You can discover your top 3 realised strengths, 3 unrealised strengths, 2 learned behaviours and 1 weakness in our Free Starter Profile. Use it to start your strengths journey, gain self-awareness of what you love to do and support any job applications. You can choose to upgrade to a more in-depth Profile at any time to learn more of your strengths and gain action advice, tips and a career guide to release further potential.

"Empowerment is defined as the “the process of gaining freedom and power to do what you want or to control what happens to you”. Empowerment can help you: Feel good and laugh more frequently Recharge your batteries and find a new lease of life Achieve those goals that you may currently think are way too far out of reach Overcome challenges and see tasks through to conclusion For those who want more out of life, to achieve more, do more and be more - this workshop aimed to provide participants with the tools they need to change their mind-set and breakthrough to the next level – tools that, perhaps, could be shared with their students to help them achieve more too! This workshop provided a brief immersion into the power of the mind, and participants learned that the resources we need to move forward positively in life are already within us. Through fun activity and lots of laughter participants opened the door to transformation, instilling courage to dream and participants left with an incredible experience of their power to accomplish amazing results."

The Johari Window model is a useful tool for illustrating and improving self–awareness, mutual understanding between individuals within a group.

This management tool was developed by alan chapman consultancy and you may use it personally or within your organisation provided copyright and www.businessballs.com is acknowledged. Publication in any form or use in provision of business services to a third party is not allowed without permission from alan chapman. Support and advice on using this system is available from alan chapman via email advice@alanchapman.com. Free online training and systems (and explanation of task delegation and other theories) are at www.businessballs.com. © alan chapman 2002.

Structure coaching and mentoring sessions in a simple but effective way for team members. A four-step process encouraging vision, planning and commitment.

Research has shown that mindfulness can alter the physical structure of our brains and if practiced regularly can increase those parts of the brain that deal with attention and processing sensory input (Sara Lazar - Harvard Medical School). This ¾ hr workshop briefly explored some coaching and mentoring techniques using a mindful approach as well as the use of some specific mindfulness tools. This workshop was not just for coaches or mentors, but for anyone who functions within an environment that requires a deeper level of listening i.e., teachers, lecturers, team leaders, team members, support staff, parents etc.

This ¾ hr workshop briefly explored some coaching and mentoring techniques for working across cultures. In this workshop, we looked largely at the work of Jenny Plaister-Ten and her exploration of the impact of cross-cultural coaching for coaches. We broadly explored the Kaleidoscope model as a tool to ‘enable the coach to take a systems perspective’ when coaching or mentoring across cultures. This workshop was not just for coaches or mentors, but for anyone who functions within an environment that requires a deeper level of listening i.e., teachers, lecturers, team leaders, team members, support staff, parents etc.

Feedback is crucial--but almost everyone, from new hires to C-suite executives, struggles with receiving it. The authors, who have spent 20 years working with managers on difficult conversations, outline six steps that can help you turn feedback into an important, and unthreatening, tool. Know your tendencies. Look for patterns in how you respond. (Do you defend yourself? Do you lash out?) Once you understand your standard operating procedure, you can make better choices about where to go from there. Separate the "what" from the "who." Your feelings about the messenger might be short-circuiting your ability to learn from the message. Sort toward coaching. Work to hear feedback as well-meant advice, not as an indictment. Unpack the feedback. Resist snap judgments; explore where suggestions are coming from and where they're going. Request and direct feedback. Don't wait for a formal review; ask for bite-size pieces of coaching. Experiment. Try following a piece of advice and seeing what happens. Criticism is never easy to take--but learning to pull value from it is essential to your development and success.

Top Ten Indicators to Refer a Client to a Mental Health Professional

Plutchik's "Wheel of Emotions" covers 8 fundamental emotions. We look at joy, sadness, acceptance, & other emotion wheel feelings.

Free Starter Profile Take a free strengths finder – learn about your ‘realised strengths’, your ‘unrealised strengths’, your ‘learned behaviours’ and ‘your weaknesses, based on the original Realise2 model.