Get to know yourself to be your best Self

The interaction between the different personalities of individuals can be a frequent source of friction. However, this can largely be avoided by understanding and valuing yourself and people's differences.

Three Self-ish areas in which you can grow, personally and as a leader:
Self-awareness, Self-esteem, Self-efficacy.

Self-awareness is the ability to be on top of the feelings, impulses, and thoughts that run through yourself at any given time. Self-awareness is the fundamental emotional competence. It is our guide in fine tuning 'on the job' performance, keeping ourselves motivated, developing good work related social skills, including those essential for leadership and team work. In order to develop your self-awareness, you should learn more about personality, emotional intelligence, empathy, communication, thinking and learning styles.

Self-esteem is a term used in psychology to reflect a person's overall emotional evaluation of his or her own worth. Building Self-esteem and assertiveness is probably a lot easier than you think. Find out what your strengths and style are and use them to support your position never basing your self-esteem on anything external.

Self-efficacy is the measure of one's own ability to complete tasks and reach goals.

"..But he who knows, and knows that he knows, is a wise man - follow him." (Confucius)

In order to develop your self-efficacy, you should know more about motivation, goals, stress and time management. But above all to develop self-efficacy you need to integrate the principle of self-responsibility. The responsibility for how you respond to life around you, and therefore what comes back to you, lies in the choice of your perception. Your perception is based on your beliefs. If you believe you can't, then guess what, you won't! This fatal belief limits your capacity expansion.

Individual Assessment Tools

What would you like to know about yourself? What would you like to know about your Personality? What role do you often plan in a team? What is your most domineering management style and when?

To determine the preferences of your personality type, and to discover what function within yourself you should and could develop, just as a rough indicator, fill in the Cognitive style Inventory which will give you approximate answer to the question of what your four-letter code is according to the MBTI (Myers Briggs Type Indicator*).

(After determining your 4 Type letters, you can jump to a number of web sites such as MBTI & Myers Briggs, Profiles and Characteristics of the 16 Myers Briggs Personality Types to help you get acquainted with the characteristics and indicators of the 16 types and verify if your type, as determined by this "unscientific" survey, seems to "fit" or not.)

* The Myers Briggs Type Indicator (MBTI) is a powerful aid to both team and personal development by providing a method for understanding and assessing personality, and valuing people's differences.

The Cognitive Style Inventory

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So, for example: ENFP (Extravert-Intuition-Feeling-Perceiving) personality type focus on outside world, and his/her method for handling the outside world is by gathering data and keeping options open. ENFP prefers to form a view and receive information on what he/she imagine things can mean, and is friendly and sensitive to others. Within the ENFP personality type, dominant function is N (Intuition), and F (Feeling) is the auxiliary function. Weakest functions of this ENFP personality type would be: Sensing and Judging, which needs to be developed. Actually, ENFP type needs to work on observing facts and specifics, and to speed up evaluation and deciding process.

If you want to find out what your four-letter code means, pls. contact me. This consultation will be free of charge.
Contact me, if you want to find out your team role type or your management style/preference to be managed by certain management style. As well as your learning style, motivation?

Here is a free Big Five mini-test *(5 mins max) on the excellent website of Professor George Boeree (pronounced boo-RAY), which will give you fast way of assessing the main drivers of your 's personality.

Big Five

  • 'The Big Five' is the commonly used term for the model of personality which describes the five fundamental factors of our personality. Paul Sinclair co-launched the UK's first 'Big Five' personality profiler in 1990 and published a paper on 'Personality and Performance' in the British Psychological Society's journal - Selection and Development Review.

Personal Coaching

focuses on enablement and reflection, so that you decide and discover your required progression for yourself.

Personal Coaching to Change Your Life

If you look at the different aspects of your life - about what's really important to you, what do you see? Are there difficult decisions and changes you need to make in your family life, relationships, career..? Do you need to increase your confidence or motivation to do things? Do you desire a more peaceful, stress-free and positive life? Or you are working with a manager/organization who has authoritarian management style and you need to know ways of managing this manager/organization? Do you need to know ways to help you resist bullying?

Below are some of the most common areas in which I support my clients as a personal coach:

Relationship Coaching:

Our social interactions can be a source of tremendous pleasure or pain:

Are you fulfilled with your social life?

Are you surrounded by people that care about you and that keep you enthusiastic to do the things that are important to you - or are you lonely or worse yet, surrounded by people that drain you?

If you're with a partner, is your relationship a healthy one?

What could you do to make your relationship even stronger?

Family Coaching:

Your immediate and extended family can have a significant influence on your life, your decisions and your overall happiness:

Are you satisfied with your family relationships?

How content are you with your spouse, siblings, children or even your extended family?

If this area of life is important to you, are you happy with it?

Is there a conflict with a family member you'd like to resolve?

Career Coaching:

Most people spend roughly a third of their lives at work: that fact alone should stress the importance of being happy with what you do. Below are some questions to reflect on:

How satisfied are you with your current role and career progression?

Do you enjoy your work environment and your colleagues?

Is your full potential being realised with your current job?

Are you happy with your current work-life balance?

Personal coaching as part of an integrated approach to organizational development:

Personal coaching skills, methodologies and principles offer a radically new perspective to organizations looking for effective and innovative training and development solutions for their people, managers and executives.

The nature of personal coaching as a learning and development model enables a different and effective approach to developing traditional 'intangibles' - for example positive behaviour, integrity, humanity, ethics, mentoring, culture, emotional maturity, etc - which are so vital for successful performance of modern organizations.

Executive Coaching

People, relationships, organizations, leadership, and behavioral change are the area of executive coaching.

The focus on executive coaching is on development and action that helps you go way beyond your perceived potential.

Only recently have individuals and organizations recognized that their long-term success is directly linked to the quality of their leaders. Good leadership in the modern age more importantly requires attitudes and behaviours which characterise and relate to humanity. Executive effectiveness is inextricably tied to ability to lead and motivate team.

It's easier to recognize performance gaps in others rather than finding those gaps in ourselves. But great leaders recognize the importance of continued improvement and support the concept of a learning organization.

Some management skills that you must have are:

  1. communication,
  2. teambuilding,
  3. delegation,
  4. change management.

So, you are looking at the ways to improve executives individual performance and productivity skills?

Or want to improve your own time management, communication style and leadership style?

You as executive want assistance to improve the performance of executive duties?

Potential Clients:

Leaders

Organizations

  • Those who want to learn what it takes to become a great leader.
  • Executive women who want to break the glass ceiling by learning the invisible rules of the game.
  • Established leaders who are approaching burnout and need assistance in balancing work/life or handling aged-related personal crisis.
  • Talented management who are candidates in succession planning but deficient in their leadership and communication skills.
  • Inexperienced managers whose development is paramount to organizational success.
  • Long-term employees who resist or who have not kept up with organizational change.
  • Strategic thinkers who want to plot new initiatives for their department or organization.
  • Organization which likes to change the relationship between the employee and employer in order to engage more employee with the organization.

Training

Training for organizations

The Courses listed below form an overview of the training to benefit organizations and businesses. All of the courses will be fully tailored to the needs of your organization. The style of training and coaching is highly practical, linking theory into action, so that you can apply the learning immediately. This training will help you to enhance your confidence as a leader, by giving you the skills, tools and techniques to develop your team and its high performance to compete with the best. Training modules listed below can be arranged, depending on what you select and need, in duration of a few hours to three days.

MODUL 1 LEADERSHIP: communication, change management, delegation and empowerment, leadership skills, teambuilding, presentation skills

MODUL 2 COMMUNICATION: personality, communication, emotional intelligence, learning and thinking styles, leadership styles and models

MODUL 3 PERSONAL DEVELOPMENT: stress and time management, assertiveness, maximizing your potential

MODUL 4 TEAMBUILDING: team roles, inter-group and interpersonal development, employee/employer relationships

MODUL 5 CHANGE MANAGAMENT: empathy, virtuous circle, impact of external references

MODUL 6 DELEGATION: leadership tips, goal planning, the steps of successful delegation, the levels of delegation freedom

MODUL 7 SELF-ESTEEM: assertiveness, resolving conflict, what is and how to build your self esteem

MODUL 8 SELF-EFICIENCY: motivation, goal, stress and time management

MODUL 9 STRATEGIC MANAGEMENT: strategy implementation and realization

MODUL 10 HUMAN RESOURCE MANAGEMENT: developing people, performance evaluation, exit interviews, job interviews, job descriptions