• What
• When
• How
• Who?

There is great benefit from having an objective view from someone without a preconceived idea about the answers.

Training Needs Analysis (TNA) is the process of bringing in that objective person and allowing them to talk to those involved, ascertain their job requirements (both performance and behaviour) and preparing a balanced and timely programme for you to consider.   Clearly, you are always in control.   The TNA, however, is a process you can follow over the time you feel appropriate and within your own financial restrictions.

The TNA can often be considered a FREE offering as part of the process of ensuring that the trainer/coach is providing you with the development skills that will benefit your business and improve your profitability.

Business performance coaching is an excellent way to map out your ideas, goals, objectives and, sometimes, concerns so as to clear the way and ‘unmuddle’  (?) the way forward.

Coaching can be also beneficial in a team environment to allow open, facilitated discussion that helps the team to format how best to achieve the performance level it needs.

There is great benefit in having an outside, unbiased view of the situations you face.   It can help to clarify the issues and find ways to clear them from the path ahead.   There is an old saying about ‘not seeing the wood for the trees’ and it is as true today as it was when it was penned.

There is absolutely no disgrace in asking for help and getting the coaching you need.   In fact, it is a sensible and forward-thinking solution and Business coaches will have coaches of their own to help them develop their own skills and to share experiences with.

If Roger Federer, Tiger Woods, Sir Steve Redgrave and other world-class performers need coaches, why don’t you find out what a great benefit this can be for you?

“This work is not like any other psychological approach.  I believe that we have found the basic cause of psychological problems.  This underlying cause is unrelated to other previous theories.  Unlike a placebo, you don’t have to believe in the treatments; as you will see they work even if you don’t believe in them!”  Roger J. Callahan, PhD

 
When we think of a particular problem (such as a specific fear) we generate an individual thought field  This is similar to the electrical field around the items in our home run on batteries or wires.  According to Dr. Callahan’s  theory, emotional problems are generated by interference in these thought fields.

Most existing therapies simply attempt to subdue those symptoms with varying degrees of success, or teach the patient coping skills.  Whatever the outcome of such treatments the disruption in the Thought Field (the cause of the problem in the first place) still remains.  

It is fascinating to think that we can delete these disruptions in our Thought Fields through a simple therapeutic tool that can work in minutes and requires only that you follow the prescribed set of actions based on the body’s energy points (similar to Chinese acupuncture but without needles)  provided for you by the therapist. 

When the identified energy points are addressed in the correct order most people notice a rapid and dramatic improvement in the way they feel.  A common response of patients when asked to think about their problem following the treatment is ‘I can’t think about it.’   What happens is that the problem has diminished to the point where it now holds little anguish for us.

TFT does not work for everyone, nor for every emotional or psychological problem.  However, patient reports since 1979 have confirmed that TFT works in the vast majority of cases, either on its own or combined with other therapeutic approaches.TFT has been used to great effect in treating victims of trauma such as Hurricane Katrina in the USA and therapists have been flown all over the world to work with those who are suffering from many problems as a result of severe traumatic occurrences.

It is vital to understand what hypnotherapy is and how it works and, most importantly, how it could work for you.

A hypnotic state occurs normally in everyone when certain conditions are met and with the assistance of a skilled hypnotherapist, it is possible to use this state in hypnotherapy to make deep and lasting changes to thoughts, feelings and behaviour. Hypnotherapy is a serious, effective and safe process and involves a lot of  listening on the part of the therapist so that he or she can fully understand where the fear or phobia is coming from and how best to help the person to find their way out of it.

Hypnotherapy is a valuable therapy with which to change established habits. Even though we are programmed only ever to consider our own well-being, fears and phobias can often be the result of a misunderstanding or difficult situation from our childhood, leading to low self-esteem, under achievement and sometimes worse. Often we attempt to protect ourselves by raising our fears and anxieties into phobias to keep us from a particular activity or situation we see as potentially dangerous.

Hypnotherapy is about establishing the fear or phobia; what it actually is; where it comes from; how much you want to move on from it (or banish it) and then working with you to achieve your desired end result.

It may happen quickly or it may take repeated sessions with deep-seated problems but, working together with your therapist, you can achieve great outcomes.

Low motivation can result in increased: staff turnover (15.9% in UK 2009 – CIPD) sickness absence (low morale and self-esteem) -recruitment costs (approximately £6125 pp, £9k senior management) firefighting

Decreased: – productivity, customer service, reputation, net asset value.

The Map breaks down into 3 main areas: work, relationships, self.   Within each of these sectors, it further gives insight into sub-categories, thus offering a clear picture of those areas of your life that are most and/or least important to you.

For example, my own map tells me that the 3 most vital motivators for me are: creativity, investigation and expertise.   In my role as a coach and trainer, these are most important as they are all 3 key to my own performance.   Least important to me is status, which is also important as I do not it to run my own business.

Don’t let the importance of this knowledge for yourself and for those who work and/or live with you so that you can bring out the best and offer the most valued.

The behaviours are then broken down into leading (the behaviour that you will use the most), supporting  (your back-up behaviour if the leading behaviour is not appropriate to the situation), supplementary (which you use to back up your leading behaviour) and dormant (the one you use the least and will prefer to ignore).

In addition, you will understand which of your behaviours are engaged (i.e. used most of the time in normal everyday life) and disengaged (i.e. not natural and used on rare occasions).

 One benefit of this is to help you to understand how you interact with others and which areas of your job are of greatest value to both you and your employer.   However, learning more about yourself also helps in all areas of your life and relationships.

Many people who use this tool (or the SDI®) find that they are more effective at dealing with conflict and building relationships with those who have, previously, seemed to be difficult.

The SDI® uses a very visual, colour-based image that offers a once-seen, never forgotten picture upon which you plot the results of a brief and easy to use questionnaire.   Wherever you are on this coloured triangle denotes the great strengths you possess and what type of work and lifestyle gives you the greatest satisfaction and opportunity to use those strengths.

This awareness of self and others forms a large part of so many, many aspects of your personal and business life, as relationships with others is fundamental to your success.   Once you are aware of the behavioural traits and needs of those you work with (whether colleagues or customers) it makes it so very much easier to avoid misunderstandings and conflict and meet the other person on their ‘territory’ thus giving you an increased opportunity to build and develop rapport and mutual interest.

To my mind there is no substitute to this knowledge and understanding in the business world.   In addition this valuable tool also helps you to understand what changes occur in you when you are faced with conflict and how others may react to those changes.   Very often your own behaviour will trigger an opposite and conflicting behaviour that escalates the conflict situation.

Self-awareness and the awareness of others’ needs will also be invaluable in team building, managing others, effective and appropriate communication, performance management and many other skills.

Definitions:

Management  - the skilful or resourceful use of materials, time etc

Leadership     – the inspiration of others to achieve goals

 A leader does not necessarily need to be a manager but a successful manager will also demonstrate leadership skills.

We follow our Leaders but take direction from our Managers

A leader is someone who people naturally follow through their own choice, whereas a manager must be obeyed.  A manager may only have obtained his position of authority through the time and loyalty he has given to the company or through being particularly good at a specific role (e.g. sales executive to sales manager).  This does not always work well, as the skills of selling and managing are vastly different.  The Manager may be chosen without consideration of his leadership qualities. A leader may have no organisational skills, but his vision unites people behind him.

 The manager maintains while the leader develops; where the manager relies on control, the leader inspires trust. Warren Bennis

 While leadership is easy to explain, it is not always so easy to practise.

 Good leaders are followed chiefly because people trust and respect them rather than the skills they possess.  Leadership is different to management because it is more about how leaders behave rather than how they perform.

 Management relies more on planning, organisational and communications skills.  Leadership relies on management skills too, but more so on qualities such as integrity, honesty, humility, courage, commitment, sincerity, passion, confidence, positivity, wisdom, determination, compassion and sensitivity.

 Some people are born more naturally to leadership than others. Most people don’t seek to be a leader. Those who want to be a leader can develop leadership ability.

Leadership can be performed with different styles. Some leaders have one style, which is right for certain situations and wrong for others.  An example of this would be Winston Churchill who, in peacetime was not the leader that the nation and Parliament needed.  In fact, Churchill was constantly in trouble for his ideas and behaviour.  However, when the nation was at war, it was Churchill who came to the fore as the leader that held things together and took us to victory.

Effective leaders can adopt and use different leadership styles for given situations.