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The Coaching Group Of Switzerland

The Cockroach Theory for Self Development - Sundar Pichai

30/1/2016

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A beautiful speech by Sundar Pichai - an IIT-MIT Alumnus and Global Head Google Chrome:

The cockroach theory for self development

At a restaurant, a cockroach suddenly flew from somewhere and sat on a lady.
She started screaming out of fear.
With a panic stricken face and trembling voice, she started jumping, with both her hands desperately trying to get rid of the cockroach.

Her reaction was contagious, as everyone in her group also got panicky.
The lady finally managed to push the cockroach away but ...it landed on another lady in the group.

Now, it was the turn of the other lady in the group to continue the drama.
The waiter rushed forward to their rescue.

In the relay of throwing, the cockroach next fell upon the waiter.
The waiter stood firm, composed himself and observed the behavior of the cockroach on his shirt.
When he was confident enough, he grabbed it with his fingers and threw it out of the restaurant.

Sipping my coffee and watching the amusement, the antenna of my mind picked up a few thoughts and started wondering, was the cockroach responsible for their histrionic behavior?
If so, then why was the waiter not disturbed?

He handled it near to perfection, without any chaos.
It is not the cockroach, but the inability of those people to handle the disturbance caused by the cockroach, that disturbed the ladies.

I realized that, it is not the shouting of my father or my boss or my wife that disturbs me, but it's my inability to handle the disturbances caused by their shouting that disturbs me.
It's not the traffic jams on the road that disturbs me, but my inability to handle the disturbance caused by the traffic jam that disturbs me.

More than the problem, it's my reaction to the problem that creates chaos in my life.

Lessons learnt from the story:
  • I understood, I should not react in life.
  • I should always respond.
  • The women reacted, whereas the waiter responded.
  • Reactions are always instinctive whereas responses are always well thought of.
  • A beautiful way to understand............LIFE.

Person who is HAPPY is not because Everything is RIGHT in his Life..
He is HAPPY because his Attitude towards Everything in his Life is Right..!!


Suzie Doscher PSC: 
"Learn how to act, not react", one of the life skills that does make daily life calmer, simpler, more balanced and rewarding.

Get in touch with us to learn how to 'act, not react'
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LEADERSHIP LAB - The Greatest Flaw in Executive Coaching Programs

21/1/2016

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Suzie Doscher: I  like the summary and the suggested way forward of  this article and based on professional experience would agree this to be a very effective approach: "

•Collect insights from coaches about the functioning of the business, gleaned from their many conversations in different pockets of the company, to share with decision-makers. This information can then be used by executives to make refinements in executing the changes.

•Collect ideas from coaches about management best practices – what’s working and what’s not for managers as they lead change in their teams – and circulate this to other program participants, and throughout the organization, to promote collective learning."

This column is part of Globe Careers’ Leadership Lab series, where executives and experts share their views and advice about leadership and management. TIM JACKSON AND LEANN SCHNEIDER Special to The Globe and Mail

Traditional leadership development programs don’t do a good job of meeting the needs of dynamic organizations – those going through rapid growth, a big strategic shift or a change in ownership. That’s because such programs benefit the participants, but not so much the broader organization.

We define traditional leadership programs as those involving some kind of individual assessment (for instance, 360-degree surveys, personality tests, simulations), followed by one-on-one meetings with a professional coach.

The problem with traditional programs is that they can be perceived as operating inside a black box. Coaching conversations happen in private, and this creates the perception the program is disconnected from the overall business.

Individuals make changes to their own behaviour during the coaching process, and it is assumed that these coaching conversations and individual-level changes produce downstream benefits for the organization, though the benefits are often hard to perceive and measure.

Dynamic organizations, on the other hand, have different kinds of needs. These kinds of companies are navigating through an intense change process. And companies going through intense change processes need help with those processes. They need tools and information that will support them in executing their plans successfully.

Real-time insights about how the business is functioning across various parts of the company can be particularly valuable. Unfortunately, traditional leadership programs don’t yield any information that might benefit the change process, and they don’t help decision-makers better understand what is happening inside their organization in real-time.

This seems like a wasted opportunity. In traditional programs, coaches have dozens of conversations with clients about what is happening in the business, across many areas and functions. Coaches are also privy to management best practices that could be shared widely and benefit many people. These two types of information amount to raw material that leadership programs dig up, and could be utilized, but is instead being left untouched.

I believe that dynamic organizations need a different kind of leadership development program. They need programs to benefit not only the individual participants, but to also help drive the broader change process. They need a kind of hybrid model that supports both the participants’ and the organization’s needs.

How can we adopt this hybrid model?

•Collect insights from coaches about the functioning of the business, gleaned from their many conversations in different pockets of the company, to share with decision-makers. This information can then be used by executives to make refinements in executing the changes.

•Collect ideas from coaches about management best practices – what’s working and what’s not for managers as they lead change in their teams – and circulate this to other program participants, and throughout the organization, to promote collective learning.


Posted by Suzie Doscher, taken from the Leadership Lab

Executive Coaching? 
To discuss your needs and/or ask us any questions GET IN TOUCH, we are here to help.

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2016 - Time for New Ideas

14/1/2016

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by Suzie Doscher

How about looking at 2016 as the year of moving forward? 

In my opinion moving forward means improving the existing quality of your life. Most probably this means doing things differently or adding something entirely new to your life. Maybe this is changing your location or job, or even friends, these are big changes. So maybe it is time to get rid of some behaviour patterns that no longer suit you because they have been holding you back?
I love personal growth & development. My personal as well as professional experience can vouch for that each step taken, even small steps, result in change. Imagine climbing up a ladder. With each step your view changes and brings a new perspective.

 Make the kind of changes that stick!

Life changes all the time, sometimes daily. During your lifetime you never stop growing, developing and learning, which of course means changing. If you resist this, you run the risk of staying stuck.

Here is how you start:

Increase your awareness as to what needs to change by asking yourself:
  1. What would make the biggest difference in your day-to-day life?
  2. What would make your life easier, more in line with your goals, beliefs or values? Is it something at work, at home or in your relationships?
  3. What exactly would make you happier, energised, excited, motivated, and stimulated?

Finding it difficult to consider a bigger change - start with a small step.

Think of one thing that would make a difference in your daily life and is easy to do such as:
  • Getting up 10 minutes earlier so you are not rushing to work.
  • Choosing one day per week that you will leave work on time.
  • Scheduling some down time so you are more present when you are with the family.
  • Practicing how to listen and communicate more effectively. (For example; practice letting someone finish speaking before you offer them your thoughts).

And always choose to be kind and patient with yourself along the way. It takes time and repetition to change old patterns. Be pleased with each success, even the smallest one. According to neuroscience feeling success supports creating positive feedback to the brain, which your brain needs to keep you motivated.

88% of New Year’s Resolutions Fail

According to the researcher Richard Wiseman, 88% of all resolutions set by Americans fail. This equals 156 million disappointed people. Start on the path of personal growth and development rather than thinking in terms of New Year’s Resolutions.



​
Need some help - Check out my Workbook for Self-Coaching. Balance - An Interactive Workbook for Self-Coaching by Suzie Doscher on Amazon, or get in touch and let me support you making those changes.
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Faced with the Challenges of Change?

7/1/2016

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by Suzie Doscher

Change is not easy or simple.  If you have been told you should change but are not really convinced that this is true, you are more likely to fail at completing the process. You stand a better chance if want, and are motivated, to change something. This could be a behaviour pattern, how you react, a communication style or how you view the world to name a few examples.

Change can only really take place if you are ready to take action. 

Research shows 90% of the strategies designed for change assume people are ready to take action. In reality only 20% of the people already involved in some process of change are actually ready to take action. This helps explain why so many attempts to keep New Year's resolutions, lose weight, change behaviour, etc. are doomed to failure. 

The most successful way to approach changing a behaviour pattern is to:

  • Realize and acknowledge that things can no longer stay the same.
  • Accept that it is possible to do things differently. 
  • Take the time to gather the necessary knowledge, insight, and support. 
  • Raise your awareness of how your life will change in a positive way by making this change. Pro and Cons lists tend to work. This step will help to motivate you and keep you motivated.
  • Decide what steps need to be taken to move in the right direction.
  • Recognize any denial, disempowering, defensive, or self-sabotaging behaviour.
  • Understand and accept that you and your life are worth this effort.
  • Recognize and work through the obstacles and possible self-sabotage routines that appear.
 
Remember: Each step in itself will require time and reflection. To be successful, you will need to schedule the necessary time, to be patient with yourself, and to bear in mind that you will encounter some setbacks along the way, all of which is part of the process. 

"Change is Inevitable, Progress Optional"

Tony Robbins

Sound like this would be easier with some support? - get in touch
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    ​Self-Help Book / Personal Development
    by Suzie Doscher
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    Buy your book at Amazon
    BALANCE - offers you support  in life's difficult moments. 
    This book is about change and finding balance in life. Full of self-coaching exercises to help you learn and grow.

    Available in Paperback and Kindle at Amazon stores worldwide
    Audiobook narrated by Suzie Doscher on Amazon, Audible or iTunes

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Suzie Doscher
Executive Coach for Self Development
​
Email Suzie
​Phone: + 41 43 443 59 54
www.suziedoscher.com
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​Email Susan
​Phone: + 41 78 798 83 99
www.sbsteinercoaching.com
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​Phone: +41 76 358 37 28
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Phone: +41 76 202 01 13
​www.sebjauslin.com
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Personal Development and Life Coach

Email Naomi
Phone: +41 76 830 67 15 
www.werneckecoaching.com


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