Tag Archives: coaching

Stepping In or Out?

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Have you ever stepped into a situation you knew was a bit unbelievable, yet true?  Recently, I witnessed a situation where someone reached out for a professional.  Although three experts didn’t quite understand what the request for assistance was, each offered to look at the issue.  (It seemed to me, it was similar to taking a car to the repair shop with a noise you heard while driving, yet the mechanic(s) did not.)

The expert who arrived to look at the situation asked when did this happen?  What were you doing when it happened? What did you do when it happened?  Why did you take pictures?  The expert volunteered he had never witnessed a similar situation. Yet, this remaining expert felt the picture did not appear to be a fake.  After some 20 minutes, the expert, quite accidentally, recreated the situation; although alarmed, he found a solution.  So all seemed to be well again.

When you step into a conversation, how far do you go to get a point across?  How long does it take to earn credibility from your peers? … your team members or others?  What type of backup or factual information might you need to be viewed as credible? During this first week of June, as you are “stepping in, or stepping up, or stepping out” of situations, I know you will act as Who You Want to be Known As.

“Jo Ann” M. Radja, Career Management Coach & Change Agent   June 4, 2012

Curious to Risk?

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Over the past few days, I had three curious experiences; namely, seeing both pink roses and white roses growing on the same bush, which exceeded my height.  Because of my curiosity, I was able to view a phenomenon of nature.

Curiosity also led me to meet a young entrepreneur and a very educated young woman.  Both women were similar in that they knew who they are and what they want in their careers; yet, they came from different backgrounds.  I acted as a servant leader to one and a customer to the other.  Both of these women taught me something I did not know or was unaware of.

Being curious in the context of taking a risk, whether small or large, is a principle of coaching.  Curiosity allows you to move out of your comfort zone and learn something new about yourself and the world you live in.

As you work in your career this week, consider a situation you have been curious about and take the risk to know Who You Want to be Known As.  Enjoy your week.

“Jo Ann” M. Radja, Career Management Coach & Change Agent

May 27, 2012

Your Time is Airline Time…

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This morning I read an online article posted by Gregory Karp, Reporter at The Chicago Tribune newspaper.  Karp wrote about a scientist at Fermilab, Jason Steffens.  Steffens studied the efficiency of airline boarding arrangements.*

Airlines provide safety and great customer service by boarding its passengers in a timely way.  They also increase the probability of saving flight air time and fuel, all things being equal.  There are five conventional methods of boarding customers:  Elites, board back to front, windows-middle-aisles method, random boarding and block seat boarding.

I’ve never taken into consideration, as a value choice, what method an airline chooses to board its passengers.  I’ve just considered safety, price, time schedules, baggage claim experience and customer service.  Is an airline’s boarding method important, when choosing as airline?     What value choices do you include in your work that may not be transparent to those around you?  How important is it for your team to agree upon its value choices necessary to complete the project?  What value choice would you like your customers to know you include in your services?

Have a great week as you choose Who You Want to Be Known As!

“Jo Ann” M. Radja, Career Management Coaching & Change Agent 05/21/12

*Reviewed May 21, 2012, Gregory Karp, “Popular Airline Booking Configurations.” The Chicago Tribune Newspaper, originally posted on or about September 22, 2011

It Depends…

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What is your answer?  It depends.

Most people become put off by hearing the words, “it depends.”  Is it because we expect an answer immediately? Or, were we not prepared to hear, “it depends”.

Whatever your internal monitor is today as you react to the phrase, “it depends,” consider what your expectations are.  Why do you want someone to be influenced by what you said?  Why are you expecting someone to trust what you said?  Why do you want someone to rely on what you said?  These three questions relate to definitions of the word, depend – to rely upon, to trust, to be influenced by.

A remaining definition of the word depend,  “refers to a determination of something else.”  Our internal reaction monitor may not have been aware of this last definition of the word depends.  In other words, the response, “I can answer your question by asking another question” is okay and not intended to put someone off because an answer may be dependent on “a determination of something else.”

As you listen to responses from people this week, consider How Do You Want to be Known As you ask a question.  Have a great week!

“Jo Ann” M. Radja, Career Management Coach & Change Agent

Ethics to YOU Too! tmpending [Blog #3]

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™©SCCEblog#3

Ethics to YOU too! TMpending [Blog #2]

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™©SCCEblog#2

Courage or Not Taking It Personally

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Over the past week, a number of strangers offered comments that were unsolicited. Although I was in a business setting,  I heard, “The blouse is new, the shoes look clean but the jacket is outdated.”  “Your name really is this  ______,  not what you are calling yourself!”  and finally, because I had small drops of moisture on my glasses and wanted to take the drops off,  “You shouldn’t be cleaning your glasses, you should be speaking to the people other there!”    Perhaps these comments belong to the new phrase “organizational rudeness.”   As a Professional, you learn to listen to and not immediately respond to words so as not to take the words personally.   What causes you not to “take it too personally”?

A man may cry out in pain and may blame everyone around him in a hospital, and the staff doesn’t take it personally.  A woman giving birth may cry out against her pain, and the staff doesn’t take it personally.    What causes us to not take anything personally?

I am reminded of the philosophy of Miguel Ruiz who offers that it belongs to the person speaking in anger, to be angry.  It belongs to the person speaking rudely, to be rude.  It belongs to the person who is out of line, to be out of line.

Mistakes happen and most are true accidents of time, of attention, of nature, of unforeseen events.  It’s how we behave when an accident occurs that drives a conversation or event.

While attending a conference recently, one of the event coordinators laid long fabric I.D. holders on the welcome table.  I placed one around my neck and fastened it to the Name Badge.  Within minutes it become clear something was wrong and I didn’t feel well.  My eyes were burning and I knew I was exposed to an allergen, perhaps on the I.D. holder?  I returned the I.D. holder and the Coordinator knew by looking at my face what was wrong.   I didn’t ask for, yet She sincerely apologized and we went on our separate ways.  No discussion took place, nothing was taken personally, we just went about our day.

“Sticks and stones may break my bones, but words will never hurt me.”*  I do believe this phrase needs a bit brushing off, so it can gain popularity again.  What do you think as you choose Who You Want To Be Known As?  Enjoy your week!

“Jo Ann” M. Radja, Career Management Coach & Change Agent May 2, 2012

*The Christian Recorder in 1862 suggested the Sticks and Stones phrase really represents courage –“True courage is doing what is right, despite the jeers and sneers of our companions.”

What’s Old is New Again!

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Haven’t you heard this phrase?  The fashion industry reinvents fashion trends every 40 years or so.  An example of this is a scarf my grandmother owned and a slender neck scarf I wore in the late 1980’s.  They have the same color schemes, yet the design, form and function is different.

There are many management organizations which are still in business, e.g. Peter F. Drucker Institute, Zig Ziglar, Dale Carnegie Training, and the Grateful Dead Band.  The primary message each of these companies express is still relevant in our global communities.  The implementation of their messages probably wasn’t even considered when they were developed; yet practical applications currently abound in our workplace and are reapplied to fit within our lives.

There is much discussion, within conventional wisdom today, about four generations of employees working together.  What works, what doesn’t work and why.  Where does the responsibility lie for a better understanding among each of these four generations as to how they work and live together?  We’ve heard the phrases:  “They’re so old…they’re so young…I do things differently…they don’t understand.”

If we can start with ourselves and consider what triggers us to be comfortable within a different age group, it may lead to a better understanding.  What do we want someone older or younger than we are, to know about us?  All of us have been in this situation.  How do we want to be spoken to, and why – perhaps that’s the first step in choosing How We Want to Be Known As in our multi-generational world.  Have a great week!

Jo Ann M. Radja, Career Management Coach & Change Agent 0426/12

Pushing Against It!

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Last Friday, I attended a business presentation one-half block away from Chicago’s famous Lake Shore Drive.  Not only was the temperature in the high 40’s, the wind was everywhere.  The wind pushed me forward; it made me push against it, while I walked the final block to the meeting.  When I walked across the street, the wind pushed my hair upwards!  I felt like I floated into the building once I pushed through the revolving entrance.

We’ve all heard the phrase of “being up against it.”  It usually means getting something done in a short period of time.  So how do you “push” through whatever makes you feel you’re “up against it”?  What pressure do you feel when you are “pushing” to get something done?  What trigger points come into play while you are “pushing” to get it done?

The easy part is knowing you do have a deadline.  Many people thrive while “pushing against it”, but certainly not all.   During this last week of April, Spring continues to “push through” it’s seasonal cycle.  While you are “pushing up against it” this week, Choose Who You Want to Be Known As. Enjoy your week!

“Jo Ann” M. Radja, Career Management Coach & Change Agent 04/23/12

Why Are YOU Silent?

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Yesterday, I came across a misplaced copy of an article I was considering writing about.  The subject matter is: organizational silence*.  This phrase simply means not just speaking up when you know something is wrong.  It means continuing to work knowing you have no apparent options and hoping you are wrong.

It takes practice to know if something is amiss.  Why? Our perceptions may not be based on fact.  We may not work in an environment where it’s okay to bring up serious concerns.  Many people have learned to “go along to get along.”  Or, have you learned to only tell your boss what he/she wants to hear?

So my questions for you this week are:  How do YOU want to be told that a serious problem exists?  Do YOU want to hear the “short version” or the “long version”?  How do YOU know that something sounds true or not?  Placing yourself in the position of someone else may open up a perspective to help you learn more about YOU.

Organizational silence really exists in many forms, so Choose Who You Want To Be Known As.  Enjoy your week.

Jo Ann M. Radja, Career Management Coach & Change Agent 04/16/12

* Hefferman, Margaret. July 5, 2011. “A Corporate Epidemic: See No Evil, Hear No Evil Workers.” http://www.bnet.com/blog Retrieved July 21, 2011.