This document provides an overview of positive psychology and how coaches can apply its principles. Positive psychology is defined as the scientific study of human flourishing and focuses on strengths rather than weaknesses. Research shows that adopting approach goals rather than avoidance goals and focusing on positive emotions can help people flourish. Coaches are encouraged to help clients identify their signature strengths using the VIA classification of 24 strengths and apply those strengths to achieve goals and make weaknesses irrelevant.
Developmental conversations are critical for short-term change, but when it comes to reaching long-term goals, traditional leadership development practices can come up short.
To support an executive in their commitment to lasting, impactful change or the achievement of major, lifelong goals, coaches must dig deeper to examine the core drivers – usually subconscious – that have steered the client to their current path. Further, you must help your client uncover whether these deep-seeded drivers are helping or hindering their ability to achieve their goals, and support them in making any changes required of them.
Such broad and deeply personal conversations can be challenging, but with the right tools, they can lead to your most impactful and rewarding engagements.
In this 60-minute session, we will explore the concepts you must understand in order to take your coaching of senior executives to greater depths, including:
- Strategies for achieving long-term goals rather than quick wins
- Opening up the conversation to include an individual’s personal, as well as professional, motivations
- The benefits of a directional approach in support of a developmental approach
- Supporting the client as they challenge themselves, recognize internal contradictions, and question their own assumptions
- Selecting and understanding the assessment tools available for exploring personal drivers
Join MRG’s David Ringwood to explore how you can broaden the coaching conversation with senior executives to support them in making choices that will have a lasting, life-long impact.
Mindsets are the belief systems that each individual holds, influencing their thoughts, actions and words in both the personal and professional realms. Just as an open and inquisitive mindset can support development, a constraining mindset can hinder it.
The good news: mindsets may be deeply rooted, but they are not unchangeable. Developing the self-awareness to recognize one’s own mindset is challenging, but it’s critical to stimulate lasting, meaningful growth.
This 60-minute session will give you the tools to:
- Understand what a mindset is and how it impacts behavior and reinforces itself
- Assess and uncover aspects of a client’s mindset that could be hindering development
- Begin the conversation about considering a change to personal mindset
- Support clients in shifting and developing their mindsets to create positive momentum
Join Tricia Naddaff, MRG President, for a stimulating one-hour session filled with practical strategies that will broaden your coaching toolkit.
Breaking Bad at Work...Managing People with Love and LogicDon Johnson
Trends and research all tell us to start managing people smarter. Times have changed tremendously from the industrial age. Make sure your organization and leaders stay transparent and build trust for the best return from your #1 asset.
“Appreciative Inquiry is the cooperative search for the best in people, their organizations, and the world around them. It involves systematic discover of what gives a system ‘life’ when it is most effective and capable in economic, ecological, and human terms.” Cooperrider, D.L. & Whitney, D
It is a methodology aimed at the development of the organization based on the assumption that inquiry into and dialogue about strengths, successes, values, hopes and dreams is in itself transformational.
The process used to generate the power of Appreciative Inquiry is the 4-D Cycle:
Discovery - Dream - Design - Destiny
Discovery: The Discovery phase is a diligent and extensive search to understand the "best of what is" and "the best of what has been."
Dream: The Dream phase is an energizing exploration of "what might be:"
Design: The Design phase involves making choices about "what should be" within an organization or system.
Destiny: The Destiny phase initiates a series of inspired actions that support ongoing learning and innovation - or "what will be."
School leaders and teachers are searching for a purpose and a sense of identity. We want more than just pay; we want a ‘sense of mission’. When you believe in a professional way of doing your job you have to be able to transmit this to all the people involved in teaching/learning process.
The Appreciative Inquiry methodology helps to create our identity and to transmit our values and beliefs. Educational institutions need to be knowledge rich, adaptable and permanently changing. We need to be able to design curricula according to our student’s individual needs.
Our motivations play an important role in how we understand ourselves and the world. We all operate with assumptions, mindsets and expectations that we are sometimes less conscious of and which are likely to be influenced by our deeper motivational orientations.
By understanding the links between motivational patterns and hidden biases, we can expand our self-awareness, achieve a more complete and objective view of others, and make wiser behavioural choices.
These are the times that we can also dig deep into our courage, reach out and
connect with others, find a common purpose and focus on what we CAN do.
Together we can harness our imagination, optimism and possibility thinking to
tackle problems with a growth mindset and in a way that everyone pulls together
and grows.
Developmental conversations are critical for short-term change, but when it comes to reaching long-term goals, traditional leadership development practices can come up short.
To support an executive in their commitment to lasting, impactful change or the achievement of major, lifelong goals, coaches must dig deeper to examine the core drivers – usually subconscious – that have steered the client to their current path. Further, you must help your client uncover whether these deep-seeded drivers are helping or hindering their ability to achieve their goals, and support them in making any changes required of them.
Such broad and deeply personal conversations can be challenging, but with the right tools, they can lead to your most impactful and rewarding engagements.
In this 60-minute session, we will explore the concepts you must understand in order to take your coaching of senior executives to greater depths, including:
- Strategies for achieving long-term goals rather than quick wins
- Opening up the conversation to include an individual’s personal, as well as professional, motivations
- The benefits of a directional approach in support of a developmental approach
- Supporting the client as they challenge themselves, recognize internal contradictions, and question their own assumptions
- Selecting and understanding the assessment tools available for exploring personal drivers
Join MRG’s David Ringwood to explore how you can broaden the coaching conversation with senior executives to support them in making choices that will have a lasting, life-long impact.
Mindsets are the belief systems that each individual holds, influencing their thoughts, actions and words in both the personal and professional realms. Just as an open and inquisitive mindset can support development, a constraining mindset can hinder it.
The good news: mindsets may be deeply rooted, but they are not unchangeable. Developing the self-awareness to recognize one’s own mindset is challenging, but it’s critical to stimulate lasting, meaningful growth.
This 60-minute session will give you the tools to:
- Understand what a mindset is and how it impacts behavior and reinforces itself
- Assess and uncover aspects of a client’s mindset that could be hindering development
- Begin the conversation about considering a change to personal mindset
- Support clients in shifting and developing their mindsets to create positive momentum
Join Tricia Naddaff, MRG President, for a stimulating one-hour session filled with practical strategies that will broaden your coaching toolkit.
Breaking Bad at Work...Managing People with Love and LogicDon Johnson
Trends and research all tell us to start managing people smarter. Times have changed tremendously from the industrial age. Make sure your organization and leaders stay transparent and build trust for the best return from your #1 asset.
“Appreciative Inquiry is the cooperative search for the best in people, their organizations, and the world around them. It involves systematic discover of what gives a system ‘life’ when it is most effective and capable in economic, ecological, and human terms.” Cooperrider, D.L. & Whitney, D
It is a methodology aimed at the development of the organization based on the assumption that inquiry into and dialogue about strengths, successes, values, hopes and dreams is in itself transformational.
The process used to generate the power of Appreciative Inquiry is the 4-D Cycle:
Discovery - Dream - Design - Destiny
Discovery: The Discovery phase is a diligent and extensive search to understand the "best of what is" and "the best of what has been."
Dream: The Dream phase is an energizing exploration of "what might be:"
Design: The Design phase involves making choices about "what should be" within an organization or system.
Destiny: The Destiny phase initiates a series of inspired actions that support ongoing learning and innovation - or "what will be."
School leaders and teachers are searching for a purpose and a sense of identity. We want more than just pay; we want a ‘sense of mission’. When you believe in a professional way of doing your job you have to be able to transmit this to all the people involved in teaching/learning process.
The Appreciative Inquiry methodology helps to create our identity and to transmit our values and beliefs. Educational institutions need to be knowledge rich, adaptable and permanently changing. We need to be able to design curricula according to our student’s individual needs.
Our motivations play an important role in how we understand ourselves and the world. We all operate with assumptions, mindsets and expectations that we are sometimes less conscious of and which are likely to be influenced by our deeper motivational orientations.
By understanding the links between motivational patterns and hidden biases, we can expand our self-awareness, achieve a more complete and objective view of others, and make wiser behavioural choices.
These are the times that we can also dig deep into our courage, reach out and
connect with others, find a common purpose and focus on what we CAN do.
Together we can harness our imagination, optimism and possibility thinking to
tackle problems with a growth mindset and in a way that everyone pulls together
and grows.
Self-awareness is about learning to observe yourself not only through your own eyes but through others people’s eyes too. When you are self-aware, you know your strengths and weaknesses and how to manage them in the workplace.
The talk introduces a model for developing self-awareness using the Johari Window that will help you better understand your relationship with others and yourself. I shared how you can design a feedback session to build greater self-awareness, lift your performance and unlock the key to personal growth.
Working in an agile environment where individuals and interactions is important, greater understanding of yourself and how you interact with others will lead to greater team and organisational success.
If you have ever wondered why you can’t stay on a diet for very long….blame it on the brain. Lasting change requires mindful practice. A tired brain defaults to old habits. This webinar will discuss how to use our understanding of neuroscience to our advantage, especially as related to changing eating behaviors.
You’ll gain an understanding of:
- The formation of habits and your power to change them.
- How to take care of your brain so it works with you instead of against you.
- How mindful practice creates long lasting change.
You can watch this webinar with the presenter's comments here: http://www.fitwoman.com/green-mountain-webinars/
With more than 40 years experience, Green Mountain at Fox Run has helped thousands of women end the struggle with the diet mentality and transform their lives. Learn more about our women's only healthy weight retreat: http://www.fitwoman.com/
The motivational predispositions we possess inform the way we experience the world – and they are with us through good times and bad. Developing a deeper awareness of our motivational drivers can help us with the essential and difficult work of self-regulation: making conscious choices to manage our emotional impulses and respond more objectively (and productively) to life’s challenges.
In this webinar, we will explore:
- The fundamentals of motivation: recognizing our drivers, as well as their complexities and contradictions
- How motivation can manifest in our lives - in ways that may help us or challenge us
- The cycles of reaction: identifying what our sensitivities are, how we react, and what we can do to mitigate their impact.
This presentation was part of a Week 0 class called "How Neuroscience Influences Human Behavior" at the Stanford Graduate School of Business. The class was co-taught by Marketing Professor Baba Shiv and Nir Eyal (Stanford MBA '08, blog: http://www.nirandfar.com)
Course Objective
Benchmark good supervisory leadership styles in line with ‘Leadership SMARTS’ concepts in the One Minute Manager by Ken Blanchard aims to:
enhance Teachers and Supervisors work ethics at work place to practice fairness and to value their subordinates..
The aim of this session is to learn and benchmark best practice Supervisory skills and style in Leadership from successful practices which has proven track records of organizational success.
After hiking towards a glacier in Denali National Park Alaska, we were making camp near a small dreary lake. Suddenly I heard my friend saying: “Michael there’s a bear here, it is on this side of the lake”. And there he was, a 250 pounds Grizzly not more than 10 feet away…frightened to our underwear we followed through with the recommended protocol for bear encounters in the wild…we waved our hands and begged him not to snack on us…years later I had a similar bearish encounter with a CFO at a fortune 100 company; this time waving my hands above my head was futile; our team had to come up with an influence approach fast!
Our motivations play an important role in how we understand ourselves and the world. We all operate with assumptions, mindsets and expectations that we are sometimes less conscious of and which are likely to be influenced by our deeper motivational orientations.
By understanding the links between motivational patterns and hidden biases, we can expand our self-awareness, achieve a more complete and objective view of others, and make wiser behavioural choices.
If you want to meld your group into a true team, these practical actions will help any leader be intentional about doing so. It starts with crafting and casting vision that teamwork is the most effective way to succeed as an organization. 10 other tips, too!
The presentation is a summary of the book "The new art of the leader." by Ph.D Major General Rtd. USAFR.
The Book contains topics like:
The combat model of leadership
How to gain self-confidence
Secrets of motivatoin
Program presented an overview of appreciative inquiry, the study and exploration of what gives life to human systems when they function at their best. This approach to organizational change is based on the assumption that questions and dialogue about strengths, successes, values, hopes and dreams are themselves transformational. It offers a positive way to engage library staff in assessment. Although this method had its inception in the health care industry, this program will demonstrate its relevance to continuous improvement in libraries. Presenters included Maureen Sullivan and Gene Spencer.
Multi-rater leadership assessments are an invaluable tool for leadership coaching. In particular, they allow one to view a leader from the perspective of different groups of observers (e.g., bosses, peers, direct reports). Each rater has a different relationship and set of experiences with the leader they are evaluating, and those relationships influence their perceptions of that leader’s behaviors. Understanding those differences can help us interpret 360 assessments in a more nuanced and effective way, allowing us to help leaders gain a clearer understanding of how their behaviors are perceived and construed by those around them.
In this one-hour webinar, MRG’s David Ringwood and Maria Brown will share new research and insights that shed light on the following questions:
What behaviors do different observer groups associate with effective leadership?
Are there differences in the behaviors perceived by different observer groups?
What do self and observer perceptions tell us about leader blind spots?
How can we use this information to interpret feedback more effectively and to inform the way we coach and develop leaders?
Our discussion will center on insights obtained from a recent global sample of leaders who were rated by their bosses, peers and direct reports using MRG’s LEA 360™.
Deck focuses on the values of a strengths-based approach to leadership, ways to assess individual strengths, and using strengths to achieve desired business outcomes.
A medical study showed that when doctors tell their seriously ill heart patients that they will die if they do not make changes to their lifestyle, only one in seven patients is able to make a change. Crazy!
According to Harvard professors, Robert Kegan and Lisa Lahey, people do not resist change. Even when people are genuinely committed to change, they subconsciously apply effort toward a hidden competing commitment. The result is a stalled effort, which looks like a resistance to change. It is like shoveling sand against the tide. In this workshop, I want to demonstrate the power of the Immunity to Change framework developed by Kegan and Lahey and share my practical experience overcoming the immunity when implementing Agile.
How to create Psychological Safety - an overlooked secret to organizational p...Alex Clapson
Psychological safety is an essential foundational component for innovation, divergent thinking, creativity, & risk-taking — but it should not be confused with comfort. There are a number of small behaviours leaders can cultivate to help their teams take more interpersonal risks to increase psychological safety.
If fear, procrastination or perfection is holding you back, this short presentation may be what you need. You will learn to overcome fear and embrace freedom and adventure, and move forwards in your life and business.
Managing People with Love and Logic. Using Trust and transparency to engage a workforce. How to motivate using love and logic. How to develop an organization to be more productive with a workforce that has higher morale and trust in leadership.
Self-awareness is about learning to observe yourself not only through your own eyes but through others people’s eyes too. When you are self-aware, you know your strengths and weaknesses and how to manage them in the workplace.
The talk introduces a model for developing self-awareness using the Johari Window that will help you better understand your relationship with others and yourself. I shared how you can design a feedback session to build greater self-awareness, lift your performance and unlock the key to personal growth.
Working in an agile environment where individuals and interactions is important, greater understanding of yourself and how you interact with others will lead to greater team and organisational success.
If you have ever wondered why you can’t stay on a diet for very long….blame it on the brain. Lasting change requires mindful practice. A tired brain defaults to old habits. This webinar will discuss how to use our understanding of neuroscience to our advantage, especially as related to changing eating behaviors.
You’ll gain an understanding of:
- The formation of habits and your power to change them.
- How to take care of your brain so it works with you instead of against you.
- How mindful practice creates long lasting change.
You can watch this webinar with the presenter's comments here: http://www.fitwoman.com/green-mountain-webinars/
With more than 40 years experience, Green Mountain at Fox Run has helped thousands of women end the struggle with the diet mentality and transform their lives. Learn more about our women's only healthy weight retreat: http://www.fitwoman.com/
The motivational predispositions we possess inform the way we experience the world – and they are with us through good times and bad. Developing a deeper awareness of our motivational drivers can help us with the essential and difficult work of self-regulation: making conscious choices to manage our emotional impulses and respond more objectively (and productively) to life’s challenges.
In this webinar, we will explore:
- The fundamentals of motivation: recognizing our drivers, as well as their complexities and contradictions
- How motivation can manifest in our lives - in ways that may help us or challenge us
- The cycles of reaction: identifying what our sensitivities are, how we react, and what we can do to mitigate their impact.
This presentation was part of a Week 0 class called "How Neuroscience Influences Human Behavior" at the Stanford Graduate School of Business. The class was co-taught by Marketing Professor Baba Shiv and Nir Eyal (Stanford MBA '08, blog: http://www.nirandfar.com)
Course Objective
Benchmark good supervisory leadership styles in line with ‘Leadership SMARTS’ concepts in the One Minute Manager by Ken Blanchard aims to:
enhance Teachers and Supervisors work ethics at work place to practice fairness and to value their subordinates..
The aim of this session is to learn and benchmark best practice Supervisory skills and style in Leadership from successful practices which has proven track records of organizational success.
After hiking towards a glacier in Denali National Park Alaska, we were making camp near a small dreary lake. Suddenly I heard my friend saying: “Michael there’s a bear here, it is on this side of the lake”. And there he was, a 250 pounds Grizzly not more than 10 feet away…frightened to our underwear we followed through with the recommended protocol for bear encounters in the wild…we waved our hands and begged him not to snack on us…years later I had a similar bearish encounter with a CFO at a fortune 100 company; this time waving my hands above my head was futile; our team had to come up with an influence approach fast!
Our motivations play an important role in how we understand ourselves and the world. We all operate with assumptions, mindsets and expectations that we are sometimes less conscious of and which are likely to be influenced by our deeper motivational orientations.
By understanding the links between motivational patterns and hidden biases, we can expand our self-awareness, achieve a more complete and objective view of others, and make wiser behavioural choices.
If you want to meld your group into a true team, these practical actions will help any leader be intentional about doing so. It starts with crafting and casting vision that teamwork is the most effective way to succeed as an organization. 10 other tips, too!
The presentation is a summary of the book "The new art of the leader." by Ph.D Major General Rtd. USAFR.
The Book contains topics like:
The combat model of leadership
How to gain self-confidence
Secrets of motivatoin
Program presented an overview of appreciative inquiry, the study and exploration of what gives life to human systems when they function at their best. This approach to organizational change is based on the assumption that questions and dialogue about strengths, successes, values, hopes and dreams are themselves transformational. It offers a positive way to engage library staff in assessment. Although this method had its inception in the health care industry, this program will demonstrate its relevance to continuous improvement in libraries. Presenters included Maureen Sullivan and Gene Spencer.
Multi-rater leadership assessments are an invaluable tool for leadership coaching. In particular, they allow one to view a leader from the perspective of different groups of observers (e.g., bosses, peers, direct reports). Each rater has a different relationship and set of experiences with the leader they are evaluating, and those relationships influence their perceptions of that leader’s behaviors. Understanding those differences can help us interpret 360 assessments in a more nuanced and effective way, allowing us to help leaders gain a clearer understanding of how their behaviors are perceived and construed by those around them.
In this one-hour webinar, MRG’s David Ringwood and Maria Brown will share new research and insights that shed light on the following questions:
What behaviors do different observer groups associate with effective leadership?
Are there differences in the behaviors perceived by different observer groups?
What do self and observer perceptions tell us about leader blind spots?
How can we use this information to interpret feedback more effectively and to inform the way we coach and develop leaders?
Our discussion will center on insights obtained from a recent global sample of leaders who were rated by their bosses, peers and direct reports using MRG’s LEA 360™.
Deck focuses on the values of a strengths-based approach to leadership, ways to assess individual strengths, and using strengths to achieve desired business outcomes.
A medical study showed that when doctors tell their seriously ill heart patients that they will die if they do not make changes to their lifestyle, only one in seven patients is able to make a change. Crazy!
According to Harvard professors, Robert Kegan and Lisa Lahey, people do not resist change. Even when people are genuinely committed to change, they subconsciously apply effort toward a hidden competing commitment. The result is a stalled effort, which looks like a resistance to change. It is like shoveling sand against the tide. In this workshop, I want to demonstrate the power of the Immunity to Change framework developed by Kegan and Lahey and share my practical experience overcoming the immunity when implementing Agile.
How to create Psychological Safety - an overlooked secret to organizational p...Alex Clapson
Psychological safety is an essential foundational component for innovation, divergent thinking, creativity, & risk-taking — but it should not be confused with comfort. There are a number of small behaviours leaders can cultivate to help their teams take more interpersonal risks to increase psychological safety.
If fear, procrastination or perfection is holding you back, this short presentation may be what you need. You will learn to overcome fear and embrace freedom and adventure, and move forwards in your life and business.
Managing People with Love and Logic. Using Trust and transparency to engage a workforce. How to motivate using love and logic. How to develop an organization to be more productive with a workforce that has higher morale and trust in leadership.
Format: Interactive seminar/workshop
Time: 60 - 90 min
Target Audience: Researchers, Staff members, graduate students (in any)
Learning objectives:
By the end of this session, participant will:
•Understand what imposter fears are and learn to recognize them;
•Be able to identify cognitive distortions that prevent women from taking actions;
•Identify strategies to overcome self-doubt and build resilience.
Appreciative team building events Gautengteam-building
Life Masters REAL team building ideas, activities and events to transform trust, resolve conflict, build relationship, clear baggage anf grow leadership, facilitated by Tony Dovale & Debbie Vernon http://www.lifemasters.co.za - South Africa 083-447-63400
Authentic Leadership - Focusing on Strengths and SolutionsTim Bright
My presentation at the 5th Bursa Management Conference in December 2012. The conference is organised by the Bursa Chamber of Commerce and Industry (BTSO) and Peryon (the HR association).
Are you leading people or are you leading people with EQ? In this short but empowering leadership training, AndyTheCoach from AsiaTrainers.com will teach you the 5 ways to emotional intelligence and how you can lead people easily and happily
Real Commitment Breeds Success We believe in the power of a “Performance-Based” Leadership Team. That is why building a No. 1 company requires more than believing in the mission: It takes real commitment to furthering the mission through an ongoing series of actions.
This presentation shares the seven practices of authentic leadership for the 21st century. Leaders can discover how to be both authentic and adaptive in our 24/7 global economy
If you've ever wanted more 'Great Days' then this presentation can give you some pointers. It's based on academic research and was first delivered at The Berne Institute for Psychotherapy on 6th January 2013.
Discover the innovative and creative projects that highlight my journey throu...dylandmeas
Discover the innovative and creative projects that highlight my journey through Full Sail University. Below, you’ll find a collection of my work showcasing my skills and expertise in digital marketing, event planning, and media production.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
At Techbox Square, in Singapore, we're not just creative web designers and developers, we're the driving force behind your brand identity. Contact us today.
Understanding User Needs and Satisfying ThemAggregage
https://www.productmanagementtoday.com/frs/26903918/understanding-user-needs-and-satisfying-them
We know we want to create products which our customers find to be valuable. Whether we label it as customer-centric or product-led depends on how long we've been doing product management. There are three challenges we face when doing this. The obvious challenge is figuring out what our users need; the non-obvious challenges are in creating a shared understanding of those needs and in sensing if what we're doing is meeting those needs.
In this webinar, we won't focus on the research methods for discovering user-needs. We will focus on synthesis of the needs we discover, communication and alignment tools, and how we operationalize addressing those needs.
Industry expert Scott Sehlhorst will:
• Introduce a taxonomy for user goals with real world examples
• Present the Onion Diagram, a tool for contextualizing task-level goals
• Illustrate how customer journey maps capture activity-level and task-level goals
• Demonstrate the best approach to selection and prioritization of user-goals to address
• Highlight the crucial benchmarks, observable changes, in ensuring fulfillment of customer needs
Building Your Employer Brand with Social MediaLuanWise
Presented at The Global HR Summit, 6th June 2024
In this keynote, Luan Wise will provide invaluable insights to elevate your employer brand on social media platforms including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok. You'll learn how compelling content can authentically showcase your company culture, values, and employee experiences to support your talent acquisition and retention objectives. Additionally, you'll understand the power of employee advocacy to amplify reach and engagement – helping to position your organization as an employer of choice in today's competitive talent landscape.
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
An introduction to the cryptocurrency investment platform Binance Savings.Any kyc Account
Learn how to use Binance Savings to expand your bitcoin holdings. Discover how to maximize your earnings on one of the most reliable cryptocurrency exchange platforms, as well as how to earn interest on your cryptocurrency holdings and the various savings choices available.
Tata Group Dials Taiwan for Its Chipmaking Ambition in Gujarat’s DholeraAvirahi City Dholera
The Tata Group, a titan of Indian industry, is making waves with its advanced talks with Taiwanese chipmakers Powerchip Semiconductor Manufacturing Corporation (PSMC) and UMC Group. The goal? Establishing a cutting-edge semiconductor fabrication unit (fab) in Dholera, Gujarat. This isn’t just any project; it’s a potential game changer for India’s chipmaking aspirations and a boon for investors seeking promising residential projects in dholera sir.
Visit : https://www.avirahi.com/blog/tata-group-dials-taiwan-for-its-chipmaking-ambition-in-gujarats-dholera/
B2B payments are rapidly changing. Find out the 5 key questions you need to be asking yourself to be sure you are mastering B2B payments today. Learn more at www.BlueSnap.com.
buy old yahoo accounts buy yahoo accountsSusan Laney
As a business owner, I understand the importance of having a strong online presence and leveraging various digital platforms to reach and engage with your target audience. One often overlooked yet highly valuable asset in this regard is the humble Yahoo account. While many may perceive Yahoo as a relic of the past, the truth is that these accounts still hold immense potential for businesses of all sizes.
12. Results
“Avoid
what
you
did
“Think
about
what
wrong”
you
did
right”
Follow-‐up
game:
11
point
difference
13. Elliot
&
McGregor
(2001)
Study
Avoidance Goals Approach Goals
• I
will
not
be
late
for • I
will
be
on
%me
for
class
class
• I
want
to
stop • I
want
to
finish
my
procras%na%ng
assignments
on
• I
want
to
stop
being
%me
so
shy
• I
want
to
be
more
asser%ve
14. Approach
Oriented
Students
• Higher
test
scores
with
less
exam
stress
• More
class
engagement
• Fewer
visits
to
the
student
health
center
16. Coaching
Takeaways
All
Coaches:
Ac%vity:
get
your
clients
to
re-‐
write
all
their
avoidance
goals
as
approach
goals
Corporate
Coaches:
Ask
“what
does
your
organiza%on
do
well?”
rather
than
“what’s
your
biggest
problem?”
Personal
Coaches:
Ask
“what
went
well
since
our
last
coaching
session?”
rather
than
“what
problems
came
up?”
18. Exercise:
Posi%ve
Emo%ons
Unhappy
memory
– Where
are
you?
– What
happened?
– How
do
you
feel?
Happy
memory
– Where
are
you?
– What
happened?
– How
do
you
feel?
19. Exercise:
Posi%ve
Emo%ons
What
did
you
no%ce
about
the
two
memories?
What
was
the
same?
What
was
different?
20. Posi%ve
emo%ons:
the
“old”
story
Deliberate
effort
Posi%ve
outcome
Posi%ve
emo%on
Posi%ve
emo%ons
result
from
things
we
do:
“epiphenomenal”
21. Broaden
and
Build
Theory
Crea%vity
Increased
Op%mism
Posi%ve
Resilience
Psychological
emo%ons
Resources
Virtuous
spiral
Increased
Increased
outcomes
efforts
24. What
Good
are
Posi%ve
Emo%ons?
Barb
Frederickson
“Broaden
and
Build”
theory
Nega%ve
emo%ons
restrict
op%ons,
Posi%ve
emo%ons
promote
growth,
e.g.
“fight
or
flight”
crea%vity,
and
explora%on
25. Coaching
Takeaways
Start
sessions
by
pu6ng
clients
in
a
posi8ve
mood
–
it’s
easy!
• Gra%tude
exercise
• Tell
a
joke
• Posi%ve
visualiza%on
• Watch
a
funny
video
• Savoring
exercise
• Use
your
imagina%on!
• Get
your
clients
to
increase
their
posi8vity
ra8os!
www.posi8vityra8o.com
31. What
does
the
research
say?
Q:
Which
5
are
most
associated
with
well-‐being?
Gra%tude
Hope
Capacity
to
love
and
be
loved
Zest
Curiosity
32. What
about
work
sa%sfac%on?
• Of
24
VIA
strengths,
only
TWO
are
posi%vely
correlated
with
workplace
sa%sfac%on!
Hope
Zest
33. “But
my
clients
want
to
work
on
their
weaknesses!”
“The
task
of
leadership
is
to
Create
an
alignment
of
strengths,
Making
a
system’s
weaknesses
Irrelevant.”
-‐Peter
Drucker
35. Coaching
Takeaways
Coach
to
your
client’s
strengths!
• Ask
clients
to
do
the
VIA
survey:
www.viastrengths.org
• Prac%ce
using
signature
strengths
in
a
different
way
each
week
• Focus
on
the
“top
5”
for
well-‐being
• Career
coaches:
focus
on
the
“top
2”
for
workplace
sa%sfac%on
42. Aren’t
you
Denying
the
Nega%ve?
“It’s not a good time
to be positive when
you’re being chased
by a bear!”
43. This
Presenta%on
Savoring
Eleva%on
Posi%ve
Health
Posi%ve
Educa%on
Apprecia%ve
Inquiry
More…
44. Resources
• MAPP
program
at
U.
Penn
– hbp://www.sas.upenn.edu/lps/graduate/mapp
• Posi%ve
Psychology
News
Daily
– hbp://pos-‐psych.com
• Interna%onal
Posi%ve
Psychology
Associa%on
– hbp://www.ippanetwork.org
• Me!
– kurt@noomii.com
45. Recommended
Books
• Posi1vity
–
Barbara
Fredrickson
• The
How
Of
Happiness
-‐
Sonja
Lyubomirsky
• Stumbling
on
Happiness
-‐
Daniel
Gilbert
• Learned
Op1mism-‐
Mar%n
E.
P.
Seligman
• Prac1cing
Posi1ve
Psychology
Coaching
–
Robert
Biswas-‐Diener
• Flourish
-‐
Mar%n
E.
P.
Seligman
46. End
on
a
high
note
To
watch
the
video,
go
to
YouTube
and
search
for
“Everything
is
amazing”