Good One! – take 2 好东西(续)!

Quote

Peter Drucker (1905-2005) on Building STRENGTHS:

“We will have to learn to build organizations in such a manner that any man who has strength in one important area is capable of putting it to work.”

“The task of leadership is to create an alignment of strengths, making our system’s weaknesses irrelevant”

Some useful reflective questions to ask yourself:
1. Do you know your strengths?
2. Have you been able to apply and use your strengths each day at and outside of the workplace?
3. Are you a leader who focuses on building strengths?

彼得·德鲁克 (1905-2005) — 建立优势:

“我们必定要学习建立一个让任何有实力的人都能把其实力运用於工作上的机构。”

“领导的任务是创建一个实力阵线,使得我们系统的弱点变得完全不着边际。”

一些可让你思考的反射性问题:
1。
你知道你的实力优势吗?
2。 你可有机会每天都在工作上和工作以外运用你的实力吗?
3。 你是一个着重於建设实力优势的领袖吗?

Good One! 好东西!

Found THIS while preparing for my first training on strength-based application:

Dr Martin Seligman, the founder of Positive Psychology said – PSYCHOLOGY should be:

  • Just as concerned with STRENGTHS as with weaknesses;
  • As interested in BUILDING THE BEST IN LIFE as in repairing the worst; and
  • As concerned in MAKING THE LIFE OF NORMAL PEOPLE FULFILLING and with NURTURING HIGH TALENT as with healing pathology.

Hence,the birth of POSITIVE PSYCHOLOGY.  Thank you, Dr Seligman!

我在为一个培训课程作准备时,找到了 这个 。和大家分享:

正面心理学的创始人马丁·塞利格曼博士说 – 心理学应该是:

  • 同样地关注於研究人的优点长处,正如它关注於研究人的弱点;
  • 同样地关注於如何建设最优质的生活素质,正如它关注於如何修复最坏的;
  • 同样地关注於如何让正常的人履行满足的生活和培育人才,正如它关注於愈合病理。

於是乎,正面心理学诞生了! 谢谢您,塞利格曼博士。

On Target! Progress of 3GT Strengths Project 达标!3GT计划的进度

In September last year, I started  3GT Strengths Project 3GT计划.  It has been 6 months now and it is a good time to conduct a review and give a progress report on the Project.

3GT Strengths Project is my effort of “giving” after an inspiring learning journey about Character Strengths with VIA Institute on Character.  3GT Strenghts Project offers each month  a FREE VIA Character Strengths profiling analysis report known as ViaPro Report (see sample) worth USD40.00 to one person who would like to learn more about his/her own strengths and how to use the strengths.

To-date, I have given away 6 VIAPro Reports to 6 persons and provided coaching sessions to go through the report with them.  Of the 6,  2 are ladies and 4 are gentlemen. 5 of them are between the age of 24-28, while one is aged 33.

The sessions were enlightening for me as I observed how each of them learned more about themselves in the process.  There were a few interesting observations I made:

The PoSiTiVes:

  • A Good Conversation Tool – VIAPro Report is an excellent tool to start a coaching conversation that gradually leading to a deeper level.
  • Accurate and Reflective– All 6 agree that the top 5-8 character strengths represent their strengths well, even though some disagree with the order of the ranking.
  • A-HA Moments – There is almost always some “A-HA” moments for the coachees, having sudden realisation or a deeper understanding of themselves, while we go through the VIAPro Report.  For instance, a coachee suddenly realised why he had been so unhappy with his current job despite the good monetary reward. His utmost character strength was Fairness, Equity and Justice. His work environment was providing just the opposite.
  • Values-linked – VIAPro Report not only tells of a person’s character strengths, it gives a good gauge of the person’s value system – what are the things that are important to them.  I rely on it a great deal, when I conduct career coaching, to assess work-environment fit. A good example will be the one I mentioned above.

The GaPS:

  • Career Relevance or the Lack thereof – Perhaps it was the age-group (24-33) that I am dealing with.  At this age, career success is their greatest concern. Their immediate response to the VIAPro Report was …”So, what does this mean to my career?”  They are obviously much less interested to know about their charater strengths than their skill strengths that will bring about career success.
  • Focus on Weaknesses – There is almost always a tendency for coachees to regard the lesser strengths as “weaknesses” and focus their questions on “how to improve” these lesser strengths them.  For instance, one gentleman was so disappointed that his “leadership” strength was at the bottom five that throughout the coaching session, his questions were just on how to strenghten his leadership skills.

Are you interested to find out your character strengths and get a FREE VIAPro profiling analysis? If yes, please click HERE.

从去年九月,我开始了3GT Strengths Project 3GT计划至今,已有六个月。六个月是一个很好的时间来对3GT计划作一个进度报告。

3GT计划是我在VIA研究所学习了关于人的性格优点后的一个回馈。目的只有一个:让更多的人知道他们所擅长的和他们性格上的优点,让大家能从而受益。3GT计划每月为一个人提供一份免费(价值USD40.00)的VIA性格优点分析报告(VIAPro报告,见样本)。让有兴趣的人,了解他们自己的性格优点。

至今,我已经把六份VIAPro报告送了出去,也给这六位朋友作了一至二小时的VIAPro报告辅导。六人当中,有四男两女。其中五人的年龄是介於24-28岁之间,而一位是33岁。

这六次的辅导不但给了我许多的启发,我也看到他们每一个都在过程中了对自己的了解到更多。我做了几个有趣的观察:

正面的:
绝妙的交谈工具:VIAPro报告绝对是一个作用於开始辅导交谈,并逐步向更深层次探讨的良好工具。
准确反映:即使有些人不同意它们的排名顺序, 所有六位朋友都同意他们的VIAPro报告所列出的五至八项的性格优点相当准确地反映了他们的性格上的长处。
恍然大悟的一刻:几乎每一位朋友都在我们讨论VIAPro报告时,有他们自己恍然大悟的一刻 — 一个突然觉悟,或突然更深入的明瞭自己的一刻。例如,其中的一位朋友终于明白为什么他尽管工作上有很好的酬劳,他还是非常的不开心。他最强的性格优点是为“公正,公平和正义”。而,他的工作正正提供了一个相反的工作环境。
价值挂钩:VIAPro报告不仅准确地反映了一个人的性格长处,它也是一个人价值体系的良好指标。当我进行职业指导时,我常用VIAPro报告来评估适合他们的工作环境。

有差距性的:
职业关连:也许是因为他们的年龄层(24-33),事业的成功发展是他们最大的焦点和关注。他们对VIAPro报告的即时反应通常都是……“那,这是否意味着我的职业生涯能/不能成功吗?” 很明显的,他们对他们的技术优势远比性格优点来得感兴趣。这是因为他们认为前者会带来事业的成功。
以弱点为焦点:六位朋友都不期然都会倾向於关注排名低的性格优点,并把它们视为“弱点”。他们的问题常常都集中在“如何改善”这些弱点”。例如,一位男士在看了他的VIAPro报告感到有点失望,因为他的“领导实力”排名在后五名。於是,他只关注在如何加强他的领导能力。

你有兴趣找出你的性格优点,并得到一份免费的VIAPro性格分析报告吗? 如果你有兴趣,请点击这里

Bosses Take Note! 老板们请注意!

Referred by a friend: Daniel Pink on the surprising science of motivation.

According to Daniel Pink, a career analyst, employees today are motivated less by monetary rewards than by the following three key factors:
Autonomy – the urge to direct your own life
Mastery – the desire to get better and better from something that matters
Purpose – the yearning to do what we do in the service of something that is larger than ourselves.

Looking around people we work with, especially the new Generation Y, there seems to be quite some truths in the theory.  Bosses, something to take note!

Do you agree with Daniel Pink’s views? You are most welcome to share your views in this blog.

一位朋友和我分享的:令人惊讶的动机科学

丹尼尔·平克,一位著名的职业分析师,新一代员工最大的工作动力不再是来自金钱上的奖励,而是来自以下三个关键因素:
自治 – 主导自己生活的强烈欲望
精练  – 渴望把对自己有重要性的事情做得更好
意义  – 渴望提供超越小我,有更大意义的服务。

放眼四周,特别是新一代的 ” 八十后” ,以上理论似乎有相当的道理。老板们, 请注意了!

你可同意丹尼尔的意见?欢迎你在这个博客分享你的看法。

One GooD THinG Money Cannot Buy 金钱无法买到的一件好事

“I really want to say thank you! The sessions with you have made me understand myself and my strengths so much better. I now know what I really want for my career.”

In our coaching practice, we are taught to always ask for feedback on whether the coaching sessions actually help.  This was one feedback  I received last week from someone I had been coaching for a while.  It was a rather difficult case and it makes the “thank you” all the more meaningful to me.  You may not be able to imagine, but I have to say the satisfaction and fulfilment I receive from this simple one-liner is something that monetary reward can never measure up.

Sincerely, THANK YOU for your “thank you”.  =)

What about you? Do you have one Good THinG that even money cannot buy or provide?  You are most welcome to share your experience here.

oooooOOOOOooooo

“我真的要对你说声谢谢!你的辅导让我对自己的了解加深了许多。现在,我终于知道我的长处和我真正想要追求的职业是什么了!谢谢!“

在我们的辅导教练实践里,我们总是被教导要常常征询反馈意见,以便了解自己所提供的辅导是否有真正的帮助到他们。而,以上的反馈意见,是我上个星期刚刚收到的。 由于那是一个相当困难的个案,这句“谢谢”对我来说有更为重大的意义。你也许不能意会,但我必须说这一句“谢谢“ 给我带来的工作满足和成就感绝对是金钱报酬所不能衡量的。

衷心地感谢你的“谢谢”。=)

你呢?你可有类似以上的经历 — 即使有钱也买不到或提供的?欢迎你在这里分享你的经验。
 
 

eCoach – Try it! 电子辅导 – 不妨一试!

www.theinnergame.com launched its Inner Game Electronic Coach and making it available for FREE for a limited period of time.

According to the website, the Inner Game eCoach is ” … a web-based personal coaching tool that helps you define your objectives, motivations, and strategies for moving towards your desired outcomes.  The process is designed to clarify your thinking about any issue,  problem, or goal.”

I tried it myself and found it a rather effective tool to help clarify and simply my thinking about an issue to enable me to be more focussed.

You may wish to give it a try: The Inner Game eCoach.  This may be particularly helpful if:
1. your issues are not a major one (but a confused one);
2. you do not really want to go through the hassles of finding a suitable coach;
3. you cannot justify nor see the need to pay for a coach for the issue; and
4. you do not wish or are uncomfortable to share your issues with others.

The Inner Game is an approach/methodology developed by Tim Gallwey for the development of personal and professional excellence in a variety of fields. Gallwey believes that “Every game is composed of two parts, an outer game and an inner game. The former is played against opponents, and is filled with lots of contradictory advice; the latter is played not against, but within the mind of the player, and its principal obstacles are self-doubt and anxiety.”

You can read more abou the Inner Game HERE.

www.theinnergame.com 推出了其“内部比赛”电子辅导,并在有限期间将它免费提供给有兴趣的人参於。

根据网站的信息,“内部比赛”电子辅导是 “……一个自我辅导(self-coaching)的网络工具。它可帮助你定义你的目标,动机和策略,以向你所设的目标前进。它的设计让你能在过程中,你的思想,以澄清有关的任何问题现在,问题或目标。”

我尝试了, 觉得它是一个相当有效的自我辅导工具。它帮助我专注于我想要解决的问题,并帮助我进一步澄清问题的关键所在。

你可以一试 : “内部比赛”电子辅导。这可能是你的一个好‘帮手’, 如果 —
1. 你的问题并不太大(但却感到思绪不清);
2. 你不想去面对寻找一个合适辅导教练的麻烦;
3. 你不能为你的问题自圆其说地去支付辅导教练;
4. 你不想与他人分享你的问题。

“内部比赛”是由Tim Gallwey所研究开发为个人和专业寻求杰出表现的一个方法。Gallwey认为,“每场比赛都是由两部分组成的:外在的实质比赛以及内部的心理赛。前者着重打击对手,并充满很多矛盾的建议;后者则是参赛者自己的心理状态和想法, 主要障碍来自自我怀疑和焦虑。”

你可以在这里阅读到更多关於“内部比赛”的咨讯。