Qatar is a fantastic airline that is functioning on various flight routes.
Serving both domestic and international flights, many customers reserve their flights on Qatar airways.
They may need to face the situation of altering the flight deals.
It offers its customers a way to change their flight seats.
However, the change is possible by using the online method that is quite fast.
But, some of the customers are not able to use that properly.
Imagine that you are traveling for your dream vacationYou have been planning and saving for this vacation for sometime nowYou reach the airport very excited and go straight to the check-in counterThe airline staff tells you that you have excess baggage and you need to pay excess baggage chargesYou ask "How much ?
"The staff calculates and shows you a number.
A really high numberYou are shocked !
!You obviously have no intention to pay those charges and you start arguing with the staffThe issue escalates and the airline supervisor manager is calledYou are categorically told “Either you pay the charges or you leave some luggage behind”Now....If you pay the excess baggage charges, it will eat into your vacation budgetIf you do not want to pay the charges, then you have to ditch your excess baggageWhat will you do ?If carrying that baggage is important and serving a purpose, you will pay the charges, else you will ditch the excess weight, right ?This is what happens in life as well – personal as well as professionalWhether you are a successful business leader, a working professional or an entrepreneur – it does not really matterSometimes, we hold onto things way too longWe hold onto......People..Past experiences..Environments..Beliefs..Old habits..Ways of thinking..MindsetWe do not want to let go of themAnd in the bargain, we end up paying a huge pricePrice in terms of lost opportunities for personal and professional growthAnd it is not just you - people around you also pay the price, directly and indirectly
This eventually helps companies to save a lump sum amount of money.
The best companies are those that make a positive impact for their virtual workers, supporting them as they incorporate new processes and technology into their every day schedules.
An illustration of this might be that virtual work requires more advanced capability, so your company needs to adjust to a web based environment.
Changes can be both proactive and responsive, so ensure you completely get what your requirement for change is.
In this part, you would likewise think what the change will affect the manner in which individuals in your company work and what individuals should do to roll out this change effectively.
Plan about the Change When you have a solid idea of what you are changing and why, you really wanted to zero in on planning your changes.
Pegasus Airlines is a significant transporter carrier of Turkey that connected with to serve a broad scope of homegrown just as worldwide flights.
If you will drop your Pegasus Airlines flight, prior to continuing it is prescribed to get relevant data and understanding about Pegasus Airlines ticket change policy.
Pegasus Airlines is a great decision for passengers as a result of its amazing administrations and perhaps the best approach.
The Pegasus change flight decides express that travelers are not allowed to make changes within 24 hours before takeoff.According to the Pegasus Airlines change flight strategy, the traveler can change their booked flight provided that the mentioned flight is accessible.No changes are allowed if the booking or change demand is made through unofficial entrances.
Pegasus Airlines Change Flight Date Policy Changing a flight date is basic if the changes are mentioned as per the conditions recorded underneath.
Travelers can change their flight bookings for a charge if the mentioned flight is accessible.
Alaska Airlines Change Flight Policy Searching for data on the best way to change an Alaska Airlines flight?
Here, it is accessible on Alaska Airlines change trip with the most recent data on Alaska Airlines Flight change, its approach, and so forth where it tells about the change of flights.
Instructions to change a ticket on Alaska Airline:- If your question is "Can I ready to change my trip on Alaska Airlines"?
then you are in right place.
Steps for changing Alaska Airlines flight tickets.Visit the authority site of Alaska Airlines.Select the choice on Manage Booking.Enter the affirmation code and the traveler's name.Pick the flight and the changes you need to make.Pick the payment choice as changing trips with Alaska Airline expenses.The cycle on Alaska Airlines flight change online is finished and an affirmed mail will be shipped off your enlisted telephone.
Alaska Airlines change flight number If travelers unfit to create changes in the trip through the internet-based entryway can decide on Alaska Airlines change flight telephone number for changing your trip with Alaska Airlines.
From governments to organization are taking necessary steps to deal with it.
Due to climate change heat waves, hurricanes, and frequent floods, draught and rising temperature like issues have also become very common these days.
And these incidents are really frightening us and affecting our life in many different ways in a very bad way.
Due to the climate change, a strong question mark is already assigned on the survival of the living beings on this earth.
You become more concerned about the future of this planet and our existence on it.
As far climate anxiety is concerned, this is for real and it has affected many people already.As per the studies it is stated that climate anxiety is a kind of environmental doom or chromic fear.
Imagine you wake up one morning with a slight toothacheInitially, the pain is bearable, so you ignore it and continue with your lifeA few days pass by....Now, it starts paining moreYou find it difficult to eat or talk, but you still do not do anything about itA few more days pass by....Now, the pain becomes unbearableAnd you finally visit a dentist, after suffering for several daysThe dentist advises a costly procedure and lots of medicineYou have no choice but to undergo the procedureEventually, the pain subsides after a few daysYou see what happened ?You only took action when the pain became unbearable and you ended up paying a huge costThis is known as the COST OF INACTION (COI)Imagine if you had NOT ignored the pain and taken care of it earlierMaybe visited the dentist before ?Maybe the procedure was not necessary at all ?In this case, the cost of inaction was both financial and non-financialThe financial cost was obviously the medical billsBut because you were not able to talk properly for few days, you missed some important client meetingsSo there was potential lost business opportunity as wellAnd then, there was the non-tangible component of COIYou were in pain, you were sufferingYou could not have your meals properly or sleep properlyYou were simply miserable for those days !In my experience, this concept of COI is not well understood by manyWhether you are business leader, entrepreneur or a working professional – it does not really matterWhen you do not change....
I was having a coaching call with a client recentlyShe is a senior leader within the tech industry and was being lined up for a promotion to a global role“I am very excited” she said “It is like a dream come true!”And then she paused....“But I am scared” she said hesitantly “It is a huge responsibility.
It is a big role”She continued, “What happens if I do not succeed?”The incumbent leader, whose position she was taking, had done an excellent jobAnd now, she was afraid whether she will be able to fill in those shoes or notShe was scared to step into her new power“If I am not able to do justice to this new role, it will impact my credibility, my reputation and all the hard work I have put in over past so many years” she saidYou see….When we see successful leaders, we only see the success, the aura, the fameBut the truth is..Success can sometimes be intimidatingSuccess can create all forms of fear and doubts..Fear of failure..Fear of what is on the other side, if you become successful..Fear of not meeting the expectations of people around youIt can sometimes cause you to question your own self worth “Do I even deserve this?”Success creates so many new challenges for youAnd the more successful you are as a leader, the bigger challenges lie ahead of youWe are always talking about fear of failureBut we NEVER talk about fear of successAnd these fears, these self-doubts can stop you from showing up powerfully as a leaderThey can stop you from taking bold action and playing full outLook....Fear of success can be a good sign - it means that you are thinking BIGBut allowing that fear to move you into a state of inaction and indecisiveness is not healthyAnd just a word of caution....Fear of success and fear of failure can seem to similar in natureBut they are NOTBoth come from different placesFear of failure assumes that you will fail in your endeavorsFear of success, on the other hand, assumes that you will succeed, but you are afraid of what will happen after that ?
And interestingly, both can prevent you from taking actionSo instead of fear of failure, I want you to go back and reflect :Are you actually afraid of success ?The answer may not be intuitive to you - you need to really think this throughThink about the biggest aspiration you have ahead of you - something big and boldThen, reflect on what might happen if you are able to achieve itYou can complete these sentencesMy biggest aspiration is___________________It scares me because_____________________I would be interested to know what came up for you as you read and reflected on this emailDo share your thoughts and feedback
I was having a coaching call with a client recentlyShe is a senior leader within the tech industry and was being lined up for a promotion to a global role“I am very excited” she said “It is like a dream come true!”And then she paused....“But I am scared” she said hesitantly “It is a huge responsibility.
It is a big role”She continued, “What happens if I do not succeed?”The incumbent leader, whose position she was taking, had done an excellent jobAnd now, she was afraid whether she will be able to fill in those shoes or notShe was scared to step into her new power“If I am not able to do justice to this new role, it will impact my credibility, my reputation and all the hard work I have put in over past so many years” she saidYou see….When we see successful leaders, we only see the success, the aura, the fameBut the truth is..Success can sometimes be intimidatingSuccess can create all forms of fear and doubts..Fear of failure..Fear of what is on the other side, if you become successful..Fear of not meeting the expectations of people around youIt can sometimes cause you to question your own self worth “Do I even deserve this?”Success creates so many new challenges for youAnd the more successful you are as a leader, the bigger challenges lie ahead of youWe are always talking about fear of failureBut we NEVER talk about fear of successAnd these fears, these self-doubts can stop you from showing up powerfully as a leaderThey can stop you from taking bold action and playing full outLook....Fear of success can be a good sign - it means that you are thinking BIGBut allowing that fear to move you into a state of inaction and indecisiveness is not healthyAnd just a word of caution....Fear of success and fear of failure can seem to similar in natureBut they are NOTBoth come from different placesFear of failure assumes that you will fail in your endeavorsFear of success, on the other hand, assumes that you will succeed, but you are afraid of what will happen after that ?
And interestingly, both can prevent you from taking actionSo instead of fear of failure, I want you to go back and reflect :Are you actually afraid of success ?The answer may not be intuitive to you - you need to really think this throughThink about the biggest aspiration you have ahead of you - something big and boldThen, reflect on what might happen if you are able to achieve itYou can complete these sentencesMy biggest aspiration is___________________It scares me because_____________________I would be interested to know what came up for you as you read and reflected on this emailDo share your thoughts and feedback
This eventually helps companies to save a lump sum amount of money.
The best companies are those that make a positive impact for their virtual workers, supporting them as they incorporate new processes and technology into their every day schedules.
An illustration of this might be that virtual work requires more advanced capability, so your company needs to adjust to a web based environment.
Changes can be both proactive and responsive, so ensure you completely get what your requirement for change is.
In this part, you would likewise think what the change will affect the manner in which individuals in your company work and what individuals should do to roll out this change effectively.
Plan about the Change When you have a solid idea of what you are changing and why, you really wanted to zero in on planning your changes.
Pegasus Airlines is a significant transporter carrier of Turkey that connected with to serve a broad scope of homegrown just as worldwide flights.
If you will drop your Pegasus Airlines flight, prior to continuing it is prescribed to get relevant data and understanding about Pegasus Airlines ticket change policy.
Pegasus Airlines is a great decision for passengers as a result of its amazing administrations and perhaps the best approach.
The Pegasus change flight decides express that travelers are not allowed to make changes within 24 hours before takeoff.According to the Pegasus Airlines change flight strategy, the traveler can change their booked flight provided that the mentioned flight is accessible.No changes are allowed if the booking or change demand is made through unofficial entrances.
Pegasus Airlines Change Flight Date Policy Changing a flight date is basic if the changes are mentioned as per the conditions recorded underneath.
Travelers can change their flight bookings for a charge if the mentioned flight is accessible.
Not waiting for a journey to endAnd happiness to find the soulMoving along with it through bittersweet momentsAnd finding the joy in even the cracks of bowls.This is what NLP techniques in coaching can teach you.
You don’t have to wait for a moment to surpass to feel happy.
Bad things happen to everyone, you just have to find your path back to stability.
Just like you can’t always keep on smiling, you shouldn’t keep on cribbing.
Find your way back to a happy, satisfied self through NLP.NLP techniques are a set of approaches to training your mental self to communicate in a way with yourself and with others.
We all have an inner talking self, before talking to others, we talk to ourselves.
Last week, I delivered a program on Delivering Effective Feedback for the leadership team of one of my clientsNow this is usually the time of annual performance appraisals in most organizations and as such, these programs are in demandHowever, what I do differently in these training sessions is that I actually start with a session on How to receive feedbackI feel that this is very important, as if you do not know how to receive feedback, you will not know how people feel and react, when you deliver feedback to your team membersSo today, I want to talk about how you can get better in receiving feedback 1.
Whenever you are receiving feedback, make sure to listen with the true intent of listening and not with the intent to respond or react Remember that giving feedback to you is one of the core responsibilities of your manager.
Many a times, team members tend to bring in other variables during a feedback discussionThey start pointing fingers on how others are behaving and what others are doing/not doingIf you do so, then you lose focus from the discussion at hand 4.
When you receive feedback, you have three choices :I call it the ARC Choice Frameworka) Accept itb) Reject itc) Contest itLets talk about acceptance firstYou can accept feedback on face value.
This is what most people do not understandYour stakeholders and people around you will continue to perceive you the same way, unless you do something aboutThird choice - ContestYou can contest feedback, but make sure you have very specific examples or evidence to back youRemember, if you contest feedback, it may not necessarily change the feedback, but it allows you a space to state your caseIn some cases, it is possible that the manager might change the opinion, but if it is officially documented, by and large, feedback will remain the sameBut don not contest for the sake of arguments.
It becomes a lost causeSo once you receive feedback, go back and reflect.
Last week, I delivered a program on Delivering Effective Feedback for the leadership team of one of my clientsNow this is usually the time of annual performance appraisals in most organizations and as such, these programs are in demandHowever, what I do differently in these training sessions is that I actually start with a session on How to receive feedbackI feel that this is very important, as if you do not know how to receive feedback, you will not know how people feel and react, when you deliver feedback to your team membersSo today, I want to talk about how you can get better in receiving feedback 1.
Whenever you are receiving feedback, make sure to listen with the true intent of listening and not with the intent to respond or react Remember that giving feedback to you is one of the core responsibilities of your manager.
Many a times, team members tend to bring in other variables during a feedback discussionThey start pointing fingers on how others are behaving and what others are doing/not doingIf you do so, then you lose focus from the discussion at hand 4.
When you receive feedback, you have three choices :I call it the ARC Choice Frameworka) Accept itb) Reject itc) Contest itLets talk about acceptance firstYou can accept feedback on face value.
This is what most people do not understandYour stakeholders and people around you will continue to perceive you the same way, unless you do something aboutThird choice - ContestYou can contest feedback, but make sure you have very specific examples or evidence to back youRemember, if you contest feedback, it may not necessarily change the feedback, but it allows you a space to state your caseIn some cases, it is possible that the manager might change the opinion, but if it is officially documented, by and large, feedback will remain the sameBut don not contest for the sake of arguments.
It becomes a lost causeSo once you receive feedback, go back and reflect.
Last week, I delivered a program on Delivering Effective Feedback for the leadership team of one of my clientsNow this is usually the time of annual performance appraisals in most organizations and as such, these programs are in demandHowever, what I do differently in these training sessions is that I actually start with a session on How to receive feedbackI feel that this is very important, as if you do not know how to receive feedback, you will not know how people feel and react, when you deliver feedback to your team membersSo today, I want to talk about how you can get better in receiving feedback 1.
Whenever you are receiving feedback, make sure to listen with the true intent of listening and not with the intent to respond or react Remember that giving feedback to you is one of the core responsibilities of your manager.
Many a times, team members tend to bring in other variables during a feedback discussionThey start pointing fingers on how others are behaving and what others are doing/not doingIf you do so, then you lose focus from the discussion at hand 4.
When you receive feedback, you have three choices :I call it the ARC Choice Frameworka) Accept itb) Reject itc) Contest itLets talk about acceptance firstYou can accept feedback on face value.
This is what most people do not understandYour stakeholders and people around you will continue to perceive you the same way, unless you do something aboutThird choice - ContestYou can contest feedback, but make sure you have very specific examples or evidence to back youRemember, if you contest feedback, it may not necessarily change the feedback, but it allows you a space to state your caseIn some cases, it is possible that the manager might change the opinion, but if it is officially documented, by and large, feedback will remain the sameBut don not contest for the sake of arguments.
It becomes a lost causeSo once you receive feedback, go back and reflect.
I left shipping in 2009 to pursue the next phase of my careerSome of you may recollect that 2009 was the midst of sub-prime mortgage crisisProbably the biggest financial crisis the world had ever seenAlmost everyone, including my family, thought it was a foolish decisionLeaving a well-paying, well-settled job during the peak of an economic crisisWas it a big risk ?
Yes, it was !Was it scary ?Hell YES !
It was scary and it was crazy !
!I was not even sure if I will even get a jobAnd on top of it, I had taken an education loanWhile I left shipping, I had a choice to keep my Captain’s license validThat would have given me the cushion to go back to sailing on ships, had my new career not worked outThat would have been my ideal backup planBut you know what I did ?I let my Captain’s license expire when I left sailingWhy ?BECAUSE I DON’T BELIEVE IN HAVING BACK UP PLANSI am an ALL-IN type of personSame thing happened when I left my high-flying corporate career with global investment bank to start my coaching practiceI did not have any alternate job offer in handAgain, almost everybody around me thought it was a foolish decision But I made up my to go all-inLets be honest ...Most of us want to play safe and secureWe have plan A, plan B and even plan CBut this is such a flawed approach as it sabotages success on every levelWhy ?
When you have a back-up plan:..You are already thinking of failure as an option..You never give your 100%, because you know you have a fallback optionNow consider what happens when you DO NOT have a back-up plan:..You give your 110% in whatever you do..You are not playing the safe game.
You are out there in the open..You challenge yourself and push yourself more..You have no other option, but to succeed..You skin is truly in the gameAnd when you do not have a backup plan, you will NOT allow anything to come in between your goals and your dreamsIt can create a very strong sense of desire, motivation and commitmentMost of you will not agree with this approach because your default state is to have backup plans for everything, because you are looking for safety, comfort and securityAnd that is where you miss the whole pointWhatever is making you comfortable today is also holding you back from growthBut look….My intent is not to seek agreement, but to challenge you to succeed Because this is what I do best when I coach my clients..I challenge their thinking and push them outside their comfort zone..I encourage them to go all-out to chase their dreamsNO BACKUP PLANSAnd that is why they succeed !Anyways, here is your reflection for the week :What is the one area of your life where you want to go all-in, no backup plans ?If you are targeting a specific goal in the near future, ask yourself this one question – “Why will I not succeed” ?Complete the following sentence :If I am going to do_____________( write your goal ), I will not succeed because______________This is a powerful statement to reflect upon as the answer lies in the question itself.
Recently, I was delivering a program on Emotional Intelligence for the leaders of a financial institutionOne of the sessions was on Self-awareness, which is one of the foundations of being a high EQ headerWe did a few experiential activities during the session and there was a lot of engagement from the participantsMost of them came into the session with a pre-conceived notion that they are highly self-awareAnd that’s the first challenge….Self-awareness is almost a buzzword nowadaysMost leaders BELIEVE that they are highly self-awareWhich is a great first step for sure, but what does it truly mean for them is not often clearAnd that’s the second challenge….Most of us have a limited understanding of self-awareness The typical response I get is – “I am aware of strengths and weaknesses”And that’s just a myopic viewSelf-awareness means a lot more and goes much deeper…...Your values and your beliefs..Your limiting beliefs..Your fears and your self-doubts..Your intention as a leader..Your emotions and your feelings..The impact of your thoughts and actions on othersThere’s so much more to itAnd you can believe that you are aware of this, which would be a great place to beBut the biggest challenge with self-awareness is that most leaders stop at thatThe truth is…Self-awareness alone is NOT enoughWhy ?If self-awareness DOES NOT lead you to..
..Managing and regulating yourself better..Making different choices..Taking different set of actionsThen..Self-awareness is NOT helping youNothing really changes for youIt’s like this…We all are aware that we should not eat junk foodAt a self-awareness level, this translates into “I am aware that junk food will harm me”Yet, so many of us indulge in itYou are aware of it, but not doing anything about itThis awareness itself is not helping you improve your healthIt will only help you if you make a choice ( and act on it ) to not eat junk foodIt’s a crude example, but you get the point, right ?So remember..Self-awareness is NOT enoughIt SHOULD lead you to influence your thoughts, emotions, decisions and actionsOnly then you will start seeing different outcomes and new possibilitiesSo the real question for you is not whether you are a highly self-aware leader or notThe real question :Is your self-awareness leading to self-influence ?So here’s a quick reflective exercise for you :What are you aware about yourself ?What are you NOT aware of ?
This is a tricky question as your first instinct would be to say – how can I write something I am not aware of, but believe me, you might just know some of itWhat personal decisions or actions you are NOT able to influence today ?Complete the following sentences as part of the above :I am aware that I am___________________I am NOT aware how of_________________ ( examples – I am NOT aware what makes me angry OR I am NOT aware which strengths I am not utilizing and so on ) I am NOT able to influence_______________ ( personal decisions or actions )I would be interested to know what came up for you as you read and reflected on this email
Recently, I was delivering a program on Emotional Intelligence for the leaders of a financial institutionOne of the sessions was on Self-awareness, which is one of the foundations of being a high EQ headerWe did a few experiential activities during the session and there was a lot of engagement from the participantsMost of them came into the session with a pre-conceived notion that they are highly self-awareAnd that’s the first challenge….Self-awareness is almost a buzzword nowadaysMost leaders BELIEVE that they are highly self-awareWhich is a great first step for sure, but what does it truly mean for them is not often clearAnd that’s the second challenge….Most of us have a limited understanding of self-awareness The typical response I get is – “I am aware of strengths and weaknesses”And that’s just a myopic viewSelf-awareness means a lot more and goes much deeper…...Your values and your beliefs..Your limiting beliefs..Your fears and your self-doubts..Your intention as a leader..Your emotions and your feelings..The impact of your thoughts and actions on othersThere’s so much more to itAnd you can believe that you are aware of this, which would be a great place to beBut the biggest challenge with self-awareness is that most leaders stop at thatThe truth is…Self-awareness alone is NOT enoughWhy ?If self-awareness DOES NOT lead you to..
..Managing and regulating yourself better..Making different choices..Taking different set of actionsThen..Self-awareness is NOT helping youNothing really changes for youIt’s like this…We all are aware that we should not eat junk foodAt a self-awareness level, this translates into “I am aware that junk food will harm me”Yet, so many of us indulge in itYou are aware of it, but not doing anything about itThis awareness itself is not helping you improve your healthIt will only help you if you make a choice ( and act on it ) to not eat junk foodIt’s a crude example, but you get the point, right ?So remember..Self-awareness is NOT enoughIt SHOULD lead you to influence your thoughts, emotions, decisions and actionsOnly then you will start seeing different outcomes and new possibilitiesSo the real question for you is not whether you are a highly self-aware leader or notThe real question :Is your self-awareness leading to self-influence ?So here’s a quick reflective exercise for you :What are you aware about yourself ?What are you NOT aware of ?
This is a tricky question as your first instinct would be to say – how can I write something I am not aware of, but believe me, you might just know some of itWhat personal decisions or actions you are NOT able to influence today ?Complete the following sentences as part of the above :I am aware that I am___________________I am NOT aware how of_________________ ( examples – I am NOT aware what makes me angry OR I am NOT aware which strengths I am not utilizing and so on ) I am NOT able to influence_______________ ( personal decisions or actions )I would be interested to know what came up for you as you read and reflected on this email
Last week, I delivered a program on Delivering Effective Feedback for the leadership team of one of my clientsNow this is usually the time of annual performance appraisals in most organizations and as such, these programs are in demandHowever, what I do differently in these training sessions is that I actually start with a session on How to receive feedbackI feel that this is very important, as if you do not know how to receive feedback, you will not know how people feel and react, when you deliver feedback to your team membersSo today, I want to talk about how you can get better in receiving feedback 1.
Whenever you are receiving feedback, make sure to listen with the true intent of listening and not with the intent to respond or react Remember that giving feedback to you is one of the core responsibilities of your manager.
Many a times, team members tend to bring in other variables during a feedback discussionThey start pointing fingers on how others are behaving and what others are doing/not doingIf you do so, then you lose focus from the discussion at hand 4.
When you receive feedback, you have three choices :I call it the ARC Choice Frameworka) Accept itb) Reject itc) Contest itLets talk about acceptance firstYou can accept feedback on face value.
This is what most people do not understandYour stakeholders and people around you will continue to perceive you the same way, unless you do something aboutThird choice - ContestYou can contest feedback, but make sure you have very specific examples or evidence to back youRemember, if you contest feedback, it may not necessarily change the feedback, but it allows you a space to state your caseIn some cases, it is possible that the manager might change the opinion, but if it is officially documented, by and large, feedback will remain the sameBut don not contest for the sake of arguments.
It becomes a lost causeSo once you receive feedback, go back and reflect.
Last week, I delivered a program on Delivering Effective Feedback for the leadership team of one of my clientsNow this is usually the time of annual performance appraisals in most organizations and as such, these programs are in demandHowever, what I do differently in these training sessions is that I actually start with a session on How to receive feedbackI feel that this is very important, as if you do not know how to receive feedback, you will not know how people feel and react, when you deliver feedback to your team membersSo today, I want to talk about how you can get better in receiving feedback 1.
Whenever you are receiving feedback, make sure to listen with the true intent of listening and not with the intent to respond or react Remember that giving feedback to you is one of the core responsibilities of your manager.
Many a times, team members tend to bring in other variables during a feedback discussionThey start pointing fingers on how others are behaving and what others are doing/not doingIf you do so, then you lose focus from the discussion at hand 4.
When you receive feedback, you have three choices :I call it the ARC Choice Frameworka) Accept itb) Reject itc) Contest itLets talk about acceptance firstYou can accept feedback on face value.
This is what most people do not understandYour stakeholders and people around you will continue to perceive you the same way, unless you do something aboutThird choice - ContestYou can contest feedback, but make sure you have very specific examples or evidence to back youRemember, if you contest feedback, it may not necessarily change the feedback, but it allows you a space to state your caseIn some cases, it is possible that the manager might change the opinion, but if it is officially documented, by and large, feedback will remain the sameBut don not contest for the sake of arguments.
It becomes a lost causeSo once you receive feedback, go back and reflect.
Climate change has really managed to appear as a big concern these days.
Despite the fact that steps are taken to control it, there is no firm result till date seen and explored.
And this is what making us more concerned and worried about climate change.
As we are not able to explore any firm ideas and methods that can help us deal with climate change, there are many people who use to suffer from climate anxiety like conditions.
We feel nervous when we use to get updates about these incidents.
But ignoring or stewing these problems cannot bring the best possible solution for you.
Not waiting for a journey to endAnd happiness to find the soulMoving along with it through bittersweet momentsAnd finding the joy in even the cracks of bowls.This is what NLP techniques in coaching can teach you.
You don’t have to wait for a moment to surpass to feel happy.
Bad things happen to everyone, you just have to find your path back to stability.
Just like you can’t always keep on smiling, you shouldn’t keep on cribbing.
Find your way back to a happy, satisfied self through NLP.NLP techniques are a set of approaches to training your mental self to communicate in a way with yourself and with others.
We all have an inner talking self, before talking to others, we talk to ourselves.
Last week, I delivered a program on Delivering Effective Feedback for the leadership team of one of my clientsNow this is usually the time of annual performance appraisals in most organizations and as such, these programs are in demandHowever, what I do differently in these training sessions is that I actually start with a session on How to receive feedbackI feel that this is very important, as if you do not know how to receive feedback, you will not know how people feel and react, when you deliver feedback to your team membersSo today, I want to talk about how you can get better in receiving feedback 1.
Whenever you are receiving feedback, make sure to listen with the true intent of listening and not with the intent to respond or react Remember that giving feedback to you is one of the core responsibilities of your manager.
Many a times, team members tend to bring in other variables during a feedback discussionThey start pointing fingers on how others are behaving and what others are doing/not doingIf you do so, then you lose focus from the discussion at hand 4.
When you receive feedback, you have three choices :I call it the ARC Choice Frameworka) Accept itb) Reject itc) Contest itLets talk about acceptance firstYou can accept feedback on face value.
This is what most people do not understandYour stakeholders and people around you will continue to perceive you the same way, unless you do something aboutThird choice - ContestYou can contest feedback, but make sure you have very specific examples or evidence to back youRemember, if you contest feedback, it may not necessarily change the feedback, but it allows you a space to state your caseIn some cases, it is possible that the manager might change the opinion, but if it is officially documented, by and large, feedback will remain the sameBut don not contest for the sake of arguments.
It becomes a lost causeSo once you receive feedback, go back and reflect.
I left shipping in 2009 to pursue the next phase of my careerSome of you may recollect that 2009 was the midst of sub-prime mortgage crisisProbably the biggest financial crisis the world had ever seenAlmost everyone, including my family, thought it was a foolish decisionLeaving a well-paying, well-settled job during the peak of an economic crisisWas it a big risk ?
Yes, it was !Was it scary ?Hell YES !
It was scary and it was crazy !
!I was not even sure if I will even get a jobAnd on top of it, I had taken an education loanWhile I left shipping, I had a choice to keep my Captain’s license validThat would have given me the cushion to go back to sailing on ships, had my new career not worked outThat would have been my ideal backup planBut you know what I did ?I let my Captain’s license expire when I left sailingWhy ?BECAUSE I DON’T BELIEVE IN HAVING BACK UP PLANSI am an ALL-IN type of personSame thing happened when I left my high-flying corporate career with global investment bank to start my coaching practiceI did not have any alternate job offer in handAgain, almost everybody around me thought it was a foolish decision But I made up my to go all-inLets be honest ...Most of us want to play safe and secureWe have plan A, plan B and even plan CBut this is such a flawed approach as it sabotages success on every levelWhy ?
When you have a back-up plan:..You are already thinking of failure as an option..You never give your 100%, because you know you have a fallback optionNow consider what happens when you DO NOT have a back-up plan:..You give your 110% in whatever you do..You are not playing the safe game.
You are out there in the open..You challenge yourself and push yourself more..You have no other option, but to succeed..You skin is truly in the gameAnd when you do not have a backup plan, you will NOT allow anything to come in between your goals and your dreamsIt can create a very strong sense of desire, motivation and commitmentMost of you will not agree with this approach because your default state is to have backup plans for everything, because you are looking for safety, comfort and securityAnd that is where you miss the whole pointWhatever is making you comfortable today is also holding you back from growthBut look….My intent is not to seek agreement, but to challenge you to succeed Because this is what I do best when I coach my clients..I challenge their thinking and push them outside their comfort zone..I encourage them to go all-out to chase their dreamsNO BACKUP PLANSAnd that is why they succeed !Anyways, here is your reflection for the week :What is the one area of your life where you want to go all-in, no backup plans ?If you are targeting a specific goal in the near future, ask yourself this one question – “Why will I not succeed” ?Complete the following sentence :If I am going to do_____________( write your goal ), I will not succeed because______________This is a powerful statement to reflect upon as the answer lies in the question itself.
Recently, I was delivering a program on Emotional Intelligence for the leaders of a financial institutionOne of the sessions was on Self-awareness, which is one of the foundations of being a high EQ headerWe did a few experiential activities during the session and there was a lot of engagement from the participantsMost of them came into the session with a pre-conceived notion that they are highly self-awareAnd that’s the first challenge….Self-awareness is almost a buzzword nowadaysMost leaders BELIEVE that they are highly self-awareWhich is a great first step for sure, but what does it truly mean for them is not often clearAnd that’s the second challenge….Most of us have a limited understanding of self-awareness The typical response I get is – “I am aware of strengths and weaknesses”And that’s just a myopic viewSelf-awareness means a lot more and goes much deeper…...Your values and your beliefs..Your limiting beliefs..Your fears and your self-doubts..Your intention as a leader..Your emotions and your feelings..The impact of your thoughts and actions on othersThere’s so much more to itAnd you can believe that you are aware of this, which would be a great place to beBut the biggest challenge with self-awareness is that most leaders stop at thatThe truth is…Self-awareness alone is NOT enoughWhy ?If self-awareness DOES NOT lead you to..
..Managing and regulating yourself better..Making different choices..Taking different set of actionsThen..Self-awareness is NOT helping youNothing really changes for youIt’s like this…We all are aware that we should not eat junk foodAt a self-awareness level, this translates into “I am aware that junk food will harm me”Yet, so many of us indulge in itYou are aware of it, but not doing anything about itThis awareness itself is not helping you improve your healthIt will only help you if you make a choice ( and act on it ) to not eat junk foodIt’s a crude example, but you get the point, right ?So remember..Self-awareness is NOT enoughIt SHOULD lead you to influence your thoughts, emotions, decisions and actionsOnly then you will start seeing different outcomes and new possibilitiesSo the real question for you is not whether you are a highly self-aware leader or notThe real question :Is your self-awareness leading to self-influence ?So here’s a quick reflective exercise for you :What are you aware about yourself ?What are you NOT aware of ?
This is a tricky question as your first instinct would be to say – how can I write something I am not aware of, but believe me, you might just know some of itWhat personal decisions or actions you are NOT able to influence today ?Complete the following sentences as part of the above :I am aware that I am___________________I am NOT aware how of_________________ ( examples – I am NOT aware what makes me angry OR I am NOT aware which strengths I am not utilizing and so on ) I am NOT able to influence_______________ ( personal decisions or actions )I would be interested to know what came up for you as you read and reflected on this email
Last week, I delivered a program on Delivering Effective Feedback for the leadership team of one of my clientsNow this is usually the time of annual performance appraisals in most organizations and as such, these programs are in demandHowever, what I do differently in these training sessions is that I actually start with a session on How to receive feedbackI feel that this is very important, as if you do not know how to receive feedback, you will not know how people feel and react, when you deliver feedback to your team membersSo today, I want to talk about how you can get better in receiving feedback 1.
Whenever you are receiving feedback, make sure to listen with the true intent of listening and not with the intent to respond or react Remember that giving feedback to you is one of the core responsibilities of your manager.
Many a times, team members tend to bring in other variables during a feedback discussionThey start pointing fingers on how others are behaving and what others are doing/not doingIf you do so, then you lose focus from the discussion at hand 4.
When you receive feedback, you have three choices :I call it the ARC Choice Frameworka) Accept itb) Reject itc) Contest itLets talk about acceptance firstYou can accept feedback on face value.
This is what most people do not understandYour stakeholders and people around you will continue to perceive you the same way, unless you do something aboutThird choice - ContestYou can contest feedback, but make sure you have very specific examples or evidence to back youRemember, if you contest feedback, it may not necessarily change the feedback, but it allows you a space to state your caseIn some cases, it is possible that the manager might change the opinion, but if it is officially documented, by and large, feedback will remain the sameBut don not contest for the sake of arguments.
It becomes a lost causeSo once you receive feedback, go back and reflect.
Last week, I delivered a program on Delivering Effective Feedback for the leadership team of one of my clientsNow this is usually the time of annual performance appraisals in most organizations and as such, these programs are in demandHowever, what I do differently in these training sessions is that I actually start with a session on How to receive feedbackI feel that this is very important, as if you do not know how to receive feedback, you will not know how people feel and react, when you deliver feedback to your team membersSo today, I want to talk about how you can get better in receiving feedback 1.
Whenever you are receiving feedback, make sure to listen with the true intent of listening and not with the intent to respond or react Remember that giving feedback to you is one of the core responsibilities of your manager.
Many a times, team members tend to bring in other variables during a feedback discussionThey start pointing fingers on how others are behaving and what others are doing/not doingIf you do so, then you lose focus from the discussion at hand 4.
When you receive feedback, you have three choices :I call it the ARC Choice Frameworka) Accept itb) Reject itc) Contest itLets talk about acceptance firstYou can accept feedback on face value.
This is what most people do not understandYour stakeholders and people around you will continue to perceive you the same way, unless you do something aboutThird choice - ContestYou can contest feedback, but make sure you have very specific examples or evidence to back youRemember, if you contest feedback, it may not necessarily change the feedback, but it allows you a space to state your caseIn some cases, it is possible that the manager might change the opinion, but if it is officially documented, by and large, feedback will remain the sameBut don not contest for the sake of arguments.
It becomes a lost causeSo once you receive feedback, go back and reflect.
Last week, I delivered a program on Delivering Effective Feedback for the leadership team of one of my clientsNow this is usually the time of annual performance appraisals in most organizations and as such, these programs are in demandHowever, what I do differently in these training sessions is that I actually start with a session on How to receive feedbackI feel that this is very important, as if you do not know how to receive feedback, you will not know how people feel and react, when you deliver feedback to your team membersSo today, I want to talk about how you can get better in receiving feedback 1.
Whenever you are receiving feedback, make sure to listen with the true intent of listening and not with the intent to respond or react Remember that giving feedback to you is one of the core responsibilities of your manager.
Many a times, team members tend to bring in other variables during a feedback discussionThey start pointing fingers on how others are behaving and what others are doing/not doingIf you do so, then you lose focus from the discussion at hand 4.
When you receive feedback, you have three choices :I call it the ARC Choice Frameworka) Accept itb) Reject itc) Contest itLets talk about acceptance firstYou can accept feedback on face value.
This is what most people do not understandYour stakeholders and people around you will continue to perceive you the same way, unless you do something aboutThird choice - ContestYou can contest feedback, but make sure you have very specific examples or evidence to back youRemember, if you contest feedback, it may not necessarily change the feedback, but it allows you a space to state your caseIn some cases, it is possible that the manager might change the opinion, but if it is officially documented, by and large, feedback will remain the sameBut don not contest for the sake of arguments.
It becomes a lost causeSo once you receive feedback, go back and reflect.
Recently, I was delivering a program on Emotional Intelligence for the leaders of a financial institutionOne of the sessions was on Self-awareness, which is one of the foundations of being a high EQ headerWe did a few experiential activities during the session and there was a lot of engagement from the participantsMost of them came into the session with a pre-conceived notion that they are highly self-awareAnd that’s the first challenge….Self-awareness is almost a buzzword nowadaysMost leaders BELIEVE that they are highly self-awareWhich is a great first step for sure, but what does it truly mean for them is not often clearAnd that’s the second challenge….Most of us have a limited understanding of self-awareness The typical response I get is – “I am aware of strengths and weaknesses”And that’s just a myopic viewSelf-awareness means a lot more and goes much deeper…...Your values and your beliefs..Your limiting beliefs..Your fears and your self-doubts..Your intention as a leader..Your emotions and your feelings..The impact of your thoughts and actions on othersThere’s so much more to itAnd you can believe that you are aware of this, which would be a great place to beBut the biggest challenge with self-awareness is that most leaders stop at thatThe truth is…Self-awareness alone is NOT enoughWhy ?If self-awareness DOES NOT lead you to..
..Managing and regulating yourself better..Making different choices..Taking different set of actionsThen..Self-awareness is NOT helping youNothing really changes for youIt’s like this…We all are aware that we should not eat junk foodAt a self-awareness level, this translates into “I am aware that junk food will harm me”Yet, so many of us indulge in itYou are aware of it, but not doing anything about itThis awareness itself is not helping you improve your healthIt will only help you if you make a choice ( and act on it ) to not eat junk foodIt’s a crude example, but you get the point, right ?So remember..Self-awareness is NOT enoughIt SHOULD lead you to influence your thoughts, emotions, decisions and actionsOnly then you will start seeing different outcomes and new possibilitiesSo the real question for you is not whether you are a highly self-aware leader or notThe real question :Is your self-awareness leading to self-influence ?So here’s a quick reflective exercise for you :What are you aware about yourself ?What are you NOT aware of ?
This is a tricky question as your first instinct would be to say – how can I write something I am not aware of, but believe me, you might just know some of itWhat personal decisions or actions you are NOT able to influence today ?Complete the following sentences as part of the above :I am aware that I am___________________I am NOT aware how of_________________ ( examples – I am NOT aware what makes me angry OR I am NOT aware which strengths I am not utilizing and so on ) I am NOT able to influence_______________ ( personal decisions or actions )I would be interested to know what came up for you as you read and reflected on this email
Last week, I delivered a program on Delivering Effective Feedback for the leadership team of one of my clientsNow this is usually the time of annual performance appraisals in most organizations and as such, these programs are in demandHowever, what I do differently in these training sessions is that I actually start with a session on How to receive feedbackI feel that this is very important, as if you do not know how to receive feedback, you will not know how people feel and react, when you deliver feedback to your team membersSo today, I want to talk about how you can get better in receiving feedback 1.
Whenever you are receiving feedback, make sure to listen with the true intent of listening and not with the intent to respond or react Remember that giving feedback to you is one of the core responsibilities of your manager.
Many a times, team members tend to bring in other variables during a feedback discussionThey start pointing fingers on how others are behaving and what others are doing/not doingIf you do so, then you lose focus from the discussion at hand 4.
When you receive feedback, you have three choices :I call it the ARC Choice Frameworka) Accept itb) Reject itc) Contest itLets talk about acceptance firstYou can accept feedback on face value.
This is what most people do not understandYour stakeholders and people around you will continue to perceive you the same way, unless you do something aboutThird choice - ContestYou can contest feedback, but make sure you have very specific examples or evidence to back youRemember, if you contest feedback, it may not necessarily change the feedback, but it allows you a space to state your caseIn some cases, it is possible that the manager might change the opinion, but if it is officially documented, by and large, feedback will remain the sameBut don not contest for the sake of arguments.
It becomes a lost causeSo once you receive feedback, go back and reflect.
Climate change has really managed to appear as a big concern these days.
Despite the fact that steps are taken to control it, there is no firm result till date seen and explored.
And this is what making us more concerned and worried about climate change.
As we are not able to explore any firm ideas and methods that can help us deal with climate change, there are many people who use to suffer from climate anxiety like conditions.
We feel nervous when we use to get updates about these incidents.
But ignoring or stewing these problems cannot bring the best possible solution for you.