Nicos Paschali, International Author, Designer & Facilitator of Learning Workshops. Mental Discipline Coach.

Updates from January, 2018 Toggle Comment Threads | Keyboard Shortcuts

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  Nicos Paschali 10:16 am on January 29, 2018 Permalink | Reply  

  Be a Role Model 

   

  When it comes to trust, people respond to those who inspire them. We trust people who consistently demonstrate high-quality behaviours. These include:

   

  Honesty – only speak the truth, and practice transparency.

   

  Integrity – establish a solid moral code and use it unfailingly.

   

  Respect – never ask anyone to do something you wouldn’t do yourself.

   

  Loyalty – stand behind your people and your decisions.

   

  Fairness – apply similar standards, measures and expectations to all members of your team.

   

  Authenticity – be yourself. If you try to “fake it” you’ll be found out eventually. In the meantime, there will always be something “not quite right” about you. Getting trust from others starts with a firm belief in the person you are.

   
   

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  Nicos Paschali 10:04 am on January 29, 2018 Permalink | Reply  

  Have You Ever Managed People Who Didn’t Trust One Another? 

  If you have, then you’ll know how challenging and draining this can be.

  A team without trust is not really a team: it is just a group of individuals, working together, often making disappointing progress. They may not share information, they might battle over rights and responsibilities, and they may not cooperate with one another. It doesn’t matter how capable or talented your people are, they may never reach their full potential if trust is not present.

  However, when trust is in place, each individual in the team becomes stronger, because he or she is part of an effective, cohesive group. When people trust one another, the group can achieve truly meaningful goals.

  So how can you, as a leader, help your team to build the trust that it needs to flourish? In this article, we’ll look at the issue of trust within teams, why it is important, and what you can do to build it.

  Catch up with us and explore the possibility to bring the training and coaching programme “The Most Trusted Leader” in your organisation!

   
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  Nicos Paschali 1:52 pm on January 27, 2018 Permalink | Reply  

  A quick way to bring our minds purposefully online and strengthen the attention! 

  

   
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  Nicos Paschali 1:40 pm on January 26, 2018 Permalink | Reply  

  Invite New Conversations for Understanding! 

  Well-Crafted Questions?

  “Old conversations” often involve people putting forth positions and offering arguments to support those positions. One way to invite a new conversation—one intended not for winning but for understanding—is to craft questions that ask people to:

  • speak personally, rather than as a representative of a group
  • shift from expressing positions to expressing underlying dreams, hopes, concerns and fears
  • speak about uncertainties, complexities, and grey areas in their thinking, as well as what they know for sure
  • share stories about ways in which their views, hopes and concerns may have been shaped by their life experience
  • explore the meanings of buzz words or emotionally charged terms that have different meanings and connotations for different people
  • encourage participants to reflect on the assumptions, values, and worldviews that underlie or shape
  • their thinking—for example, assumptions about what information can be trusted, ideas about how
  • change happens, and worldviews related to the lessons of history

   

  The questions we ask encourage participants to expand the range of experiences and information that they pay attention to and share with others.

  The questions we ask encourage people to expand the range of experiences and information that they pay attention to and share with others. When participants speak from the full range of their thoughts and experiences, they begin to listen more fully to each other, they become genuinely interested in each other, and they develop greater trust in each other.

  The questions we ask also lead participants to reflect in new ways on their own perspectives. When the armour required for debate is discarded—and when people set aside a mindset that searches for ways to support their own arguments and undermine the arguments of others—they gain understanding, not only about others but also about themselves.

   
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  Nicos Paschali 2:16 pm on January 25, 2018 Permalink | Reply  

  Developing conversational intelligence and improving dialogues! 

  People who come to us for help are members of activist or stakeholder groups who want to spend more energy pursuing their positive goals and less energy managing a frustrating and exhausting battle with opposing groups.

  They may feel that their advocacy has been largely ineffective and that they have nothing to lose by trying a new approach to communicating with other participants in the conflict.

  They may worry that current relationships characterised by mutual distrust and feelings of victimization could deteriorate, leading to deeper divisions or even violence. They may fear that an important opportunity will be lost if they don’t develop a way to work together.

   
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  Nicos Paschali 9:11 am on January 24, 2018 Permalink | Reply  

  Bringing Experiential Learning & Coaching into the Business World! 

  Bringing Experiential Learning & Coaching into the Business World

  The value of experiential learning is not limited to academic settings. Leading organizations are increasingly adopting cutting-edge experiential learning methodologies to effectively align leaders to strategy and develop the skills and capabilities they need to execute on it.

  Get in touch with us today to open the conversation and learn how to bring outcome driven innovative learning and coaching to your organisation.

  

   
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  Nicos Paschali 6:03 pm on January 21, 2018 Permalink | Reply  

  What Dialog Does? 

  As people experience a new way of connecting across difference, they become better equipped and committed to building relationships and exploring new possibilities together.

  They are willing and able to have the conversations that matter most.

  Over time, we see that as communication habits shift, people begin to trust each other enough to come together, even in difficult moments. When that happens, people feel a greater sense of belonging to their community and trust that others – even those of different opinions, backgrounds or ideologies – are committed to helping their community thrive.

  

   
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  Nicos Paschali 3:15 pm on January 18, 2018 Permalink | Reply  

  Strategists Do Not Seek to Beat The Competition… 

  Instead, they aim to make the competition irrelevant. Most organizations are stuck in the trap of competing. Having accepted the industry structure as a given, executives proceed to benchmark their rivals and focus on outperforming them to achieve a competitive advantage.

  But focusing on building a competitive advantage has an unintended and deeply ironic effect because it leads to imitative, not innovative, approaches to the market.

  A critical point to grasp!

   
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  Nicos Paschali 1:37 pm on January 18, 2018 Permalink | Reply  

  MOVING TOWARD, MOVING AWAY! 

    Toward or away from—each of us has a different driver of intrinsic motivation.  Some of us are motivated primarily by what we might gain from a situation.

  We’re goal driven, pulled toward opportunities and an outcome.

  This “toward” motivation is often about external rewards—money, success,  fame, material possessions. But it can also be about internal rewards, such as honouring your values, having the impact you want in the world, rising to a challenge, or gaining control over a situation.

  Some of us, on the other hand, are motivated by what we will avoid if we achieve our goals.

  Again, that can be externally driven (not being told off by your boss, not disappointing the team) or it can be internally driven (not stepping on your values, not breaking a promise).

  For instance, when my wife and I think about going out to dinner, I’m driven by a “toward” motivation, whereas she’s driven by an “away from” motivation. I  want a nice meal, but I most want to go somewhere new and different because  I’m motivated to have a new experience and try new foods.

  She wants a nice meal, too, but she most wants to avoid a mediocre (or worse) experience and for that reason tends to want to return to familiar and trusted restaurants. (Sometimes we make it out the door.

  And sometimes we just end up cooking dinner at home.) 

   
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  Nicos Paschali 8:38 am on January 18, 2018 Permalink | Reply  

  Grow Your Managerial and Leadership Potential! 

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