Create a Feng Shui OfficeMake Your Office Feng Shui
To a person from the west the thought of feng Shui can seem a little ridiculous. Do any people these days believe that positioning your executive desk diagonally opposite a door can increase your good fortune? Or that incorporating three red eggs as a part of executiveoffice furniture and decorations can directly help to increase income?
Indeed, it sounds much like something your everyday spreadsheet obsessed, synergy loving Ceo is going to dismiss instantly. The purpose of feng shui is to produce human environments in sites with positive energy or chi. Feng Shui experts arrange cabinets, desks, chairs, mirrors, artwork, and all additional components of interior and exterior design to regulate the circulation of energy in human living places.
Surprisingly, feng shui has never been more widely applied in the Western Hemisphere. Hotel mogul Mr. Trump is well known for hiring Master Pun-Yi to assist with the layout of Trump Tower. Coca-Cola designed their offices relying on feng shui guidelines and reported gains in net income and employee efficiency afterward
Virgin Chief executive officer Richard Branson has applied feng shui and generated marvelous results throughout his business empire. Leading players in world fiancé and economics such as Chase Manhattan, Citibank, and the Far Eastern Economic Review were also looking to jump on the feng shui train. Presently there are actually rumours abound that the British Royal Family has employed feng shui specialists previously.
Instead, it demonstrates the value of developing a well designed, decorated, and furnished office. If staff are more relaxed they can stop constantly stretching,readjusting, and daydreaming of chiropractors and let their personal energy and ingenuity flow. When an office is well designed everyone is more content, more tranquil, and perhaps less anxious to dash home.
The advantages of exceptional office furniture extend past employee relations and productivity. Companies are increasingly redesigning conference rooms to reduce needless discord in conferences, and refurbishing spaces in which personnel interact with representative of other corporations. Increasingly more evidence suggests that a great conference table and leather chairs make conferences simpler and more productive and crucial negotiations more likely to go well.
The simple fact that many of the most powerful corporations of outstanding office furniture extend further than workforce relations and efficiency.Companies are increasingly redecorating boardrooms to lessen unneeded conflict in meetings, and refurbishing areas in which personnel have interaction with members of different firms. More and more research suggests that a great conference table and leather chairs help to make meetings smoother and more effective and important deals more likely to occur.
For a company to receive the advantages Coca-Cola and Virgin Mobile have gotten out of feng shui, it does not need to look as far as ancient China. An executive office furniture store will quickly offer the same experience and value with little more than a few handsome executive desks, ergo dynamic chairs, and expert interior design advice. As companies look for new techniques to increase efficiency and better interact with their employees, quite a few have realized that top-notch executive office furniture along with a pleasing work place is necessity.
The method of testing the seven energy centers of the body, evaluating whether they are open, over-active or under-active is called Chakra Test. Anatomically speaking, these seven chakras are major nerve ganglia which originates from the spinal chord. These are the energy whorls or points located in a vertical straight line starting from the base of the spine to the crown of the head where energy is received in and transmitted to.
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Isn’t it funny what we assume about leaders in senior positions. They no longer have anything to learn about interpersonal relationships or leadership. They have arrived, proof positive of their skill level!
Furthermore, only a fearless few people will give them the honest, useful feed-back that self-development requires. The “culture” expects them to be role models and our models are supposed to get it “right.” Showing their vulnerabilities is a “no-no,” not to be done in front of those who report to them and certainly not advised in front of competitive colleagues on their leadership team. Of course, the CEO is too busy (and often not sufficiently skilled) to help them grow interpersonally.
The fact is that many individuals arrive at the senior level with much still to learn about people. Often they bring to the executive wing styles, habits and beliefs that have worked for them since they were a supervisor. Suddenly these formulae for success no longer work and, in many cases, must be unlearned and replaced with behaviors more in line with modern leadership.
This is why so many organizations today are investing in coaching for their key leaders. The benefits from being coached stem primarily from the leverage that is obtained. When a senior leader operates with a less-than-functional style, its negative impact on performance and morale can reverberate from within the senior leadership team right out through the frontlines to the customer. The good news is that turning this individual’s style around will have the same multiplier effect in a positive direction.
What is Coaching?
Coaching is a series of periodic one-on-one consultations, usually with an external resource, over a period of time- typically anywhere from three to eighteen months. Between sessions the “coachee” (whom we will call the “client”) applies newly learned approaches at work, receives feedback, then reassesses, and refines his/her behavior accordingly. Coaching is not therapy, however, occasionally a coach may suggest counselling as a promising course of action for deeper seated issues that are blocking effectiveness. Well done coaching yields a high return on investment because the process is totally customized to the “client’s” challenges and needs and it maximizes the executive’s time off the job.
The goal of the coaching process is to generate, in the client, effective skills and attitudes that are self-sustaining, selfcorrecting and directly supportive of his or her expected performance results.
When does one engage a coach?
Usually-but not always-it is the individual’s boss who initiates the coaching intervention. Typically this is in response to a need to turn around a significant performance problem or to improve an interpersonal skill deficiency that is holding back an otherwise excellent executive. Coaching is also used to prepare someone for a promotion, generally enhance leadership potential, and provide support for a particularly challenging leadership situation (e.g. managing a major change, inheriting a new department).
On the other hand, Coaching is not always indicated. I would not take on a coaching assignment when the boss has already decided to fire or demote the individual, when there is insufficient time to generate the results required, or where the person is entering a coaching process against his/her will. This latter condition is sometimes a judgment call but my ethical and business bottom-line is that the client must buy in to the process freely and genuinely.
What should you look for in a coach?
Consider the mix of (1) skills, (2) knowledge and (3) attributes of any coaching consultant.
Critical skills are:
communications (interviewing, listening, feedback, summarizing)
facilitation (including the ability both to confront and support)
the ability to take a systems perspective (the client does not operate in isolation but as an integral part of complex organizational systems)
Look for knowledge in three areas:
1. psychology and human behavior
2. business, management and organizational life
3. how adults learn
The ideal attributes in the coach you select include:
work experience and maturity
comfort with complexity
I believe your coach should be someone who places a high value on-even has a passion for-the growth of others and who is willing to learn and grow himself/herself in the process. And, of course, the relationship must work for both parties, client and coach.
Some coaches are clinically trained, that is, they are psychologists or professional therapists. This is not necessary but neither is it negative. Clinicians bring a deep understanding of human behavior and effective interpersonal techniques. They are trained to recognize deeper pathology should it become evident during the process. As long as they have a solid understanding of business and organizations and they stick to coaching, certainly do consider them for coaching.
What does a coaching process look like?
Each intervention is unique but let’s look briefly at a typical sequence.
1. Coach meets with the client’s boss and the client to ascertain issues, objectives and the standards expected by the organization.
2. Coach and client meet. In this meeting I particularly check out our chemistry and my client’s degree of buy-in to the overall process. Once that is confirmed, I conduct an in-depth interview with him/her to scope in detail his/her personal and work background, version of the issues, feelings, needs, concerns, and how the client currently perceives and interprets his/her world.
3. Data gathering. This may involve interviews with key players in the team, the client’s direct reports, and others who interact with him/her. Often a 360 degree feedback instrument is used to obtain perceptions from the client’s boss, peers, and subordinates. Psychological measurements also can contribute a lot. I routinely use the Myers-Briggs Type Indicator© with great success. Another technique is to “shadow” the client and observe him/her in typical interactions and meetings.
4. Coach compiles all this information, feeds it back to the client, and facilitates a discussion-sometimes lengthy and emotional.
5. Client identifies and commits to specific objectives and deliverables for the process.
6. Client develops an action plan.
7. With the on-going involvement of the coach, the client implements the plan over an appropriate number of months. This is the core of the process.
8. Once the plan has been accomplished, client and coach conduct a final assessment of the client’s progress against the objectives. Here we may determine the need to gather data once again to confirm others’ perceptions and experience of the progress made.
9. Finally, a ninth step might be contracted where the coach checks in occasionally over the next year or so to provide on-going support.
When we look to the world of athletics and entertainment we see that those who aspire to excellence understand the value of coaches. The seasoned masters in my field of professional speaking certainly use them. I have several coaching colleagues amongst whom we coach one another.
What about your key people? What about you?
Ian G Cook
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Comedian Andy Kindler looks into improving his life through working with a variety of life coaches:
Judith Ann Graham – Image Coach and Personal Stylist
Zohar Adner – Stress Release Coach
Donna Barnes – Life & Relationship Coach
Mark Schwimmer – Personal Development Facilitator
Allan Fried – Career Coach
Duration : 0:4:21
We human beings can all learn telepathy. Telepathy translates into sensing/transmitting feelings at a distance, and/or doing so without using the five physical senses and without using words. In other words, this is mind-to-mind communication that can often be exchanged instantly even over vast distances.
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Is there a website where I can get tips about life coaching myself? ie How to prioritise, how to plan for the future, how to work out what you want out of life etc?
have a look at www.saladltd.co.uk and click on the tip archive in the green bit on the left.
This is an NLP company but there is tons of stuff on coaching that applies to coaching others but equally will apply to finding your own well formed outcomes.
All the best
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Die 4 systemische Fragen im Coaching. Thomas Menthe von Emrich Consulting Tübingen.
Erstellt von agil Consulting
Duration : 0:5:17
Created by Enzo (www.enzomucci.co.uk), this video begs you to just sit down and take 5.
It’s so easy to get caught up in all the b****hit of the world and to forget what you have.
So relax, you deserve this reality check.
Duration : 0:6:4
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coach, coaching, Enzo, funny, Help, inspiration, Inspirational, life, motivation, Motivational, Mucci, new, Relaxing, resolution, self, sports, true, www.enzomucci.co.uk, year
When people find out that I am a “motivational speaker” they often ask me to motivate them as if it is something that I can do for them or to them. Motivation is internal and the ability to motivate yourself is something that you can learn to do if you set your mind to it. There are many different ways to build self-motivation and hundreds of techniques that you could use. Here are some of my favourite strategies that you can use to help to develop your own personal motivation.
Duration : 0:5:11
I am going to start a business as a Business & Life Coach + Trainer in personal development area. I want to provide people tools and knowledge in order to free them. Everybody should be able to accomplish what they desire the most in their life. I am looking for a cool name for my company and my website. Can you help me? Thanks a lot!
The naming of your business could be one of the most important decisions you will make. A name’s originality and legal availability will create a real asset value of its own, as it becomes marketed and gains market acceptance.
The name you choose will become the focal point of all the benefits and features that relate to your business. Customers will be able to find and refer others to it in the future.
Since any names that are suggested here may already be owned by another party, I wanted to go a different route…
I suggest either hiring a name creation firm or get together with your friends and/or family and throw a "name party" & have everyone bounce some ideas around. Compile a listing of names that you like the best. Once you have that list, do as much free research as you can before you delve into comprehensive research.
I listed some links where you can do some preliminary name checking. However, please be aware that this is merely scratching the surface of what’s out there.
Only comprehensive research will tell you if the name is truly available. But, these links are free & a great place to start, so I’d try them out first.
Comprehensive research consists of looking at marks that are similar in Sound, Appearance or Meaning in the pending & registered Federal AND State trademark files as well as the US National Common-Law files.
There are other sites that offer free searching capabilities in conjunction with their commercial services, so I’m not able to post those links due to the Yahoo! TOS. You’ll also want to check domain names & yellow pages, so simply do a search for "free domain name search" and "national yellowpages" and the appropriate links will pop up.
Hope that helps! I wish you much success & happiness in all your ventures!
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