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  • Nicos Paschali 9:11 am on March 10, 2023 Permalink | Reply  

    Building a Strong Organisational Culture: The Key to Driving Performance! 

    Title: Cultivating Performance: Strategies for Building a Strong Organisational Culture

    Subtitle: Drive Success through Core Values, Employee Involvement, Adaptability, and Performance Metrics

    In today’s competitive business environment, it’s more important than ever for organisations to have a strong culture that drives performance. A strong organisational culture can help improve employee engagement, boost productivity, and increase customer satisfaction. This article will explore the importance of building a robust corporate culture and provide tips on achieving this.

    Defining Core Values

    Defining your core values is the first step in building a solid organisational culture. Core values are the fundamental principles that guide an organisation’s behaviour and decision-making. They define what the organisation stands for and what it believes. Core values should be clear, concise, and communicated throughout the organisation. The behaviour of employees and the organisation’s policies and practices reflect the organisation’s value system.

    To define your core values, reflect on your organisation’s mission and vision. What are the principles that guide your organisation’s purpose and aspirations? Next, involve employees in the process. Solicit their input and feedback to ensure the core values align with their beliefs and behaviours. Once you have defined your core values, communicate them clearly to all employees and stakeholders to help everyone align with the organisation’s mission and values.

    Empowering Employees

    Empowering employees is another critical element of building a solid organisational culture. Empowerment involves giving employees the autonomy to make decisions and take actions that align with the organisation’s goals. It requires trust, clear communication, and a willingness to delegate authority. Empowered employees are more engaged and motivated, which can lead to improved performance.

    To empower employees:

    1. Start by setting clear expectations and providing them with the resources and support they need to succeed.
    2. Please encourage them to take ownership of their roles and provide opportunities to develop their skills and knowledge.
    3. Recognise and reward their achievements, and provide regular feedback and coaching to help them improve.

    Fostering a Team-Oriented Culture

    Fostering a team-oriented culture is another essential element of building a solid organisational culture. A team-oriented culture involves creating a culture of collaboration and support. It requires employees to work together towards common goals and objectives. A robust team-oriented culture can improve employee morale, productivity, and job satisfaction.

    To foster a team-oriented culture:

    1. Start by encouraging collaboration and communication among employees.
    2. Provide opportunities for team-building activities and regular communication.
    3. Recognise and celebrate team achievements, and provide support and resources to help teams succeed.
    4. Encourage employees to share their knowledge and expertise with others and provide opportunities for them to learn from each other.

    Creating Change and Adaptability

    Creating change and adaptability is another critical element of building a solid organisational culture. It involves proactively identifying improvement opportunities and taking action to implement change. It requires a culture that values creativity, experimentation, and risk-taking. Creating change can be challenging but essential for adaptability and long-term success.

    To create change and foster adaptability:

    1. Start by encouraging employees to think creatively and experiment with new ideas.
    2. Please provide them with the resources and support they need to implement change.
    3. Recognise and reward innovation and risk-taking, and provide opportunities for employees to develop new skills and knowledge.
    4. Embrace change as an opportunity for growth and improvement rather than a threat to the status quo.

    Aligning Culture and Performance Metrics

    Aligning culture and performance metrics is the key to building a solid organisational culture. Performance metrics provide a tangible way to measure progress towards an organisation’s goals. By aligning performance metrics with the organisation’s culture, an organisation can create a sustainable framework for success.

    To align culture and performance metrics, identify key performance metrics that align with the organisation’s mission, vision, and objectives. Could you communicate these metrics clearly to all employees and stakeholders?

  • Nicos Paschali 2:46 pm on March 8, 2023 Permalink | Reply  

    People and Performance Focused Organisation. 

    Becoming a people-focused and performance-focused company is a journey that requires a clear vision, strategy, and commitment from leadership. It involves creating a workplace culture prioritising employee development, engagement, and well-being, thus, positively impacting profitability, consistency, talent attraction, and retention.

    Profitability: A people-focused and performance-focused company understands that its employees are its most valuable asset. By investing in employee development and engagement, the company can create a more productive, innovative, and motivated workforce, thus leading to increased profitability. Employees engaged and fulfilled in their work are likelier to perform at their best and contribute to the bottom line.

    Consistency: A people-focused and performance-focused company also understands the importance of consistency in its operations. By creating a culture of excellence and continuous improvement, the company can consistently ensure that its products or services meet or exceed customer expectations, thus leading to increased customer satisfaction, loyalty, and retention.

    Talent attraction and retention: A people-focused and performance-focused company also recognises the importance of attracting and retaining top talent. By creating a positive workplace culture, offering competitive compensation and benefits, and investing in employee development and well-being, the company can attract and retain the best talent in the industry, thus leading to a competitive advantage, as the company can leverage its talented workforce to innovate, grow, and succeed in a rapidly changing business environment.

    To become a people and performance-focused company, organisations can take several steps:

    1. Define a clear vision and strategy: The first step in becoming a people-focused and performance-focused company is to define a clear vision and strategy by setting goals, identifying key performance indicators, and developing a roadmap for success.
    2. Build a positive workplace culture: A positive workplace culture is essential for creating a people and performance-focused company by fostering a sense of belonging, promoting open communication, and encouraging collaboration and innovation.
    3. Invest in employee development: Companies must invest in employee development to create a high-performing workforce by including training programs, coaching, mentoring, and other forms of support that help employees grow and develop their skills and knowledge.
    4. Prioritise employee engagement and well-being: Employee engagement and well-being are critical for creating a people and performance-focused company by promoting work-life balance, providing opportunities for social connection and recognition, and creating a safe and healthy work environment.
    5. Reward and recognise performance: To maintain a high-performing workforce, companies must identify and compensate performance, including bonuses, promotions, and other forms of recognition that acknowledge employees’ contributions to the company’s success.

    In conclusion, becoming a people-focused and performance-focused company is essential for achieving long-term success in today’s business environment. By prioritising employee development, engagement, and well-being, companies can create a high-performing workforce that drives profitability, consistency, talent attraction and retention.

  • Nicos Paschali 2:45 pm on March 8, 2023 Permalink | Reply  

    The Ultimate Trust & Engagement Formula  

    The Ultimate Trust & Engagement Formula 

    The Most Comprehensive and Supportive Trust-Building Program to Drive Engagement and Business Growth. 


    Expert-led training on the significance and impact of workplace trust 

    A deep dive into the fundamental elements of trust, including its dimensions and levels 

    Creating a personalized trust profile to identify drivers, inhibitors, and opportunities 

    Optimization of trust value statements, aspirations, and action/proof points 

    Creation of a personal “Trusted Leader” story to foster trust among team members, peers, and managers 

    To prioritize trust in the workplace, use trust signals and optimize trust-building techniques. 

    Comprehensive action plans to increase trust, productivity, and team cohesion, as well as drive business growth


    Improve leadership skills and a deeper understanding of trust in the workplace. 

    Increase engagement, interactions, and transactions in the workplace 

    Develop a personalized trust profile to drive trust-building strategies 

    Create optimized trust value statements, aspirations, and action/proof points 

    Implement trust-building techniques and signals to improve trust in the workplace 

    We designed this workshop who are ready to take action and see results. Join us in the most comprehensive and supportive program to build trust and drive engagement and business growth. We take you by the hand and guide you to success.

    #business #team #training #growth #growth #opportunities #leadership #productivity #engagement #leader 

  • Nicos Paschali 2:20 pm on March 8, 2023 Permalink | Reply  

    Agile management  in today’s fast-pacedAgile management … 

    Agile management 

    In today’s fast-paced and ever-changing business environment, it is essential to have an agile top management team that can respond quickly to changes and adapt to new challenges. An agile management team can promptly shift priorities, make decisions rapidly and accurately, and lead their organization to success amid uncertainty and disruption. Here are some critical strategies for developing an agile top management team:

    1. The first step in developing an agile management team is to create a culture of agility throughout the organization by embracing change and innovation, encouraging risk-taking, and fostering a collaborative and responsive work environment. Leaders should model these behaviours and communicate their importance to the team.
    2. Foster continuous learning and development. An agile management team must continuously learn and develop to stay ahead of the curve. Leaders should invest in training and development programs for their team, encourage self-directed learning, and provide opportunities for cross-functional collaboration.
    3. Empower agile management to make decisions quickly and confidently. Leaders should create a decision-making framework that provides clarity and guidance while allowing flexibility and adaptation. They should also encourage open communication and constructive feedback to support effective decision-making.
    4. Embrace Technology is a critical enabler of agility in today’s business environment. Leaders should embrace emerging technologies to improve productivity, streamline processes, and facilitate collaboration. They should also ensure their team can access the necessary tools and resources to work efficiently and effectively.
    5. Focus on outcomes An agile management team must be outcome-focused rather than process-focused. Leaders should set clear goals and metrics for their team and empower them to find creative solutions to achieve those goals. They should also encourage experimentation and risk-taking by aligning themselves with the organization’s strategy and goals.
    6. Foster, a culture of collaboration Collaboration is a critical component of agility. Leaders should foster a collaborative culture by encouraging open communication, sharing information and resources, and facilitating cross-functional teamwork. They should also reward and recognize teamwork and collaboration to reinforce these behaviours.
    7. Embrace change. Finally, an agile management team must be comfortable with change. Leaders should communicate the importance of change and innovation to their team, provide opportunities for experimentation, and celebrate successes and failures. They should also be willing to pivot quickly and adapt to new challenges and opportunities.

    In conclusion, developing an agile top management team requires a focus on culture, learning, decision-making, technology, outcomes, collaboration, and change. By following these strategies, organizations can build a team that can navigate uncertainty and disruption and lead their organization to success in the face of rapid change.

  • Nicos Paschali 5:47 pm on March 23, 2021 Permalink | Reply  

    Most amazing blended coaching program with “Unlimited Coaching Calls” for a fixed yearly fee! Accountability is on you! 

    The least expensive and most comprehensive coaching programme on the market!
    We help individuals and groups advance their careers or business. 
    We do that with blended coaching, training and mentoring—all in one.
    The most significant value is in “the doing”. 
    The client books the first as a 30 mins strategy meeting. We discuss needs, aspirations and outcomes. We discuss one specific item on the subsequent booking (15 minutes duration, and we call it check-ins). We review and reflect on progress and agree on action items. Thus we deliver the model and framework of bite-size learning. Then we provide homework for “the doing”. The client can only book another session when he or she completes the assignment.
    But we only accept clients willing to commit to “Work” with us to advance. We thus keep the client accountable for “the doing”. 
    If the client has questions or ambiguity, they email us to arrange a further session to clarify.
    We provide resources such as PDFs, links, video, and audio. We use zoom to connect, record each session and share the recording with the client. We do this for better comprehension, understanding and reference. We document every session and share it with the client. 
    We focus on delivering and achieving for our clients the highest standard results. We have a solid vision to help you make a difference in attaining your wanted outcomes. We help you move from a stressful environment to a flow state.
    We provide “outcome-based coaching” and training for: 

    • Mindset cultivation,
    • Conversational intelligence elevation, and 
    • New habit acquisition. 
    • Ideation
    • Culture Change
    • Leadership

    Our programme moves clients from stress to flow zone and happiness, increasing performance and resilience. People in a state of flow are productive, not so stressful and happier!
    Nicos Paschali

  • Nicos Paschali 9:36 am on January 9, 2019 Permalink | Reply  

    Learning & Development 

    In recent years, the emphasis has shifted from what was called ‘Training & development’ to the now more common term ‘Learning & development’. This shift reflects an increased focus on the individual and their involvement in, and responsibility for, their own learning, rather than a focus on the activities of the trainer in delivering learning material.
    ‘Learning needs’ refer to gaps in knowledge, skills and attitudes. They exist when there is a difference between what knowledge, skills or attitudes someone, or a group of people, actually have and what they require for some purpose.

    • Learning happens when a person acquires new knowledge, new skills or new attitudes leading to a permanent change in their behaviour.
    • Knowledge is information that a person stores in and can access from their memory. Learning new knowledge involves paying attention to new information and rehearsing it so that it remains in memory over time.
    • A skill is an ability to do something. Skills may be intellectual (e.g., reading, thinking, planning), physical (e.g., writing, typing, sewing) or social (e.g., questioning, listening, debating). Learning and retaining skills tends to require practice.
    • Attitudinal learning occurs when someone revises or acquires new beliefs, opinions or values. Attitudinal learning tends to happen through debate, open-minded consideration or significant and memorable events.

    A practical example
    Learning to drive a car involves learning a complex range of knowledge, skills and attitudes. At a simple level the learner driver has to:
    • Know (Knowledge) – the purpose and function of various controls, the rules of the road
    • Be able to (Skills) – operate controls, identify and predict hazards, ‘read the road’, perceive distance, respond to hazards
    • Value (Attitudes) – life, defensive driving, the rules of the roads, other road users.

  • Nicos Paschali 7:55 am on December 14, 2018 Permalink | Reply  

    Have set up your major goals for 2019? 

    We all want to live a life that matters. We all want to reach our full potential. But too often we find ourselves overwhelmed by the day-to-day. Our big goals get pushed to the back burner–and then, more often than not, they get forgotten. 

  • Nicos Paschali 7:52 am on December 14, 2018 Permalink | Reply  

    Do More Great Reading: Stop the Busy-reading. Start Reading That Matters. 

  • Nicos Paschali 8:08 am on December 5, 2018 Permalink | Reply  

    Read Faster, Comprehend More and Thrive! 

    Driving success for Executives and Students.

    Obstacles? Blocks? Reading Habits?

    Develop good reading habits. Learn the steps you must go through to really understand a book or a chapter or an article etc.

    Learn to read effectively and systematically.

    Teaching and improving the system for the last 18 years. Get in touch with me Nicos Paschali at nicospas@gmail.com

  • Nicos Paschali 8:49 am on November 19, 2018 Permalink | Reply  

    “Building Blocks of Success: How to Transform your Attitude and Actions to Improve Life Satisfaction.” 

    Learn from the Masters of success: A collective archive of verified methods of success.

    As humans, we all face struggles in our everyday lives; be it at work, with our personal relationships or even with ourselves. To tackle these problems most people believe that there exist methods for improvement and growth, however, they dismiss the fact that these methods root from a single mindset that gives them birth.

    Nicos Paschali has been studying and implementing methods of success and self-development for the past 30-40 years from the best research institutes and the most successful people worldwide. He has combined all his findings and has created a map of success, that enables people to look at the bigger picture, of how success stems from within and how to master yourself to acquire a given outcome.

    The main aim of this series (1-10) is to help you overcome self-defeating behaviours, identify barriers and obstacles to change, and systematically get you out of your stuck situations. Learn the skill of connecting with people, create comfortable and easy relationships and get people to trust you.

    Ιt’s an agenda for building long-term value personalities that can flourish in a world of diminished hopes, relentless change and ferocious competition. It’s a continuous tiny learning to help your rethink and reinvent your character, to rethink the fundamental assumptions we have about goals, priorities, relationships and measurable outcomes on what’s important to us.

    Successful learning and coaching include at least a small change in a learners’ experience of self-efficacy and self-esteem. Both depend, in part, on persons owning or taking habitually and consciously active responsibility for his/her own thoughts, feelings and actions.

    Learners come to our bites of training and seek coaching because they want different and better futures. They seek to improve balance in their lives, personal and professional, be happier and more satisfied. They do that by learning how to align their goals with their values and finding agreement between what really matters to them and the goals that they chase.

     Balance is not better time management, but better boundary management. Balance means making good choices that give you fulfilment and satisfaction. Success stems from constant satisfaction.  To be successful, paradoxically, you have to live a reasonably unbalanced (specify) life and not being obsessed about becoming successful at what you do.

    In more details the training will help you:

    • Finding a satisfying life direction
    • Timing life plans to fit social expectations
    • Building and reinforcing self-esteem and confidence
    • Discovering personal interests and Identifying opportunities for career advancement, driving relationship
    • Clarifying wants, desires, wishes and goals and plan to achieve them
    • Develop effective and efficient hobbies to change unwanted behaviours

    The first cycle includes the following 10 mini lessons

    1. How to identify areas of importance in your life
    2. How to add value to your life and create your dream map
    3. How to monitor your satisfaction index
    4. How to articulate your wishes and convert them into well-formed outcomes.
    5. How to plan your goals and develop action steps to attain them.
    6. How to reach the root cause of the problem.
    7. How to manage polarity paradoxes.
    8. How to understand and develop your values to give your life more meaning.
    9. How to develop habits that deliver results.
    10. How to develop a growth mindset leading to personal growth and progress in all important areas of life.

    Ten lessons, Weekly live broadcast and recording for replay!

    10 hours plus of learning with Q&A sessions after the training session

    Time to assess and evaluate your (past) 2018 and prepare to grow and progress in (the future) 2019!

    The Building Blocks for Success training is for those people who want to improve and fulfil their desires and be more successful in all important areas of life – be it your health, education, relationships or professional life. It will help those who set goals, plan but putting off, making and breaking promises,  and feeling guilty. For those feeling content, don’t think clearly, are confused and doubt their abilities and dislike themselves. For those who can’t move toward their goals or out of unpleasant, unhealthy situations.

    The format of this training will have a visual presentation, whiteboard illustrations, worksheets and guides to do activities at home, real-time chat and email questions. We offer guidance, ideas, and tools you can use to push through the blocks of change and be on your way to a more satisfying and rewarding life.

    Learners will be able to apply learnings in their everyday work and personal life immediately


    The view you adopt for yourself profoundly affects the way you lead your life. This is a real and practical series of lessons designed and develop by Nicos that will help you understand yourself and give you the tools to transform who you are and how great you can become. You will learn to identify important areas in your life and formulate and achieve your future perfect dreams, wishes, and goals. You will learn how to develop effective/efficient habits that will bring you the best results. You will learn and apply how to increase love and appreciation. This learning will make a difference to you and your life.

    Fees: €49,95

    It starts Wednesday, 12/12/2018,   8 – 9.15 pm

    You may register here: https://docs.google.com/forms/d/e/1FAIpQLSdabZwzM8wUC_3u9WqUdHMPjsS9OQ8atDGoOCfGSb1Z4me9Vg/viewform?usp=pp_url

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