Hilary Wilson

Being known as a leader who is a great sounding board is a powerful way to help others grow and develope. The two key skills you need for this is the ability to ask great questions and really listen to the answers. The attitude that will keep drawing people to you is one of openness and non judgement. Essential conditions for growing in my experience.
As a colleague of mine says “Opinions are like bottoms every one has got one”. The thing that is far more powerful than an opinion is an opportunity to explore what the person wants to chat about – the topic.Then what they want to achieve – the goal.What is currently going on – the reality. What could they do – the options. Then the actions and learning – the wrap-up to the conversation as it were.

As you may have spotted I am referring to to a great tool developed by Sir John Whitemore and widely used in business for coaching and productive conversations. It’s called T.G.R.O.W.

T         Topic
G        Goal
R        Reality
O        Options
W        Wrap Up

Below I have outlined some example questions under each heading.

Topic

* What would you like to talk about? Tell me some more about it
* Is there anything else that is relevant about this?
* What is it you would like to discuss?
* What things are you doing now that you would like to stop or delegate to others?
* What is the most important decision you are facing?

Goal

* What would you like to achieve? What would you like to achieve in this session?
* If I could grant you a wish for this session, what would it be?
* What would you like to happen that is not happening now, or what would you like not to happen that is happening now?
* What outcome would you like from this session/discussion/interaction? Is that realistic?
* Can we do that in the time we have available?

Reality – What is happening at the moment?

* When does this happen? How often does this happen?
* How do you know that this is accurate?
* What effect does this have?
* How have you verified, or would you verify, that this is so?
* What other factors are relevant?
* Who else is relevant? What is their perception of the situation?
* What have you tried so far?

T.G.R.O.W is a great tool to help others, improve your impact through asking great questions in a structured way as well as providing you with a useful aid to explore work challenges on your own using the T.G.R.O.W.
questions.

We can all think of people in our organisations that are referred to as “mood hovers” or “energy vampires” equally we can all think of people who are “chuckle dusters” simply they are really enjoyable to be around. What would people say about you?

The effect we have on people has a subtle yet powerful impact on getting noticed. Our attitude is greatly influenced by our levels of self esteem and confidence. If you want to improve your self esteem and confidence it is critical to grab that thing between your ears called a brain and get it focused on your successes and strengths.

One way to do that is to spend five minutes at the end of each working day making a note of at least ten small wins or success you have had that day. For instance 1. Tackled a difficult conversation 2. Completed a report before the deadline 3. Used the stairs all day not the lift 4. Started preparing the presentation I have been putting off. Etc

It is quick and easy to do. Also it is guaranteed to boost your self esteem and confidence.

As these are the bedrock of having an attitude worth catching I’d suggest five minutes is worth spending in this way.

My favorite definition of insanity is “Doing the same thing and expecting a difference result”. Where would a small change in your attitude yield big results? What action can you take?

“It is in our choices, Harry that we show what we truly are, far more than our abilities.”

Professor Humbledore to Harry Potter in “Harry Potter and the Chamber of Secrets” by J.K. Rowling

A couple of wise choices a day will do wonders for your career success.

I have just read a really useful blog post by Jeff Hayden and thought you might enjoy it to.

My thanks and fully acknowledgment to him.

Great employees are reliable, dependable, proactive, diligent, great leaders and great followers… they possess a wide range of easily-defined—but hard to find—qualities.
A few hit the next level. Some employees are remarkable, possessing qualities that may not appear on performance appraisals but nonetheless make a major impact on performance.
Here are eight qualities of remarkable employees:
1. They ignore job descriptions. The smaller the company, the more important it is that employees can think on their feet, adapt quickly to shifting priorities, and do whatever it takes, regardless of role or position, to get things done.
When a key customer’s project is in jeopardy, remarkable employees know without being told there’s a problem and jump in without being asked—even if it’s not their job.
2. They’re eccentric… The best employees are often a little different: quirky, sometimes irreverent, even delighted to be unusual. They seem slightly odd, but in a really good way. Unusual personalities shake things up, make work more fun, and transform a plain-vanilla group into a team with flair and flavor.
People who aren’t afraid to be different naturally stretch boundaries and challenge the status quo, and they often come up with the best ideas.
3. But they know when to dial it back. An unusual personality is a lot of fun… until it isn’t. When a major challenge pops up or a situation gets stressful, the best employees stop expressing their individuality and fit seamlessly into the team.
Remarkable employees know when to play and when to be serious; when to be irreverent and when to conform; and when to challenge and when to back off. It’s a tough balance to strike, but a rare few can walk that fine line with ease.
4. They publicly praise… Praise from a boss feels good. Praise from a peer feels awesome, especially when you look up to that person.
Remarkable employees recognize the contributions of others, especially in group settings where the impact of their words is even greater.
5. And they privately complain. We all want employees to bring issues forward, but some problems are better handled in private. Great employees often get more latitude to bring up controversial subjects in a group setting because their performance allows greater freedom.
Remarkable employees come to you before or after a meeting to discuss a sensitive issue, knowing that bringing it up in a group setting could set off a firestorm.
6. They speak when others won’t. Some employees are hesitant to speak up in meetings. Some are even hesitant to speak up privately.
An employee once asked me a question about potential layoffs. After the meeting I said to him, “Why did you ask about that? You already know what’s going on.” He said, “I do, but a lot of other people don’t, and they’re afraid to ask. I thought it would help if they heard the answer from you.”
Remarkable employees have an innate feel for the issues and concerns of those around them, and step up to ask questions or raise important issues when others hesitate.
7. They like to prove others wrong. Self-motivation often springs from a desire to show that doubters are wrong. The kid without a college degree or the woman who was told she didn’t have leadership potential often possess a burning desire to prove other people wrong.
Education, intelligence, talent, and skill are important, but drive is critical. Remarkable employees are driven by something deeper and more personal than just the desire to do a good job.
8. They’re always fiddling. Some people are rarely satisfied (I mean that in a good way) and are constantly tinkering with something: Reworking a timeline, adjusting a process, tweaking a workflow.

I am writing this on February 14th which is Valentine’s day here in the UK. Valentines day seems to be about demonstrating love and appreciation of another. If I could create a corporate Valentines Day it would be about loving and appreciating our selves and all we bring to the work we do.

Ways to boost self esteem and confidence are a regular topic in coaching sessions and workshops. The fastest way to decimate your self esteem and confidence is to develop the habit of focusing on your short comings with a big magnifying glass. I once heard this said “If someone else spoke to me the way I speak to myself I’d sue”. Does that sound familiar?

Develop the habit of self acknowledgement and appreciation.One way to do this is to keep a daily log of small wins and successes. Start with five things a day and build up to 50. Yes I did say 50. Just imagine if you did this five days a week for a month what it would do for your self esteem and confidence. Not to mention the awareness it would develop around your personal brand.

I would say that self confidence is indeed career critical as well as being key to a happy and healthy life!

I was asked the question by a group of graduates I was working with recently. According to a comprehensive research study by careers expert John Lees these are the key characteristics in rank order.

1. Being self aware

2. Being more aware of the needs of the organisation

3. Displaying the right behaviours and attitudes

4. Influencing key people in the organisation

5. Pushing the boundaries of your job

6. Having the right skills and know how

7. Working hard

8. Being in the right place at the right time.

All of my experiences totally backs this up. It is worth considering if you were to improve just one of these which one would it be and what action would you take?

Remember “Luck occurs when preparation meets opportunity”

Tomorrow I am going for an interview at a top global pharmaceutical company with a view to joining their faculty as an executive coach. So I have been doing my research. A term that comes up a lot in relation to them and generally is “a matrix organisation”I had a feel for what it was and much experience of working in that environment however could I define it in words. With difficulty I discovered! Here is my best attempt

Defining a matrix organisation.

It’s an organizational structure that facilitates the horizontal flow of skills and information. It is used mainly in the management of large projects or product development processes, drawing employees from different functional disciplines for assignment to a team without removing them from their respective positions.

 
Employees in a matrix organization report on day-to-day performance to the project or product manager whose authority flows sideways (horizontally) across departmental boundaries. They also continue to report on their overall performance to the head of their department whose authority flows downwards (vertically) within his or her department. Matrix organizations are often set up to make organizations more flexible, to break down the old functions or geographic “silos” and encourage more cooperation across the business.

If you have read this and thought Oh! I have a much better definition please do get in touch I’ll be forever grateful and publish it with fully credits!

I’d define Charisma as “The ability to inspire action, loyalty and enthusiasm in another” and then I’d pose the question does being Charismatic help you to succeed in your career? I think most people would say yes to that. And I’d be one of them!

Another question I’d ask is have you ever inspired action, loyalty or enthusiasm in another? If you can say yes then I’d suggest you’ve been charismatic. It’s worth noticing when and how you’ve done that.

Another definition of Charisma is “It’s the external demonstration of something we feel emotionally certain or passionate about inside ourselves” So what are the things that really matter to you at work? Focus on those and you will truly know the meaning of “Charisma, Apply Within”

As a child growing up in a small village in the West of Scotland I remember the celebration of New Year going on for a week at the very least. Starting to think about what you might want to achieve in the following year often didn’t get any energy or attention until at least the second week of January. Given the date it is time to get on with it then!

In order to create what you want this year in your career I’d like to ask just one question.

If you could achieve just one thing this year in your career what would it be?

Get clear about that and then take 5 minutes of really focused action on your goal at least four times a week and you’ll get a great result.

Have your best year yet in 2012. Best wishes from Hilary

The one thing they are doing is understanding where and how they make a difference. They also recognize they are a brand – a personal brand. Let’s take corporate brands for a minute. What are your favorites? Apple? McDonalds? A small local store? Whatever your favorites my guess is that they deliver what you want and in a way that keeps you coming back.

Personal brands are similar. Employers want us as long as we deliver things they value

Accompanied by behaviour that is pleasant to be around!

So what makes up your personal brand? It is sum total of your skills, strengths, capabilities, values, contribution and personality that create an overall impression at work. I have also heard personal brand described as “what they say about you when you leave the room” and “your take on things”. Organisations have brands and each individual and team in the organisation has one too.

All brands that are successful and stand the test of time are based on being authentic and genuine. The most important thing to consider as you reflect on your offer is what comes naturally to you. Consider these questions:

What are you doing at work when you feel most alive?

What are you most proud of in the work you do?

What are you most frequently complimented on?

The answers to these questions will begin to provide some of the core elements of what is in your brand.

Knowing what you offer is critical to career success in the 21^st century. Consider this would you want to invest in a corporate brand that didn’t invest in itself? Well funnily enough corporate brands don’t want to invest in us if we haven’t.

Take action now and invest in the brand called MePlc.

Take time to think about your brand

“We are CEOs of our own company – Me Inc.  To be in business today our job is to be lead marketer for the brand called YOU.”

Tom Peters

Crucially, a charismatic leader is someone who manifestly inspires, motivates and sometimes mesmerizes the people they lead: Bill Clinton, Jack Welch, Nicola Horlick,  Anita Roddick, and Nelson Mandela come easily to mind. As well you know you don’t need to be senior or leading a team of people to be veiwed in business as a charismatic leader. Charisma is currency. In fact, anyone who depends on making an exceptional and lasting impression on others for their livelihood should consider the question of charisma.In the business world it has been proved time and again that effective human relationships are at the core of successful businesses.

In view of the recent rise in known executive misbehavior and correspondingly poor business results, perhaps it would be universally beneficial for medical research to concentrate on cloning not sheep, but charismatic leaders with integrity.

Your company needs chrisma as do you to succeed so show up and shine.