Is there a link between the work I do with young people in schools and other company activities? I'd like to think so. We have built high quality working relationships with schools that purchase a service from us, delivering individual mentoring programmes to more generic support to young people, their teachers and mentors. This means that there opportunities to try something different.
I had delivered a piece of work to a group of year 8 & 9 boys. Their profiles were familiar enough-quarrelsome, poor concentration spans and a series of risk/vulnerability factors. We had talked a lot and made efforts to help them prepare to take a higher degree of responsibility for and ownership of the image they project to others.
Talk is fine but it's actions that count and with this in mind I suggested to them that they might consider choosing the ingredients for, preparing, coking and serving a Christmas Meal for some of their teachers and mentors. We had to restrict it to eight. Their invitation list included the Head Teacher, Assistant Head and two members of the Senior Management Team. Learning Mentors and a subject specialist were also invited.
We shopped, they chose and stayed within budget. We met the following day and working to a tight timescale, produced the meal-ably and enthusiastically led by a Senior Support Assistant who clearly enjoys a first class, respect led relationship with the lads.
They did it! They cooked and served a 3 course Christmas Meal. There was, I think, a considerable amount of emotion around the table: what had taken place was much bigger than the sum of its parts and at what still, in spite of financially pressed times, commercialism and cynicism, Christmas remains an important time of year every adult around the table received an unexpected gift when the Head Teacher asked the lads what they would take away from and remember about the occasion. Although all the food had been eaten, several of us swallowed very hard one one of the cooks said "Your faces when we served the meal."
How does this link to our other activities? Well, reputations get tarnished, we are all capable of huge acts of self sabotage and we sometimes need an opportunity to prove to others that there is more to us than the day to day, sometimes highly reactive exposure we have to each other. When this opportunity arises, it needs to be witnessed and affirmed by respected others who need to hear the perceived impact of "doing things better and differently". Whether as a Coach, Mediator, Teacher, Mentor, there are experiences that occur daily that mean as much in one context as they do in another. I drove away that evening with much more in my heart and soul than I had arrived with earlier or dreamed possible. For not the first time, the Coach was coached, the Teacher was taught and the Mediator was not needed when this leap of faith was taken.
Thursday, January 14, 2010
Tuesday, December 8, 2009
Friday, October 2, 2009
Safeguarding Children: The Importance of Training
I'm certain readers share the sense of shock that surrounds the Plymouth Nursery Worker who abused her position and the trust that went with it, abusing children for the gratification of herself and others. Vanessa George gained the trust of the families she met professionally and was invited to baby-sit for them at evenings and week-ends.
For those families who granted her access to their children, access based on trust and good-intention, I find it hard to imagine the sense of outrage, betrayal and guilt they may feel.
We are currently delivering Safeguarding Training to Trainee Teachers and other members of the Children's Workforce at a local university. The section on safe practice invites trainees to suspend disbelief; the disbelief that would be abusers would seek employment within the Children's Workforce specifically to gain access to children and their families and that in doing so they seek positions that combine trust and power.
It's a difficult and challenging session-not always easy to hear but nonetheless one that I feel has a vital role to play in increasing the awareness of all concerned on the sorts of opportunities paedophiles will seek to exploit in order to gain access to their targets.
For those families who granted her access to their children, access based on trust and good-intention, I find it hard to imagine the sense of outrage, betrayal and guilt they may feel.
We are currently delivering Safeguarding Training to Trainee Teachers and other members of the Children's Workforce at a local university. The section on safe practice invites trainees to suspend disbelief; the disbelief that would be abusers would seek employment within the Children's Workforce specifically to gain access to children and their families and that in doing so they seek positions that combine trust and power.
It's a difficult and challenging session-not always easy to hear but nonetheless one that I feel has a vital role to play in increasing the awareness of all concerned on the sorts of opportunities paedophiles will seek to exploit in order to gain access to their targets.
Saturday, August 1, 2009
From The Heart
We very recently carried out a day's development and training delivering our "Conflict to Confidence" programme to a training organisation that engages with disaffected 14-16 year olds and delivers Entry to Employment and Apprenticeship training to groups with high risk and vulnerability factors.
Part of the programme asks participants to develop a "Two of Us In a Lift" conversation; the premise of which is to as participants to think of someone who they admire, would like to meet and to imagine that you are in a lift with this person-they ask you "What do you do for a living, what makes it the right job for you?" You have 60 seconds to reply and get your message across. When I've delivered this before I've had some really interesting, comical and sometime raunchy characters make their way into the lift-all great fun. This time was made different by 3 participants, two of who chose their deceased fathers as the person they would most want to tell how well they'd done and what they'd achieved. A third chose his grandfather, a stroke victim whose speech has been affected-he wanted the chance to have a "real" conversation with him.
Presenting programmes is great-it's one of the very best parts of our work. This occasion was a powerful reminder of the worth of "Good Work" in contributing to our awareness of who we are and what we stand for in an often difficult and challenging world.
Part of the programme asks participants to develop a "Two of Us In a Lift" conversation; the premise of which is to as participants to think of someone who they admire, would like to meet and to imagine that you are in a lift with this person-they ask you "What do you do for a living, what makes it the right job for you?" You have 60 seconds to reply and get your message across. When I've delivered this before I've had some really interesting, comical and sometime raunchy characters make their way into the lift-all great fun. This time was made different by 3 participants, two of who chose their deceased fathers as the person they would most want to tell how well they'd done and what they'd achieved. A third chose his grandfather, a stroke victim whose speech has been affected-he wanted the chance to have a "real" conversation with him.
Presenting programmes is great-it's one of the very best parts of our work. This occasion was a powerful reminder of the worth of "Good Work" in contributing to our awareness of who we are and what we stand for in an often difficult and challenging world.
Tuesday, June 9, 2009
Use of Praise-Worth It or Too Soft and Fluffy?
The idea of praise “for everyone and for everything” detracts from the need to (apologies to Bill Rogers) to “be caught doing good.” The manner in which acknowledgement/praise is delivered would seem to be critical to its success. I have experienced young people who would rather chew broken glass coated with cyanide than be singled out for praise-however this does not mean that they are incapable of or unwilling to respond when their achievements are acknowledged in a manner consistent with their wants and need. Maybe like criticism, praise sometimes needs to be softly spoken.
I despair of the rose tinted rear-view mirror view of the past. Forty years ago I attended a Birmingham Comprehensive school that had its fair share of staff that would use this approach regularly and often. It achieved absolutely nothing. Staff who gained respect gained it because of their ability to create and work within clear boundaries that included a proportionate response to challenge in the context of a firm, fair and friendly approach to the pupils.
Like it or not, the use of praise needs to figure on a continuum of approaches that acknowledge both wanted and unwanted behaviour,
Our company delivers esteem raising programmes to learners who may have “slipped below the “praise radar”, have low aspirations and are achieving below potential. The proportionate use of praise combined by work with and support of the workforce (Learning Mentors, Behaviour Managers) has made an impact-sustainability is a further and different challenge.
I welcome approaches that allow us to “build up credit” in the learner’s emotional bank and model relationships that recognise the importance of calibrating success and confronting unwanted behaviour.
I despair of the rose tinted rear-view mirror view of the past. Forty years ago I attended a Birmingham Comprehensive school that had its fair share of staff that would use this approach regularly and often. It achieved absolutely nothing. Staff who gained respect gained it because of their ability to create and work within clear boundaries that included a proportionate response to challenge in the context of a firm, fair and friendly approach to the pupils.
Like it or not, the use of praise needs to figure on a continuum of approaches that acknowledge both wanted and unwanted behaviour,
Our company delivers esteem raising programmes to learners who may have “slipped below the “praise radar”, have low aspirations and are achieving below potential. The proportionate use of praise combined by work with and support of the workforce (Learning Mentors, Behaviour Managers) has made an impact-sustainability is a further and different challenge.
I welcome approaches that allow us to “build up credit” in the learner’s emotional bank and model relationships that recognise the importance of calibrating success and confronting unwanted behaviour.
Tuesday, May 19, 2009
Personal Planning for Retirement
WORK/LIFE CHANGES APPROACHING?
We so often define ourselves through our jobs that it can be challenging to think about who we will be when we choose change, or circumstances mean that we have to change.
What are we talking about?
When you start out in your career, you spend time and effort making plans, developing ideas to carry you through the years that follow. Making sure you leave nothing to chance regarding decisions which will affect your career. Does that sound like you?
When you are approaching retirement, you have the benefit of experience, knowledge about what works for you, time to develop and fine tune interests you have never had time for, family grown up and maybe even left home, all kinds of opportunities.
But not everyone looks forward to retirement as a positive move. For many people, it is a time of uncertainty, worries about who they are, what will they do, what can they achieve, how will they be identified.
In your working life, you were known as a teacher, accountant, salesman, driver, office worker, nurse etc, you had an identity because of the job you did. But what about during retirement? Who will you be then?
The answer is you can be anyone you chose, because you have the time to develop the skills, take on new interests, learn how to be yourself again.
Look at the following questions/statements; see if you answer a quiet “YES” to any of them:
Am I approaching retirement in the next 2 years?
I am looking forward to it.
Am I concerned about what I will do with myself?
Am I concerned about how to keep my mind active?
Am I dreading the thought of no routine in my life?
Have I always been governed by strict times/bells at work?
Has my career involved other people making decisions for me?
Am I feeling less than confident about retirement?
Do I have concerns that I can’t express to my nearest and dearest?
I have a long term plan which will guide me through my retirement.
Do I need some help to devise plans to develop me into retirement?
Do I see retirement as the end of my life as I know it?
I have someone I can talk to someone about how I feel.
Have you answered a quiet “yes” to any of these questions?
Do you recognise that you need to plan your retirement to get the best out of it?
You have all of the answers you need, but maybe you need some help to put those plans into some kind of order. Retirement is as important as your working life, possibly more so, because you will make the choices about what you do, how you do it, who you are. You have worked all of your life, now work at enjoying your retirement.
We, at Coady Consultants Ltd, offer you the opportunity to work with one of our Personal Coaches who will provide Coaching for Personal Development into Retirement. This will involve working with you to look at the concerns you have, removing barriers, prioritising, planning.
WE ARE NOT FINANCIAL OR LEGAL ADVISORS, we are professionals in our field of personal development.
We can help you to find the answers you need in order to make your retirement a successful one. We can encourage you to develop the thinking, strategies, planning and self awareness which will allow you the opportunity to look retirement in the face and say “I AM PREPARED AND LOOKING FORWARD TO IT.”
Our by-line, as a company is “Working with you to improve”, so, here’s your chance to find out. We can work with you to improve your chances of enjoying the retirement you have worked so hard for.
If you would like further information, please contact us enquiries@coadyconsultants.co.uk
We so often define ourselves through our jobs that it can be challenging to think about who we will be when we choose change, or circumstances mean that we have to change.
What are we talking about?
When you start out in your career, you spend time and effort making plans, developing ideas to carry you through the years that follow. Making sure you leave nothing to chance regarding decisions which will affect your career. Does that sound like you?
When you are approaching retirement, you have the benefit of experience, knowledge about what works for you, time to develop and fine tune interests you have never had time for, family grown up and maybe even left home, all kinds of opportunities.
But not everyone looks forward to retirement as a positive move. For many people, it is a time of uncertainty, worries about who they are, what will they do, what can they achieve, how will they be identified.
In your working life, you were known as a teacher, accountant, salesman, driver, office worker, nurse etc, you had an identity because of the job you did. But what about during retirement? Who will you be then?
The answer is you can be anyone you chose, because you have the time to develop the skills, take on new interests, learn how to be yourself again.
Look at the following questions/statements; see if you answer a quiet “YES” to any of them:
Am I approaching retirement in the next 2 years?
I am looking forward to it.
Am I concerned about what I will do with myself?
Am I concerned about how to keep my mind active?
Am I dreading the thought of no routine in my life?
Have I always been governed by strict times/bells at work?
Has my career involved other people making decisions for me?
Am I feeling less than confident about retirement?
Do I have concerns that I can’t express to my nearest and dearest?
I have a long term plan which will guide me through my retirement.
Do I need some help to devise plans to develop me into retirement?
Do I see retirement as the end of my life as I know it?
I have someone I can talk to someone about how I feel.
Have you answered a quiet “yes” to any of these questions?
Do you recognise that you need to plan your retirement to get the best out of it?
You have all of the answers you need, but maybe you need some help to put those plans into some kind of order. Retirement is as important as your working life, possibly more so, because you will make the choices about what you do, how you do it, who you are. You have worked all of your life, now work at enjoying your retirement.
We, at Coady Consultants Ltd, offer you the opportunity to work with one of our Personal Coaches who will provide Coaching for Personal Development into Retirement. This will involve working with you to look at the concerns you have, removing barriers, prioritising, planning.
WE ARE NOT FINANCIAL OR LEGAL ADVISORS, we are professionals in our field of personal development.
We can help you to find the answers you need in order to make your retirement a successful one. We can encourage you to develop the thinking, strategies, planning and self awareness which will allow you the opportunity to look retirement in the face and say “I AM PREPARED AND LOOKING FORWARD TO IT.”
Our by-line, as a company is “Working with you to improve”, so, here’s your chance to find out. We can work with you to improve your chances of enjoying the retirement you have worked so hard for.
If you would like further information, please contact us enquiries@coadyconsultants.co.uk
Coaching In Workplace-Enabling Interventions
Coaching In Workplace-Enabling Interventions
Coady Consultants understand the challenges Leaders and Managers face in recruiting and retaining their workforce. We know that substantial investments of finance, time and emotional energy are made in training and developing individuals and teams. We fully understand the cost, both in human and financial terms, when valued colleagues encounter challenges either at work or in their personal lives. We have been approached by Senior Mangers to work with colleagues who it is felt may need to look at their approaches to their work role. When we are asked to do this, we understand the massive investment of trust made in us by managers and those we work with. We understand that each individual is unique and we respond to their specific circumstances accordingly.
We understand too the need for employers to deliver their duty of care to their workforce. Here are some examples of how we can assist.
§ We have been approached by Leaders and Managers and worked with team-members where it is felt that an individual tem-member may benefit from increasing the inter-personal options and communication strategies they have available to them that in turn enable them to work more effectively with others.
§ We have worked with long standing and valued employees who may be experiencing a difficult time in their lives and whose performance is becoming a cause for concern.
§ We have enabled individuals to begin to resolve sometimes complex areas of life/work balance, increasing their sense of well-being and achievement on doing so.
§ We have helped individuals come to terms with aspects of their personal-life that are having an unwanted impact on their work-based performance
§ We have enabled individuals to, on occasions, re-align their goals and ambitions. In a minority of cases this has resulted in the individual making choices that ensure a “dignified exit” for all concerned-enabling them to move on with a sense of resolution, closure and purpose.
§ We have enable individual to accept mediation as a means of resolving inter-personal difficulties in the work place.
Every intervention is supported by a Coaching Plan, this included a confidentiality agreement and stresses that our work is not advice, therapy or counselling may address specific personal projects or general conditions in the client’s life or profession. We are able, where agreed, to support our interventions by “e-coaching” and telephone coaching.
Coady Consultants understand the challenges Leaders and Managers face in recruiting and retaining their workforce. We know that substantial investments of finance, time and emotional energy are made in training and developing individuals and teams. We fully understand the cost, both in human and financial terms, when valued colleagues encounter challenges either at work or in their personal lives. We have been approached by Senior Mangers to work with colleagues who it is felt may need to look at their approaches to their work role. When we are asked to do this, we understand the massive investment of trust made in us by managers and those we work with. We understand that each individual is unique and we respond to their specific circumstances accordingly.
We understand too the need for employers to deliver their duty of care to their workforce. Here are some examples of how we can assist.
§ We have been approached by Leaders and Managers and worked with team-members where it is felt that an individual tem-member may benefit from increasing the inter-personal options and communication strategies they have available to them that in turn enable them to work more effectively with others.
§ We have worked with long standing and valued employees who may be experiencing a difficult time in their lives and whose performance is becoming a cause for concern.
§ We have enabled individuals to begin to resolve sometimes complex areas of life/work balance, increasing their sense of well-being and achievement on doing so.
§ We have helped individuals come to terms with aspects of their personal-life that are having an unwanted impact on their work-based performance
§ We have enabled individuals to, on occasions, re-align their goals and ambitions. In a minority of cases this has resulted in the individual making choices that ensure a “dignified exit” for all concerned-enabling them to move on with a sense of resolution, closure and purpose.
§ We have enable individual to accept mediation as a means of resolving inter-personal difficulties in the work place.
Every intervention is supported by a Coaching Plan, this included a confidentiality agreement and stresses that our work is not advice, therapy or counselling may address specific personal projects or general conditions in the client’s life or profession. We are able, where agreed, to support our interventions by “e-coaching” and telephone coaching.
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