 

  1. Give meaning to your people’s work: In a majority of companies today, 6 out of 10 employees are unsure of why they do what they do! The job of HR is to translate this meaning effectively. The work people do needs to be connected to a higher purpose, and they need to be aware!
  2. Construct A Culture Of Trust: Leaders and managers need to breed the culture of trust, but HR needs to plant the seed! A large proportion of people say “I cant trust my company and leader”. The code of communication can be a big player for this success!
  3. Hire people who are better than your best: Hiring needs focus, focus on the vision and goals. The hiring process is more left to consultants and lesser pointed to getting people who are superior to the ones you have!

4.Don’t just review, create performance conversation as a routine: Reviews are about the past, these discussions are about what already went by and happened. Use The Power of Feedback as a natural conversation everyday!

5.Recognize the recipe of success that exists: If you can recognize your best performers formula for success, then teaching others to apply the same can be quite a simple task. Competency Frameworks and performance review are mere pointers. Success is about breeding the benefits of practical formulas that worked for a few!

6.Invest on what people need, not just what got planned: Routine training programs and typical rewards of trips & gifts please merely once, the success is to pin-point people needs and be generous with what they need versus what the organization merely planned. Be it development or recreation, give them what they want!

The job of HR surely can get complex, but if these simple 6 factors can be modeled well by HR, then every step, from hiring, to motivating, building talent, to deploying and retaining talent can form a culture, a culture of a successful organization that meets the demands of the mixed Jonas of people that make it up.

Pramod Parkar

People Development Specialist and India Representative for Changefirst, UK

pramod@edifyconsultants.com

I Say And So I Create

I often wonder, when we speak, do we say what we believe in ?  (I don’t like this city anymore?) or do we say things to have a certain response from others ?(I know, you don’t love me the same way, anymore…) and, quite often, do we say things just for effect (He treats me like a  Slave!)..?

We all speak our feelings; what ever may be the intention. We say them as they come to our mind

We communicate our thoughts and feelings when we speak. And the converse is true too.  That is, what we speak, influences our thoughts.

Our thoughts dictate who we are and how we view the world.

The Constructionist Principle  suggests we make meaning out of our lives and our experiences in conversation with others. The language we use to describe things actually shapes how we see them.

For example people can go through exactly the same challenging or negative experience – but use very different language and tell very different stories about that experience.  Some people focus on being a victim – and this becomes their reality. Others focus on their stories of survival and how they overcame the challenge, creating a very different reality for themselves.

 

This means, be careful about the words you use to describe things and people. Be careful of your metaphors. They may just become your reality and how you view and experience your life.

–       When you say you hate this city, you will find many reasons to fuel your hatred. Try loving the city instead; you will find many reasons to do so.

–       When you allege less love, you may just prove yourself right, unless you look for things that show love.

–       If you think Slave, you may just start feeling like a slave…

What a person says about his current situations, lays the foundation for a possible future. What stories are you teling, about your present day life?

Recreate your reality by using positive, meaningful words, they will help craft a better world for you. These words, then influence your thoughts,  sway you in the direction of good things and make you feel good.. That in turn will again make you say and stay good….. That is my circle of Wellness.

 

Posted by

Alina Menon

President, ICF Mumbai Chapter, Director Edify Consultants, Director of Training, Coach Masters Academy, Singapore

5 Tips to be a great leader….

When people refer to or remember leaders, you seldom hear them speak of their capability or intelligence. They get remembered for the way people heard them speak, felt them respond, and their experiences of interactions with them.

A leader is best
when people barely know that he exists,
Not so good when people obey and acclaim him, Worst of all when they despise him.

A good leader, who talks little,
When his work is done, his aim fulfilled,
They will say,

We did this ourselves.
                                     Lao Tzu

 

The theory of born leaders has been debated by theorists and gurus, and to all the myths that play around; it is an established fact that ‘Leadership Can Be Learned’

When you pave your path as a leader, you are being ‘Watched – Heard – Felt’.

Tip #1

Your knowledge and expertise can lead you, but to lead others they need to make sense of all you mean to them!

People and Perception: A lot about a leader is understood by the way people translate and how they interpret what they see. When you appear calm, yet motivated, relaxed and yet driven, humble yet assertive, they interpret the results that they would derive while interacting with and following you. Your persona and character strongly depend upon how you appear. It is less about your actual attire, but more about your being able to project your image in a manner that makes you approachable. Your humility and empathy can be seen in your overall demeanour and your nature gets interpreted by the warmth and approachability. People want to connect with someone who appears connectable. From your body language to your sense of the way you carry yourself and express your perspective is a strong translator of who you are.  Seeing is believing, so choose your attire to express warmth and approachability. Being over dressed to the occasion often signals people to be wary of who you might actually be. More than your attire and confidence, people pick up signals of your humility and courage!

 

Tip #2

When people interact with leaders, they want to respect the person not because of the authority or position, but because of the way they express themselves, and because of the manner in which their words impact them and their situations & circumstances.

Leadership Conversation: The golden old line, ‘What you say is half as important as how you say it’ holds strongly true. When people interact with others, they only translate what they see and hear. Your choice of words need to be more empathetic than authoritative, warm yet assertive. If you hear the speeches of most successful leaders, you will find their vocabulary is simple, holistic and empathetic. Complex language often perplexes people and challenges them to pause listening and start analysing. In the most difficult times, leaders choose the simplest lines to share meaning and motivate people to reflect and respond in thought. The choice of being assertive and not aggressive, simple vs complex and direct vs convoluted is the most appreciated fact by other. Choose your words carefully, yet be simple, straight and empathetic.

Tip #3

Your kinaesthetic sense is a combination of touch, taste and smell. With these 3 senses live, we human beings translate and perceive a lot about our environment. The 3 make up the way we feel!

People and Managing Feelings: You will often hear people narrate their experience when they have met with leaders and the words almost say ‘It was so comfortable and easy interacting with this person’. The way people feel about you is critical for your leadership perception to hold appropriately. With the appropriate visual and auditory perception, this factor of feel is important to instil confidence and humility. From your greeting and handshake, to your gestures, body odour to your posture are all factors that support the impact of how people feel. Your authority needs to be felt, yet admired. Admiration comes from command, and demand seldom works effectively.

Tip #4

Respect is commanded! it begins with the respect of others and culminates with self discipline. Self-discipline is always an admired virtue. When people have expectations and a leader stands good to responding to them, then you often hear ‘He never fails in actions’

Self Discipline and Expectations: Ones sense of time, sense of response, sense of habits is all those factors that contribute to the way people predict behaviours. When a leader meets on demand of self-discipline and his sense of responsiveness, then people have the confidence they believe they need in a leader. Role modelling, walking the talk, punctuality and consistency are those factors that have no room for compromise for successful leadership. Remember, people only translate what they hear, see, feel and experience. Great leaders demonstrate this consistently.

LEADERSHIP IS A POTENT COMBINATION OF STRATEGY AND CHARACTER, BUT IF YOU MUST BE WITHOUT ONE, BE WITHOUT THE STRATEGY Norman Schwarzkopf

Tip #5

People do not remember leaders for how successful the leader was, they only recall how leaders helped them succeed!

People and Their Success: The leader the mentor, the leader the coach are those roles that people never forget. Help to people means various things, but mentoring & coaching means a very specific thing to all. When a leader coaches & mentors effectively, people feel special, and special because they believe that the leader was concerned about their potential and he helped them explore their capability to bring out the best in them! Observe, listen, empathise and coach. Bring out the best in others.

pramod@edifyconsultants.com – People Development & Change Specialist and Life Coach