Posts Tagged ‘business coaching’

« Older Entries
Newer Entries »

Strengths-Based Teamwork

Tuesday, November 22nd, 2011

Successful business ventures often rely on the communication savvy of everyone involved in the deal. Relying on one person to lead or motivate a group leads to: reduced functionality if that person is absent, a stressful environment, unhealthy communication patterns, and increased conflicts. We all come from different backgrounds and families. What’s amazing is how we come together as a team to produce finished products. Here are 3 ways you can set yourself and your team up for success. They all involve self-reflection, greater self-awareness, and implementation of new skills based on both your and others’communication strengths.

  1. 1. Use DISC Profiling to Rephrase Your Wants

DISC is an inventory that is taken specifically with the work environment in mind. It identifies your adapted behavior in the workplace, as well as your natural style. Bringing in someone to facilitate taking the DISC profile and interpreting the results with your team adds value to how well your team interacts with one another.

One of the fun things I did at the last corporate DISC training was to ask each participant what their pet peeve was (instead of what words to avoid or not to use) in regards to how other’s communicate with them. We also spent a great deal of time on what does work for each participant. We collated everyone’s results in a table for easy reference back in the office. During team training that teaches you communication skills, you learn more than just tendencies or preferences, you get to implement the knowledge right away, which ensures that you retain this information for later use.

It is critical to know that the greater awareness you have of your style and how to adapt how you communicate with others in the group based on their style is what sets you and your team apart from other groups operating by chance alone. Doing DISC as a group allows everyone to see patterns and how objectively to make changes in the way they speak and interact so the strengths of all team members are utilized rather than just the more extroverted or dominant communication and personality styles.

  1. 2. Understand Gender Communication Differences

While DISC identifies your adapted and natural communication styles, going one step further to understand how men and women prefer to communicate leads to even greater results.

  • Men tend to use communication to solve problems.
  • Women tend to use communication to connect.

For example, at work—a woman’s natural inclination to take into account how a decision affects all parties involved both short and long term. Calling on this strength during a sale or when weighing options ensures greater logistical planning than a more single-minded approach. Calling on a man’s inclination to either solve a dilemma, or shelve for later is helpful in keeping negotiations focused with the end in sight.

Mars Venus Coaches in your area can facilitate DISC trainings for your organization and offer free Stress Management Seminars and workshops geared to getting what you want at work and gender differences in selling and buying. If you’re pressed for time you can also read the following online articles or take aneWorkshop too!

  1. 3. Practice Conflict Resolution Skills

It is critical to know that under stress, we tend to do two things:

  • We revert to our natural DISC style—graph II, not our adapted DISC style—graph I. This is because under stress it is harder to mask our natural preferences for communicating.
  • We become more like our gender, because of our physiology and the way blood flows in our brains according to our sex.

Therefore, utilizing an objective observer or a facilitator that interprets how you work as a team is more helpful, then just reading about it or studying these skills alone.

The following are the 3 steps to conflict resolution and what primary DISC gravitates to each of the steps.

1. CREATE SPACE. S’s bring all views, ideas and opinions into dialogue.

–Change location to a neutral place

-Use active listening to explore rather than condemn opposing views

–Take breaks often to cool off during negotiations

2. ADD VALUE. C/I’snaturally use their skills to add value and make sure all voices are heard.

–Cs (Ts) add value by generating logical alternativesto the conflict issues

–Is (Fs) add value by creating options for growthfor all parties so no one leaves feeling empty handed

3. SEEK CLOSURE. D’s ensure an end result.

–agree on decision principles before making decisions (i.e. equal input)

-take one step at a time and define the steps

-once steps are outlined and decided upon, close the book on conflict

The bottom line is to turn what you learn into translatable skills. Learning communication and resiliency skills that focus on your strengths enable you to stay present in the moment. When you are able to operate continually from this place of presence, then you will find there are no fights, conflicts will decrease, and both your productivity and efficiency will improve. If your entire team can identify what best works for them and how to adapt to other people’s preferences, then the climate and culture at work will cease to feel like “work,” and more like play—just like it felt as a kid on the playground at recess playing kickball.

Lyndsay Katauskas, MEd

Mars Venus Coaching

Corporate Media Relations

Tags: , , , , , , , , , , , , , , , ,
Posted in Workplace | No Comments »

Feeling Overwhelmed?

Friday, November 18th, 2011

Are you burned out from doing too many things all of the time? Here are four things you can do on a daily basis to proactively feel energized and stress-free. There is one question you need to ask and remind yourself of daily to help you reprioritize what’s important to you. What is your strategic objective? The second thing you must do to feel and be on top of things is to prioritize what must be done and finished each day. And the third thing: work your to-do list. If you’re thinking, “yeah, but I already do this” or “right—that’s not gonna work.” The one thing you may have forgotten to include on your to-do list is: PLAY! And play is non-negotiable, it’s even more important than your dentist appointment or paying your bills.

Let me explain.

Tip #1: What is Your Strategic Objective?

Another way to ask this is what is your purpose in life? Or another way is to look at the patterns in your life of lessons learned…and ask yourself what are the themes that consistently run through your life? For some people it may be to help others, or to grow well-adjusted kids within an in-tact family, or to pursue your talents in a job that pays well and lets you find balance.

If you can identify what motivates you to accomplish things that make you feel complete and successful in life—you can then cross off anything on your calendar that is a TIME WASTER. If you’re doing something that doesn’t fit with your vision for yourself, then don’t do it. If you have to do it, then figure out a way to relate it to your strategic objective. Otherwise you will wind up grumpy and dissatisfied or like you’re always doing for other people. If you don’t know what your vision, strategic objective, or life purpose is—explore. Find it. And then make sure 80% of your day is taken up with doing activities that relates to this purpose.

Tip #2: Create a Weekly To-Do List AND Daily Plan of the Day

Items needed: Calendar/Planner, Weekly To-Do List, Daily To-Do List, Pen, 20 minutes 1x/week, Partner and/or Kids (if you’re in a relationship and/or raising a family)

On your calendar put down any appointments or things you have scheduled involving other people/work/exercise/meal preparation/bill paying/kids.

Then look at the next seven days. On your Weekly To-Do List write out all of your to-do’s that relate to your strategic objective first. Then write out the activities from you calendar.

Looking at this list highlight or circle those that are urgent—meaning they must be completed this week. Underline or highlight in a different color those things that are important.

If there are things that are neither urgent or important, then send regrets or reschedule to a more open week.

Tip #3: Create a Daily To-Do List, 7 days a week

Items needed: Weekly To-Do List, Daily To-Do List, Pen, Highlighter(s), 15 minutes each day

Block out 2-4 hours each day for YOU. This can be done in increments of 5 minutes or in 2 hour blocks. This time you are blocking out is for you to do stress-reducing activities aside from working out. These stress-reducing activities are for you to spend time EVERY day slowing down the pace, and doing activities that rejuvenate and refocus you. They are non-negotiable. And it doesn’t work if you save up for rainy days. Your body needs this TIME to slow down and replenish it’s stress-reducing hormones.

Each evening before you go to bed make a daily plan for the following day of what HAS to get done (i.e. your URGENT items). If you didn’t finish something from the day before, it goes to the top of your list for the following day.

In the morning re-visit the list you made from last night.

If you’re working with a coach, then your strategic objective would also incorporate visualizing the KPIs you’ve set for yourself and your identified goals.

Tip #4: Play

Take your lunch breaks, drop what you’re doing when you begin to feel overwhelmed or stressed out and do an oxytocin-producing activity if you’re a woman, or a testosterone-producing activity if you’re a man to flush the stress-producing hormone, cortisol, out of your system.

Seize the day.

Lyndsay Katauskas, MEd

Mars Venus Coaching

Corporate Media Relations

Tags: , , , , , , , , ,
Posted in Stress | No Comments »

How to Overcome Emotional Abuse from Gaslighting

Wednesday, November 16th, 2011

This week I came across Yashar Ali’s insightful article: Message to Women From a Man: You Are Not “Crazy” featured on The Huffington Post from The Current Conscience blog. He describes how men and women alike tend to gaslight women due to the culture we grow up in and not knowing a more productive way of respectful communication.

Gaslighting is a term that mental health professionals use to explain a form of psychological abuse where untrue information is intentionally said or done to make a victim doubt her or his own memory and perception of what happened. It is as simple as an abuser denying any previous abusive episodes have occurred, or an abuser can intentionally stage peculiar events to disorient his or her victim. This occurs daily in our interactions with women when we deem them overly sensitive, emotional, or crazy—both at work and at home.

The term comes from a 1938 play called Gas Light, and it’s 1940 and 1944 film adaptations where the husband uses various forms of trickery including turning gas lights lower than normal to convince his spouse she is crazy. The term became a colloquial expression, and was then used in clinical and research literature. Yashar Ali’s interpretation brings to light the cultural dynamic that our social mores today still allow this type of emotional abuse to occur, predominantly with women.

As I commented on other blogs this week I noticed the cultural dynamic to devalue women and their emotional intelligence. We are still trying to fit women into the mold of how men work and operate, and it is not working can be found on this page. Rebecca Knight on Financial Times also recently wrote about how social identity plays a factor in helping women rise through the ranks at work. Amy Levine-Epstein on CBS News also commented on how a recent study on women finds a drop in ambition, which is also wider evidence of a trend going on right now of the need for a cultural shift to take place within our society empowering women to own their emotions and ability to be flexible…and use them as a strength in both their personal and professional lives.

A woman’s brain is built differently than a man’s. There is more connective tissue between the left and right side of the brain, allowing more cross-talk between the two brain hemispheres. fMRIs show under stress blood is more evenly distributed across the brain allowing women to make decisions using both logic (left side) and creativity/emotions (right side). This is a strength, but in our culture it is often “gaslighted.” When men are under stress blood flow in a male brain increases in the left orbital frontal cortex suggesting a fight or flight response. If the problem cannot be solved logically right now, then men will tend to put off/forget about it until their cortisol levels begin to lower and they think more clearly. How men and women produce their stress-reducing hormones (testosterone for men and oxytocin for women) is also different.

My masters is in counseling. From experience I see the most success with clients when we empower them to change from passive/aggressive/passive-aggressive communication styles to becoming more assertive by teaching resiliency & life skills (proactive take on the unlearning bad habits/beliefs). So I often have people identify which of the 12 listening blocks they use so they become more aware of when they tune the other person out so they can bring themselves back to the present moment.

The quickest way to become more assertive is to take back control & responsibility for staying present in conversations. When we shut down & daydream or talk to ourselves while others talk, we take away our choice to respond back in a respectful manner right then & there. If a woman has been “rendered emotionally mute,” this would enable her to identify when gaslighting is taking place, as it is taking place—so she could then respond/interpret the situation objectively. Assertive communication relies on treating yourself & others with respect.

I tend to agree with Hilde Lindemann Nelson who published Damaged Identities, Narrative Repair with Cornell University in early 2001 that a woman’s ability to resist gaslighting depends on “her ability to trust her own judgments.” By narrating a counter-story (the real events/true information), women that have been gaslighted may be able to retain their autonomy and come to objectively see the psychological abuse for what it is so they can re-establish their concept of self and heal from the exploitation.

This is why understanding listening blocks, and then building upon this awareness with assertive communication skills will help a woman who has and is being gaslighted to identify the unhealthy relationship dynamic. She can then choose safety, to leave, address the situation with appropriate authorities if necessary, and seek professional help. If there are multiple forms of abuse, seeking therapy rather than coaching (skill-based and focused on present/future outcomes) may be more appropriate.

Using a coach who helps you identify assertive communication, gender intelligence, and emotional intelligence will open doors to new skill sets that can help both the victim and abuser to divorce themselves from co-dependent relationships so they can pursue functional, healthy relationships.

Likewise, if someone—either man or woman—is gaslighting they can become more aware of their misconstruction of reality by learning how gaslighting inhibits them from obtaining genuine or true intimacy. They can do this by learning what listening blocks are and how their sociopathic behavior limits them from receiving acceptance, appreciation, respect, and unconditional love if they continue with this form of psychological abuse. They can then work from there to acquire the necessary skill sets to change to healthier relationship behaviors.

Lyndsay Katauskas, MEd

Mars Venus Coaching

Corporate Media Relations

Tags: , , , , , , , , , , , , ,
Posted in Relationships | No Comments »

Finding Success in Failure

Monday, November 14th, 2011

The key to life is resiliency. Our ability to dust our knees off, figure out how we fell, and how we can prevent ourselves from falling over that exact same log again is part of the equation. The other part is being able to analyze how we ended up with a different result than we intended, and how to grow from this learning opportunity.

“It takes sixty-five thousand errors before you are qualified to make a rocket.”

–Werhner von Braun

As I found the two quotes for this article, I had to struggle with whether or not I even saw setbacks as failures. Part of my resistance is because I chose early in life to see everything as a growth opportunity. When I’d fall off my bike, I’d get back on. Lesson: don’t ride head-on into a curb it will rise to meet you. As a military child, I’d notice if I was a little too introverted at one school, then when we’d move to another school and I’d put my fears aside and work at being more extroverted. As a result I was class president one year, vice president the next, varsity lettered in 4 sports, and bounced through 4 high schools, became a U.S. Naval Academy graduate, and then a Marine Corps officer. I survived 25 plus moves and we’re still counting the moves for my husband’s military career.  That’s why when I say the key to life is resiliency, I say this because we are always growing and changing. Change is our only constant reality. Regardless if you live in the same place your whole life, or move around and start over each move like me—the satisfaction, zest for life, success, and joy in life is in embracing this constant state of change and renewal.

If you are having trouble finding committed relationships or in pursuing a goal to completion. We’ve all been there. The way you move through and past whatever fear block you’ve thrown in your way is to learn new skills and then try them out. You won’t know if they work until you use them and see for yourself if it works for you.

“Any many can make mistakes, but only an idiot persists in his error.”

–Marcus Tullius Cicero

The only way to cope better with the downs (and ups) is to increase our resiliency skills. This is done through:

(1)     Learning more assertive communication,

(2)    Being able to use emotions as an intuitive tool to indicate when you or someone else is out of sync with harmony, and

(3)    Understanding another’s point of view through gender intelligence.

Along the way you pick up more insight and awareness to what really matters to you, what you’re passionate about, and how you can align yourself with people and places that will enable you to realize your dreams.

If you are stuck making the same mistakes the way you learn is by seeking out new interpretations and answers. By allowing yourself to be vulnerable you let in the possibility of others helping you grow. In letting new ideas and people into your life you gain a new way or friend that arms you for the next setback. Leaning temporarily on others who have the knowledge, experience, and compassion can spur your growth faster than going it alone. Coaches in this way are phenomenal, because they are right there with you and your fear. Learning how to work past the resistance to try again or try something new is a beautiful journey with success as part of the process.

What is so exciting about rising from failure is that over time, as you learn how to grow from setbacks; you learn that as one door is closing, another will always be opening. And the quicker you see a door closing and embrace the closure instead of resisting it, there is less pain, the setback can be more objectively seen as a growth opportunity (and not an attack on you or your ego). This always leads to a better reinvention of you and how you are able to connect and respond more intimately with all those people and things you care about.  Success is yours if you are willing to embrace and grow from what’s holding you back from experiencing your absolute potential.

Lyndsay Katauskas, MEd

Mars Venus Coaching

Corporate Media Relations

Tags: , , , , , , , ,
Posted in Starting Over | No Comments »

Gender Negotiation Communication Style Differences: Women

Friday, November 11th, 2011

Interesting Article about Gender Differences…Compare and Contrast with similar theories by John Gray, Ph.D. Also read the article here http://www.negotiations.com/articles/gender-bender/

Little did we know that the communication differences we experienced as children on the playground would move from the classroom to the boardroom. As the face of business transforms with more women occupying key management positions, the requirement of reducing the gender communication gap is growing: miscommunication can cost money, opportunities, and jobs.

Statistics tell the story. In the USA, women compose half the professional managerial workforce. Half the students who earned college degrees last year were composed of women. Of those who have a personal net worth of more than $500,000, more than half are women. American women collectively earn more than $1 trillion a year. More than 7.7 million women-owned businesses in the U.S. generate $1.4 trillion a year. Women comprise 35 percent of the country’s 51 million shareholders.

Researchers in the 1970s predicted the disappearance of gender communication differences as women moved into higher management positions, the gap or “disconnection” remains.

Question: Where does this lack of awareness surface most often?

Answer: In organizations where one gender mainly sells to buyers of the same gender. Take stock brokers for example.

For years, male stock brokers have been selling mostly to other males – their comfort zone. Another example is the residential real estate industry where female agents dominate the scene. A third example is the health-care industry. In fact the potential for gender communication gaps are widest in those organizations where one gender takes up most of the senior executive positions.

As the traditional picture changes and both men and women must communicate in teams, manage, and sell to the other gender, their awareness grows. Yet the result is often frustration. In other words, they both experience the problem but don’t know where to begin to expand their repertoire of communication skills.

Professionals and companies that create cultures which encourages both genders in their career paths, recognizing the accomplishments and contributions of both men and women, will be the most productive and satisfied. And that will be the competitive advantage at the turn of the century. Neither men nor women are better communicators. They’re just different. We must learn to recognize these general differences in the way the two genders communicate and be more effective with the other half of the business community.

Questions. As females grow up in our culture, they are taught not to be confrontational, not to make a scene or be aggressive or pushy. So how do they express opposition to an idea? Frequently they use indirect channels such as questions. They, of course, also use questions in the traditional way: to solicit information to make people rethink their positions, plans, or ideas.

Men, on the other hand, do not always recognize indirect messages or pick up on nuances in words or body language. In short, they don’t always accurately “read between the lines”; to understand a woman’s meaning or question.

The results:

  1. Women ask questions meant as indirect objections, men appear to ignore their objections and feelings.
  2. Women ask questions meant only to solicit information to which men react defensively. Directness. Women’s language tends to be indirect, indiscreet, tactful, and even manipulative. Women tend to give fewer directives and use more courtesy words with those directives. Example: “The approach is not precisely foreign to our designers”; meaning “They are familiar with it.”; Or “Mary may not be available to handle the project” meaning “Mary doesn’t want to handle the project.”

Men’s language tends to be more direct, powerful, blunt, and at times offensive. Men generally give more directives, with fewer courtesy words. Example: “Tom blew the deal with that client because of his stubborn refusal to negotiate on the delivery.” Or “That’s a half-baked idea if I ever heard one. You’re dead wrong.”

When a female manager asks a male employee, “Do you think you can have the proposal ready by Friday?” and he responds affirmatively, she expects the report on Friday. When Friday comes and the proposal isn’t ready, the (female) manager looks at the situation as failure to comply with her directive while the (male) employee “just wasn’t able to get around to it.”

Small talk: women talk to build rapport with others, and to explore their own feelings and opinions. Consequently, they consider many subjects worthy of conversation. They often talk about personal topics such as relationships, people, and experiences. To women, an important component of conversation is simply “connecting” emotionally with another person.

Men tend to regard conversation as a means of exchanging information or solving problems. They discuss events, facts, happenings in the news, sports, or generally those topics not directly related to themselves. Other subjects about “routine” matters may, in men’s estimation, not warrant conversational effort.

Whether in sales, management, or marriage, awareness of gender differences in communication can prove a boon to your success in working with teams, managing groups, or presenting your services or products.

Dianna Booher, is CEO of Booher Consultants, a Dallas-based communications consulting firm.

Tags: , , , , , , , , , , , , ,
Posted in Workplace | No Comments »

Inspiring vs. Motivating Employees

Friday, November 4th, 2011

We have all worked with an employee who seems to be beating to their own drum. They are either out of step with the rest of the company’s climate, or completely off target. How many of us have tried to motivate this employee to get with the program? How many have written it off as not their problem? How many of us have tried to motivate this employee and failed spectacularly? Do we know the difference between motivating and inspiring others? And, did you know that what inspires a male, generally does not inspire a female? Mars Venus Coaching explains how men and women’s communication styles are different, but equal. When you understand these dynamics, then you are able to tap into and help people draw out their potential like never before, because you are speaking to their heart when you speak their same language at the same time you inspire them to greatness.

Let’s first address the difference between motivation and inspiration. When you attempt to motivate others, the motivation comes from outside an individual. Basically, you can motivate anyone to do small things faster. However, when you are externally driving a person to work more or faster, the effect lasts as long as the motivation lasts and is short-lived at best. As a leader in order to inspire an employee to greatness and to develop into their best self requires a little more time and patience as you focus on educating them to draw out their own conclusion. When you push-in or force someone to be something they are not, the result is short-lived. The etymology of the word education is derived from the Latin, educare, which means “bring up.” Educare is related to educere “bring out,” “bring forth what is within,” “bring out potential” and ducere “to lead.” Therefore, when you are in the act of educating someone in this sense, you are inspiring them to be the best they can be. This is the process to unlock intrinsic motivation for the person to keep excelling according to their own will.

Now that you understand the difference between motivating and inspiring an employee, let’s look at the different ways you would do this for a man verses a woman. The key lies in the “why,” and the way in which you find out a person’s why depends on their gender, because men and women are socially taught different ways to communicate their preferences. If you can identify why a person would want to motivate themselves to be more productive, then you are able to unlock this process of drawing out potential for them. Inspiration to increase their capabilities will then become internal.

A large majority of the challenges we experience across gender begin with the different ways the gender’s use language to communicate. The words we use (or don’t), and the meanings we attach to those words affect how we view each other. Sometimes we use exactly the same words but attach completely different meanings to them. The easiest way to remember the difference is the preference for men to use “I” and women to use “we” when speaking. Women’s communication style is from a point of inclusion, because they are socialized to be inclusive, i.e. maintain harmony; and consequently, women tend to use “we” when speaking. Men, however, are socialized for independence and tend to exclusively use “I” when speaking.

To Inspire Men:

Promote Yourself

Avoid Tag Endings

Be Direct and Concise

Make Acknowledgements Direct and Simple

To Inspire Women:

Build Rapport

Avoid Monopolizing the Conversation

Respect her Abilities

Involve, Do Not Lecture

Be Precise and Specific with Praise

Remember, the best way to help someone become self-motivated, and therefore inspired to bring forth their own potential is to tap into the “why” behind what they are doing. When we are cognizant of the different dialect men and women use, then we are able to communicate in a manner where the other person is comfortable. You can then focus on the underlying “why” reasons behind why people perform the way they do. When you are able to identify what you like, and praise what you would like to be repeated—you are coming from a place rewarding positive behavior. And, everyone likes to be told what they are good at, not what they could do better.

Tags: , , , , , , , , , ,
Posted in Workplace | No Comments »

Social Networking Genius?

Wednesday, November 2nd, 2011

Sometimes we fall into the habit of thinking life revolves around us—our individual thoughts, our feelings, our behaviors. Not so.  The recent use of texting is sending us in a downward spiral as far as relationships goes, because we’re not becoming more socially adept, we’re becoming more narcissistic. Yes, we’re now connected to more people than ever before, but the “connection” is not there. We get into trouble when a majority of our time “connecting” to other people is not spent face-to-face.  Our relationships go down the drain when we depend on social media as the platform for our dating and marriage relationships.

We’re in unchartered territory. The social media platforms like Twitter, Facebook, MySpace, LinkedIn, and YouTube aren’t helping us either. They are great ways to stay informed about what people are doing, but they don’t necessarily convey how they are doing. When we communicate verbal communication only makes up 3% of how we interpret what we are seeing/hearing. We begin navigating our life story from an increasingly lonely place—interpreting the output of messages someone input into a machine, and then using a machine to read the words. We lose the feelings and meanings behind the words. Let’s focus on some helpful guidelines for texting, so we can use this capability as a tool to enhance our relationships. While these tips are for dating and married relationships, they are also germane for the texts you send to other loved ones (people with whom you have an emotional attachment to such as best friends and family).

  1. Recognize text and instant messaging is NOT a substitute for face-to-face interaction.

While it saves time and lets us send information about ourselves to more people, it is not a replacement for spending time with someone in person.

  1. Use text and instant messaging as a last resort if there is anything emotional involved.

To put it bluntly, do not fight while texting. When we are upset and arguing we already tend to not “hear” the other person’s point of view. Texting amplifies this, and makes it worse, because our brains are stuck in fight or flight mode—so everything we text is subject to misinterpretation.

Men and women use communication for different reasons. Men typically communicate to solve problems. Often they do not respond to a situation, until they’ve figured out a solution. If you’re having a discussion with the opposite sex, and you are texting, it can create a lot of tension, because women naturally use more words (I think it around 600 words extra) a day then men. Translate this to texting, and women are going to text more content then men. Generally, women communicate to connect with others. Using texting to connect is NOT having a relationship. A lot of what women write may be read, and then disregarded, because if you’re a man you may not respond unless you can solve the issue.

  1. Use text and instant messaging to make date/time/location plans.

The only thing that cannot be misunderstood is when you set a time to meet up. This is because emotions are not involved, you’re relaying information. And you are using text messaging to convey information, not to have an entire conversation.

This is perhaps the only valid reason to use texting in a relationship. If you choose to use texting predominantly for this reason only, then you will save yourself much grief with whomever you’re dating or married.

  1. When in doubt about how your message will be understood, do NOT text!

If you doubt how someone will interpret what your write, and it involves personal things, then do not use texting to send the message. We often think up things to say on social media platforms to draw attention to ourselves. This does not translate to texting with people you care about, because they are already invested in you, and you do not need to bait or entice them to respond. If you do, then the relationship may have dysfunctional or co-dependent aspects that are not based on honest feedback and open communication. On social media sites to get people to click through, and find out more about what we’re doing or thinking, we often post things that are ambiguous and create curiosity by the reader/viewer. However, if you’re dealing with a situation or conversation with your partner that has emotions involved such as jealousy, anger, or betrayal involved…chances are you do NOT want to leave even more room open for interpretation.

The bottom line for using texting ethically, and so our relationships have a chance at survival is to use it to pass information that does not need context or have feelings involved that bring up trust issues. Use text messaging and social media to pass information, not to have entire conversations. Use it as a tool, not a crutch. And, if you question how someone may interpret what you wrote, then wait until you are in person. As a last resort you could use video chat, Skype, or a phone call—because face-to-face is always the best way to form and keep lasting, long-term relationships.

Lyndsay Katauskas, MEd

Mars Venus Coaching

Corporate Media Relations

Tags: , , , , , , , , , , , ,
Posted in Workplace | No Comments »

Shaky Ground, Clear Heart

Thursday, October 27th, 2011

The epicenter in Mineral, Virginia, of where the 5.8 magnitude earthquake struck on August 23, 2011, was less than 30 miles from me. With telephone lines down, it looked like the 4th of July with people over 300 miles away immediately posting updates on their Facebook pages to let friends and family know what happened and that they were okay. Life is always full of uncertainties. Sometimes it takes a natural occurrence like an earthquake not near a fault line or a tornado in an uncommon location to make us stop for a second and check in with our priorities.

I grew up in Alaska with daily earthquakes throughout the state. Earthquake drills are common practice at school, and watching blinds shake or being rolled out of bed was the norm. When things began creaking and shaking I instinctively scooped up dog and kid and found myself waiting out the groaning, rattling, rumblings in our nearest, sturdiest doorframe. I was calmly explaining to my soon to be preschooler that the earth was shaking like big dinosaurs stomping around outside.

I figured why not relate this to one of his beloved books so it was a fun adventure, rather than a potential disaster? He asked if we should put our shoes on, and I said—“sure honey, when the chandelier stops swinging and the trees outside stop their staccato swaying.” Using big vocabulary,made me stay in the logical part of my brain so I would stay calm rather than let my monkey brain create panic for us. Like all kids, he easily picks up the emotional nuances in our voices and faces to tell him how he should react—the shaking stopped and he was excited to put on his shoes and explore outside as we checked for cracks. With my military background my mind was also assessing the situation and hoping it was only an earthquake, and not another attack like 9-11 terrorist attacks on the World Trade Center and Pentagon inflicted by human beings angry at other human beings.

As I checked in with family and friends, I also found clients checking in with me. This brings me to my point: relationships. I created my business so I could spread and share unconditional love with as many people as possible. I believe we can all learn more life resiliency skills so are relationships are healthier, and we’re able to stay more focused on the present and attaining our goals—which often correlate to cultivating and sharing our talents with others.

Mars Venus Coaching based on John Gray’s, Ph.D., wide-body of male/female relationship dynamics is different from other coaching systems, because it focuses on helping people to understand how to communicate with different types of people so they are valued, respected, and heard. Coaching is also different from traditional forms of therapy, because the focus is on the present and creating 90-day action plans that daily step clients’ closer to their life purpose and goals.

I believe we’re only here on Earth for a blink of an eye, and if we have our priorities straight, then we’re engaging with other people and making their lives a little easier to live and bear. There is a lot of potential to be self-involved, greedy, evil, judgmental, and close-minded. When we focus our attention in this direction, then we take our energy away from what I believe is our main purpose: relationships. Having successful relationships professionally and personally is a life well-lived. Your daily interactions with others, and how many close, quality relationships you have are indicators of whether or not you’re making a difference in the world.

Where were you and what were you thinking about when the 2.8, 2.2, 4.2, and 3.4 aftershocks in Central Virginia occurred in the ensuing hours? Did you even feel them? If you were nearby and felt any of the shaking—did you check in with family and friends? If you were further away and new of loved ones somewhere along the affected eastern coast of America did you check on them? At the end of each day, regardless if there has been a life event that makes you wonder if you have your priorities straight—are you doing ALL you can do to express your gratitude and love for the people that make a difference in your life? Boot anger and low self-confidence out, and focus on what makes your relationships richer and more fulfilling—engage in the now, every day. Achieve your life goals.

Lyndsay Katauskas, MEd

Mars Venus Coaching

Corporate Media Relations

Tags: , , , , , , , , , , , , , , ,
Posted in Relationships | No Comments »

Simple Tips for Women When Dealing with Men in Business

Tuesday, October 18th, 2011
  1. Promote yourself

  1. Avoid tag endings

  1. Be direct and concise

  1. Don’t take male comments so personally

  1. Make acknowledgements direct and simple

Simple Tips for Men when dealing with women in business

  1. Build rapport

  1. Avoid monopolising conversations

  1. Respect her abilities

  1. Don’t lecture

  1. Be specific with praise

To Manage Martians: DO
Do allow them to work on their own
Do motivate them by appealing to their ability to get the job done- the hero factor
Do praise and reinforce them by appreciating the TASKS
Do manage their stress by allowing ‘cave time’ and /or simple and quick criteria for what needs to be corrected.
Do act as if you trust he will succeed

To Manage Martians: DON”T

Don’t offer unsolicited or too much advice/help
Don’t focus too much on fleshing out all of the potential problems of a situation
Don’t manage stress by asking him to talk about it
Don’t act as if you do not trust he will succeed

To Manage Venusians: DO
Do allow for more collaborative work
Do motivate by appealing to ability to help the group
Do praise and reinforce by emphasizing importance to group/organization
Do manage stress by listening
Do pay attention and positively comment on the ‘little things’ she does.
Do build rapport by asking appropriate non-work related questions

To Manage Venusians: DON’T

Don’t solve problems too quickly (listen first)
Don’t focus exclusively on Tasks and ignore the relationship
Don’t wait for Venusians to bring up problems-ask about their concerns
Don’t withhold positive feedback

The ultimate guide to parenting is now available as a workshop!

Children Are from Heaven was written by the top expert on loving relationships, John Gray, the author of the phenomenal bestseller Men Are from Mars, Women Are from Venus. He now turns his caring wisdom to one of the most powerful and profound relationships in people’s lives – the bond between parent and child. Dr. Gray had created a workshop to be taught by his personally trained instructors.

This workshop will teach you:

  • Why it’s Okay for Children to be Different
  • How to Help Your Children Express Their True Selves
  • The Five Messages and Five Skills of Positive Parenting
  • How to Motivate Children without Punishment
  • How to Help Children Feel Great about Themselves

Geared to parents of children from birth through the teens, this invaluable new workshop will show parents how to help their children become strong, confident, morally sound adults by focusing on self-esteem and responsibility.

Tags: , , , , , , , , , , , , ,
Posted in Workplace | No Comments »

ROI on the Benefits of Coaching

Thursday, October 13th, 2011

By Melissa Killeen

All through my 5 years at the University of Pennsylvania’s graduate program in Organizational Dynamics, and some 6 six years in executive coaching, I have flirted with this elusive acronym called a “ROI” (Return on Investment) like an old high school sweetheart. Using the terminology, but not really knowing what lies beneath the surface.

• According to Manchester Inc., a Florida-based coaching firm, investments in coaching were found to yield an average return on investment (ROI) of almost six times the cost of the coaching (Jan. 2001, HR.com)
• A recent study cited in the prestigious Public Personnel Management Journal found a typical management training program increased the manager’s productivity by 22%, but when combined with 8-weeks of intensive Coaching, the manager’s productivity exploded to more than 85%
• A Metrix Global LLC study (for a Fortune 500 firm and Pyramid Resource Group) found that “Coaching produced a 529% return on investment and significant intangible benefits to business. Including the financial benefits from employee retention boosted the overall ROI to 788%.”
• An Olivero, Bane & Kopermann study (1997) of a public sector municipal agency found that coupling one-on-one coaching with leadership training resulted in a near quadrupling of productivity results (from 22.4% to 88% when combined).
• The objectivity that a coach brings to a developmental opportunity is helpful to mangers seeking to make difficult changes in attitudes, work habits, perspectives and interpersonal relationships (McCauley & Hugh-James; Young & Dixon, 1996.)
• According to Personal Decisions International, a Minneapolis-based human resources consulting firm, 70% of the top 1,000 firms worldwide use some form of executive coaching (Source: HR.com, author Ann Vincola, President of a quality of life issues consulting firm, 2000)
• According to a Florida-based study of organizations and coaching (Manchester, Inc. 2001), 6 in 10 organizations currently offer coaching or other developmental counseling to their managers and executives while another 20% plan to offer coaching in the next year.
In general, the results of coaching most often cited in research studies include:

  • Improved performance (both individual and team)
  • Enhanced bottom line, including profit, quality, productivity, innovation, and other measures
  • Improved customer service and enhanced public perception
  • Professional development, including
    • Enhanced goal setting and attainment
    • Increased confidence and empowerment
    • Skills development, especially when coaching and training are combined
    • Leadership development
    • Preparedness for advancement
    • Enhanced balance and morale
    • Enhanced relationships
    • Improved retention of quality employees

      “The goal of coaching is the goal of good management: that is – to make the most of an organization’s valuable resources.” — Harvard Business Review

FOR MORE INFORMATION ON HOW COACHING CAN IMPROVE THE PRODUCTIVITY AND PROFITIBILITY OF YOUR BUSINESS CONTACT A MARS VENUS COACH NOW BY EMAILING US AT USA@MARSVENUSCOACHING.COM OR BY CALLING (702) 835-9295

(Please find the original article at  http://linkd.in/q5YpBV)

Tags: , , , , , , , ,
Posted in Workplace | No Comments »

« Older Entries
Newer Entries »