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​Recognizing You Could be on Your Way to a Potential Burnout

1/12/2022

 
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If you recognize the warning signs of impending burnout in yourself; remember that it will only get worse if you leave it alone. But if you take steps to get your life back into balance, you can prevent burnout from becoming a full-blown breakdown.

Some tips:
  • Start the day with a relaxing ritual.
    Rather than jumping out of bed as soon as you wake up, spend a few minutes doing nothing – just lying there, or meditating, writing in your journal, doing gentle stretches, or reading something that inspires you. Whatever you chose to do that is realistic focus on it. If your children jump into bed with you and wake you up then try to focus on them. Children are grounded and in the moment. 
  • Adopt healthy eating, exercising, and sleeping habits. When you eat right, engage in regular physical activity, and get plenty of rest, you have the energy and resilience to deal with life's obstacles and demands. Start with one of them and attempt to follow through 2 -3 days per week. It is better to start than not at all or to set a goal that is bound not to be reached. You will feel so much better if you start slow and have a much better chance of following through. One step at a time gets you to the top of the ladder. 

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How Do I Know if Coaching is the Way Forward for Me?

24/7/2022

 
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Maybe you are increasingly aware of an issue or behaviour pattern you are willing to change which is activating your curiosity. You are reading this article which shows that on some level there is a curiosity. You might be interested in the topic, or maybe have a colleague or friend who is working on personal development with a coach already recommended you check it out. Remember: It is in fact a strength to reach out, not a weakness.
 
Coaching Scenarios:
  • You know ‘something has to change.
  • The issue for coaching is fairly straight forward. You already know what you want but are not sure how to start, or are interested in having a neutral non-judgmental outsider for support, encouragement, accountability. Many of my clients come to me to gain clarity.
 
Some thoughts to consider: 

You are:
  • Aware that talking about it with your friends, family or colleagues is not changing anything.
  • Ready to stop talking about the issue with friends, family or colleagues about the same topic – equally they are tired of hearing about it.
  • Understand that looking for advice from colleagues and friends is not enough.
  • Curious to look inside yourself for some answers.
  • Step outside of what you know, into the unknown – outside your comfort zone – outside your box, to find a new way to handle the issue.
 
The next steps: 
  • Narrow down what will work best for you: language, in person meetings or online sessions, location, cost, length of sessions, how many sessions does the coach recommend.
  • Research the local market on Google, ask friends & colleagues if they know anybody
  • Read the testimonials / recommendations to get a feel for the coach and their strengths
  • Which websites / coaches appeal to you, 'speak your language'
  • Does this align with the issue you are looking to move away from?
  • Get in touch with one or more, talk to them, see where the chemistry fits best.
  • Make your choice
  • Remember: “Actions speak louder than words”.
 
 It is important to know the difference between all the various approaches to change, see my article  Coaching vs. Trainings / Consulting / Mentoring / Traditional Therapies  for more information.
 
Suzie Doscher(PMC), a Professional Master Coach (IAPCM) Coach focusing on Personal Development. 
Check out Suzie's books full of SELF COACHING Exercises - 'Balance by Suzie Doscher' available in any Amazon store worldwide.
Please also visit: www.suziedoscher.com for more info about coaching.

by Suzie Doscher
Photo credit: Shutterstock

7 Effective Onboarding Tips To Welcome a New Employee to The Team

15/5/2022

 
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Hiring a candidate can feel like reaching the finish line of a journey. After weeks or months of recruiting efforts, you finally found the right fit. But it’s not – it’s actually the beginning of a crucial stage of your hiring process: onboarding.

“It is an incredibly vital stage of the hiring process because employees are acclimated to their position, the company’s philosophies, and what the organization has to offer during onboarding,” says Jamie Olson, Head of People & Culture at Continu, a learning amplification platform for teams.

“It also increases motivation, resulting in employees who are dedicated to the company’s success, and promotes the retention of new recruits by making them feel like a part of the team.”

Your onboarding process is the first impression. It can make or break the long-term chances of success of your new team member – it’s when expectations are set and important information is passed along. Olson broke down everything you need to know about how to effectively welcome a new employee to the team. Learn more in the checklist and onboarding tips below.

The ultimate onboarding checklistFirst of all, it’s important not to “wing it.” Onboarding doesn’t consist of greeting your new report and making a few introductions before leaving them on their own. You’ll need to create a streamlined process that is consistent every time you hire someone new. Here is a checklist.
​

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Knowing Your Core Values Connects you with your True Self

13/12/2021

 
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Core values are personal to each individual . They can be described as your code of ethics, your fundamental principles, your standards, or personal rules. I like to refer to them as the bricks you build your foundation on. Knowing what you truly value in life, what makes you feel fulfilled and gives you a sense of meaning, connects you to your true self and is an important part of your personal development.
 
Core values are about YOU – not what society, the media, your education, your colleagues and friends or family deem as important, or of value, but what is important to you, what you value.
 
Stress tends to set in when you are not treating these values with the respect they deserve.
 
Not respecting your core values means you are not respecting your true self. In turn your self-esteem could suffer, which of course in turn de-creases the quality of your day-to-day life. When the feeling of being calm and peaceful is present, and the quality of day-to-day life is high, you feel good about yourself and who you are. Your self-esteem and self-worth benefit from this.

Caroline Myss, a five-time New York Times bestselling author and internationally renowned speaker in the fields of human consciousness and mysticism says: “Being able to speak and live with the truth, your truth, means you have to become comfortable with having your power, be comfortable with all that is true about you, all that is beautiful about yourself, this is being okay with yourself.”

​

Consider the Core Values Process I offer as a gift to yourself.
The focus can be on your life, your overall life which would include your career, your career alone or your leadership values (this is a great exercise to do as a new leader or to update your existing leadership skills aligning them with your personality). Get in touch.

by Suzie Doscher
​Photo credit: Shutterstock

 

How To Recover from Post-Toxic-Boss Syndrome and Get Your Mojo Back

25/11/2021

 
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You did it. You made it out — hopefully with some shred of sanity and sense of personal self-worth. But even if those things feel unrecoverable, they aren’t. You can get them back.

Maybe you’ve moved on to greener pastures. If that’s the case, well done. You’ve taken an important step towards preserving (or gaining back) your emotional and physical health.

Maybe, although less likely, your boss either moved on or was fired. Most of the time, these situations don’t fix themselves, as for some reason senior leadership would rather keep a single toxic boss employed than the multiple high-quality employees who leave because of them.

In either case, there’s a residual emotional and physical toll that lasts well beyond the end of the boss-employee relationship. I know; I’ve been there.
In the span of just two years of reporting to a toxic boss, I went from being a high-performing, high-potential engineering leader to nearly leaving the company I’d spent 15 years at because of one single person. My boss. That’s how badly I needed to get away from her.


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This 6-Word Phrase Will Make Your Feedback Instantly More Effective

2/2/2021

 
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Feedback will always be ineffective if the recipient doesn’t understand it. Here’s how to make sure your conversations always achieve the intended result.

How effective are you at giving feedback?

When managers answer this question, they often describe how and how often they deliver feedback to their employees: timely, direct, actionable, contextual, continuous. As long as the feedback is delivered often enough and directly enough, we reason that it’s effective.
Unfortunately, this couldn’t be farther from the truth.

A recent Harvard Business Review article by Michael Schaerer and Roderick Swaab titled “ Are You Sugarcoating Your Feedback Without Realizing It?” provides a grave reality check. Their research shows that many managers deliver inflated feedback unintentionally, and often think they’ve been much more clear then they have been.

Indeed, in one study mentioned in the article conducted at a multinational nonprofit organization, Schaerer and Swaab observed that “the employees perceived feedback as being more positive than their managers thought they would.” When the feedback became more negative, the understanding gap widened.


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Reimagining Organizational Culture in a Remote Workplace

28/10/2020

 

By Karen Bridbord, Ph.D., Licensed Psychologist and Organizational Consultant

​
When I wrote about the inflection of workplace culture back in May, I was expecting the pandemic to be a distant memory by now. Remember when we all thought it was going to last three weeks? Yet today, six months into the most significant global health crisis of our lifetime, we find ourselves still grappling with uncertainty.

Instead of creating new rituals to uplift and ground us as we find ourselves, as I recommended in the beginning of the pandemic, we now must find a way to sustain ourselves. We’re collectively exhausted. This pandemic is a marathon, not a sprint, and we need to act accordingly. This includes adjusting our company values and how they’re operationalized in our organizational cultures.


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When You Judge Someone It is a Bad Reflection on You, Not the Person Being Judged

16/9/2020

 
by Suzie Doscher, Executive Coach and Life Coaching focusing on Personal Development, Self-Help Author: Balance - A Practical Handbook for Life's Difficult Moments

​Coaching your team? 
Add this skill to your coaching style – being non-judgmental.
​There is an abundance of articles on being a coach to your people. I enjoy reading the quality information provided by the Harvard Business Review.  
The desire to increase, enhance or maintain the quality of work, and in some cases even the quality of life at work, is evident.

The article in the HBR: Most Managers Don’t Know How to Coach. But They Can Learn, offers wonderful insights on what coaching is all about and aims to achieve.
Your responsibilities include leading, motivating, inspiring and with your coaching you hope to further their growth, development and enhance their skills.


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Please! No More Icebreakers - 5 Ways to get People Connected Without Icebreakers

8/7/2020

 
Suzie Doscher: 
I have attended some events and thought the same "UGH" when I heard the word Icebreaker! I whole heartedly agree that bringing the group together, creating a safe environment and encouraging a feeling of connection is important for a workshop / group event to get off the ground successfully. Some people will open up more easily if they have had 'eye contact' with the people next to them, others are happy to open up without this being necessary. Individuals are exactly that 'individual'. 
I like the suggestions in this article because they offer 'ice breakers' that are more neutral and connect the group in a more meaningful way in my opinion.
As Peter Block says: "
“Connection before Content.” If a group is going to concentrate on a difficult issue, they need to learn who others are, the skills they bring, the experience they represent, and the values they hold". 
and Nancy Dixon's rule are great.

Please! No More Icebreakers -
​5 Ways to Get People Connected Without Icebreakers

by Nancy Dixon on Linkedin

I read a New York Times article a few days ago praising the benefit of icebreakers, while acknowledging that they are embarrassing and we all groan when someone from the podium announces, in a cherry voice, “Get ready, because we’re going to do an icebreaker.” We’ve all be subjected to, “Two truths and a lie” or “What would you be if you were an animal?” The most ridiculous one I’ve heard of, which thankfully I’ve never had to experience, has everyone sit on the floor in a circle a with a toaster in the middle. Yes, a real toaster! When the toast goes down the people in the circle take turns, saying something about themselves. Then when the toast pops up the person that is currently talking has to eat the toast, with some kind of topping on it. Then the next piece of toast goes down and around the circle it goes. Yuk!  ... Click 'Read More'

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Managers, Here Are 4 Simple Ways to Help Your Team Feel Seen and Acknowledged

8/6/2020

 
By  Jessica Hicks, Associate Multimedia Editor at Thrive Global

Managing people is tough — but managing people as they work from home during a global pandemic, well, that’s another story. Whether you’re a first-time manager or have been leading people for years, the coronavirus crisis has likely pushed you into uncharted territory. On top of overseeing day-to-day workflow, problem-solving, and paying attention to the bottom line and deliverables, there’s another big task on your plate: helping to take care of the human capital on your team when you don’t see them every day. 

“It is difficult to know what demands each individual is facing — whether it be navigating health issues, a partner that is a frontline responder, children in need of care, extended family members that are isolated,” Ashley Hardin, Ph.D., a professor of organizational behavior at Washington University in St. Louis, tells Thrive. “Many employees are balancing many roles and enacting those roles simultaneously for the first time.”

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How CEOs Should Spend Their Time

9/4/2020

 

By Patrick Lencioni

I’m a big believer in reminders.  Samuel Johnson, the 18th-century author, once said that “people need to be reminded more than they need to be instructed.”  I’ve learned this in the context of managing my own life, in the parenting of my children, and even in consulting to CEOs and other leaders.  Which is why I wasn’t all that surprised when a long time client recently asked us the question, “as a CEO, I’m not sure how I should be spending my time every day.”
Here was a guy who has been using the organizational health concepts from The Advantage in his company for years, but who had lost sight of how those concepts should relate to the prioritization of his daily activities.  Basically, he needed a reminder, which prompted me to write this essay. 
The simplest answer to his question is this: “A CEO should spend most of his or her time doing the things that only he or she can do.  Anything else can be delegated, and should be whenever possible.”  There are a few responsibilities that leaders of an organization, whether they are CEOs, division presidents, school principals or pastors, cannot delegate.  A large part of those responsibilities relates to what we call organizational health.  They include:


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11 Signs That You Lack Emotional Intelligence

28/12/2019

 
Dr. Travis Bradberry

When emotional intelligence (EQ) first appeared to the masses, it served as the missing link in a peculiar finding: people with average IQs outperform those with the highest IQs 70 percent of the time. This anomaly threw a massive wrench into the broadly held assumption that IQ was the sole source of success.
Decades of research now point to emotional intelligence as being the critical factor that sets star performers apart from the rest of the pack. The connection is so strong that 90 percent of top performers have high emotional intelligence.

“No doubt emotional intelligence is more rare than book smarts, but my experience says it is actually more important in the making of a leader. You just can’t ignore it.” – Jack Welch 

Emotional intelligence is the “something” in each of us that is a bit intangible. It affects how we manage behavior, navigate social complexities, and make personal decisions to achieve positive results.

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3 Ways Managers Can Make Delegation Less Stressful and More Effective

31/10/2019

 
By Jessica Hicks, Editorial Fellow at Thrive Global

Knowing how to delegate is essential to successful leadership, but it’s a skill that can be challenging. Some managers don’t like to hand over responsibility, while others might be nervous about appearing disengaged — but what these leaders don’t realize is that delegating can provide growth opportunities for their colleagues, and reduce stress for the entire team. 
Plus, managers need additional support. A recent Gallup report found that managing various types of employees and stakeholders can escalate stress for managers, who “need protected time to think, do their own work, and respond to requests.”

If you’re a manager who’s unsure how to hand over a task, check out these tips to make the process more thoughtful and effective: 

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Leadership Analysis for Managers and Executives / Career Design Overview

18/2/2019

 
​Being successful in life requires you to make the right decisions for yourself and this takes knowing who you are and what you uniquely offer. When you say yes to the right projects and job for yourself, you are able to beautifully handle the work and the obstacles that inevitably arise as you make something happen in the world. 

Susan brings you a cutting edge, revolutionary body of knowledge called BG5 that applies the principles of individuality from Human Design. Using the knowledge gained from BG5 analyses catapults you into a new way of dealing with yourself and others which leads to unprecedented results. 

For more information about how my colleague Susan Begeman Steiner works with teams and individuals check out her website: sbsteinercoaching.com

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Susan Begeman Steiner - Coaching for Individuals and Teams

Simon Sinek: "EMPATHY is the Most Important Leadership Skill"

25/7/2018

 
Comment by Suzie Doscher: ​
A
brilliant talk by Simon Sinek explaining how to lead Millenials in a world where it is said that they cannot be lead!
​Empathy is the most important leadership skill! Wise words and very true. Learning how to have empathy and be there for your team members with empathy is key to success, not only success in business but equally success in life.
Watch this wonderful talk when you have the 30 minutes to be inspired.

Mindfulness Is To Be In the Moment - In the 'Now'

17/5/2018

 
Mindfulness-Emotional-Intelligence-LifeCoachZurich-Coaching-SuzieDoscher.jpeg
Remain in the simplicity of the present moment - enjoy the sunrise...:)
by Suzie Doscher 
There are wonderful books, classes, films, talks, workshops, DVDs, magazine articles, conversations, coaches, and therapists teaching the importance of being in the moment, staying in the now and going with the flow. But how do you really do this?

It seems odd that we do not just naturally live in the now. After all, almost everyone would agree that the present moment, the now, is all we have. The fact remains that most people do not live in the present moment and have to learn how to do so.
 
Reasons to master living in the moment:
  • You receive instant relief from stress
  • You are able to manage fears better
  • You become calmer. A sense of calmness enters if you stop to take a few breaths. Focusing on your breathing returns your mind to the present moment, away from your thoughts.
  • You feel stronger and some of your personal power returns. You feel stronger because you took charge of the moment. This offers the feeling of having influence and consequently strength.
 
Steps to practice being in the moment:​

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This Silicon Valley-Style Meeting Can Transform Your Whole Team

14/3/2018

 
BY XIMENA VENGOECHEA 5 MINUTE READ

It happens to high- and low-performing teams alike: The ties that bind everyone together just aren’t as strong as they could be. Maybe you’ve inherited a team that’s always been sluggish and uninspired, or one that’s usually steady, but the trust is eroding under pressure. Or perhaps you’re just trying to take your team to the next level. Whatever the case, every team needs to reflect once in a while on what could be improved. It’s human nature to be conflict-averse, but it’s every manager’s job to bring points of conflict out into the open and move forward together.
Unfortunately, most meetings aren’t the best venues for doing that. Typical team meetings focus on planning what’s ahead–an upcoming project, the next quarter’s top goals and metrics, expectations moving forward. But there’s a simple alternative, focused on reviewing the immediate past, that can change how your team works for the better.

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Understand the Leadership Challenges of Your First-Time Managers

24/2/2018

 

by Bill Gentry, Director, Leadership Insights & Analytics and Senior Research Scientist

A professional getting promoted into his or her first formal leadership position in an organization is one of the biggest and most difficult transitions for any leader.
Far too often, the leader and the organization take for granted just how difficult that transition is.
The numbers prove it: No wonder 50% of managers in organizations are ineffective.

Their ineffectiveness may be the result of not realizing what they are getting themselves into when it comes to leading others, not being supported in their new leadership role, and not being given the opportunity for training and development early enough in their careers as leaders.
Think of the time and money that has to be spent on replacing these ineffective leaders—not to mention dealing with the low morale and disengagement of employees working under these ineffective leaders. 

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One Question Leaders Should Ask Themselves / INSEAD

5/1/2018

 

A personal care company that is part of my acceleration portfolio could never have envisioned sharing prime retail space with the giants in its product category. Thanks to e-commerce, it does so today and quite promisingly so.
Traditional size-based and time-based competitive advantages are fast evaporating. In fact, in many cases, tech-enabled business models are turning size-based advantage into a handicap.
Uber doesn’t own a single car and AirBnB doesn’t own any hotel room. In just six years, asset-less messaging app Whatsapp has one billion users, a figure most large telecom companies took decades to reach. Even in the financial sector, peer-to-peer lending platforms are hot on the heels of established banks.
Established companies could face an existential crisis as conventional advantages evaporate, entry barriers lower and rate of disruption grows. However, they must take heart from the one durable advantage they have over start-ups: top talent. ...Click 'Read More'

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2 Daily Priorities Successful Leaders Never Ignore

12/10/2017

 
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Lead from a place of strength which comes from feeling balanced.

Great leadership requires stamina, grit, focus, and discipline.
​Are you doing what you need to be your best?

By Marissa Levin
Founder and CEO, Successful Culture

A CEO client is over-extended, has too many priorities to juggle, and is simultaneously hyper-stressed and hyper-exhausted. Actually this describes many of my clients. Does this sound like you too?
Friends, this is no way to go through life. As someone who has dodged two cancer bullets while building two businesses and raising two sons, I have a very healthy respect for mortality, along with the insight that tomorrow is not promised to anyone.

During our call this week, my client shared her anxiety about getting everything accomplished, and that she has made no time to exercise or decompress in several days. She is on a non-stop treadmill. 
​
...'Click 'Read More' to continue

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If Your Potential Managers Don't Have These 7 Skills, Don't Promote Them

24/9/2017

 

by Gordon Tredgold 

According to a 2014 Gallup poll, companies, 82 percent of the time, appoint the wrong person to a management or leadership position. That's a staggering number. 
And yet it's not inconsistent with either my own experience or other statistics that we see -- such as one, this time from a 2015 Gallup poll, showing that as many as 70 percent of workers are either disengaged or actively disengaged. 

More evidence? It comes from what seems to be the No. 1 reason why people leave companies: 50 percent of the time, they cite their relationship with their direct manager. 
We can only conclude that those managers shouldn't have been there in the first place, and that poor management appointments are to blame. We might also suspect that those appointments not only damaged the mood and morale of these organizations but affected their bottom line. For example, the weak employee-engagement figures cost American businesses around $450 billion every year. 

The challenge is that these situations are not going to be completely resolved until they address the real root cause: hiring and promoting the wrong people in the first place. Here are seven characteristics that companies should look for in future managers. If those people don't have them, then don't promote them. ..

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Simon Sinek: How Do You Influence Senior Managers - You Do Not!

20/9/2017

 
I agree with Simon Sinek's thinking on the topic.
​
What I suggest to my clients is start with focusing on what they can influence - your own personal behaviour patterns and your interpersonal actions within your team. That is how you can start making a difference.
As Simon Sinek says: Start with yourself.

Need some help? Get in touch and let's talk about how coaching can support you.
Suzie Doscher

The Right Way to Start a Meeting

9/8/2017

 
Suzie Doscher:
It drives me crazy if I have to sit through a meeting when I get that feeling 'the end result of this meeting will be to schedule the next one' = nothing is achieved other than a serious of monologues. Luckily I rarely have to be in meetings these days. When I am I make a 'note to self' reminding me to do some work on feeling impatient when my time is wasted :)
I do however hear many of my clients talk about how much for their time is spent in unproductive meetings! What a waste! Good opportunity to upgrade either your patience or communication skills.
​

Linda Dovey writes a good article about how to do it better. ... 

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5 Dysfunctions of a Digital Team

2/8/2017

 

Nigel Casey BSc (Hons) Digital Technology, Design & Innovation: Learning & Development at DigitalProfessionalsAcademy.com

Whether you work in the realm of digital development or not, your teams are without a shadow of a doubt, already digital. Whether you work in an organisation or as a freelance professional, you work in and with digital teams. The digital age is upon us and you are in it and a part of it whether you realise it or not.

1. Silos in Digital Teams

Encouraging, enabling or tolerating silo mentality is not good managerial practice by any stretch of the imagination. It describes a situation in which co-workers tend to operate independently to such an extent that information does not flow fluidly across teams or departments. I believe that most of the time employees do not choose to work in Silos, nor do they do it with the intention of gaining the upper hand, deliberately withholding information or sabotaging co-workers’ progress. They simply have their own, often fine-tuned systems for getting stuff done, having found a way to operate that works for them individually, without considering, or even being expected to consider the implications and how their modus operandi affects overall productivity.
Clearly, the end result can be described as the left hand not knowing what the right hand is doing, or even attempting to do. Lots of hands, all waggling around independently from one another, all doing their best. ...Click 'Read More' below

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Baba Shiv: Failure is the Mother of Innovation

30/7/2017

 
by Baba Shiv

​Invention has another mother: failure. It may seem counterintuitive, but repeated failures can, and often do, lead to success. Every time we try something new and fail, it provides valuable information about what went wrong and, as important, what went right. From that, we can make small changes and try again, continually learning and innovating. “If you’re trying to solve a problem there are potentially hundreds of possible pathways to take, but only a few are going to lead to the appropriate solution. And the only way to discover that is to try and fail and try again,” says Baba Shiv, a professor at Stanford Graduate School of Business whose research focuses on innovation in the workplace.

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    Raise your self-awareness with this:
    Self-Help Book
    Self-Coaching Exercises

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    2022 updated 3rd edition
    Available now

    at Amazon stores worldwide
    in Paperback or on Kindle
    AUDIO BOOK  narrated by Suzie Doscher on 
    ​Audible or iTunes

     "A truly inspiring book" I have read this book at a point in my life where I wanted something to change and I didn't know if it ever could. Through these pages I have understood how our experience in life depends 90% on us and not on external events, and that is a life changing lesson indeed." Absolutely recommended.
    Suzie Doscher is a Professional Executive Coach and Life Coach focusing on Personal Development. Located in Zurich, Switzerland. Her approach to personal development is practical and successful.  
    Suzie is happiest when helping people. 
    Her vision is everyone should have access to techniques for personal growth and development. This was the motivation behind her book. 


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YOU ARE THE CEO OF YOUR LIFE 
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Let's start making some changes

​Executive Coach focusing on Self Development 
Accredited Professional Master Coach (IAPC&M)
​Native English Speaking

​ Zurich - Thalwil, Switzerland
Phone: + 41 43 443 59 54​
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 suzie@suziedoscher.com
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