Alan Mulally: American Engineer, Business Executive, and former President and Chief Executive Officer of the Ford Motor Company
Marshall Goldsmith: Recognized as one of the top 10 most influential business thinkers in the world, and the top-ranked executive coach, at the biannual Thinkers50 Awards Ceremony in London.
An exclusive conversation between two of the biggest names in business!
Marshall candidly asks Alan to reveal:
1 – What has the journey looked like for Alan Mulally? Tell us about your life at Boeing, your history, how you got to Ford, and then we’ll talk about some of the great things you did in terms of changing leadership behavior and the business plan and review process?
2 – Can you talk about the bad experience you have, and then the good that came out of it, perhaps the manager that helped you?
3 – When you came to Ford, one of the things that coaches would love to hear about is your emphasis on leadership behavior and team behavior, and some of the things you did to really create a positive environment for the team leaders, and how you worked with your team members.
4 – When you came, you were challenged by a couple of people about the issue of leadership behavior, about the BPR process. And can you describe the support you did get?—and I think who did a great job was Mr. Ford, of sticking with you—how that worked, what happened, and how it started to help turn around the culture.
5 – One thing that’s totally different that you did, and it goes back to Boeing—remember at Boeing when you had the video? I thought that was a fascinating story. And the whole idea—if you can just share a couple of things about your logic for having observers—what happened at Boeing with the video, and then the logic you have for using observers for your team at Ford, because I don’t know anybody else that’s done this like you, and I think it would be great to share with the coaches.
6 – What is the priority-setting process, the red, yellow, green—how it works, your experience at the beginning, and then when people finally started openly confronting and dealing with the real issues, how that happened.
7 – How do you play the role of leader as facilitator, and do you fight the urge to always provide the answers?
8 – After knowing you for so long, I’ve never seen you be down. I’ve never seen you complain. Why? Give the group some ideas, as coaches, of how you do it, and your ideas for other leaders, to keep them always being professional and positive.
9 – Any final words—now that you have a chance—you’re no longer in that CEO role, you’re kind of coming to coach yourself. Any final words for all the coaches listening right now?
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The World’s Top Coaches & CEOs Share Their Insights
You’re more challenged than ever with conflicting priorities, multiple teams and bosses. At the same time, the landscape has never been riper with opportunities for positive change in your role.
In this dynamic webcast, top executive coach Mark Thompson will also share face-to-face commentary from ten of the world’s most renowned coaches and two global CEO’s: Virgin’s Sir Richard Branson and GE’s Jeffrey Immelt.
Specifically you will learn what the first-ever World Success Survey of CEOs from 110 nations reveals what they’re looking for in a coach and their executive team, supported by the following key learning outcomes:
Your take-away practical tool from this session: Free Research from Success Built to Last and the World Success Survey by Mark Thompson and Stanford Professor Jerry Porras (co-author of Built to Last with Jim Collins)
New research in neuro-cardiology is confirming what ancient seers have always said and what effective coaches know: that the heart is our source of being, wisdom and intuition. Researchers have discovered that the heart actually sends more information to the brain than the brain sends to the heart. Learning how to clear the filters that happen between heart and brain enables us to access our heart intelligence, unfold our higher potentials and become who we truly are.
Heart intelligence is the flow of awareness, understanding and intuition we experience when the mind and emotions are brought into coherent alignment with the heart. The more we pay attention when we sense the heart is speaking to us or guiding us, the greater our ability to access this intelligence and guidance more frequently. Learning how to lead and coach from heart intelligence has been shown to achieve higher outcomes for clients.
Specifically you will learn what heart intelligence is and why the most effective coaches use it, supported by the following key learning outcomes:
Your take-away practical tool from this session: A Quick Coherence exercise, an Inner Ease technique and a Heart Lock-In technique.
Don’t let time rush by relentlessly as you accomplish a fraction of what you are capable while others, less talented, do better.
We want to be happy and successful. And we think that if we achieve the latter we will get the former. But this is not so.
We strive ceaselessly for ‘more’ – more money, bigger house, more attractive spouse, more power, more control, more cars and more luxurious cars, more vacation homes, more exclusive and expensive trinkets. More of anything and everything.
It is this quest for ‘more’ that drives us to the unfortunate predicaments in which we find ourselves.
There is a way out. We can recognize that the ’if-then’ model is flawed and learn to invest in the process, not the outcome. We can recognize that the universe is ‘friendly’ and let go of the unpleasant experiences we hold on to so tightly.
As we do this, joy floods into our lives. By not pursuing ‘success’ directly, we achieve levels of success that we could only dream about previously.
Specifically you will learn that your world-view is the operating system of your mind and that changing it using the tools provided will improve every aspect of your life, supported by the following key learning outcomes:
Your take-away practical tools from this session that are available for download from my website:
Marshall Goldsmith and Maya Hu Chan collaborated with 500 executives of Fortune100 companies and 200 multinational organizations on 6 continents to develop a framework of global leadership competencies that are required of leaders in an internationalizing business environment.
You will not want to miss the live broadcast of this event. Take part in the discussion with Will Linssen and Maya Hu Chan as they focus on the 5 emerging competencies and provide you with a number of tools to identify, coach, and measure these competencies with leaders.
Specifically you will learn Marshall Goldsmith’s Global Leadership Framework and Stakeholder Centered Coaching Methodology, supported by the following key learning outcomes:
Your take-away practical tool from this session: A wealth of complimentary resources you can apply in your coaching practice today:
Maya’s Website: www.mayahuchan.com
Will’s Website: www.sccoaching.com
Many of us are doing grand stuff that matters to the world. And yet, for lack of an alternative, we often fall back on old managerial ways to make things happen: the pyramids, reporting lines, budgets, etc. In my research I have taken a look at organizations where radically more productive and soulful ways to structure and go about business have emerged independently of each other, yet sharing many characteristics. This is not a theoretical model or utopia, but a very concrete set of practices and processes that pioneering organizations are using in for profits and nonprofits around the world.
The insights from my research can help you to develop your own organizations along the lines of wholeness, purpose and self-management.
Specifically you will learn the framework of Reinventing Organizations, and the session will cover some of the practices used by evolutionary organizations, supported by the following key learning outcomes:
How this is driving the need for different thinking, different capabilities, and innovation, together with a more strategic approach to people management and development.
Peter will give his perspectives on the contextual challenges and changes in the world of work, the changes in the workforce, and the changing nature of organisations and the workplace. Based on research and insights from many different sources, these contextual shifts are critical for us to then understand the challenges and the need for different thinking and innovation to better support people management and development. We are in times of significant change, and we need to challenge some of our traditional practices, to innovate and to think more strategically. We need to embrace different disciplines and knowledge from fields such as neuroscience and behavioural economics to re-examine many of our more traditional practices and processes of people management and development.
Today, these are critical business issues in creating longer term sustainable and competitive organisations, but also in giving more people more opportunities to succeed, to have meaningful working lives, which are all equally important for the development of our societies.
The session will highlight some of the new and emerging practices of people management and development, highlight the importance and role of good coaching, and how we can sustain and grow people effectively in a fast changing world with greater demands than ever before.
Specifically you will learn an overall framework that brings together the contextual changes with new understanding about the science of human and organisational behaviour, analytics, and the processes and practices of learning and development. This will be supported by the following key learning outcomes:
How to help people achieve more sustainable transformation by turning five common assumptions about coaching on their heads
In preparing to write my new book on narrative coaching, I embarked on a journey to strip this work back to its essentials. As a result, I distilled the provocative principles that have shaped this approach and my work as a researcher, writer, trainer and practitioner.
In this session, I will share five of these principles to support your path to mastery as a coach. These principles invite you to: (1) observe the stories you tell yourself as you coach, (2) think critically about the stories in which your clients live and work, (3) address the stories that live in your body, and (4) rethink your stories about coaching itself.
Each of these principles offers an alternative to common assumptions about coaching. Together they can help you reflect on and strengthen your practice along narrative lines. We will explore:
These principles are part of what makes Narrative Design unique as an integrative coaching model that enables people to concurrently develop themselves and address their issues.
As a result, they are more likely to enact and sustain their new stories and new actions.
You will leave the session with a practical introduction to this work and an increased confidence that everything you need is right in front of you.
Specifically you will learn about Narrative Design as an integrative coaching framework you can use to work in new, more powerful ways with people’s stories. This will be supported by the following key learning outcomes, which are alternatives to the five common assumptions about coaching that will enable you to shift your focus from:
Your take-away practical tool from this session: A “What’s Your Story?” Worksheet you can use to map a current issue in your life and identify what needs to change.
This session presents a step-by-step process that organizations can use to design, build, and evaluate their coaching programs. In addition to providing valuable information for those who manage coaching programs or teams of executive coaches, executive coaches who attend will gain a better understanding of how they can add greater strategic value to organizations and their leaders.
David walks participants through a set of questions to:
David will also explore:
Specifically you will learn the key principles and critical questions that organizations can use to design, manage, and evaluate a customized, high-impact coaching program for developing leadership talent, supported by the following key learning outcomes:
Transform Coaching Interventions, Delivering a Host of Benefits for Coach, Client and the Wider System
In this session, we will explore briefly what we mean by mindfulness and compassion, practising mindfulness briefly together. We will explore why mindfulness and compassion need to go hand in hand, along with a strong focus on working with the body- the ACE approach (Awareness & Compassion Embodied). And we will explore what the potential benefits are for coach, client and wider system. These include greater emotional intelligence and intuition; enhanced resilience; heightened cognitive functioning and greater ability to think and act ethically, responsibly and sustainably……and greater happiness!
We will explore what a Mindful Compassionate Coaching approach looks like, including core principles and behaviours for the coach. And we will look at some of the client issues/types of clients Mindful Compassionate Coaching is particularly suited to helping with. The FEEL model for powerful mindful compassionate enquiry in coaching will be introduced, and participants will be briefly guided through the process so they can apply this practically for themselves and clients after the session.
Specifically you will learn Mindful Compassionate Coaching: Awareness & Compassion Embodied (ACE), supported by the following key learning outcomes:
Your take-away practical tool from this session: An MP3 of a Mindfulness Practice, guided by the presenter, and The FEEL model process.
Influence, HR, coaching and future leadership
Influence Potential is the cornerstone of all organizational success from the top to the bottom. Developing Influence Potential returns an increased ROI on employee investment. It opens the door to creating the shifts that are necessary in an organization to sustain long term performance and growth. Dr. Keller will discuss the role influence plays in leadership and communication in the workplace, development of strategies and solutions, and finally how influence effects execution and evaluation.
Specifically you will learn The 7 Influence Traits® necessary for building an influence culture, supported by the following key learning outcomes:
Every conversation matters.
Whether it’s helping someone achieve their goals, or convincing a large customer to choose you ahead of the competition, your ability to have successful conversations dictates how successful you are.
During Andy’s webinar, you’ll learn new, simple ways to have better conversations than ever before. And to always have them, regardless of who you’re speaking with, what mood you’re in, or what else has happened that day.
Even better: you can Andy’s techniques immediately. You’ll be able to use them in your first conversation after his webinar, and every one after then.
Specifically you will learn a simple technique you can apply to every conversation – so that both you and the other person benefits. This will be supported by the following key learning outcomes:
This presentation gives a high-level overview of Holacracy — a “social technology” for structuring, governing, and running a company. Holacracy fundamentally changes how decisions are made and how power is distributed.
The goals of Holacracy are bold: make your company more agile and responsive to its environment, increase organizational clarity—figure out who does what, expects what, and decides what—minimize office politics, and enable deeper employee engagement and empowerment.
Participants will learn some of Holacracy’s core terminology, processes, and tools and see what self-organization actually looks like in practice.
Specifically you will learn The Holacracy framework, core principles, processes, and tools, supported by Holacracy’s Core Principles:
Check out Brian’s book on Holacracy: http://holacracybook.com/
The session will provide an overview of the skills of the professional mentor and how coaches can become comfortable incorporating mentoring skills into their portfolio.
Developmental mentoring is about using the mentor’s wisdom to help the client to develop their own wisdom. When coaches talk about mentoring, they often have in mind “sponsorship mentoring” – an approach derived in the United States and originally defined as “overseeing the career of a young man”. In practice, most mentoring around the world is developmental mentoring, which requires all the skills of a skilled coach, plus additional competences such as being a proactive role model, and using the mentor’s knowledge of context (for example, networks and the politics of a company or profession) to craft powerful and empathetic questions specific to the client’s environment. Effective mentors, like effective coaches, rarely give direct advice; but they do draw on their experience to help the mentee better understand themselves and the world around them.
In the session we will explore the competences of an effective mentor and how these complement and overlap with those of an effective coach. We will look at some of the advanced mentoring concepts and skills, which are also relevant to coaching. And we will examine how coaches can help client organizations integrate coaching and mentoring to raise the overall quality and impact of informal learning.
Other issues we will address include:
Specifically you will learn how to incorporate mentoring tools and approaches into your coaching practice, supported by the following key learning outcomes:
Your take-away practical tool from this session: A free copy of the e-book Making the Most of Developmental Mentoring
Rich is going to simply do a deep coaching session with one of his clients. This will be an unscripted session where people can learn about Rich’s deep coaching techniques.
Rich Litvin is an expert at taking high-achievers to the greatest levels of success. He has coached Olympic athletes, Presidential candidates, Hollywood film directors, emergency room physicians, British Special Forces operatives, millionaires, and finance professionals managing over US$100 billion of assets. Learn about Fearless Coaching by observing a deep coaching session between Rich and one of his clients.
Specifically you will be a fly on the wall in a deep coaching session with Rich and a client.
Your take-away practical tool from this session: The experience of observing a deep coaching session.
Join Julio Olalla, founder of the Newfield Network and pioneer of the Ontological Coaching method on a fascinating journey that looks at “Coaching and the Collapse of Modernity: A New Model for Troubled Times.”
We think of knowing as static and unchanging. However, knowing changes drastically from culture to culture and throughout history. We will examine our understanding of modern knowledge and explore the insufficiency this understanding has to address our present global crisis.
In this session, you will:
Specifically you will learn about modern knowledge – based on the separation of the inner and the outer aspects of times. This separation is at the core of the immense human suffering of our times. This is supported by the following key learning outcomes:
Your take-away practical tool from this session: Crisis we have created with the present level of thinking cannot be resolve with that same level. What does it mean to change the observer that we are. What is essential to shift our present world view.
In today’s complex and socially interdependent workplace, the ability to effectively coach others has become a precious resource. Though there are many coaching frameworks out there, few take into account the inner-workings of the brain as a coaching conversation is happening.
In this webinar, Dr. David Rock, Director of NeuroLeadership Institute, will provide a comprehensive overview of the decades of research that has led to a brain-based coaching methodology aimed at identifying impasses, facilitating insight, motivating action, and creating sustainable habits in others.
Specifically you will receive a comprehensive overview of the decades of research that has led to a brain-based coaching methodology aimed at identifying impasses, facilitating insight, motivating action, and creating sustainable habits in others, supported by the following key learning outcomes:
As a corporate executive at a multi-national corporation based in rural India, I learned that working at a grassroots level fueled my evolution into a corporate leader and helped the company’s bottom-line and subsequent growth.
During my tenure in corporate leadership, I observed that organizations have the potential to transform societal values for positive change, but also frequently, the adverse. In the here and now, as a coach working on behavioural transformation at individual and group levels, from co-creative visioning to collaborative action, I have learned how this process can be efficiently structured.
Organizations can successfully work towards sustainable growth by use of coaching competencies to embed societal change within business goals that help initiate leadership development. In this session, I will take you through my personal experience creating the Barefoot Leadership Initiatives that promote societal transformation through the use of coaching competencies.
I will share with you processes that will help you discover the unconscious passion to serve (yes, we all do, just listen to Sir John’s video), and strengths to support. The congruence of which, will enable you to identify opportunities and support systems to develop yourself, others and grow your organization – be it small, medium or large.
Our future lies in a co-created sustainable environment that we all own and inhabit. Let us collaborate and collectively discover how to make it happen. This session is neither inspirational nor motivational; it is meant to be both, with takeaways for practical utility.
Specifically you will learn how to build leadership competencies via coaching to initiate a grassroots movement toward social change that benefits both the coaching ecosystem, and society at large. This will be supported by the following key learning outcomes:
Your take-away practical tool from this session:
Borrowed and proprietary models:
When you’re in a coaching conversation with your client or colleagues, it’s easy to quickly move to focusing on the action step: what’s the insight, and what are you going to do about it.
That’s important and powerful … but sometimes it’s not enough.
Sometimes, you want to help your client step back to see and shape the bigger picture. You want to help your client get a little more strategic.
Now, “strategic” is a much-abused word. It tends to get slapped onto the front of anything you want to make sound more important. Let’s not just have a meeting, let’s have a strategic meeting. Let’s not just review a document, make it a strategic document. That’s not just a donut, it’s a strategic donut…
So how do you go beyond just putting on a fancy title on your conversation and get
In this practical, hands-on session we’ll be sharing:
We won’t just be talking about these tools. You’ll be practicing them in the webinar, so you’ll leave with your own strategic plan mapped out.
Specifically you will learn the VSPT strategic planning tool + corresponding questions, supported by the following key learning outcomes:
Your take-away practical tool from this session: A one-page strategic planning tool.
As leadership coaches, we also need multiple perspectives to allow ourselves to be nimble. We all tend to have reflexive ways of looking at the world, but in the split second decisions we face in leadership coaching, we can help ourselves remember the full breadth of what we know.
Through the years, we all have attended multiple trainings and have multiple coaching tools in our toolkit. But when you’re with a client – how do you harness everything you know to be of service to your client?
Medical and psychological science now appreciate that we are bio-social-psycho-spiritual beings who are continually managing actions, cognitions and emotions.
How can we heighten our awareness and skills to integrate what we know in order to be in alignment with current theory and research and be more effective in our coaching?
A mnemonic device that can be used to quickly orient to the diverse
theoretical perspectives is P.E.R.F.E.C.T
Imagine you or your client suddenly have to rise to the challenge and succeed at a difficult task – publishing an article, pitching to a huge potential client, or the steady task of promoting and building your practice. How do you keep yourself capable of attaining and maintaining long-term peak performance? How can you do this for your clients?
The PERFECT Scan: What can you pull from theories, research and your own experience from each of these seven levels? Each area is a resource and a source of potential obstacles.
P What interventions can you use based on a biological and physical level?
E Looking at the systems level, are there resources you are overlooking?
R What relationships could be sustaining you more effectively?
F What’s an emotional profile? Can you tap into your emotional intelligence?
E Are you thinking effectively, do you know your cognitive profile or distortions?
C Can you pull from the past? Tap into the present, manage expectations?
T When facing major obstacles, do you have multiple pathways to transcendent resources?
Specifically you will learn The PERFECT Scan will pull together multiple frameworks and allow coaches to pull on all they know to be of most service to their clients, supported by the following key learning outcomes:
Your take-away practical tool from this session: After the learning this framework that pulls together multiple models and toolkits, coaches will be able to do the “Perfect Scan” to help clients identify where they can pull on resources and what areas they need to develop.
There are multiple building blocks we can identify on each level, knowing how to pull on these is
the key to great coaching.
What do Master Coaches–those that have been successful for over a decade — know and do that distinguishes them from all other coaches? In this hour learn what the master coaches know and do differently. It’s more than just effective skills, more than knowing the right tools to use or the most powerful questions to ask. In this session, Donna will explain what makes a master coach (hint: it’s not their credentials) as she shares the secrets of master life and executive coaches.
· Hints on truly connecting with your clients, and why it’s so important
· Knowing when advice is more powerful than a powerful question
· How to bring your experience to the table without making it about you
· How to distinguish between the stated goal of the client and the hidden desire.
· The power of warmth, compassion and humor in your coaching relationship
Master Coaching is much more than tools, skills, and time committed. Let’s talk about what it really takes to be masterful!
Specifically you will learn the distinction between a good coach and a masterful coach, and gain these key learnings:
How you can Speak Powerfully, Sell Genuinely and Serve More Clients Regardless of your experience, even if you hate the “Sales Part.”
Living in Professional Obscurity feeling like the Best Kept Secret in your Market…Not good! Tired of One on One selling loaded with excuses, stalls and objections? Or walking away from your speaking engagements with only compliments and no clients?
Learn How you Can Instantly Increase Visibility, Establish Credibility & Attract Groups of Clients in less than an Hour with virtually No Marketing Costs.
Utilizing the AMPLIFY Your Talk formula, Dr Andreas sold and filled his first group coaching program in 90 minutes, generating $27,465 in revenue with no refunds. Now he pulls back the curtain and shows you how, so you can AMPLIFY your coaching practice and scale your business.
Recently honored with the Quilly award as a Best Selling Author for his role in “Transform” with Brian Tracy, Dr. Andreas Boettcher is quickly becoming the “go to” Expert for Entrepreneurs looking to Amplify their Message, Visibility and Sales Success even if they hate the “whole sales thing.”
In today’s high paced business, time crunched landscape, entrepreneurs can no longer afford to waste their time on unqualified leads much less spend any more time chasing after leads or wondering where their next sale is coming from. Instead, Dr. Andreas shows you a proven system for maximizing your time while positioning you as the authority, so you can attract the ideal clients you want on demand.
Amplify Your Talk consistently receives rave reviews from Business Coaches helping them to quickly identify a system and methodology for Leading any Room, Delivering Great Content and leaving with more than just compliments! They came to learn from you so give them what they need to move forward with you, or not, and know that either way, it’s ok! If you don’t, someone else will.
“Dr. Andreas Boettcher is one of the finest speakers and trainers in America today!” ~ Brian Tracy – Best Selling Author & Speaker
Specifically you will learn Transition from One on One Selling to One to Many with your Own Trademark Talk that Serves and Sells, supported by the following key learning outcomes:
Our interventions have the most powerful impact when they address an emotional issue live in the session between you and your coachee.
But how do you then control the level of feelings evoked? This can be a very challenging and frightening area for the coach to enter so many avoid it. I often hear coaches exclaim “but this is the territory of therapy, not coaching”. This perspective is borne out of ignorance of therapy, a fear of emotions and a very limited view of coaching – as if cognitive reasoning was the sole objective in coaching.
Coaching is about helping our Coachee FEEL confident & strong in making decisions and taking responsibility for their actions. We want our coachees to FEEL happy & satisfied in their role to FEEL engaged with their business. But all these lovely feelings have their unpleasant polarity: fear, anxiety, anger, sadness. These need to be welcomed & expressed just as much, in order to be a balanced, rounded human being.
Goleman et al did a fantastic job of re-branding feelings as EQ. With a clever sleight of hand it was suddenly acceptable, yet even desirable, to be emotionally ‘literate’. This work paved the way for emotions to be integrated into business and leadership effectiveness and therefor a key part of executive coaching.
So coaches have to know how to manage emotions to get the maximum effect for their coachees and utilise their own emotions if they are going to get the best results and biggest change for the client.
Specifically you will learn How a coach can consciously manage the emotional expression of the coachee to create the maximum learning, supported by the following key learning outcomes:
Your take-away practical tool from this session: A pdf version of the chapter in “Fertile Void on Active Experimentation” which covers in depth on this issue and gestalt coaching.
“Companies must understand that while employees’ weaknesses never develop, their strengths develop infinitely. Employees’ strengths never stop growing throughout their career — particularly when they have talented managers who build unique development strategies around their individual, innate talents, and who make sure they are always in roles where they get to use those strengths every day.”
~ Jim Clifton, Chairman and CEO, Gallup
Join Jim Clifton as he shares how Dr. Donald O. Clifton – honored by an American Psychological Association Presidential Commendation as the Father of Strengths-Based Psychology – started a global movement about what’s right with people with his late-life invention, the Clifton StrengthsFinder. The culmination of more than 50 years of Don Clifton’s lifelong work, Clifton StrengthsFinder has led to more than 11 million people worldwide discovering their strengths. The assessment has become one of the world’s leading coaching frameworks.
Specifically you will learn The importance of strengths-based culture, and helping every employee focus on their strengths not their weaknesses, supported by the following key learning outcomes:
We will distinguish what it means to be centered, to face into difficult conversations or situations, to extend and deeply listen to the concerns of others, to enter with the right set of requests, assessments, promises, and declarations; being able to blend with another that creates innovative collaborations.
Specifically you will learn The 5 practices to develop a leadership presence, supported by the key learning outcome:
Your take-away practical tool from this session: A set of practices that accompanies each of these distinctions that allow one to more fully embody their leadership presence.
We now know that the brain can change itself, and can also heal Itself! Conversations have the power to be natural healing medicine for our brains and souls. This session will start with an anthropological view of ‘medicine healers’ and will arc forward to look at how every day conversations have the same power to change the brain, and change the world.
Conversations are not just words. Words are not just information. They are energy catalysers that activate different parts of our brain as we engage with others. Conversations can make our brains go into dormant states and ‘turn off’ and be resistant, and they can be elevators and activators of new thinking patterns, which can help us, innovate and grow.
We are learning that brains can get ‘noisy’ and are unable to process conversations in healthy ways. Brains can stop working and we can stop processing challenges if and when the environment doesn’t feel safe. Brains can choose not to learn and to stay locked into realities that don’t change even if the world around us does. Brains can make ups stuff that has no connection to reality. And brains can get very stubborn about what to see and not see.
This session will have incredible case studies and stories of how to change the ‘conversational environments’ and activate new patterns of engagement and innovation.
We will explore:
How labelling situations and feelings impacts how open we are to ‘dealing with them.’
We will explore:
How inventing new words creates an energy field for people to show up differently with each other
We will learn:
How human brains function like human cells – they connect, navigate and growth together – if the environment is right and healthy.
Hidden inside each of us, Psychiatrist Norman Doidge argues, are energy systems that are a gateway to healing. To hard-core skeptics, this argument may be hard to swallow. Shamans, the earliest of physicians, ancient musicians and healers from every part of the globe have hinted of the mystical power of the mind and spirit. Many of us have come to judge these views as too ancient, too spiritual—just not credible. But it appears they were on to something.
Specifically you will learn Mapping Little Known Facts about Brain Functioning to Conversations changes the brain landscape and amplifies Coaching Success!, supported by the following key learning outcomes:
Your take-away practical tool from this session: Practical takeaways will be a heightened awareness of how every conversation counts, how we shape conversations shapes how our mind thinks, and how coaches can become Masters of Conversational Alchemy.
Conversational Intelligence: How Great Leaders Build Trust and Get Extraordinary Results
Leveraging the power of the Jazz metaphor, we will share our latest discoveries in the on-going pursuit of meaningful and effective coaching outcomes. This discussion will feature new techniques and improved approaches for guiding clients into their own version of greatness and authenticity. This approach continues to create followers and resulting breakthroughs both individually and with teams.
We will focus on principles & approaches such as:
These three simple approaches to coaching can shift your coaching conversations in meaningful ways. They appear simple and are, once you are willing to become selfless in your role as coach (that is the hard part). Join us on this call and discover how interdependent we are with our fellow musicians (coaches & clients). Coaching has no limits when client, coach, and organizations all get in alignment with our core authentic voice.
Specifically you will learn Jazz coaching can unravel even the messiest of coaching challenges, supported by the following key learning outcomes:
Your take-away practical tool from this session: It is clear to us that a large number of coaches are missing out on transformative experiences with their clients by responding to adaptive challenges like they are technical problems. Try going “off trail” and head directly into the mess of your clients situation and be a witness to your client’s breakthrough moments.
This will be a LIVE EVENT ONLY, no recording will be provided for this session.
When people hear the phrase servant leadership, they are often confused. They assume it means managers should be working for their people. This doesn’t sound like leadership to them at all. It sounds more like letting the inmates run the prison or trying to please everyone.
The problem is that these folks don’t understand leadership, much less servant leadership. They think you can’t lead and serve at the same time. Yet you can, if you understand that there are two parts to servant leadership:
• A visionary/direction, or strategic, role—the leadership aspect of servant leadership; and
• An implementation, or operational, role—the servant aspect of servant leadership
So what does this have to do with coaching?
There are three parts of managing people’s performance—performance planning, day-to-day coaching, and performance evaluation. When you ask people in organizations where they spend most of their time, it’s usually in performance evaluation. While they might do some performance planning and set some goals, those goals are usually filed away somewhere until performance review time. The thing they spend the least amount of time on is day-to-day coaching. Yet it’s day-to-day coaching that drives passion, performance, and results. And it’s servant leadership that really makes day-to-day coaching come alive.
Specifically you will learn why servant leadership is the most effective coaching strategy around, supported by the following key learning outcomes:
Your take-away practical tool from this session: Ken Blanchard, bestselling co-author of The New One Minute Manager, shares an insightful and inspiring message about the power of servant leadership.
In this session you’ll learn potent neuroscience techniques for creating a culture of passion, growth, commitment, initiative, and resilience. You’ll learn the secrets of high-engagement cultures where employees deliver terrific performance, have balanced lifestyles, and avoid burnout. Want higher employee satisfaction scores, better results, happier teams? Be sure to attend this program.
From her work with hundreds of successful entrepreneurs, top executive teams and political leaders, Christine will enable you to craft and cultivate a compelling energetic culture, resulting in profound levels of trust, teamwork, results. First you’ll explore the subconscious mind, and how each human being experiences the world. Then you’ll learn how to apply these simple and highly effective techniques to achieve specific business and personal life outcomes.
The engagement techniques you’ll learn in this program have enabled leaders within 6 months to:
Join us for a session that will profoundly and positively shift your reality of what emotional engagement truly is—and how to get it faster and with fun and fulfillment.
Specifically you will learn potent neuroscience techniques for creating a culture of passion, growth, commitment, initiative, and resilience., supported by the following key learning outcomes:
Brian O. Underhill, Ph.D. is the founder of the international coaching organization CoachSource. He has spent 13 years screening executive coaches worldwide and has the scars to prove it! Hear the “behind the scenes” stories from building a pool of over 1000 coaches in 45 countries to serve multi-national corporations’ executive coaching requests.
Specifically you will learn the following key learning outcomes:
Not long ago I spent 8 hours in two NYC recording studios with a man who gets paid as much as $500,000 per project. If you meet Jay-Z, Beyonce, Prince or Mary J. Blige, well, they know this man’s name.
What was I doing with him?
I’ll tell you that when you join me.
While I watched him at work I suddenly realised that he’s not just an executive producer. He is coaching.
Specifically you will learn some of his secrets, and I’ll also cover:
Learn how a pioneering, integrated coaching approach has transformed the lives of female leaders across the globe. Learn how a combination of individual and group coaching was used to massively accelerate the development of women in a global, complex organisation. Using a combination of internal and external coaches we supported tremendous personal and professional transformation.
In this session Sally will share the secrets of how individual and group coaching caused female leaders from over 20 countries to have experienced phenomenal acceleration of their personal growth and career progression in a global, complex organisation. Sally is VP and Head of Coaching at GlaxoSmithKline, the global healthcare company with over 100,000 employees. In 2010 she founded the Coaching Centre of Excellence with a mission to ensure that coaching was used as a strategic lever in achieving the business goals of GSK. Today, the Coaching CoE delivers innovative coaching initiatives and over 1200 coaching assignments per year.
Accelerating Difference is the pioneering systemic initiative that focuses on female leaders across GSK, supporting them to achieve career and personal greatness. In this session Sally will share how this initiative has created a movement within the organisation with wide ranging implications.
Specifically, she will cover:
She will explain how the coaching world – both academically and practically – have yet to wake up to the full power of the combination of group and individual coaching.
Specifically you will learn How to bring about transformational change in leaders in a global organisation through individual and group coaching, supported by the following key learning outcomes:
Presence-Based Coaching offers a rigorous and pragmatic methodology, integrating developmental psychology, somatics, mindfulness, leadership theory, and interpersonal neurobiology. Participants in this experiential session discover new ways of exploring presence within self and with clients. Join us to explore how clients’ immediate challenges can be catalysts for the cultivation of embodied foundational capacities of:
Participants will directly experience presence in exploring Seeing, Being, and Doing in relation to an immediate challenge in their own developmental journey. In addition, participants will receive immediately applicable coaching tools and approaches for use with clients, including a detailed workbook and slide deck.
Specifically you will learn Experience how presence becomes the essential foundation for leadership in complex and unpredictable conditions, and apply presence principles both to a personal challenge and to a client situation., supported by the following key learning outcomes:
Your take-away practical tool from this session: Participants will apply the presence model of Seeing, Being and Doing to their own immediate personal challenges, and will have everything needed to bring new methods directly to clients. Participants will receive a detailed workbook with pragmatic tools and practices for immediate application.
This session will demonstrate the way one novel approach to coaching has evolved from the field of adult-developmental psychology. Its successful use with coaching clients in the US, Eastern and Western Europe, South America, Japan, China, and Singapore attests to its global, cross-cultural applicability to the coach’s core competencies.Its biggest business advantage, which attendees will directly experience, is the way it quickly sets up a new pathway for improvement,regularly leaving clients engaged, energized, and feeling that their expectations for an initial session have been exceeded. The usual pathway to improvement is “the New Year’s Resolution approach,” which involves a sincere goal, plans to accomplish it, an emotional commitment to carry out the plan, and the effort to “power through” to success (will power). Like most New Year’s resolutions, this approach, while commendable, seldom produces sustainable results. Our approach is about first bringing into fuller awareness the brilliant mental system we have created which, while protecting us, MUST generate exactly those behaviors which will prevent the change we genuinely want!
Once we see the system, and the key assumptions that anchor it, we can take up specific behavioral experiments, aimed, not first at improvement, but at seeing whether we can change our minds. Lasting change follows from these changes of mind, the altering of our “immunities to change.”
The session will include examples of every component of an immunity-to-change “mindmap,” while giving participants the opportunity to construct a first-draft version of their own mind-map as it relates to a high-value improvement goal.
Specifically you will learn Participants will learn about – and have a personal taste of – the immunity-to-change™ approach to personal improvement, presented by its co-creator, Robert Kegan, supported by the following key learning outcomes:
Your take-away practical tool from this session: Participants will see demonstrated, and try on for themselves, a reusable tool for change-goal. What easy and immediately applicable seeing more deeply into the “adaptive challenges” underlying any hard-to-accomplish change-goal.
Systemic Team Coaching is one of the fastest growing coaching approaches. This talk by Professor Peter Hawkins will show why team coaching is so needed and how team coaching is fundamentally different from both traditional approaches to team development and team facilitation. He will present the five key disciplines to team coaching, share case examples from various countries and address the key aspects of training that coaches need to do this work. This will include ecological and systemic thinking and being.
Specifically you will learn The Five Disciplines of Systemic Team Coaching, supported by the following key learning outcomes:
Your take-away practical tool from this session: A copy of the five disciplines model.
Funds continue to be tight in all sectors; and what is expected of employees continues to grow. As a result, the stress level in workplaces is still extremely high.
Although 90% of all companies in the U.S. have some form of recognition program, employees still report high levels of not feeling valued. In fact, while employee recognition programs have proliferated, employee engagement and job satisfaction have actually declined! Employers, managers and supervisors are confused and frustrated – not knowing what to do to encourage and support their team members.
Discover the characteristics of traditional employee recognition activities that actually create negative responses from employees. Learn the differences between recognition and appreciation, the foundational principles from which authentic appreciation flows, and the four core conditions needed for team members to truly feel valued and appreciated.
Find out what the 5 languages of appreciation are, and what they look like practically in daily work relationships. You will learn specific practical actions that you can use immediately in being able to communicate appreciation to others in the ways meaningful to them.
Explore a new way to serve your clients by helping them reduce negativity, apathy and cynicism in the workplace, and be able to lead them through a process to build a positive workplace and improve staff morale.
Specifically you will learn When employees feel truly appreciated, good things happen; learn how to help managers communicate authentic appreciation in the ways that are meaningful to their colleagues., supported by the following key learning outcomes:
Your take-away practical tool from this session: Each participant will be able to begin to communicate appreciation to others in each of the 5 languages of appreciation and will be able to access resources to help them apply the concepts to their clientele.
We’ve all had experience with two dramatically different types of leaders. The first type drains intelligence, energy, and capability from the people around them and always needs to be the smartest person in the room. These are the idea killers, the energy sappers, the diminishers of talent and commitment. On the other side of the spectrum are leaders who use their intelligence to amplify the smarts and capabilities of the people around them. When these leaders walk into a room, light bulbs go off over people’s heads; ideas flow and problems get solved.
These are the leaders who inspire employees to stretch themselves and get more from other people. These are the Multipliers. And the world needs more of them, especially now when leaders are expected to do more with less.
In this highly engaging talk, Liz Wiseman will share the research behind Multipliers and illustrate the resoundingly positive and profitable effect these Multipliers have on organizations – how they get more done with fewer resources, develop and attract talent, and cultivate new ideas and energy to drive organizational change and innovation. She’ll introduce the five disciplines that distinguish Multipliers from Diminishers and provide practice tips for leading like a Multiplier.
In addition, Liz will introduce her latest book, Rookie Smarts, which focuses on how sometimes having no experience when facing a challenge is an advantage and not a detriment. While Rookie Smarts tackles an entirely new topic, it is a logical extension of the ideas behind Multipliers. As Liz continued exploring the conditions under which people do their best work, she noticed a pattern – they were typically outside their comfort zone, often new, inexperienced and operating in the realm of the unknown. Rookie Smarts explores this idea. Find out about Liz’s latest cutting edge research!
Specifically you will learn Learn how Multipliers are the leaders who inspire employees to stretch themselves and get more from other people, and how having Rookie Smarts when facing challenges can be an advantage, supported by the following key learning outcomes:
What does masterful coaching sound like? This session provides live examples of coaching that will serve as a backdrop for an interactive discussion of how The IAC Coaching Masteries® work together so coaches can promote growth and deepen understanding in their clients and just as importantly, with themselves.
Coaching provides the framework to leverage this kind of full spectrum power, yet coaches often miss this key component.
What are you doing to ensure that your growth is an exponential as your clients’?
Examples will be drawn from corporate and public sector executive clients as well as work with entrepreneurs, non-profit boards and third-phase career women.
Specifically you will learn how mutual growth is the cornerstone of the coaching profession, and how it helps sustain the relationship, and the profession, supported by the following key learning outcomes:
Your take-away practical tool from this session: Demonstrations and exercises that include simple and significant awareness techniques.
The key to making extraordinary things happen in organizations is great leadership. It contributes more to positive outcomes than any other single factor. Great products, great strategy, great people are absolutely critical, but with poor leadership they produce only a third to a half of their potential. It takes great leadership to create great workplaces that create great results. Or, as the late management guru Peter Drucker put it: “Only three things happen naturally in organizations: friction, confusion, and underperformance. Everything else requires leadership.” So, if you want better results in your marketplace, you have to ensure that you are fostering great leadership within your organization.
In this webinar, leadership author and researcher Jim Kouzes will present evidence that leadership makes a significant and meaningful difference in people’s engagement at work and in the performance of their organizations. The evidence is absolutely clear. In analysing responses from nearly two million people around the world Jim, and co-author Barry Posner, have found that those leaders who more frequently exhibit exemplary behaviours have employees who are more committed, proud, motivated, loyal, and productive than those whose leaders exhibit these practices less frequently. Overall engagement scores are 25% to 50% higher among the groups with leaders who exhibit exemplary leadership. Their workplaces also have better bottom lines than those led by leaders who engage less frequently in these practices.
Jim will explore what that difference looks like through the lens of The Five Practices of Exemplary Leadership® — the sets of behaviours that he and Barry have found, in their three decades of rigorous research, lead to extraordinary results. He’ll also offer concrete advice on what you can do to put each of the practices to use immediately to improve engagement and performance.
Specifically you will learn how leaders impact Positive Work Attitudes — Jim Kouzes’ and Barry Posner’s measure of engagement— through the lens of The Five Practices of Exemplary Leadership® — the sets of behaviours that Jim and Barry have found, in their three decades of rigorous research, lead to extraordinary results. This will be supported by the following key learning outcomes:
Your take-away practical tool from this session: Five specific techniques for improving your practice of leadership.
Can we describe a ‘healthy mind’? When we view the mind as a regulatory process, we are able to see how we can strengthen the mind and create mental health by stabilizing the way we sense energy and information flow, and the way we then shape that flow toward a process called “integration”—the linkage of different parts of a system. In everyday life, we feel and think, remember and perceive based on the flow of energy and information. Just like when you regulate a car, one needs to monitor where the car is going and then modify its direction and speed. In the same way, we can learn to create mental health by learning to monitor with more stability and modify toward integration. Dr. Siegel outlines strategies to monitor and modify energy and information flow with more clarity and power, and also describes how this concept of integration can serve as an organizing principle that illuminates mindsight, harmony, resilience, and vitality.
Specifically you will learn to offer a scientifically based understanding of the human mind and practical steps to strengthening the mind by creating resilience and well-being in the face of a range of challenges, supported by the following key learning outcomes:
Coaching leadership requires clarity about what constitutes leadership. Leadership is too often mistaken for other roles and skills, such as being an expert, a decision maker, an order giver, or having a title. These roles can be performed without being an effective leader. Leadership requires followers, and the coaching challenge is to enable our coachees who are leaders to produce more valuable futures with others.
We have a cultural blind spot around what leaders really do that makes them leaders, and instead hide this blind spot with models, frameworks, and case studies. But to elevate leadership impact we must illuminate the actions and skills that constitute leadership. To do this we will explore “generative” distinctions, ones that are observable and executable and that produce the desired outcome.
We will reveal how all results are shaped by commitment, and how we can distinguish acts of commitment in conversation. This silhouettes the unavoidable leadership dimension of conversation, communication, and coordination. We will explore the specific conversations that generate leadership results.
What makes our actions and results valuable, meaningful, and satisfying is that we care about them. Too often our leadership frameworks devolve into models and technique without engaging the human heart. We will show how leadership takes care of what is cared about, not just exercises authority.
We must go beyond conceptual understanding to produce competence in new behaviors and skills. Leadership is an embodied performance art, a full body contact sport. We don’t become singers by knowing music theory, and we don’t become leaders by knowing leadership models and concepts.
We will address how these insights form a powerful coherent coaching framework called “generative coaching” that enable leaders to elevate their leadership impact beyond their previous successes. This generative challenge and opportunity calls coaches to elevate their leadership and coaching impact as well.
Specifically you will learn how The Generative Leadership framework reveals how leadership impact is based on skilled conversational acts that create shared commitment and care for the coordination of action that produces satisfying results.
This will be supported by the following key learning outcomes:
Your take-away practical tool from this session: A pdf on “The Generative Foundations of Action in Organizations” and an exercise with questions for coaches to assess the learning opportunity for a leader coachee.
Hearing a complaint can be triggering. Some of us “shut down.” Others want to manage it away. But to Organization & Relationship Systems Coaches, a complaint is simply a dream door. Join us for a fast-paced and fascinating look at using complaints as a “dream door,” so you can help your clients welcome feedback and stop fearing conflict.
ORSC Coach, Marita Fridjhon will demonstrate a highly effective method for approaching conflict in a relationship that yields new solutions and increases positivity. Participants will have the opportunity to observe, share feedback and have their questions answered about this elegant and powerful tool for coaches.
Specifically you will learn how coaches WELCOME conflict in a relationship system once they embrace this method of approaching conflict, supported by the following key learning outcomes:
Your take-away practical tool from this session: A paper about Relationship Systems Intelligence for Leaders.
Coaching an entrepreneur is unlike coaching the usual corporate executives/leaders that we are asked to help with. The possess skills and traits that allow them to be effective in start-up or entrepreneurial situations. The challenge is that when their organizations grow and evolve, different traits are required. The goal of this session is to help better understand the mind and drives of the entrepreneur and ways to help them evolve to handle the new challenges prior to the organization growing beyond them. The session will include a dialogue with Ben Croft, who is the mastermind and entrepreneur that developed this program which will provide a glimpse into his mind and ideas on how to use coaching skills to continue his growth.
Specifically you will learn how to recognize the different needs of an entrepreneur relationship, supported by the following key learning outcomes:
Our way of life today is generating lousy operating conditions for the brain’s prefrontal cortex, which is responsible for our performance – engagement, productivity, collaboration, creativity, emotional intelligence, and strategic thinking. We live in an age of technology distraction, or even addiction, chronic multitasking, and a surplus of negative emotions.
The new model, Organize Your Mind, includes a mind locator or a GPS for the mind, based on cutting-edge neuroscience. 14 brain states can be located on a two-dimensional map allowing coaches to move their minds and their clients’ minds through a variety of deep and effective brain states.
From right to left travels the level of executive control, the extent to which your left prefrontal cortex [PFC] is controlling & directing attention. In the middle are somewhat defocused and nonlinear creative brain states. On the right, your mind is wandering about without a leash. The second dimension goes from thinking down to sensory awareness or experiencing, which is regulated in the back and deeper brain regions.
Five strategies will be shared, to cultivate an organized mind in everyday life. The first strategy is to be intentional and choose the brain state that’s appropriate for the next task. A second strategy is to go deep and invest all of your brain’s resources in only one brain state at a time. The third strategy is agility, making a quick and complete jump from one brain state to another. The fourth strategy is diversity – regularly making use of a variety of brain states.
Purposeful use of the mind locator, brain states and strategies is an effective self-coaching and coaching tool, supporting an organized mind for coaches, their clients and populations.
Specifically you will learn about The Organize Your Mind toolbox, which includes a two-dimentional mind locator, 14 brain states to be used in daily life, and six strategies for organizing your mind, supported by the following key learning outcomes:
Action learning has been proven to be the most effective and efficient methodology in developing the skills and mindset needed by leaders in today’s complex, competitive environment. Integrating action learning principles and strategies adds amazing power into business and executive coaching. This session will show how action learning not only develops great leaders, but does so while the leader is working with teams in solving urgent and significant problems of the organization. We will explore the six essential components of successful action learning programs as well as the key steps and procedures in implementing action learning. Case studies of how organizations such as Microsoft, American University, Sony Music, Panasonic, Goodrich, Samsung, and Boeing used action learning to develop their leaders and innovatively solved problems will be presented.
Specifically you will learn the key elements and strategies of action learning as a powerful new tool for coaching executives and work teams, supported by the following key learning outcomes:
Your take-away practical tool from this session: Table with benefits and procedures of action learning coaching versus traditional executive coaching.
In these changing and uncertain times, leaders are faced with a new set of challenges. Their problems, rather than being known, are emergent. Their impact, rather than being a result of control, are a result of influence. And the problems that they face are not interdependent and global rather than siloed and insular. Furthermore, change is continuous at every level thereby impacting their strategic speed. What then, are the next step coaching practices distinct from “best” practices that can prepare leaders for these uncertain times?
In this series of webinars, Srini Pillay, M.D., a world renowned Harvard neuroscientist, psychiatrist, award-winning author and executive coach and Hendre Coetzee, Coach, Futurist and founder of the Center for Advanced Coaching will work with coaches to describe simple and practical tools that coaches can use to help leaders rewire their brains specifically to optimize their leadership at uncertain times.
Specifically, they will describe:
In this second 90-minute webinar, specific content covered is:
Specifically you will learn simple and practical tools that coaches can use to help leaders rewire their brains to optimize their leadership at uncertain times both in individual and in group/team contexts, supported by the following key learning outcomes:
You will also learn more specific brain-based processes that coaches can use to invite leaders to change their internal contexts to match what is going on in the current business environment—specifically—how can leaders facilitate change, leverage opportunity and set goals differently in order to rest their brains to increase their strategic speed?
Dr. Srivisani’s Website:
This session will be attended by the following panelists:
1. David Peterson – Head of Leadership and Development, Google
2. Sally Bonnywell – VP and Head of Coaching, Glaxo Smith Kline (GSK)
3. Maria Symeon – Head of Global Coaching, PriceWaterhouseCoopers (PwC)
And moderated by Liz Hall, Editor of Coaching at Work magazine
Coaching has earned its stripes and is no longer seen as a passing fad. Yet it risks being side-lined, its voice not being fully heard and its full potential for contributing to the bigger picture not being realised – unless it steps up fully.
Professional coaching bodies have come a long way in collaborating and making their accreditation criteria more transparent. Yet with so many accreditation schemes and coach training courses available globally, many corporates- and coaches- still struggle to make sense of what’s what. Some coaching buyers and sponsors have taken matters into their own hands, setting up their own internal coach training, accreditation and supervision programmes and/or tightly managed preferred supplier schemes for external coaches. Yet arguably we need a more harmonised approach, one which benefits all stakeholders and raises the bar, professionalising this thing called coaching that so many of us believe in.
What are the challenges and the next steps for corporates and coaches in raising the bar and professionalising coaching? Regulation? Self-regulation? Corporates doing their own thing? Corporates, academics and professional coaching bodies working together for greater harmonisation? Other options?
Specifically you will learn, as coaching buyers and sponsors:
David Peterson – www.google.com/about/company
Sally Bonnywell – www.gsk.com
Maria Symeon – www.pwc.co.uk
Liz Hall – www.coaching-at-work.com
Companies spend billions of dollars ever year trying to optimize their people, but little of it actually sticks. And there’s a reason why: we’ve been doing it exactly backwards. Instead of spending 80% of our efforts teaching psychological tools like “emotional intelligence” or “innovation thinking” and 20% of our time on everything else, we should follow the lead of the world’s elite performers and flip that script. For special operations military and extreme athletes, who place life and limb on the line every day, they spend 80% of their efforts on priming their bodies and brains, and only 20% of their time on the mental software to run the show. And the difference in performance gains transfers to the mainstream workplace—McKinsey and Company found that senior leaders who lock into “the zone” are 500% more effective than their steady-state peers. DARPA more than halved learning times and MBA programs have identified top strategists and sales people just by monitoring the biometrics of their peers. At this point, science fiction has become science fact, and if you’re not playing by the new rules of performance management, you’re falling behind the curve.
Specifically you will learn the neuro-somatics of ultimate performance and how to bring these techniques into your organization, supported by the following key learning outcomes:
Your take-away practical tool from this session: Performance Priming Practice — 5 step worksheet on getting into Flow on demand.