tag:blogger.com,1999:blog-31851326761342994952024-03-04T23:35:00.527-08:00Communicate ConfidentlyKate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.comBlogger70125tag:blogger.com,1999:blog-3185132676134299495.post-59634389120379211892020-06-26T11:29:00.002-07:002020-06-26T11:29:39.497-07:00How to embed change - ACCOUNTABILITY CLUBS Changing behaviour is tough but during this COVID pandemic behaviour has changed. So what enables us to change? <div>Fear. People feared for their health and so they took precautions. </div><div>Facts. The News told us of the facts and how people's were dying. We knew there was a real threat.</div><div>Furlough. We knew we could still eat and get paid if we didn't work. </div><div><br /></div><div>During that enforced change we had to deal with overwork, new ways of work or boredom. People became aware they had to learn new skills and they had to do things differently and they had to deal with their mental health. <br /><div><br /></div><div>Research shows that if you have an idea to make a change odds are 10% </div><div>If you make a commitment to achieving it - no matter how small it can increase to 25% </div><div>Once you've worked out HOW you're going to do it, it goes up to 50% </div><div>If you tell someone you admire you're going to do it it hits 65%</div><div>When you create a regular commitment to be held accountable the probability can hit as high as 95%.</div><div><br /></div><div>We know from <a href="https://en.wikipedia.org/wiki/Choice_architecture">Choice Architecture</a> other wise known as Nudge theory from the book <a href="https://www.amazon.co.uk/s?k=nudge+theory+thaler&ref=nb_sb_noss_2">Nudge by economist Richard Thaler </a> that small consistent changes in behaviour create habits. Those habits mean that choice becomes something we do without thinking. This is important because if we think about it we are more likely to stop ourselves doing it. </div><div><br /></div><div>So if you want to start running - do it regularly at the same time of day. After about 3 months you'll realise you're at the door at the same time every morning with your running gear on and you didn't even think about it. </div><div><br /></div><div>So regular habits change behaviour. But what if you're not a very consistent person? Or how do you change behaviour in business?</div><div><div><br /></div><div>Two things have helped me change my behaviour: a coach and an accountability club. They're quite similar. Both hold you to account. One is 121. The other is in small groups.</div><div><br /></div><div>So if you want to start up your own accountability club here is a 10 step plan to tell you what do you need to do<br /><div><br /></div><div>1. GET THE TIME AND DATE RIGHT - You need to set a time and date and it can't change. it has to be consistent and you have to have the whole group commit. If someone can't for a good reason then so be it but it has to be a good reason and there needs to be some kind of commitment - otherwise it will fall away. I would suggest 45 minutes - one hour maximum otherwise it might not be sustainable. </div></div><div><br /></div><div>2. GET THE NUMBERS RIGHT - You need to have enough to make it a good discussion but not too few that if one person doesn't turn up then it still can go ahead. I would suggest 5-8 being a good number. In the online world 4 could equally work. Again commitment is key. </div></div><div><br /></div><div>3. GET THE RIGHT MINDSET - Goals may change as we act on them but it's important that we sign up to clear goals. Also if people aren't up for making a change and stretching themselves but only make excuses every week it's not going to benefit the rest of the group. So choose your accountability team wisely. Negativity can be catchy. </div><div><br /></div><div>4. GET CLEAR ON EVERYONE'S GOALS AT THE START - Get clear on the short term and long term goals. You need to get through your weekly goals but not at the expense of the bigger goals that will get you to where you want to be. </div><div><br /></div><div>5. SET UP A WHAT'S APP GROUP OR TEAMS FEED AS A WAY TO KEEP IN TOUCH - you need this to keep in touch during the week and to share resources. Some weeks are tough and you might need a bit support if things haven't gone to plan. The more you all use this feed the more likely you will be to support each other. We felt so much support for each other in our group - their wins were our wins. </div><div><br /></div><div>6. HAVE A 121 - Hook up with one of the group separately during the week. This should be one to one. You can have deeper conversations. Choose someone that you think you can learn something from. This can be the same person each week from the group or you can mix it up - you can work this out at the check ins. </div><div><br /></div><div>7. START WITH A WEEKLY CHECK IN - Initially this will be clarifying your goal, if you met with your accountability partner 121 and if you met the goals you set for that week. As the weeks progress it's about whether you met last week's goal and what next week's is going to be. </div><div>At the check in you tell the whole group if you completed the goal you set or if you didn't. </div><div><br /></div><div>If you did you GO GREEN if you didn't you GO RED. </div><div><br /></div><div>If you're green it's a huge encouragement. If you're red you work out the reasons why. It's not all doom and gloom. I found it really interesting when I didn't meet my targets. I found that I was unrealistic about how long certain things took me and it gave me an opportunity to measure them. Going red shouldn't be an opportunity to ridicule but a chance to support. </div><div><br /></div><div>8. SHARE CHALLENGES AND WINS - The next part of the session is to share how you have got on. It is a great way to get to know you're not alone. It can be so encouraging to find out how people got through their challenges. </div><div><br /></div><div>9. RECOGNISE SUCCESSES - at the end everyone votes on who they think got through the biggest challenges. Everyone votes who they think achieved the most or was the most inspiring and got through a challenging week. The person with the most votes wins the prize. The prize is winning - remember it's the virtual world. It's amazing how powerful this public accolade can become and how inspiring it can be to support your fellow club members in this recognition. </div><div><br /></div><div>10 HAVE A SET TIME TO ACHIEVE YOUR GOALS - you can have a rolling programme but it might be useful not to be in the grouping all the time. 10 -12 weeks to achieve your goals is achievable then you may want to switch round the groups. </div></div><div><br /></div><div>I achieved so much in my accountability club. I did it through <a href="https://actioncoach.co.uk/coaches/parag-prasad/">Parag Prasad's London Business Coaching</a> The session was run by Margarida Bonita who held the space brilliantly. </div><div><br /></div><div>So what's stopping you! 45 minutes a week could make those illusive dreams a reality . </div><div><br /></div><div>45 minutes looks like this: </div><div><p class="MsoNormal" style="font-family: Calibri, sans-serif; font-size: 11pt; margin: 0cm 0cm 0.0001pt;"></p><ol style="text-align: left;"><li>CHECK IN – what are your goals for the next 10 weeks – make them SMART – specific, measurable, achievable, realistic and time bound</li><li>GREEN/ RED EACH WEEK – check if you achieved your weekly goal – green if you did // red if you didn’t</li><li>SHARE CHALLENGES – What are your challenges and successes?</li><li>VOTE ON THE WINNER – nominate the person who you think had the best / got through the most challenges</li><li>IDENTIFY THE NEXT WEEK’S GOALS</li></ol><o:p></o:p><p></p><p class="MsoNormal" style="font-family: Calibri, sans-serif; font-size: 11pt; margin: 0cm 0cm 0.0001pt;"><o:p></o:p></p><p class="MsoNormal" style="font-family: Calibri, sans-serif; font-size: 11pt; margin: 0cm 0cm 0.0001pt;"><o:p></o:p></p><p class="MsoNormal" style="font-family: Calibri, sans-serif; font-size: 11pt; margin: 0cm 0cm 0.0001pt;"><o:p></o:p></p><p class="MsoNormal" style="font-family: Calibri, sans-serif; font-size: 11pt; margin: 0cm 0cm 0.0001pt;"><o:p></o:p></p></div>Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-13585351812511338472020-06-11T09:10:00.001-07:002020-06-11T09:10:12.201-07:00My week of overcoming fear. <font face="arial">This week so much of the work I have been doing with clients is managing fear. We all experience fear - particularly during changing times but it doesn't need to stop us or define us. </font><div><br /></div><div><font face="arial">We are going through a time of change and for some people that lack of control means stepping into our stretch zone. We are being forced to do things we haven't done before, aren't comfortable with and need to trust without knowing the outcome. </font></div><div class="separator" style="clear: both; text-align: center;"><img border="0" data-original-height="463" data-original-width="505" height="183" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjtgry2_XDfVUWfyK6GNkAH3tC_-MkJueYR5gNC1ago5ew8-ZFS0tNLlo9LdYIVRbpkvUBoDHTkMuDRu8Z2ye6kU_xPYktHsYr_5MjK275TvPg_mTq3J-tcflKIogQwRdTk3yydUfu4GMw/w200-h183/Untitled.png" style="text-align: left;" title="Learning Zones" width="200" /><font face="arial">The thing is we don't learn very much in the comfort zone. We need to move into the stretch zone to maximise our learning but keep out of the stressful panic zone. So how do we do it? </font></div><div><br /></div><div><div><font face="arial">I did an amazing course with my coach, <a href="https://www.andreacallanan.com/">Andrea Callanan </a>this week. She explained that it's not fear that's stopping us - it's our relationship with it. </font></div><div><font face="arial"><br /></font></div><div><font face="arial">She got us all to do an exercise where we identified our fear. We wrote it down and told each other what our biggest fear was. Saying it out loud, sharing it with a group or writing it down is important. We are clarifying our fear. Try it now. Write it down. </font></div></div><div><font face="arial"><br /></font></div><div><span style="font-family: arial;">We then need to make friends with it because fear is a teacher. It protects us. It's usually there when we need to navigate something difficult but in this case it might be stopping you from being the best you can. </span><font face="arial">You can then name your fear. I called mine "Fanny." I wanted to be able to laugh at the name but you can name it anything you want. </font></div><div><font face="arial"><br /></font></div><div><font face="arial">Next you thank it for protecting you and then tell it to get out of your way, step to the side or get behind you. Why? Because this the time to not let your fear stop you from getting on. </font></div><div><font face="arial"><br /></font></div><div><font face="arial">So know it, name it and then tell it to get out of your way. </font></div><div><font face="arial"><br /></font></div><div><font face="arial"><a href="https://www.youtube.com/watch?v=cNbnef_eXBM">David Bowie talks about it in this short 30 second clip</a>. He explains how all artists need to feel a little out of their depth to do their best work. </font></div><div><font face="arial"><br /></font></div><div><font face="arial">Now is your time to go a little bit out of your depth. It might be easier than you think. Your bravery will help you stretch. </font></div><div><font face="arial"><br /></font></div><div><font face="arial">So if you are doing anything this week that scares you ask yourself - what is my fear and then tell it to GET OUT OF YOUR WAY because you've got crafts to create! </font></div><div><font face="arial"><br /></font></div><div><br /></div>Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-23874339859023962922019-08-12T06:15:00.002-07:002020-06-11T07:59:05.377-07:00Learner-led - what is it and how do we improve it?<div style="caret-color: rgb(0, 0, 0); font-family: Helvetica; font-size: 12px; text-size-adjust: auto;">
I have been a coach, facilitator and trainer for over 25 years and what I have learnt over the years is that we need to be as learner-led as possible.</div>
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I understand learner-led to mean the learner will ask for information that will help them build knowledge. It may be that they have noticed a weakness in their skill set or that they are trying to figure something out and aren't sure where to start. Being learner led means they can decide what they can learn and ideally how to learn it. </div>
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To be truly learner-led the learning systems need to change. People need to know how they learn, how to measure their learning and who to go to check and stretch their learning. </div>
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I believe this behaviour change works best when embedded in the school system - possibly right from nursery school. in the absence of that we need to skill up those who can change their behaviour from being told what to think to thinking how to think. </div>
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Skills aren’t about learning information they are about changing behaviour and giving opportunities to experience the learning - in real situations that can be measured. </div>
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Skills are about transforming information into knowledge and action. A learner can learn skills but how are they supported to embed the skills into action, or create knowledge from information or behaviour from facts?</div>
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My facilitation company BeSpokeSkills collaborates with my clients to encourage on-going learning. </div>
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It’s not easy though. A lot of training companies deliver off-the-shelf courses but sell them as bespoke. </div>
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To really enable learner-led approaches you need to: </div>
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1. do your prep - so that you are speaking their language and putting it into their context. </div>
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2. be flexible during the session - so you can test they are learning and able to put it into practise. </div>
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This means you have to create a safe space for challenging dialogue to take place. Real learning is tough, vulnerable and discombobulating. To enable it to happen you need to create the right environment. </div>
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3. have follow up learning approaches. </div>
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Once you’ve got them to realise how important the learning is and how it feels to use it, you need to help them think of ways to embed it daily and weekly. This is the most difficult as requires people to change behaviour. Understanding Choice Architecture or Nudge theory is key. How do we nudge people to self manage their learning? How do we make sure their assessments of their learning are valid?</div>
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As companies want less time away from the desk and more impact from learning, we as trainers and facilitators need to find more collaborative ways to enable deeper and sustainable learning. A beSpoke approach is key. </div>
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With the rise of Artificial Intelligence we at beSpokeSkills are exploring ways to use AI or digital platforms for the information building and use the facilitator for the learner-led approach. This means delivering content that has context. Part of the context is making sure there are opportunities to embed and practise the learning afterwards. However only the companies and their staff can truly take on this role of embedding learner-led approaches. What we are exploring is how people can improve their collaborative learning skills - but these skills need to be developed earlier - in schools universities and possibly in nurseries. </div>
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We at beSpokeSkills can help them find ways to create a learner-led, self managed learning ethos but it takes time and energy to implement. Changing behaviour takes time just ask someone who wants to lose weight, get fit or learn an instrument. </div>
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Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-6863010293239315992019-05-29T14:31:00.003-07:002019-05-30T01:06:39.584-07:00Political Influence the 7 scientific principles of persuasion <div>
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<span style="font-family: "helvetica";"><span style="font-size: 12px;"><b>What does science suggest is the best campaign strategy for the eleven MPs who have thrown their hat into the ring? What structures do they need to build to hold up their campaign?</b></span></span></div>
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<b> It might be a good idea to revisit the <a href="https://www.influenceatwork.com/principles-of-persuasion/?gclid=CjwKCAjw27jnBRBuEiwAdjQXDHTzS2iQczINzG4u0ED7JH8cth-n4OGmKEBhVLdPN_6qHnQbq5672xoCGSUQAvD_BwE" target="_blank">six principles of persuasion based on Robert Cialdini's best selling book</a>. How can we translate these principles into what is happening in Westminster?</b></div>
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<b>Persuasion and influence are not short term strategies. Only those who have been playing the longer game will be able to achieve those aims. However timing plays a key role too. </b></div>
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<b>Those in the race need to be clear on what they can influence and what they can't. They need to have a clear strategy that is focused and flexible. </b><br />
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<b>Let's examine how you achieve your political objectives through the 7 principles of persuasion. </b></div>
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<b>1. Knowing your long game & the principle of repricocity. </b></div>
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What is your political objective? What qualities do you have and is it realistic to think you can achieve that objective? Do you have the right skills? Are you good at speaking in debates, in front of cameras? </div>
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What quality do you have that the party and the electorate will get behind? This is about your values and how you go about doing things. </div>
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All these are important questions but they are questions that needed to be asked years ago and skills that needed to be demonstrate for years. They will be part of the "making your mind up" strategy of every voting Conservative MP. They are qualities that will be attributed to you, imagery that will be associated with you. So they are important but it will be too late to influence them now. They will need to build on them now. </div>
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The big question today is who supports you and will continue to support you in the coming weeks or months?<br />
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Once you know who will vote, you need to be clear WHY they'll vote for you and then leverage that motivation in others. </div>
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How many of the leadership candidates have had their eyes on the prize? We all know that Boris Johnson and Michael Gove have for some time but what about the others? <a href="https://www.theguardian.com/politics/ng-interactive/2019/may/28/tory-leadership-contest-odds-tracker-whos-up-and-whos-down" target="_blank">Here is the list of eleven currently vying for the role </a></div>
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The first critical step in the contest is to whittle the eleven down to two in a series of rounds. So the candidates will need to have their backers ready and waiting in the wings. They will need to have been building advocates and supporters over the last few years to be ready. There isn't much time to campaign. You need to have started ready. </div>
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<b>2. Be authentic. It's not all smoke and mirrors. The principle of consistency. </b></div>
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The longer you are in politics the more your voting record will speak volumes. Has your authenticity matched your actions?</div>
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So you need to be consistent in your messaging. </div>
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However there is another side to the principle of consistency - if people said they liked you in the past - they are more likely to vote for you in the future. People like to be consistent. So it might not look so good for Michael Gove who lost out to May and Leadsom in 2016. However he has been working hard to get more endorsements - so can't be ruled out. </div>
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The thing about the principles of persuasion they don't always work in isolation. </div>
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Although the general public are not involved in the voting - it's MPs that vote in the first round, then party members to vote in the second round. It is still important to make sure people know who you are beyond the corridors of parliament. People will make their mind up according to how well you have positioned your profile. They wont just be thinking of now but of the up and coming election. Who could win and get the backing of the voters? Who could give them a stronger majority?</div>
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<b>3. Have a clear message - principle of authority. </b></div>
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No matter how clear your long term aim is or how authentic you are, if the message isn't loud and clear no-one will know you're there. Already journalists are deciding which names to mention in their introductions and which they wont. Will yours make it in?<br />
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What is your campaign message and what differentiates it from the others? Dominic Raab's @ReadyforRaab" semi official twitter feed has a strong ring to it. It has nice alliteration too! However Rory Stewart has the same twitter fan handle @ReadyforRory and Rory4Leader. Jeremy Hunts' critics are dominating his campaign message as "Theresa in trousers" which might not help his bid. Steve Bakers @StandwithSteve, Boris's @backboris both use alliteration but James Cleverly is going for @TeamCleverly. Priti for PM is great because it aligns it to the next general election by not using the word leader, however I can't see that she has definitely put her hat into the ring, although there is rumour that she was seen filming a promo video recently. </div>
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Others are talking policies. Gove has said he would offer free citizenship to EU citizens - a promise he says delivers on on the Vote Leave promise. Esther McVey's Blue Collar Conservatism is an in-party group looking to support voters in deprived areas.. </div>
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So the candidates need to get clear on their three to four word slogan. These short slogans need to be fun but not too cringy. People need to feel comfortable saying them to each other and to be associated with that slogan. With such a short time to make an impact you need a phrase that floats to the top of people's minds. It needs to stick. The use of alliteration is a great start but it will be those who embed a message within the slogan that could tip the balance. </div>
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This phrase, if strong, will be quoted in the press and by the critics thus giving you an air of authority. </div>
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<b>4. Build up your media influence - the principle of "liking" </b></div>
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Jeremy Hunt needs to be aware of how negative slogans can spread. He needs to nip that slogan in the bud and refocus people's attention. He needs to take control of the messaging if he can. </div>
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Using your media advocates is key here. If a newspaper backs your bid, you may be in a stronger position. Again this isn't a short term strategy - this is something you need to have been building for years. The backing might be subtle - they might just write nicer things about you than they do about the others. </div>
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Which journalists know you and like you? Use your contacts. If good things are written in prominent places, voting MPs will read it and be convinced by it. How many of them have good relationships with key critics?</div>
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Don't underestimate the power of being liked. </div>
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<b style="font-family: helvetica; font-size: 12px;">5. Get backing from people your Conservative peers will like - principle of </b><span style="font-family: "helvetica";"><span style="font-size: 12px;"><b>consensus</b></span></span><b style="font-family: helvetica; font-size: 12px;"> </b></div>
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If people aren't sure who to back they will look to others to then decide what they think. This scientifically proven method was used in hotels. Hotels that said "75% of people who stay in this hotel reuse their towels" then reuse goes up by 26%. So those opinion polls are a double whammy effect. If people think most of the others will vote that way - they may get behind the consensus. This can back fire if all the other principles are not aligned. We've seen it before in politics. If people believe someone will win - it can focus people's mind against them and build that counter-consensus. </div>
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<b>6. show what makes you unique - principle of scarcity. </b></div>
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The normal use of the principle of scarcity is to show people they only have a limited time to vote, buy or get involved. However in this situation, the leadership campaigners need to point out what makes them unique. People need to feel that THEY will lose out if they don't consider your leadership bid. If they think you might be able to have another go later - they might reconsider voting for you now. Candidates need to show that their time is NOW and build on that momentum. </div>
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<b>As well as these six principles I believe there is one other that is key to this leadership campaign: timing. In Cialdini's most recent research for his book "PRE-SUASION" he talks about the importance of timing and what happens in the lead up to a decision. </b></div>
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<b>7. The importance of TIMING </b></div>
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Timing, like all great persuasion techniques require planning. However there is one quirk in timing that may help one candidate over the other in this short term space. </div>
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The best sales people know that cultivating the relationship enables the most productive outcomes. Often the difference between one product and the other is minimal - it is the relationship that matters. Trust is key. </div>
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So is it possible to influence the relationship? Cialdini talks about the importance of what happens BEFORE you meet; BEFORE they hear your message. What has happened just BEFORE they vote is key to the outcome. </div>
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For example people are more likely to buy German wine if they've just heard a German song on the shops sound system or French vintage if they've heard a French song. </div>
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it's not just Cialdini who talks about timing. In Bill Goss's Ted Talk on "The single biggest reason why start ups succeed" he talks about the importance of timing. Air bnb succeeded because it started in the recession. Uber came out when drivers were looking for extra work. You tube was perfectly timed when the technical problems of video streaming were sorted. So for success in start ups you need to be honest with yourself - are the consumers are ready for you. </div>
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<a href="https://www.ted.com/talks/bill_gross_the_single_biggest_reason_why_startups_succeed?language=en">https://www.ted.com/talks/bill_gross_the_single_biggest_reason_why_startups_succeed?language=en</a></div>
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So who are the Conservative Party ready for? Who is the timing right for? Who fits the cultivated environment?</div>
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What relationships have been cultivated, what trust has been built, what messages are sticking and who else believes in you? Only when all these principles merge will the outcome become clearer.<br />
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Will Boris's call to court be a positive or negative timing issue? Will Esther McVey's Blue Collar Conservative build momentum? In this first round it's difficult to know because who truly knows the minds of the Conservative MPs at the moment. Every political commentator will say they do or go on to say they do.<br />
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I believe what people are saying in public and what they think is a bit different at the moment. Nobody really knows what is going on and what will happen. Yet the norm is to look strong and clear without ambiguity.<br />
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<b>Attention & Association </b></div>
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The last two principles that may apply in the scientific principles of persuasion is the importance of how the Conservative MPs "see" the candidate. </div>
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What qualities to they associate with that candidate. When you're voting, how do you remember that person: what do you associate them with? Will it be the candidate's position on Brexit or some other quality? What part of their campaign will draw their attention and convince them to vote for them?These few qualities, thoughts and visuals that come to mind in the moment of decision making, will be the determiner. </div>
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So it will be the small moments that will build the voting picture and the long term associations that will embed in the minds of the MPs. There is still time to cultivate these nudges. They need to get a strong message, react to the daily events, associate themselves with "leadership qualities". Although there are key front runners there is still more strategy to be played out and noone is ticking all the persuasive boxes...yet. <br />
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And then of course we are all human so it will also be how they deal with any pitfalls along the way. </div>
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Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-71389812945099901322019-05-09T14:30:00.000-07:002019-05-09T14:30:14.160-07:00Why sometimes does theatre get is to right? Should we ask Richard Feynman?Today I was delivering a course in Cardiff on Questioning. 10 years ago when I was developing the course I came across this <a href="https://www.youtube.com/watch?v=36GT2zI8lVA" target="_blank">amazing video by Richard Feynman</a>. In it a BBC journalist asked him why magnets repelled. His answer is so brilliant I don't want to spoil it for you. I urge you to watch it. At the heart of it is the challenge of the question WHY?<div>
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As I was walking back to my hotel I nipped into the Wales Millennium Centre. In their Weston Studio Theatre the Paraorchestra, composer, Will Gregory, choreographer and co-director Caroline Bowditch and conductor and co-director Charles Hazelwood had collaborated on a piece based on the exact Richard Feynman interview. </div>
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I set myself up for disappointment. My favourite scientist, collaborating with contemporary dancers in the round where musicians interplay with the audience was my idea of heaven. At drama school in the 90s I was fascinated by the theatre director Grotowski's use of space. He had a tendency to put the audience where the performers normally are. They had done the same. We were in the centre while they were on the fringes. </div>
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Well I was blown away. The mixture of dynamic composition, thoughtful movement and interplay with the audience was enhanced by the diversity of the orchestra. Every performer looked out for each other. The space oozed with empathy and care. The space was held by every performer and we felt safe as an audience. </div>
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This was the theatrical equivalent of facilitation. The space was made safe, the audience were asked to join in and stretch themselves as much as they were willing. The performers listened to each other and the audience. The movement was thoughtful, considered and playful as well as technically challenging. The dancers had huge proprioceptive awareness - they knew exactly where each part of their body was positioned in space in relation to the audience. Every position they took was considered with empathy for those around them. </div>
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The young male dancer held his hand out to the older lady and beckoned her to join. She mirrored his movements, moved seamlessly through the space and started to smile the most joyous smile. I later found out she has never danced professionally or as an amateur - she just thought she'd go for it. </div>
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The performers happily dealt with us all - wheelchair users, visually impaired, vertically curious. We became part of it. It was done gently. A foot to foot. A cello lifted slowly above and over your head. A touch to the back as a group connected physically then parted just as swiftly. </div>
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The interplay was sometimes structured, other times improvised. </div>
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The musicians also became part of the movement. Charles Hazelwood moved as a conductor and then as a dancer. The cello player's cello was held up by another of the dancers as he played. The vibraphone player was lifted like a ballerina while still playing perfectly every note. </div>
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The other percussionist danced as he moved round and towards the end gave out some instruments to the audience who played them to rhythmic perfection. </div>
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And then we stopped. All together. Even the audience members with the percussion instruments. Not a bell or a shaker over the beat. </div>
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The group had become one. </div>
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We had become the collaboration. </div>
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Why does theatre get it so right sometimes? Is the answer in magnets? Sadly we can't ask Richard Feynman but I'd love to think he might have a theory.... </div>
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The Nature of Why is on at the Wales Millennium Centre for two more nights - grab a ticket while you can.<br /><div>
<a href="https://www.wmc.org.uk/en/whats-on/2019/the-nature-of-why/">https://www.wmc.org.uk/en/whats-on/2019/the-nature-of-why/</a></div>
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Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-32869223105393408982019-04-22T14:12:00.001-07:002019-04-23T03:02:46.209-07:00The importance of childhood movement for leaders. <table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjyyozkrZ38ulPIAt1cAaZ2iJPnGkA-0DU4qNvtbQup-0mMod-Ifx-RbfOm29Km-DB-GUjEdNY5_OcZ6X_UDmLm4IQShNN2PR3G_tY1S0vL3kO2s2hcucmnty1Jlh4JGwGBOglIC5XATQE/s1600/Obama_Biden1+walking+meeting+.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" data-original-height="651" data-original-width="976" height="212" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjyyozkrZ38ulPIAt1cAaZ2iJPnGkA-0DU4qNvtbQup-0mMod-Ifx-RbfOm29Km-DB-GUjEdNY5_OcZ6X_UDmLm4IQShNN2PR3G_tY1S0vL3kO2s2hcucmnty1Jlh4JGwGBOglIC5XATQE/s320/Obama_Biden1+walking+meeting+.jpg" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Obama and Biden having a walking meeting</td></tr>
</tbody></table>
For those of you who know me well, you will know that I have a passion for learning. Not just peripheral learning but deep, complex learning. <br />
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Part of that passion is owning a number of learning environments including two nurseries and an after-school-club. After all children are the quickest and best learners we know. If we understand their learning process we can clarify our life-long learning approach.<br />
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The other big part of my learning journey is my training consultancy for parliamentarians and academics around the world and the innovative financial sector. These three sectors have one thing in common - they stretch for the best. They are constantly looking at quick, effective and proven techniques that can improve outcomes.<br />
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I often find there are large areas of cross over between how children learn and how leaders can improve their learning. A child's persistence to succeed by constant failure, their curiosity that has no limits, their questioning skills that never tire and their natural desire to move are key skills every leader needs.<br />
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<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><img border="0" height="112" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiWiT8P7Ap1axXFuy7dhKnPBwg4RZ6Xh53h840pzLj0BeTBxKNSlwM3eEzdjNjrfIxXGPAgfddnPTTFs4euvQrVgPneqGthkyV9Oxbr1PoIf-DGYDD2u1KKKP8bnjuUJOpAWXagnfxdOxw/s200/flexi+spot+desk+.jpg" style="margin-left: auto; margin-right: auto;" width="200" /></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Flexi Spot standing and sitting desk</td></tr>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiWiT8P7Ap1axXFuy7dhKnPBwg4RZ6Xh53h840pzLj0BeTBxKNSlwM3eEzdjNjrfIxXGPAgfddnPTTFs4euvQrVgPneqGthkyV9Oxbr1PoIf-DGYDD2u1KKKP8bnjuUJOpAWXagnfxdOxw/s1600/flexi+spot+desk+.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;">. </a><br />
I have a deep rooted belief that movement and experiential learning are a key part of learning for a large majority of people. You can easily learn something quickly but embedding it into a habit takes persistence, curiosity and desire. Some may be able to sit for hours, think, read and learn but the rest of us need movement to aid learning. We need to embody what we learn not just know it. There is a huge gulf between knowing something and implementing it.<br />
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<b><u>So how do we move at work?</u></b><br />
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For some years there has been an increase in walking or standing meetings. In <a href="https://www.forbes.com/sites/karagoldin/2018/04/20/why-meetings-on-the-move-should-be-the-new-normal-and-how-to-ensure-theyre-productive/#169fee2b5668" target="_blank">this Forbes article </a> Kara Goldin talks of how Steve Jobs loved a walking meeting and designed his offices to be more dynamic.<br />
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There is also a <a href="https://www.reviewgeek.com/2495/flexispot-standing-desk-review-sit-stand-or-even-cycle/" target="_blank">review here</a> on the flexispot desk by @reviewgeeksite which is a flexi desks that enables us to stand and sit while we work highlighting increasing research on the importance to move while we work and think. Drafters and architects have been doing it for years with slanted standing desks. There are also pictures of Winston Churchill at a standing desk in the early 1900s.<br />
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With this and more seeping into the leadership arena, the academics and movement practitioners are starting to find out more about the importance of movement and learning. They are also finding out how it is linked to personal wellbeing - physical and mental health. I also believe it is linked to innovative thinking and an ability to cope with stress and change. It's also great for networking and influencing.<br />
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Quite often movement and learning are assigned to the area of special needs, under 5s or adult literacy and more recently dementia, rather than innovation, leadership and staff training. I believe we all need to understand the importance of movement at all levels and how we can use neuroscience, behavioural science and increased research in education to improve all training and learning. It needs to be done with the learners in mind to make it relevant. which is where the facilitator and trainer's experience in course development is key.<br />
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<b><u>How do parliamentarians and Senior managers move?</u></b><br />
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<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; text-align: center;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhw2zSE188bSeFL_WwMRy8JbGjZR-IcxQSYvUs84APEtxhEuVrOrmaWxbwk_xDfqt3OoY_DnJH398ApoJbQSleBdXkLfaXHqpP516IeLOipiNixjj8TcYbUOUPgbJLIhAIXce2iQ8KXvNg/s1600/Uganda+Parliament.JPG" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" data-original-height="1200" data-original-width="1600" height="150" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhw2zSE188bSeFL_WwMRy8JbGjZR-IcxQSYvUs84APEtxhEuVrOrmaWxbwk_xDfqt3OoY_DnJH398ApoJbQSleBdXkLfaXHqpP516IeLOipiNixjj8TcYbUOUPgbJLIhAIXce2iQ8KXvNg/s200/Uganda+Parliament.JPG" width="200" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Parliament in Uganda</td></tr>
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Most corporate and political places I visit are skeptical of the importance of movement. Yet look at the parliamentary buildings around the world. They require you to move - even if it's to get from your office to the debating chamber.<br />
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In Westminster, politicians have to get to the Chamber to vote in a short space of time, through all the underground routes of Parliament, They have to meet various people throughout parliament and their constituency. If you asked them do they incorporate walking meetings they might not immediately say yes.<br />
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These walking corridors are talking corridors - they are not only routes to vote they are places to have purposeful collisions and influential chats. This is where one-to-one "moments" happen, heads bowed, ears attentive and opportunities for backbenchers to rub shoulders with Secretaries of State.<br />
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<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh6qA2vgmlySxFMlPx3xJIlWGdJpeDRryHvV0YJVS8xsSg1BKuO0a8NTSU319aOFnQLm1SUCKHojso9ESwT_eumXNqrm4AwHjjv776ReB9sTb6DShrlhZ0D_R1ucWQtOZGAp9eWdhBDSXE/s1600/movement+pyramid.png" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" height="128" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh6qA2vgmlySxFMlPx3xJIlWGdJpeDRryHvV0YJVS8xsSg1BKuO0a8NTSU319aOFnQLm1SUCKHojso9ESwT_eumXNqrm4AwHjjv776ReB9sTb6DShrlhZ0D_R1ucWQtOZGAp9eWdhBDSXE/s200/movement+pyramid.png" width="200" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Presentation and Movement</td></tr>
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So how does Developmental Movement in the under 5s link to leaders in the seat of power? Three key areas where leaders need to learn to move is delivering presentations, managing staff and leading a team. How does it link to movement?<br />
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<li><b><u>When we present </u></b>- we stand in a particular way. How we stand is linked to how we are heard. This is the most discussed as it links to body language. </li>
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<li>If we stand with an open upper body we have more status and are listened to more attentively (crawling develops our sense of balance and shapes our back, hips and shoulders)</li>
<li>If we use open hands we are considered more trustworthy. Open hands also increase engagement with the audience. They are also the last parts of our bodies (alongside our feet) to "connect up". All parts of our developmental movement need to be fully connected to use open hands. So if hands are open we read that who we watch is fully connected. </li>
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<li><b><u>When we move and talk</u></b> - this is our ability to move while speaking. It's being able to:</li>
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<li>move while speaking and stopping exactly at the end phrase of a sentence. </li>
<li>emphasise words while moving. </li>
<li>pause at the right beat for effect. </li>
<li>use relevant hand gestures effortlessly while moving.</li>
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And you need to do it all looking relaxed and natural. This might sound easy but try it - it can be more difficult than you think to move and speak! This is linked to proprioception, which is the ability to sense where our body is in space. Most of the key developmental movement milestones affect this. During my 20 years of communication training I've asked many people to move to a mark and talk. Many people forget how to walk naturally and start walking one-sidedly (when your leg and arm on the same side swing rather than opposites).<br />
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<li><b><u>When we speak </u></b>our ability to not just sound authentic but <b><u>to BE authentic</u></b> requires a deep <b>s</b><b style="font-style: italic;">ense of self </b>that comes from developmental movement of playing on our backs and tummies. </li>
<li><b><u>When we manage difficult conversations or lead a team through difficult times</u></b> we need to be able to empathise not superficially but from a connected, embodied place. If a child goes through all the stages of developmental movement they are more likely to feel a deep sense of self. With future training and self awareness they will develop an ability to connect and empathise with others. This is also called Kinaesthetic Empathy. </li>
</ul>
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhrVEPBjpwRU_hAAvWn4VYCSg8LvELlLdeMG_ZZLWZqWnC-dwkdRx_5MnOlWajEFyCLGfA1v1SeLKSG8GG7rJ9jliBpNdUu83AcBHy-kOu1tctmrMyd64eropBn-KyprHNskSg9LUvouO0/s1600/Screenshot+2019-04-22+13.56.39.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="566" data-original-width="951" height="118" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhrVEPBjpwRU_hAAvWn4VYCSg8LvELlLdeMG_ZZLWZqWnC-dwkdRx_5MnOlWajEFyCLGfA1v1SeLKSG8GG7rJ9jliBpNdUu83AcBHy-kOu1tctmrMyd64eropBn-KyprHNskSg9LUvouO0/s200/Screenshot+2019-04-22+13.56.39.png" width="200" /></a><br />
So much of our communication is done through our bodies. I believe the earlier we help children feel authentic and connected to themselves, the better they will be at trusting their deeper instinct when a leader.<br />
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<br />Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-65798216594933774382019-04-08T11:23:00.000-07:002019-04-08T11:23:11.316-07:00Collaboration, teams and trust In 2015 I did a TED talk about collaboration, since then I have delivered a number of facilitated talks, created learning programmes and coached groups to collaborate more effectively. Here I want to pull together some other TED talks that highlight the challenges teams face when attempting to collaborate.<br />
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In this TED Talk by Amy Edmondson, Professor of Leadership at Harvard Business School, she starts her talk explaining how some teams are thrown together in crisis. I experienced this at a lower level when a story broke on the BBC Radio 4's Today programme, where I worked.<br />
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In other more extreme circumstances Prof Amy Edmondson talks about how in 2010 there were 33 Chilean miners who were trapped underground with no clear way out. How does a group of people learn to team-up and collaborate? They had to call in hundreds of experts to solve the problem.<br />
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Paul Pulman, was CEO of Unilever from 2009 and <span style="background-color: #fcfcfc; box-sizing: border-box; color: #333333; font-family: tabular-numbers, Georgia, Cambria, "Times New Roman", Times, serif; font-variant-ligatures: common-ligatures;"> was recently recognized as one of the inaugural <a href="https://www.consciouscapitalism.org/blog/heroes-of-conscious-capitalism-2017-class" target="_blank">"</a></span><span style="color: #003891; font-family: tabular-numbers, Georgia, Cambria, Times New Roman, Times, serif;"><span style="-webkit-tap-highlight-color: rgba(0, 0, 0, 0); background-color: #fcfcfc; box-sizing: border-box; cursor: pointer; font-variant-ligatures: common-ligatures;"><a href="https://www.consciouscapitalism.org/blog/heroes-of-conscious-capitalism-2017-class" target="_blank">Heroes of Conscious Capitalism</a></span></span><span style="background-color: #fcfcfc; box-sizing: border-box; color: #333333; font-family: tabular-numbers, Georgia, Cambria, "Times New Roman", Times, serif; font-variant-ligatures: common-ligatures;"><a href="https://www.consciouscapitalism.org/blog/heroes-of-conscious-capitalism-2017-class" target="_blank">"</a> at the annual CEO Summit along with 27 other business leaders. Amy quotes him as saying </span><br />
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<i>"The issues we face are so big and so challenging that we cannot do it alone, so there is a certain humility and a recognition that we need to invite other people in. When you look at any issue such as food or water scarcity, it is very clear that no individual institution, government or company can provide the solution". </i><br />
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A lot of the time I deal with different groups that don't see eye to eye - whether it be a political group or different departments with different priorities and mindsets. Amy talks of "Professional Culture-Clash" which I have seen throughout my work in big corporates where the sales team clashes with the engineers; the front office class with operations or the IT professionals clash with the Managers.<br />
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So how did a group of strangers become, according to Amy Edmondson, a team? They did it by<br />
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<ul>
<li>Daily failure and willingness to learn fast. </li>
<li>Humility to listen to others </li>
<li>Curiosity to solve the problem </li>
</ul>
It started with the leaders saying "Honestly we don't know how to fix it". With that statement comes a "psychological safety" because no-one has the answer so no-one and no idea can be stupid. Any idea may be the best one and trigger the best answer. <br />
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In a corporate setting there is a history of competition where the underlying message can be there's only room for the few. These messages of scarcity can encourage competition between colleagues. Competition and collaboration rarely mix well. With competition often comes ego led learning. A feeling of "I know best". This is not the best mindset for collaboration and trust. <br />
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Professor Frances Frei, another Harvard Business School Professor talks here about the components of Trust. She says they are well known and form three parts of a triangle:<br />
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<li>Authenticity - which builds trust in the person </li>
<li>Logical rigour - which builds trust in the argument</li>
<li>Empathy - which bring trust you will be supported and the trust is directed to you </li>
</ul>
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If you have all three you have trust. If even one wobbles so does trust.<br />
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Empathy requires time to show you care. If we are too busy, people can't show how much they care. <br />
Logic comes in two ways - the quality of the logic or the ability to communicate the logic. How are you communicating your strategy to your team?<br />
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<span style="font-family: Times, Times New Roman, serif;">In the third TEDx by <span style="background-color: white; color: var(--ytd-video-primary-info-renderer-title-color, var(--yt-spec-text-primary));">Baroness Onora O'Neill, a leading philosopher talks about the importance of competence, honesty and reliability to build trust. Quite similar to the previous talk - honesty could be the same as authenticity, competence as logical rigour and reliability as directed empathy. She said over trusting is not the key but the ability to weed out the trustworthy from the untrustworthy. </span></span><br />
<span style="background-color: white; color: var(--ytd-video-primary-info-renderer-title-color, var(--yt-spec-text-primary));"><span style="font-family: Times, Times New Roman, serif;"><br /></span></span>
<span style="background-color: white; color: var(--ytd-video-primary-info-renderer-title-color, var(--yt-spec-text-primary));"><span style="font-family: Times, Times New Roman, serif;">So my thoughts from watching these are that trust is at the heart of collaboration. If we go into a problem being authentic and empathic then we can collectively find that intellectual logical rigour on a level playing field as demonstrated by the experts solving the crisis of the trapped Chilean miners. </span></span><br />
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<span style="background-color: white; color: var(--ytd-video-primary-info-renderer-title-color, var(--yt-spec-text-primary));"><span style="font-family: Times, Times New Roman, serif;">If someone is leading with a clear goal and purpose and has explained it with logical rigour - the way you bring your team on board is by showing empathy and authenticity. I would also suggest that you allow the team members to be authentic in the way they work and share ideas - easy to say but can be challenging if the communication skillset is not high. </span></span><span style="background-color: white; color: var(--ytd-video-primary-info-renderer-title-color, var(--yt-spec-text-primary)); font-family: Roboto, Arial, sans-serif;"> </span><span style="background-color: white; color: var(--ytd-video-primary-info-renderer-title-color, var(--yt-spec-text-primary));"><span style="font-family: Times, Times New Roman, serif;">When time is a challenge the thing that can often go is empathy and yet it is essential to build a collaborative, unified team. </span></span><br />
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<br />Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-70729329031898014042019-04-04T04:22:00.007-07:002019-04-06T07:09:20.318-07:00CPA UK's Modern Slavery Project - Thoughts on how to start a campaign. Last week I had the privilege of being part of CPA UK's<span style="font-family: "cambria"; font-size: 12pt;"> #ModernSlavery #ForcedLabour
#HumanTrafficking Conference and I’m reflecting on what I took away from it and put into it. </span><br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiILmeBHuqrhawcOQGyUQ40nqnbW8r9ogTxh-J68BiYTf74tu0MzCAfAai3ZNHQWovpn1YqSA2QbDRH54QjD8mZGB0PMktuOUDAgItUYR7tVCEpE97mbsfd0340NP5HwIuDWGk73DfWO9w/s1600/Kate+at+CPA+Modern+Slavery+conference+.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="901" data-original-width="1600" height="180" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiILmeBHuqrhawcOQGyUQ40nqnbW8r9ogTxh-J68BiYTf74tu0MzCAfAai3ZNHQWovpn1YqSA2QbDRH54QjD8mZGB0PMktuOUDAgItUYR7tVCEpE97mbsfd0340NP5HwIuDWGk73DfWO9w/s320/Kate+at+CPA+Modern+Slavery+conference+.jpg" width="320" /></a>One key message from the first day was "Put Survivors at the Heart of Legislation" from the second day was “Understand the
Complexity” and from the third "Find advocates for impact". <span style="mso-spacerun: yes;"> </span></div>
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We often cannot even
imagine how complex situations lead to coercion. There are often multiple
situations that lead to a particular outcome. <span style="mso-spacerun: yes;"> </span>We heard how important it is to go to the
people who are being affected then listen and act.<span style="mso-spacerun: yes;"> </span>We cannot assume what is happening or what
people are going through.<span style="mso-spacerun: yes;"> </span>We need to
ask. <span style="mso-spacerun: yes;"> </span>Sometimes we will be surprised by
what we hear. <o:p></o:p></div>
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Another key message is we need to take responsibility in our
countries and come together across our countries to make a difference. The perpetrators are relying on speed and complexity to avoid detection.<span style="mso-spacerun: yes;"> </span></div>
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So how do are some thoughts on how to build a campaign that can have impact
in different countries; <o:p></o:p></div>
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<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt "Times New Roman";">
</span></span></span><!--[endif]-->Know your aim – try to make your aim clear and
specific.<span style="mso-spacerun: yes;"> </span>If you are early in your
thinking you may need to go out and speak to people to make sure you are
keeping the “survivor at the centre of the legislation”.<span style="mso-spacerun: yes;"> </span>If you are further down your thinking make
sure your aim is also achievable, realistic and measurable (SMART) eg get the message to 5 key villages to STOP #ForcedLabour START #FutureWorker. <span style="mso-spacerun: yes;">It is better to take one key issue and focus on that and achieve it than taking lots of aims and missing the mark. Make sure part of the aim is how you will measure it eg going to the villages and check if they remember the message and know what the message means from a day to day action. </span><o:p></o:p></div>
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</span></span></span><!--[endif]-->Be aware of the impact you want.<span style="mso-spacerun: yes;"> </span>Don’t stop at what change you want, think how
the change will impact all people involved. What are the impact on beliefs and culture?How can you overcome some of those challenges - understand the complexity and embed that as part of your campaign mission. </div>
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Sometimes as leaders we state our goal as "ending slavery and forced labour". That is a huge goal that may take decades to change. Start with something specific eg to give all survivors access to trauma therapy within a clear time period. Notice that goal has a timeline and clear action that can be measured. You then need to check that your approach will “Do No Harm” to
those involved. You may need to do a pilot and check with survivors on the trauma therapy if it has achieved the impact you want. Don't just think of the policy implementation think of the survivor.<o:p></o:p></div>
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</span></span></span><!--[endif]-->List your advocates – think who are the key
influencers that can make an impact to your campaign aim.<span style="mso-spacerun: yes;"> </span>We believe there are about 6 people in between
who you know and a key influencer.<span style="mso-spacerun: yes;"> </span>As
parliamentarians this link may be a lot shorter.<span style="mso-spacerun: yes;"> </span>If you think who you know you often realise
you know the people that can help you achieve the aim.<span style="mso-spacerun: yes;"> </span>Think how you can speak to the key people
that can impact your outcomes. Sometimes the key people are part of a community. Seek out the change makers. <o:p></o:p></div>
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</span></span></span><!--[endif]-->Know the best activities to increase engagement.<span style="mso-spacerun: yes;"> </span>Different countries require different
approaches eg some countries need to connect with religious leaders, others
with NGOs.<span style="mso-spacerun: yes;"> </span>Some of the activities are
speaking at townhalls, press conferences, going out to key areas, speak at big
events, attract TV documentaries or creating adverts.<span style="mso-spacerun: yes;"> </span>Think of the best activity to engage the
people you want to talk to.<span style="mso-spacerun: yes;"> </span>The right
context can help frame a better response. <o:p></o:p></div>
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<table cellpadding="0" cellspacing="0" class="tr-caption-container" style="float: right; margin-left: 1em; text-align: right;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEglnQZH4ivxR8M7NqDqJ4ZtBel4AuXi4zJEktiBd2X5sv3GXqQV51hkqXMrBLwH2IaVwVE3lAJkpy8gUPqOxlAA_TuosoXMRj7-fOBCsfF5t7hdiSAX44cgSrff-hEoLcjXn30b6Lj2ZrI/s1600/Kate+with+reps+from+Ghana+.jpg" imageanchor="1" style="clear: right; margin-bottom: 1em; margin-left: auto; margin-right: auto;"><img border="0" data-original-height="360" data-original-width="640" height="180" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEglnQZH4ivxR8M7NqDqJ4ZtBel4AuXi4zJEktiBd2X5sv3GXqQV51hkqXMrBLwH2IaVwVE3lAJkpy8gUPqOxlAA_TuosoXMRj7-fOBCsfF5t7hdiSAX44cgSrff-hEoLcjXn30b6Lj2ZrI/s320/Kate+with+reps+from+Ghana+.jpg" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Co-learning and idea generation with the MPs from Ghana. </td></tr>
</tbody></table>
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</span></span></span><!--[endif]-->Match the best Activity to the Influencers.<span style="mso-spacerun: yes;"> </span>Think how you can best attract the key people
to your topic.<span style="mso-spacerun: yes;"> </span>Find ways to chat and
discuss the important areas and share your understanding of the issues.<span style="mso-spacerun: yes;"> </span>Use their language.<span style="mso-spacerun: yes;"> </span>Speak in a way that they understand.<span style="mso-spacerun: yes;"> If we use words that resonate with people they are more likely to listen. Use their first language - translate the messages into their language. </span>The Activity may be to talk to families and
help them see that by reducing work at home and increasing time at school the
long term outcome for the family will be greater.<span style="mso-spacerun: yes;"> This is challenging for all of us. There is a human trait called "loss aversion" which means we are more likely to worry about what we will lose today than what we will gain in the longer term. So if you lost £5 today you would be more emotional than if you found £10. Our behaviour is often to prevent loss rather than enable gain. So changing people's mindset requires powerful teachers. </span><o:p></o:p></div>
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</span></span></span><!--[endif]-->Create a powerful message.<span style="mso-spacerun: yes;"> </span>People tend to remember short phrases or
sound bytes.<span style="mso-spacerun: yes;"> </span>We need to take complex
ideas and be able to say them succinctly. How can you summarise your message
into a few words? This may take time. Start with a long phrase then constantly try to reduce it and make it shorter. <o:p></o:p></div>
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</span></span></span><!--[endif]-->Think of the barriers that could get in your way
and how you could overcome them or navigate them. Try to think of this before
you come up against them so you have a<span style="mso-spacerun: yes;">
</span>plan. It can be challenging leading a change campaign. Find people who can support you and be your advocates and supporters. Be ready for the barriers and find ways to help people see beyond them. <o:p></o:p></div>
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</span></span></span><!--[endif]-->Think of your key motivators.<span style="mso-spacerun: yes;"> </span>Who are you trying to help? Why? How will you
measure your own personal success along the way.<span style="mso-spacerun: yes;"> </span>Sometimes the going gets tough.<span style="mso-spacerun: yes;"> </span>What strength do you have that will ensure
you keep going?<o:p></o:p></div>
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</span></span></span><!--[endif]-->Plan the timeline.<span style="mso-spacerun: yes;"> </span>Planning is key to outcomes.<span style="mso-spacerun: yes;"> </span>If you put a date next to your action you
will be more motivated to achieve it.<span style="mso-spacerun: yes;">
</span>Think of your short, medium and longterm goal.<span style="mso-spacerun: yes;"> </span>What re the easy wins and what do you need to
plan for?<span style="mso-spacerun: yes;"> </span>The more you plan the more
likely you will be disciplined to achieve it. <o:p></o:p></div>
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<!--[if !supportLists]--><span style="mso-bidi-font-family: Cambria; mso-bidi-theme-font: minor-latin; mso-fareast-font-family: Cambria; mso-fareast-theme-font: minor-latin;"><span style="mso-list: Ignore;">10.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]-->It
may sound strange but reflecting is also key.<span style="mso-spacerun: yes;">
</span>Once you have returned to your home after a conference the world can look different and your thoughts change. What can you hold on to from the conference that will make a big impact? If we have an early success it often drives us for a longer term success. What is realistic, what do you need to tweak to make
sure you get an outcome that will have impact?<span style="mso-spacerun: yes;"> </span>After you have come up with a strategy, leave it for a
while, sleep on it.<span style="mso-spacerun: yes;"> </span>Then come back to it with fresh
eyes and see how you can improve it. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
It will take a while to understand the complexity of
#ModernSlavery #ForcedLabour #HumanTrafficking to enforce the legislation or
amend it to make it more effective but every outcome starts with a first step
and a few committed people.<span style="mso-spacerun: yes;"> </span>I had the
pleasure to meet a whole room full of committed parliamentarians and I’m very
excited to see what happens as a result of CPA UK’s project.<span style="mso-spacerun: yes;"> </span>Judging by the people I met and the ideas
that were suggested we will be in a stronger position to weaken the hold of the
perpetrators. <o:p></o:p></div>
<!--EndFragment--><br />
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</style>Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-12228872798002531432019-03-26T11:16:00.001-07:002019-03-26T11:24:59.715-07:00Day One of Modern Slavery, Human Trafficking and Forced Labour Conference, London <br />
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Day One of this important conference has started.<span style="mso-spacerun: yes;"> </span>11 countries coming together to discuss the
best way to reduce the worst crimes. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Two key messages that have stood out for me today are: </div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
</div>
<ul>
<li><span style="font-size: 12pt;">Improve Legislation to Improve Lives. </span><span style="font-size: 12pt;"> </span></li>
<li>Put Survivors at the heart of Legislation.</li>
</ul>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The start of a conference is a key time.<span style="mso-spacerun: yes;"> </span>It defines the type of approach the rest of
the conference will take.<span style="mso-spacerun: yes;"> </span>CPA UK's have
planned this conference with thoughtful intelligence.<span style="mso-spacerun: yes;">
</span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
The first two speakers looked at how Parliamentarians can
impact outcomes by seeing things from the survivors’ point of view and creating
Champions to spread the message.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Hon Samuel Ikon MNA, Member of The National Assembly of
Nigeria shared ways of how they improved their legislation and created Member
of Parliament Champions Against Modern Slavery.<span style="mso-spacerun: yes;"> A great idea to build advocacy throughout the parliament. </span>They also created and delivered training to organisations on the ground
like the police and judiciary to help them notice bad practise.<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span>This training made sure the Legislation
created powerful policies that helped victims on the ground become
survivors.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Sophie Otiende, a survivor / advocate from the company HAART
explained the importance of putting the survivor at the centre of the
legislation and to define justice along the terms of what THEY need.<span style="mso-spacerun: yes;"> </span>It’s not just about punishing the perpetrator
but supporting the survivors in their healing journey.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
These two things require practical action – getting better
legislation, increasing clarity around visas for domestic workers, bringing in
survivors to the parliaments and writing legislation based on their
experience.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Survivors may not want what we think so we need to ask them.
<span style="mso-spacerun: yes;"> </span>This key message resonated throughout
the talks and the World Café style group discussions.<span style="mso-spacerun: yes;"> </span>Survivors voices need to be heard as part of the
legislative process.<span style="mso-spacerun: yes;"> </span><span style="mso-spacerun: yes;"> </span>Justice needs to be served but so does the
needs of the survivor.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
This has got me thinking how we all can make an impact by the
small choices we make.<span style="mso-spacerun: yes;"> </span>We need to be
aware of the conclusions we jump to, listen more deeply to people’s lived
experience and train the people on the ground to notice beyond their
assumptions. <o:p></o:p></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
Change takes time.<span style="mso-spacerun: yes;">
</span>Becoming a Champion for Change takes a moment.<span style="mso-spacerun: yes;"> </span><o:p></o:p></div>
<!--EndFragment--><br />Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-76435894349818756382019-03-26T11:12:00.000-07:002019-03-26T11:26:29.743-07:00Overseas Territories Project Forum this week. <br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEixuFw8dUeWOaNvlrTeqWTvpGCtXRDt9-xfEOMW7hdkqc46YFP09jV71EwfXiKBuwgQN9inSDoJsQcdOzEUSZRhL1W23MEtqqJjaZ_wHuXeEdJt_t9r8je0OqRwFp9KgtmZ85sqQBYUaoU/s1600/OVerseas+Territories+%2526+Flags+.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="525" data-original-width="1158" height="145" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEixuFw8dUeWOaNvlrTeqWTvpGCtXRDt9-xfEOMW7hdkqc46YFP09jV71EwfXiKBuwgQN9inSDoJsQcdOzEUSZRhL1W23MEtqqJjaZ_wHuXeEdJt_t9r8je0OqRwFp9KgtmZ85sqQBYUaoU/s320/OVerseas+Territories+%2526+Flags+.png" style="cursor: move;" width="320" /></a><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><br /></span></span>
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><br /></span></span>
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;">The Overseas Territories don't get much coverage in our press but they are <span style="background-color: white; caret-color: rgb(34, 34, 34);">14 territories under the jurisdiction and sovereignty of the United Kingdom. </span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: xx-small;"><span style="background-color: white; caret-color: rgb(34, 34, 34);"><br /></span></span>
<a href="https://www.uk-cpa.org/where-we-work/uk-overseas-territories"><span style="font-size: xx-small;">https://www.uk-cpa.org/where-we-work/uk-overseas-territories</span></a><br />
<br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><span style="background-color: white; caret-color: rgb(34, 34, 34);">The CPA UK's role is to strengthen parliaments and democracy. </span><span style="background-color: white; caret-color: rgb(34, 34, 34);">This week (March 4th to 7th) I'm heading to a </span><span style="background-color: white;"><span style="caret-color: rgb(107, 107, 107);">Forum, which brings together the key players from most of the Overseas Territories three areas: internal audit; external audit; and parliamentary oversight of public finances. We will be exploring key areas to help support, strengthen and improve the way they collaborate and learning from each other. </span></span></span><br />
<span style="background-color: white; caret-color: rgb(34, 34, 34);"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><br /></span></span>
<br />
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCFFrJGjagGUEkVq2QHvutVXp-a4ON1agULmYVd-tmjd7Q_v4g3kRfYLLl6u8gTNd6j8yXpuWrjb-SHGuKcVrsXbBhoRnOZ-A3mjdBnJcfFUUQkx2ooQQDJsMQmfUvMM-jA2nLdeSwxC0/s1600/CPA+OT+Forum+2019.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="438" data-original-width="774" height="181" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCFFrJGjagGUEkVq2QHvutVXp-a4ON1agULmYVd-tmjd7Q_v4g3kRfYLLl6u8gTNd6j8yXpuWrjb-SHGuKcVrsXbBhoRnOZ-A3mjdBnJcfFUUQkx2ooQQDJsMQmfUvMM-jA2nLdeSwxC0/s320/CPA+OT+Forum+2019.png" width="320" /></a><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCFFrJGjagGUEkVq2QHvutVXp-a4ON1agULmYVd-tmjd7Q_v4g3kRfYLLl6u8gTNd6j8yXpuWrjb-SHGuKcVrsXbBhoRnOZ-A3mjdBnJcfFUUQkx2ooQQDJsMQmfUvMM-jA2nLdeSwxC0/s1600/CPA+OT+Forum+2019.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><span style="color: black; font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"></span></a><span style="background-color: white;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;">In the last year of the project the three areas have already been building and developing expertise and best practise with the UK and each other. The National Audit Office provided remote support as well as a multilateral training workshop. The Government's internal Audit team enabled secondments and there were visits to shadow how PAC UK works. Meg Hellier is a very innovative Committee Chair and I would imagine they would have learned a lot from her open and collaborative approach. </span></span><br />
<span style="background-color: white;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><br /></span></span>
<span style="background-color: white;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;">Learning and improving how we work is a constant process improved by peer-to-peer learning. This curiosity to learn and improve, alongside the structures this programme has brought is one of the reasons the feedback has been so good. </span></span><br />
<br />
<span style="background-color: white;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><br /></span></span>
<span style="background-color: white;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;">I hope we will find ways to build more skills and identify the next level of learning from this trip. Most of the work will be done from the UK but meeting face to face is an essential part of building connections, collaborations and at the heart of both of those - trust. </span></span><br />
<span style="background-color: white;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><br /></span></span>
<span style="background-color: white;"><span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;">I am looking forward to meeting all the delegates and finding out what areas they want to learn and develop and exploring their strengths and areas of curiosity. </span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><br /></span>
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><span style="background-color: white;">I've travelled to a number of different parliaments around the world and you always learn so much because despite the general set up being based on the UK model, there are always tweaks and differences based on need, culture or necessity. I"m looking forward to finding how what those differences are. </span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><span style="background-color: white;"><br /></span></span>
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><span style="background-color: white;">Also although the Overseas Territories parliaments will be a lot smaller it is often the case that we can learn so much from how others are governing. </span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><span style="background-color: white;"><br /></span></span>
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><span style="background-color: white;">This is not just about the Member of Parliament but Clerks to build their confidence and strategies to improve transparency. </span></span><br />
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><span style="background-color: white;"><br /></span></span>
<span style="font-family: "arial" , "helvetica" , sans-serif; font-size: x-small;"><span style="background-color: white;">You can read more about it here </span><a href="https://www.uk-cpa.org/what-we-do/uk-overseas-territories-project">https://www.uk-cpa.org/what-we-do/uk-overseas-territories-project</a></span><br />
<br />Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-10274757917425386612018-11-07T08:47:00.001-08:002018-11-07T08:47:16.019-08:00Time Management - why it's challenging & how to get better at it. <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiMa37viwENAst17qaezkiAS0Ho8OapsbVAldOhyE-smvM6hUCNJLVQquzx55qxZGoDVFoYBVrUyteYWPZkUazKJhyCSl8WsurHgOC0d1Q4KIDL9FX1FaVk8Klhiz3nTMe97RU9VrlRV3E/s1600/time-488112__340.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="340" data-original-width="510" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEiMa37viwENAst17qaezkiAS0Ho8OapsbVAldOhyE-smvM6hUCNJLVQquzx55qxZGoDVFoYBVrUyteYWPZkUazKJhyCSl8WsurHgOC0d1Q4KIDL9FX1FaVk8Klhiz3nTMe97RU9VrlRV3E/s320/time-488112__340.jpg" width="320" /></a>I've taught time management skills for years and to be honest I feel there needs to be some home truths put out about it.<br />
<br />
Firstly if you've got a lot to do, it's going to take time. There are no short cuts to action and thinking. <br />
<br />
So time management is about managing your mind and emotions and understanding your avoidance strategies. It's actually quite complex for example do you know how you learn? Do you or have you had challenges with organisation and structure when studying. Do you have dyslexia or even a mild version of it. All these things can come into play when we are managing our time. <br />
<br />
Do you like doing lots of things and being up against time or having one thing to concentrate on at a time? <br />
<br />
Once we understand ourselves more we are in a better position to manage what we get done. <br />
<br />
<br />
<h3 style="mso-list: none; text-indent: 0cm;">
Two types of Time Management lists <o:p></o:p></h3>
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In all the time management books they mention three approaches which we could dig down into a little bit more in the session: <o:p></o:p></div>
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<!--[if !supportLists]--><span style="mso-bidi-font-family: Arial; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]-->the Closed List – where you get to know how much you can achieve in a day and how long different tasks take you then you write the list of things you need to do that day and do them. <o:p></o:p><br />
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<!--[if !supportLists]--><span style="mso-bidi-font-family: Arial; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;">2.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]-->The FROG list. This is the list where you write down all the things you need to do and work out which are the ones on the list that are really blocking you ie the ones that are the big ugly frogs you are avoiding and you just need to do. Brian Tracy’s book “Eat That Frog” suggests you start with the biggest ugliest frog that you’re putting off. The rest of the day you can then do the 20% of other jobs you need to do without stressing about the biggy! <o:p></o:p><br />
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- the Open List. Where you manage your to do list and link it to delegation too. There are different apps that can help you digitise your list (see below). An open list is about working through it routinely and getting it done. If you can delegate it - then it's good to think through the best way for you and your budget to do that. The Open list is about managing the short and long term goals you have and keeping on top of them. You have to find a personal way of monitoring your open list to make this work. </div>
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Time Saving Technology <o:p></o:p></h3>
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How do you manage your to do lists. We know that to keep on top of things lists are good. Do you use them? If so are they organised? Could you benefit from having a group or team to do list eg Monday.com or Trello?<o:p></o:p></div>
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How do you write up reports – do you need to use technology like voice recorder or TEMI to get ideas on the page before you edit it. <o:p></o:p></div>
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How quickly do you write – is your writing clear and concise or do you need more writing skills to learn how to be efficient and quick at writing?<o:p></o:p></div>
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How can you do a piece of work and double it up to save time elsewhere e.g. answer an email and turn it into a blog - which is what I'm doing here! </div>
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Health Wellbeing and Time </h3>
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We all respond differently to the stress of time management. <span style="font-family: Calibri, sans-serif; font-size: 14.666666984558105px;">It can range from getting irritable and losing our cool, to mental health and physical health issues. For everyone I believe it is different - this might be better answered by a nutritionist or someone from the line-up in this podcast about GUTS by Radio Lab </span><a href="https://www.youtube.com/watch?v=hf84Ej_tvVY" style="font-family: Calibri, sans-serif; font-size: 14.666666984558105px;">https://www.youtube.com/watch?v=hf84Ej_tvVY</a><span style="font-family: Calibri, sans-serif;"><span style="font-size: 14.666666984558105px;">. I believe the rise in Irritable Bowel Syndrome is linked to stress but that might be because when I'm stressed that's where it affects me . We can also start to not believe in ourselves, so it affects our self esteem. it may affect our values system if we are the type of person that likes to take time over decisions, a lack of time can shake us. </span></span><br />
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<span style="font-family: Calibri, sans-serif;"><span style="font-size: 14.666666984558105px;">Conclusion </span></span></h3>
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<span style="font-family: Calibri, sans-serif;"><span style="font-size: 14.666666984558105px;">So the key conclusion is learn to understand yourself, your daily rhythm and your approach to different pieces of work. If you are more alert in the morning do the difficult pieces of work then. If you lose focus after lunch book in your face to face or phone calls then, when the more detailed work might not be as easy to do. Work out what you like doing and the best time of day to do it. </span></span><br />
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<span style="font-family: Calibri, sans-serif;"><span style="font-size: 14.666666984558105px;">Or if you're following the closed list approach: don't avoid doing things - just do it; don't panic about what you have to in a day, breath, keep calm, don't blame anyone or any thing and just do it. Audit your life and work out what supports your goals and doesn't e.g. games, Facebook or long conversations. Some of these things you need in your life - life is not all about goals, it's also about having fun! </span></span><br />
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<span style="font-family: Calibri, sans-serif;"><span style="font-size: 14.666666984558105px;">I wish you every luck in finding your way.</span></span><br />
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Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-17810955132351942652018-09-27T02:53:00.001-07:002018-09-27T02:53:32.376-07:00Imposter Syndrome. Why it's good for leadership <div style="font-family: Helvetica; font-size: 12px;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEheXRgSfZAJKna00GcjmbCUnXtsSRl8nnKisT7tZ3-idstepZhyphenhyphenob3b_Qt7ZYzetWgvWlrSlFt0bgakizsrnPZ-smY_o80uY6nBVQvtnWwkXC2E5j0wYvTisa763XvDDf96FrXNneXLBJk/s1600/boss-556119__340.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="340" data-original-width="523" height="208" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEheXRgSfZAJKna00GcjmbCUnXtsSRl8nnKisT7tZ3-idstepZhyphenhyphenob3b_Qt7ZYzetWgvWlrSlFt0bgakizsrnPZ-smY_o80uY6nBVQvtnWwkXC2E5j0wYvTisa763XvDDf96FrXNneXLBJk/s320/boss-556119__340.jpg" width="320" /></a>Imposter syndrome can happen for a number of reasons. </div>
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1. school didn’t support their learning style </div>
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2. adults didn’t support their ideas or abilities. </div>
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3. individuals can feel they can’t do the job to the level they’d like </div>
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But in fact imposter syndrome might actually be a sign that they’re doing their job well. </div>
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<b><u>Dunning Kruger Effect </u></b></div>
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The Dunning Kruger effect is a psychological effect where people who don’t know much think they know everything. The opposite is also true people who are good at what they do underestimate their ability. In other words, incompetent people think they’re amazing and those who are amazing may think they’re incompetent. People generally are pretty bad at working out their competency level. If you think you’re bad at something then that is a good indicator that you’re probably good at your job! </div>
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The Incompetence Opera even did a song about it https://en.wikipedia.org/wiki/Dunning–Kruger_effect </div>
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<b><u>Loss Aversion Theory </u></b></div>
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Another reason for imposter syndrome may be another psychological trick our brain does which is Loss Averson Theory. People tend to prefer avoiding losses than achieving gains. Similarly <span style="background-color: white; color: #333333;">Professor Nass, who co-authored “The Man Who Lied to His Laptop: What Machines Teach Us About Human Relationships” (Penguin 2010) he explains that negative emotions require more thinking and as a result we may process </span><span style="color: #333333;">negative things more thoroughly. Think about it, if someone is a bit annoying and says some horrid things on a night out we process them more than if someone gives us a compliment. </span></div>
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<span style="color: #333333;">Prof Nass also explains that we think people who say negative things are smarter than people who say positive things. See this article here <a href="https://www.nytimes.com/2012/03/24/your-money/why-people-remember-negative-events-more-than-positive-ones.html">https://www.nytimes.com/2012/03/24/your-money/why-people-remember-negative-events-more-than-positive-ones.html</a> which also gives some good positive ways to deal with imposter syndrome. </span></div>
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<b><u> Descriptive and Prescriptive stereotypes </u></b></div>
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From a women’s perspective Descriptive stereotypes (what women look like) and Prescriptive Stereotypes (how woman should behave) can hold us back. <a href="https://spssi.onlinelibrary.wiley.com/doi/pdf/10.1111/0022-4537.00234">https://spssi.onlinelibrary.wiley.com/doi/pdf/10.1111/0022-4537.00234</a></div>
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i’ve never been a naturally girly girl. I always liked talking business with the boys. I am not a size 8 and like exploring topics and current affairs rather than do small talk and discuss soft furnishings. So another reason I had imposter syndrome was I was worried about how people would perceive me. </div>
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If we don’t fit in with the natural leader look or style we can wonder if we are one. We need to step beyond the media’s interpretation of what “leader’ looks like in order to own our unique way we lead. A great leader doesn’t do it someone else’s way, they do it their own way. We need to realise a leader doesn’t always look male and white and they certainly don’t get on by being belligerent and aggressive. We need to own our leadership style. </div>
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<b><u>Ways to deal with imposter syndrome</u></b></div>
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<li>Measure your performance. </li>
<li>Have clear goals to achieve and acknowledge you’ve done a good job if you’ve achieved them. </li>
<li>Keep positive feedback </li>
<li>Examine negative feedback in a balanced mindset. If you can’t go to someone to talk through it and get another perspective. Realise there may be things to learn from rather than blame yourself for. </li>
<li>Have a coach that helps you measure your success and find ways to build your resilience around your self image</li>
<li>Build an internal gauge - some people need external validation but you need to have internal validation and you can build it and find strategies to improve that gauge. </li>
<li>Know your style and your brand</li>
<li>know your values and vision and don’t be swayed by media portrayals </li>
<li>Don’t believe all the hype or criticism - keep balanced and your purpose focused. </li>
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<b><u>My personal story </u></b></div>
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Personally I used to need a lot of positive feedback to feel good about my work and used to find negative feedback challenging when I first started in training 20 years ago. I now use personal evaluation as part of my job. I look at what I’ve done and work out what i need to learn from any project I’ve done; what went well and what I could have improved. I then use it to prep for the next job. If it’s tricky, I take it to my coach. </div>
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Actually the times that are the most challenging have been the most rewarding. </div>
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I was asked to do a TED Talk a few years ago and I was so nervous. I teach presentation skills and I thought I should be able to do this. I had a huge imposter syndrome. I also felt I was putting myself out there and my ideas and I found this scary. I had to get a coach to put my fears into perspective and get a script writing friend to check it. What I realised was my imposter syndrome was underpinned by another psychology term: prescriptive and descriptive stereotypes. I was worried that because I was a business woman with ideas I’d be attacked. You just need to read a bit of Sheryl Sandberg's "Lean in" to know female success can be a target. </div>
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I was worried I didn’t know everything about my topic, which was and still is impossible as we’re still exploring team work. Dunning Kruger in action. I worried about my lack of knowledge I knew there was more to learn but I could only talk about what I knew about at that moment, not pull together all the information in the world! </div>
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I was worried I would lose anonymity and it might affect my position as a coach. I worried more about that than anything good that might come out of doing the talk. Loss Aversion in action. </div>
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I was worried that I would get attacked for being a woman, for how I looked or if people took offence to what I said. Prescriptive and descriptive stereotypes in action. </div>
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In reality, by stretching out of my imposter syndrome I realised I knew much more than I had ever thought, I learned more by doing it. It also built my thinking, which has developed more now. It helped me connect with other people who were exploring similar themes and I’m now about to open up the first WikiQual Centre - a place of networked learning, develop a course on creative thinking for schools and build a community of local learners through a new Training Centre in SE London . </div>
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I also realise that as a women in a country where there is free speech it’s my duty to speak up and have my thoughts and opinions heard. In other countries this might not be possible. Working through your imposter syndrome can lead to a much greater understanding of your abilities and help stretch you beyond what you thought possible. </div>
Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-1394974444083868942018-09-27T02:46:00.002-07:002018-09-27T02:46:13.887-07:00Nodding, Selling and building agreement<div class="separator" style="clear: both; text-align: center;">
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Nodding is an underrated body gesture. We are social animals and like to copy each other. When we get on with someone we often copy their body position. But nodding is more than that. </div>
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When we nod, people often nod back. It's a bit like smiling. </div>
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When people nod they look like they are agreeing in a meeting. Just think if you're talking about wanting to spend more money on an area and you look at the finance manager, Jane and nod while you say "Jane has just said there is some extra resource available". If you have got her buy in and you're nodding, there is a good chance she will nod back. </div>
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The interesting bit is that with this physical gesture you can start affecting the subconscious. </div>
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In the old saying in sales, if you get a client to say three yeses to three questions then the fourth question will more likely get a yes This is because part of their subconscious will also start agreeing. <o:p></o:p></div>
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It doesn't work all the time but it's a useful way to try to get buy in to an agreement. It's not manipulative as you can't MAKE them do it. It is persuasive because it may open up their mind to agreeing to it.<br />
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Have a go, listen to Paul McCartney's video "Nod your Head" above and see if you can resist!</div>
Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-46925723491756582122018-07-20T00:39:00.000-07:002018-07-20T00:39:00.417-07:00Deconstructing Tony Blair's writing style <div class="" data-block="true" data-editor="677qn" data-offset-key="dng8r-0-0" style="caret-color: rgb(29, 33, 41); color: #1d2129; font-family: system-ui, -apple-system, BlinkMacSystemFont, ".SFNSText-Regular", sans-serif; font-size: 14px; white-space: pre-wrap;">
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<span data-offset-key="dng8r-0-0" style="font-family: inherit;">I'm aware Tony Blair's reputation is no longer as an influencer and is not taken seriously by many on the world stage but I find his ability to construct his argument and use influencing language to build a speech fascinating. In this video he</span></div>
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<span data-offset-key="4peq-0-0" style="font-family: inherit;">1. Starts with a feeling of understanding and compassion </span></div>
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<span data-offset-key="d45qt-0-0" style="font-family: inherit;">2. Summarises his argument in 10 seconds </span></div>
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<span data-offset-key="benf7-0-0" style="font-family: inherit;">3. Calls for specific action - Parliament to reject the solution decisively - delivered in 4 seconds. </span></div>
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<span data-offset-key="72n24-0-0" style="font-family: inherit;">4. Uses opposing, antithesis writing to compare arguments e.g. a £40bn bill not a £350m a week NHS boost. </span></div>
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<span data-offset-key="fr5ib-0-0" style="font-family: inherit;">5. Simplifies Arguments and attempting to change the language by using new terms e.g. "The Dilemma" </span></div>
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<span data-offset-key="9vbnm-0-0" style="font-family: inherit;">6. Creates repeated statements delivered in a congruent confident way that encourages us to agree</span></div>
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<span data-offset-key="dguac-0-0" style="font-family: inherit;">7. Uses language to create an "argument phrase" and building on it to deepen the argument. </span></div>
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<span data-offset-key="c8d83-0-0" style="font-family: inherit;">8. Uses alliteration and opposition e.g. The White paper proposes even closer cooperation with European in Defence and Data Protection (notice the Ps the C's and the Ds. </span></div>
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<span data-offset-key="6hpqf-0-0" style="font-family: inherit;">9. Delivers in a calm, almost sarcastic, humorous style in places e.g. " to what with delicious irony is called "Fishing Opportunities" ...which looks a lot like the old one.."</span></div>
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<span data-offset-key="cvknb-0-0" style="font-family: inherit;">10. Finishes on an influencing note "this is where true retainers and true leavers make common cause." </span></div>
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<span data-offset-key="ecukr-0-0" style="font-family: inherit;">If I"m honest the final statement is the weakest in my book. But that may be for a reason. </span></div>
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<span data-offset-key="4h80u-0-0" style="font-family: inherit;"><a href="https://t.co/RZE3IRA8ju">https://t.co/RZE3IRA8ju</a></span></div>
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Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-91812685843060161062018-01-30T15:24:00.000-08:002018-01-30T15:24:02.041-08:00Where Neuroscience meets Buddhism <a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhNJsUnq4niY4lpqZ8bIe96i7kOwkxprYaY1yZG0TQxY6Xg3hnVNNZ84J0yIJV1Jwt2g_zs2H1Kz5huLTHNTSpTmrazpAcuw-Re8r3KYGzkgHxk3KvcMAFlX13pZmAxhAlXUkUSB5qq6ps/s1600/Matthieu+Ricard+Wolf+Singer.JPG" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" data-original-height="1200" data-original-width="1600" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhNJsUnq4niY4lpqZ8bIe96i7kOwkxprYaY1yZG0TQxY6Xg3hnVNNZ84J0yIJV1Jwt2g_zs2H1Kz5huLTHNTSpTmrazpAcuw-Re8r3KYGzkgHxk3KvcMAFlX13pZmAxhAlXUkUSB5qq6ps/s320/Matthieu+Ricard+Wolf+Singer.JPG" width="320" /></a>I've just got home from a marvellous talk at UCL. It was a marvellous birthday gift from a fellow coach and friend Grainne. The talk <a href="http://www.howtoacademy.com/courses/buddhism-meets-neuroscience-conversation" target="_blank">A Conversation with Matthieu Ricard and Wolf Singer</a> explored the meeting of two differing points of view. Matthieu Ricard is a Tibetan Monk who translates for the Dalai Lama. Wolf Singer is a neuroscientist. Their new book <a href="https://www.amazon.co.uk/Beyond-Self-Conversations-Buddhism-Neuroscience/dp/0262036940" target="_blank">Beyond the Self </a> is a conversation between the two of them about the mind and brain and explores the similarities and divergences in their thinking.<br />
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It was an interesting juxtaposition between two thoughts and my only complaint was it was too short.<br />
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The question I asked got an interesting response, which I thought I'd share. I'm really curious to explore it more and read their book.<br />
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I asked if there was a difference between the brain structure of a person who has meditated regularly and someone who has not. I had so many other questions but this has been a nice curiosity starter.<br />
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Wolf Singer, neuroscientist, explained that when we learn anything, the grey matter in the brain seems to expand in the particular area of the learning. This will depend on the behaviour we are doing e.g. practising a guitar, meditating and learning a language will show the growth of this grey matter in different parts of the brain. When we sleep it finds a new norm. I presume this means that new synapses and neurons are forming in the brain as we learn in adulthood. <br />
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Matthieu Ricard explained from the Tibetan Buddhist point of view by telling us that there was a study by neuroscientists on three meditation practises: Mindfulness, love and kindness and relaxation meditation. What they seemed to find was whichever practise you repeated made you better at that practise but not the others. So for example practising mindfulness stimulates one part of the brain and practising love and kindness meditation stimulates that area but one doesn't stimulate the other. <br />
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Today I was training a course on wellness and it has reinforced the importance of consistent practise in anything we want to embed and improve in our life. If we want to go to the gym, lose weight, be healthier, less stressed we need to embed action into our lives. Similarly if we want to grow the brain - keep being curious and learn new things, if we want to increase our spiritual connection choose the right meditation technique for the results you want. In summary, choose your direction of travel. <br />
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My new regime will start in February. It's time for some repetitive grey matter building and a clear journey plan.<br />
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<br />Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-43315280428875450602017-12-02T12:22:00.001-08:002017-12-02T12:22:03.433-08:00Ten reasons why Meghan Markle will make a great royal leaderOn Friday on BBC Breakfast one of the commentators said Meghan Markle will be used to the limelight because she's an actress. Later in the day another commentators said Meghan is used to the paparazzi because she has been on the red carpet. It is not this reason that Meghan Markle will make a great leader. It is because she is an actress.<br />
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Going up a red carpet is not the same as being chased by paparazzi.<br />
Going on a film set is not the same as having your life picked apart by the tabloid press.<br />
Getting photographs done for a magazine to promote your TV programme is not the same as people constantly coming up to you in the street asking for a selfie. <br />
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Many people mix up entertainers with actors. They are two quite different types of people and personalities. An entertainer loves the limelight, looks at ways to get an audience reaction and likes word play: think Bruce Forsyth. They are brilliant at making people laugh or be amused. It takes great skill to do this, which is why many of the greats Brucey, Morecambe and Wise, Fred and Ginger took years to perfect their art to entertain, tell jokes, have catch phrases and tap dance. Meghan Markle is not an entertainer. That is not her craft. People should not expect her to take to fame easily.<br />
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Actors (i'm using actor to include actress) are people who love the craft of emotional connection. They take a script and translate it into a way to deliver it with honesty so the character can shine through and the words make sense. An actor loves to rehearse and find the nuance in a word, a gesture or a tonal quality. They look for connection between themself, the character, the story and the audience.<br />
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Both an entertainer and actor may be trying to do the same thing e.g. get you to look at life through a different lens. Victoria Wood was great at this but she also put musician into the mix. There were five Victoria Woods that all came together to make her so marvellous: the writer, the musician, the entertainer, the comedian and the actress. <br />
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<b>So what are the qualities of an actor that makes them great leaders: </b><br />
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<b>1. Engage with their whole body.</b> Actors know the importance of body language and the cues it gives. They might not need to consciously think about it as we get taught it and have to use it every day at work. Actors think of where they are looking, how they are standing, the quality of touch they use. Some actors only do this on set or on stage but it translates into the day to day. Meghan Markle will know how to engage with all types of different people. This will be even more so because she is also used to delivering messages as herself through her activism and public speaking. <br />
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<b>2. Listen on the periphery</b>. Often the best parts are the ones where there are no words. Holly Hunter won best Actress for her silent role in The Piano. Great actors know the power of deep listening. It's the reaction to what has been said that makes your reply more meaningful. Actors are also taught to listen out for the nuances. Meghan Markle will know how to listen and I'm sure be curious enough to ask great questions and put people at their ease through great listening.<br />
<br />
<b>3. React to emotional cues</b>. During rehearsal and actors job is to find the emotional journey of the character. This is maybe less so in film and TV but the conversations with the director will be based on the emotional cues that need to be given to enable the story. People think an actors ability to cry or laugh on cue is shallow. I believe it shows a deep emotional connection that you can use real life examples to trigger honest emotional reactions. Most audiences can tell a fake laugh or crocodile tears so what sets a great actor apart from an entertainer is the ability to be emotionally connected to yourself and those around you.<br />
<br />
<b>4. Own the room.</b> How we walk into room determines how we are feeling. Sometimes we need to walk in like we own the room, other times we need to walk in respectfully knowing it is another person's space. An actor has in their repertoire many ways to walk into a room. There was a great director, Stanislavski that explained the ability to get the audiences attention using different circles of attention. The third circle is the one where you know how to walk into a room. It's the controlling circle.<br />
<br />
<b>5. Be vulnerable.</b>The ability and willingness to be vulnerable shows a great deal of honesty. <a href="https://www.ted.com/talks/brene_brown_on_vulnerability" target="_blank">Brene Brown's TED talk</a> went viral and <a href="https://www.youtube.com/watch?v=e8YtQDiiT1U" target="_blank">here is her afterwards talking about vulnerability and leadership</a>. Brene talks about the importance to engage uncertainty, take risk and be willing to show emotions. We saw in the interview with Harry and Meghan this week both of them took a risk to do things differently than the normal engagement. They were probably a bit uncertain but decided to show honest emotion. This defines the new type of leadership.<br />
<br />
The interesting thing is how vulnerable and powerful link together. Meghan Markle will understand this and Prince Harry will understand it because Princess Diana used it and it's part of her legacy<br />
<br />
<b>6. Connect.</b> There is a great <a href="https://www.youtube.com/watch?v=Ub27yeXKUTY" target="_blank">Patsy Rosenberg youtube video that explains the second circle of attention </a>. Actors need to be able to connect to other actors on the stage. This brings together all the top five above. Great connection and being present with people is what makes a great leader. If people feel like you care, you've listened and you make them feel at ease you have done a great job as a leader who comes in for a short time to meet people in a moment. They realise that even moment counts. Every connection matters.<br />
<br />
<b>7. Understand the performance and the decompression afterwards. </b>Sometimes as a leader you need to put on a show and other times you just need to be yourself. All performers understand the need to decompress after being out performing all day. Connecting honestly and listening deeply take energy. She will understand this and know how to deal with it.<br />
<br />
<b>8. Prepare then Improvise. </b>One lasting thought I had was how Meghan clearly knew she did not want to name her friend that introduced them. Her boundaries were clear. She prepared that. I"m sure they decided to prepare a lot of what they were going to say. In the moment though they were willing to improvise. This is essential to be able to do when you get cameras put in front of you at a minutes notice.<br />
<br />
<b>9. Flex. </b>Flexibility is essential as an actor. Very few actors have had a career where they go from one job to the next. Meghan has started a business and been an activist. She knows how to diversify. This will be essential as a royal leader. <br />
<br />
<b>10. Consistency. </b> This isn't necessarily and acting trait but it looks like Meghan and Harry know their values and know their mission. They have a rough idea what they want to change and as they grow together their mission and vision will also grow. It will be fascinating to watch how it progresses, how they will evaluate their success and what they will focus on. Will they be directed, lobbied or influenced. Probably yes. Will they look to each other to define it - I think so. <br />
<br />
So these are the ten reasons I think Meghan Markle will make a great and unique royal leader. It's because of her craft as an actress, her clarity of values and willingness to be open that will make this relationship one to watch.Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-69942022143833148722017-08-09T04:53:00.001-07:002017-08-09T04:53:38.686-07:00Turning Point and my 10 questions to follow your dream. Recently Andrew Paine asked me to talk about a turning point in my life - a decision that changed the course of my life. <br />
<br />
It's interesting when someone asks you one seemingly simple open question and how talking about it<br />
makes you realise how much you've changed. <br />
<br />
The turning point I talk about on <a href="http://player.lush.com/radio/turning-point-kate-faragher" target="_blank">Lush player </a> is when I mention to a friend that I want to be an actress. I was in my early 20s. It was his support that gave me the confidence to pursue my dream. <br />
<br />
Some people get that confidence early on in their life from their family but acting wasn't considered a "job" by my parents. They weren't theatre goers and actors seemed very "other". So it took a friendship to give me the confidence to go against the grain.<br />
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I look back on that moment and realise that not only did it give me the confidence to become an actress it gave me the confidence to trust my judgement and instinct. It gave me the skills to be the business owner I am today. From that moment I went from procrastination to fulfilment. I haven't always succeed at everything I tried but I always learn and grow from it.<br />
<br />
So here's what I've learned since that turning point in the form of a 10 question strategy for following your dream:<br />
<br />
<b>1. What Fulfils you?</b><br />
<br />
What keeps nagging at you to do. What do you think of when you've time to daydream?<br />
<br />
The thing that fulfils you might not end up being your full-time job. Some dreams are not jobs but if yours is then jumping out of the safety net is a challenge:<br />
<br />
<span style="background-color: white; color: #555555; font-family: rooney-web; font-size: 14px;">“The three most harmful addictions are heroin, carbohydrates, and a monthly salary.” Fred Wilson.</span><br />
<br />
I dreamt of running my own business and having a great childcare provision on it's doorstep. So I cut the ties with the company I worked for (so I couldn't go back) and set up my business as a trainer and coach. Then I set up a not-for-profit out-of-school club for my daughter (and 100 other families) with 4 other parents and a childcare expert. It wasn't plain sailing all the way but it has enabled so much in our life as a family. <br />
<br />
<b>2. What is your weakest skill?</b><br />
<br />
What is the thing that is stopping you from taking the plunge and doing it? Is there something you need to learn. If so find someone to teach you - either on a course or as a mentor. I call this #nudgelearning. We don't learn everything we need to know at once we learn in nudges. Go out and be nudged!<br />
<br />
Brian Tracy the self development author talked about this. We always have a skill that holds us back - no matter what stage we are in our development. We need to identify that skill and find ways to improve it. Just like when we walk in a group the slowest sets the pace, so the weakest skill sets our success rate. Take time to identify it, then improve it. Once you have identified and succeeded at one skill, identify your next weakest skill!<br />
<br />
I thought when I went from freelancer to business owner that my weakest skill was selling. What I realised was my weakest skills was believing I was bad at selling. I now love it and teach it. My #nudgeteacher was Eileen (Quinn) Horne who wrote <a href="https://www.amazon.co.uk/Pitch-Eileen-Quinn/dp/0571227414" target="_blank">"Prepare yourself for the Pitch"</a> She taught me that selling is about relationships. <br />
<br />
<b>3. What do you fear more: regret or change?</b><br />
<br />
When older people were asked about their regrets, they said they regretted things they didn't do rather than things they tried. I live by the mantra "will I regret this when I'm older". You have to be willing to fail and be persistent but the joy when it goes right is off the scale. When it goes wrong, you learn. If it goes right it turns into a forward momentum machine. So it's kind of win-win.<br />
<br />
My choice to become a business owner was difficult and scary at times. Two months in I wasn't sure I could make a living but persistence paid off. It was one of the best decisions of my life apart from having my daughter and marrying my husband of course!<br />
<br />
<b>4. What do you need to create security?</b><br />
<br />
Before you do a big idea it's good to get practical. Do you need to save to make it possible? It's good to have 6 months salary in the bank to be a buffer. Or do you need to change habits to spend less and get more productive? Can you do your idea on the sidelines before you make it centre stage? Get a plan!<br />
<br />
This is where my ideas have gone wrong. Without a good business plan and robust cashflow forecaster an idea remains just that or at worse a money pit. Get good at business plans and back up plans!<br />
<br />
<b>5. Who supports you?</b><br />
<br />
Just like in my turning point, I now surround myself with people that support me and help me build my strategy story. This is not surrounding myself with people who agree with me - on the contrary this is finding people who are straight talkers and who have done it before better. It's essential to get the right people round you and ask the right people for advice and direction. I have about 10 different people I can turn to for different problems. As new challenges arise, (usually from identifying my weakest skill ) I need to find a new #NudgeTeacher. These are friends, advocates, supporters or paid coaches. <br />
<br />
<b>6. What is your story?</b><br />
<br />
One of the most important things I did when I set up my own business was working out my values and what was important to me with my coach. I kept asking myself "what is important to me about my life and my business"? When I came up with the top 3 things it helped me define the decisions I make that define who I am. Community and connection are important to me, which is why I've set up local businesses in my own community that help hundreds of people. This is not my main business but it's an important part of why I do what I do. What is important to you?<br />
<br />
A great book is <a href="https://thedobook.co/products/do-story-how-to-tell-your-story-so-the-world-listens" target="_blank">Do Story by Bobette Buster </a> which asks some great questions to create your personal story.<br />
<br />
<b>7. How do you enable yourself and others?</b><br />
<br />
When we follow our dream we need to have a direction but that direction isn't always concrete or definite. It can be a feeling but the clearer it is the easier it is to follow. When following the flow of your new venture you may not want to follow the norm and therefore you have to step into the unknown. <br />
<br />
When I teach influencing skills one of the quotes I talk about is the importance of not criticising others. The reason is when you criticise it disables, when you support it enables. <br />
<br />
<span style="font-size: x-small;">Dale Carnegie "Any fool can criticise, condemn and complain and most fools do but it takes character and self control to be understanding and forgiving"</span><br />
<br />
But this quote is relevant when we are talking about our idea and when we're talking to ourselves. Yes we need to CHALLENGE but we don't need to CRITICISE! There is a difference. <br />
<br />
I believe an enabling mindset is key and this mindset is a behaviour and also a language discipline we need to get into. Use positive language to deal with set backs and get focused when things get tough.<br />
<br />
<b>8. What are your resilience strategies?</b><br />
<br />
Ok sometimes (7) doesn't work and we get low and need more support. So if we do become despondent, we have to have resilience strategies to pull us through. Sometimes when we follow our dream we have to work long hours to make it happen. It can be tough and sometimes stressful. So when it is, how do you keep being persistent?<br />
<br />
It's good to think about this when you don't have to. I like to book myself into a spa for a day to revitalise me, or book in an extra appointment with my coach. Sometimes it's about changing your day structure to build in physical exercise or going to bed earlier each night It's usually the small things you need to change to be resilient. Build a series of strategies so you can develop your resilience.<br />
<br />
<b>9. What is your definition of success?</b><br />
<br />
If you don't measure it, you can't improve it. I love evaluating. I am sure my acting training helped me become a serial evaluator. So how do you know if you've succeeded if you haven't got milestones. How can you enjoy the journey if you don't sometimes look at the view.<br />
<br />
Aim to define what success is to you. I'm in the process of redefining my definition of success because I have achieved my previous definition and want to stretch myself out of my comfort zone. Remember the definition doesn't have to be about money. Some examples of success could be: x time to spend with my family, increasing my exercise to x hours a week. becoming an influencer, achieving a monthly income, employing x amount of people, having time to volunteer for a day a week. <br />
<br />
<b>10. What is stopping you?</b><br />
<br />
Sometimes we can work through these questions and something might still stick. Is that thing a sensible thing that is stopping you or is it someone else's voice? Is the instinct someone that has told you, you can't. Just as I had a "friend" tell me my dream was ridiculous - do you have a similar voice?<br />
<br />
Or is the instinct fear and excitement that you need to work through and get over. You need to learn to listen to your instinct and translate it. As Stephen Spielberg said you need to <a href="https://www.amazon.co.uk/Pitch-Eileen-Quinn/dp/0571227414" target="_blank">Listen to the Whisper.</a><br />
<br />
<br />
<br />Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-3971876876158871762017-07-03T03:54:00.002-07:002017-07-03T03:55:56.427-07:00How an Opera reminded me of the importance of the small gestures in Gender EqualityOn Saturday night I went to see Olivia Fuch's production of the opera Der Rosenkavalier by Strauss. <br />
<br />
To be honest I've never been a fan of Opera. I like it but haven't loved it, as I love the theatre. I can count on both my hands the number of times I've been to the Opera. <br />
<br />
All this has now have changed.<br />
<br />
Why? Because I saw an opera directed by a woman and her version of the story spoke directly to me - like none of the others. <br />
<br />
Der Rosenkavalier is about an Marschellin around her 40s who has a young lover, Octavian. She realises her young lover will leave her and rather than wait for that time, she encourages him to leave and find new love. Meanwhile a hideous buffoon and noble called, Baron Ochs is planning on marrying a young girl to secure her money and rid her of her virginity. <br />
<br />
<b><u>The small things spoke the loudest</u></b><br />
During the production I kept on checking myself. There were small changes in the way I'm used to seeing things in this medium. In the world of unconscious bias and gender equality they're called micro-inequities. <br />
<br />
These small details are the subtle ways men put down women with a condescending tone, a patronising patting gesture or the way they give credit to a man over you. If you're watching the Handmaid's Tale on Channel 4 - it's the subtle change of Ralph Fiennes character from (almost) loving equal with his wife to controlling superiority in Gilead. <br />
<br />
These small details in the Opera were different in this production - the defiance of Sophie (the young girl) was not a churlish childish defiance but a strong, determined defiance. The way the chorus run away from the leching advances of Ochs's men - was not giggly and fun, it was menacing and frightening. Octavian who goes on to outwit Baron Ochs, is portrayed as a feminist who respects women, not wins them. <br />
<br />
<b><u>The imagery was powerful</u></b><br />
Olivia used the presence of an older woman with such beauty. It really touched me. I realised that we, as women, can hold that older woman, that mother in our sights as we age. We see how they lived their life and if we have lost them, how they died and we compare our selves to them. It also had the power of another technique used in facilitation "Imagine you are 80". This is when you ask the delegates, if you were 80 what would you tell your present self. It can be a very powerful exercise. Seeing our life from the end can help us make braver choices now. <br />
<br />
We were shown time is passing with sand falling from the flies, as if an hourglass was always reminding us of our time. As Dylan Thomas said in his beautiful poem, UnderMilk Wood "Time passes. Listen. Time passes." This production helped us tune in and listen.<br />
<br />
The hourglass dripping time away one grain of sand or one moment in time after another, reminds us of our time left and if we listen closely enough we can learn to be brave. Rebecca Evan's Marschallin showed us a woman that was powerful, compassionate and brave. She also gave us the complex subtleties of the role not the cardboard cutout version of that type of character I've seen so many times before. <br />
<br />
<b><u>The hourglass, the mother and the leader.</u></b><br />
I'm left with a feeling. The hourglass of time is ticking and we need to be brave as women. We need to be willing to speak out the truth of how we see the world. We need to have more female leaders changing these small micro inequities. We need to be brave and lead as women, with all the subtleties and complexities we have. <br />
<br />
Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-20519338961414180472017-01-24T09:05:00.002-08:002017-01-24T09:05:44.535-08:00A guest Blog by Fred Garnet: Purpose of Education and Learning: Wealth or Wisdom?Tomorrow at BeBright Projects we are starting an "Open Space" discussion on What is the Purpose of Education: Wealth and Wisdom. BeBright Projects is two businesses at the moment, a nursery for 6 months to 5 year olds and a Training Centre for adults, parents, entrepreneurs, businesses and Learning professionals. It is a new collaborative venture between Kate Faragher and Cher Walker Moore.<br />
<br />
Fred Garnet is visiting research fellow at London Knowledge Lab and City University. As he says himself he "<span style="background-color: white; color: rgba(0, 0, 0, 0.54902); font-family: 'Source Sans Pro', Helvetica, Arial, 'Noto Naskh Arabic', 'Noto Sans Thai', 'Droid Arabic Naskh', 'Geeza Pro', 'Simplified Arabic', Thonburi, Dokchampa, 'Droid Sans Thai', 'Hiragino Sans GB W3', 'Heiti SC', 'Segoe UI', 'Microsoft Yahei', 'Droid Sans Fallback', -apple-system, '.SFNSDisplay-Regular', sans-serif; font-size: 15px;">now work "liminally" on any project that will help create a socially-just participatory democracy". </span><br />
<br />
He certainly knows about education and has written this blog which are his ideas about the discussion title: What is the Purpose of Education and Learning: Wealth or Wisdom. Here are his views:<br />
<br />
<div class="Body">
<span lang="EN-US"><b><u>Purpose of education and learning; wealth or
wisdom </u></b><o:p></o:p></span></div>
<div class="Body">
<br /></div>
<div class="Body">
<span lang="EN-US">I regard education as a *system* designed by
policy-makers and owned by academics. <o:p></o:p></span></div>
<div class="Body">
<span lang="EN-US"><br /></span></div>
<div class="Body">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh1LNKmLWvRYDVGQtl5Xf50vCvF4lh2PwRrXRyzJdYAXjTTZQJNlFvYeADZhnnXYmDFRxjR8Jlc2B_APC7Sv23mVFayNgUeGrn2eoK9okaHsWG4MUXANUq1k6YevSMdN_0GS39SLzWtejI/s1600/trust+the+learner.png" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh1LNKmLWvRYDVGQtl5Xf50vCvF4lh2PwRrXRyzJdYAXjTTZQJNlFvYeADZhnnXYmDFRxjR8Jlc2B_APC7Sv23mVFayNgUeGrn2eoK9okaHsWG4MUXANUq1k6YevSMdN_0GS39SLzWtejI/s1600/trust+the+learner.png" /></a><span lang="EN-US">Learning however is what each individual comes
to understand about the world when they address it in whatever context they are
in, formal, non-formal or informal. Mostly learning takes place despite the
disciplines of education, and often takes place in failing to follow it's
structures. Consequently one of my mottos is "learning is owned by the
learner" and we should respect that (see "Trust the Learner" for
more).<o:p></o:p></span></div>
<div class="Body">
<span lang="EN-US"><br /></span></div>
<div class="Body">
<span lang="EN-US">LINK to "Trust the Learner"<o:p></o:p></span></div>
<div class="Body">
<span lang="EN-US"><a href="https://www.slideshare.net/fredgarnett/wikiquals-and-personalised-learning">https://www.slideshare.net/fredgarnett/wikiquals-and-personalised-learning</a><o:p></o:p></span></div>
<div class="Body">
<br /></div>
<div class="Body">
<br /></div>
<div class="Body">
<span lang="EN-US">I learned most about learning and education when
I arrived at Lewisham College to teach computing in 1982 having been kicked off
a PhD in political science at a rich American University; a drastic transition
from near the top of the pile to near the bottom, or so it might seem.<o:p></o:p></span></div>
<div class="Body">
<span lang="EN-US"><br /></span></div>
<div class="Body">
<span lang="EN-US">I quickly learnt that everyone wants to learn,
especially in colleges which we call "post-compulsory education" but
may not have the "literacies" required to understand the
extraordinarily odd educational settings that we provide for learning; formal,
hierarchical, authoritarian, rigid, inflexible and power-based - all captured
in how we structure "our" knowledge in our subject taxonomies.<o:p></o:p></span></div>
<div class="Body">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgZx2a54YGwqMS79xy16uh_qDKWI2jlrVk1kEM_0Sx-x54zQfGkkY5aAOAOmZinGqrDA_7WyIqY3jvrkijIAuHrlpmN8xPdCrTLR5YEHRwXGj8xgSfhFWomt4OOk5mqOn9_fHlOg9vG-EU/s1600/learn+how+to+think+.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="154" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgZx2a54YGwqMS79xy16uh_qDKWI2jlrVk1kEM_0Sx-x54zQfGkkY5aAOAOmZinGqrDA_7WyIqY3jvrkijIAuHrlpmN8xPdCrTLR5YEHRwXGj8xgSfhFWomt4OOk5mqOn9_fHlOg9vG-EU/s320/learn+how+to+think+.jpg" width="320" /></a><span lang="EN-US">After learning the craft of teaching as a
lecturer (which teachers in the main do not) I realised that what I needed to
do to be effective, and useful, as a teacher, was to act as a
"broker" between a daft education system, which I vaguely understood
due to my "success" within its confines, and "my" learners
aspirations and, more precisely, their interests. In FE, unlike the more
obsessively monitored confines of our National Curriculum school system, I could
operate "androgogically" and negotiate learning outcomes with each
individual. Not only this but I made it my personal mission to teach my kids
how to think. You can't teach wisdom but you can enable people to find their
own way in the world with thinking tools of their own. This exercise in mutual
respect, once I was trusted (which really had to be earned in Lewisham) meant
we both benefited. They became empowered to deal with the world as *they* saw
it, and I felt purposeful because I had made a difference to ordinary people.
And that can be the only purpose of working in our appalling education system;
trying to make learning happen. Not to better understand the taxonomies
underpinning academic structures, not to learn the valueless greed of capitalism,
nor to try and offer shortcuts to the worlds wisdom, but to provide the people
you are with, however they are labelled, with a belief in themselves and some
ways of thinking that can enable them to engage with the world for themselves.<o:p></o:p></span></div>
<div class="Body">
<span lang="EN-US"><br /></span></div>
<div class="Body">
<span lang="EN-US">In my view our singular Education system creates
"losers" and then blames them for their inability to behave in the
predetermined academic manner, whereas no-one loses out when they are
learning.<span style="mso-spacerun: yes;"> </span>Learners are people who have
leaned how to think for themselves and can solve new problems that arise in the
world, which is a kind of wisdom in the now. They are not interested in the
false dichotomy of wealth or wisdom, nor in stealing shortcuts to them; that
would only impoverish others... Perhaps a better form of wealth lies in not
making others poor?<o:p></o:p></span></div>
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<!--StartFragment-->
<!--EndFragment--><br />
<div class="Body">
<span lang="EN-US">If you trust the diversity of people they will
figure things out for themselves, and so for all of us.<o:p></o:p></span></div>
Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-65416367680614615632016-12-14T03:58:00.003-08:002016-12-14T04:00:24.914-08:00What Acting can teach you about Management and Motivation.<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "arial";"><o:p> </o:p></span><span style="font-family: "arial";">I was at a Christmas wreath
making workshop on Friday and I met a lovely group of 6 people.</span><span style="font-family: "arial";"> </span><span style="font-family: "arial";">One woman kept on going on about how “old”
she was.</span><span style="font-family: "arial";"> </span><span style="font-family: "arial";">I realised towards the end that
she was a year younger than me.</span><span style="font-family: "arial";"> </span><span style="font-family: "arial";">I don’t
feel in the least bit old. I’m aware of my mortality a bit more than I was but
nearly 50 for me isn’t old.</span><span style="font-family: "arial";"> </span><span style="font-family: "arial";">I have a
young daughter who is nearly ten and have just launched two businesses.</span></div>
<div class="MsoNormal">
<span style="font-family: "arial";"><o:p> <table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg8Nkn7sR0LeEezFtAOXelXj0focJA5V0DbCPUsqzovtx41ocTahKDleQeYEWrMkopBJGD7m19k6ILn7M2Cz0WMTU8d_7ryppmdx1DCXtLsFcM8CPJpWa9eV2FQW92uunQSDK1p1mfvBRU/s1600/IMG_4078.JPG" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" height="239" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg8Nkn7sR0LeEezFtAOXelXj0focJA5V0DbCPUsqzovtx41ocTahKDleQeYEWrMkopBJGD7m19k6ILn7M2Cz0WMTU8d_7ryppmdx1DCXtLsFcM8CPJpWa9eV2FQW92uunQSDK1p1mfvBRU/s320/IMG_4078.JPG" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">Getting ready for the workshop. Oops is that Champagne!! </td></tr>
</tbody></table>
<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgEPbqtZdLV7qgnqaupC4lNZXMJ-jLADEvMZvT6QS_BfWSPFCoEXuDC6cj0oNSMEPGsona4Yadsr-nEG4ymIvo70q60BjDCtMeFNnq25fEtNx6Km5L5FGlkluqD8USbHMkT3hhX-EuqrhQ/s1600/IMG_4180.PNG" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" height="240" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgEPbqtZdLV7qgnqaupC4lNZXMJ-jLADEvMZvT6QS_BfWSPFCoEXuDC6cj0oNSMEPGsona4Yadsr-nEG4ymIvo70q60BjDCtMeFNnq25fEtNx6Km5L5FGlkluqD8USbHMkT3hhX-EuqrhQ/s320/IMG_4180.PNG" width="320" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">My wreath in place. </td></tr>
</tbody></table>
</o:p></span></div>
<div class="MsoNormal">
<span style="font-family: "arial";">So what is age and how do
you make people feel they are young rather than creeping towards retirement?
How do you increase engagement and motivate staff who have been doing the job
for longer than they care to remember?<o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "arial";">One of my first jobs out of
drama school was to work at the National Theatre on the Southbank in
London.<span style="mso-spacerun: yes;"> </span>I was old starting as a
professional actress as had already gone to University and worked in the BBC
for two years. We were all ages from teenagers to octogenarians.<span style="mso-spacerun: yes;"> </span>Sometimes the “youngest” people in the room
were the “oldest” and vice versa. It made me realise age was a mindset.<span style="mso-spacerun: yes;"> </span>Just like the roles we were playing, age was
a role we took on.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "arial";">However we do get stuck into
a way of thinking.<span style="mso-spacerun: yes;"> </span>My business two years
ago was really hard work juggling my main business and the local voluntary work
I was doing. <span style="mso-spacerun: yes;"> </span>I said to my friend, who is
15 years older than me, I was going to start taking it easy.<span style="mso-spacerun: yes;"> </span>She said why?<span style="mso-spacerun: yes;">
</span>I couldn’t answer the question. She said if you’re fit and healthy why
take it easy? Now is the time to do something challenging because later you
might not be able to.<span style="mso-spacerun: yes;"> </span>I could sit back
on my laurels and do what I always have done but this gave me the impetus to be
brave and challenge myself.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoNormal">
<span style="font-family: "arial";">As we approach the later
half of our life, finding our motivation and vision for our future can be
challenging.<span style="mso-spacerun: yes;"> </span>Our parents may be getting
ill and we need more time to care for them.<span style="mso-spacerun: yes;">
</span>We are becoming aware of how aging is affecting our bodies. <span style="mso-spacerun: yes;"> </span>Our children, if we have them, are growing up
and into the “fly away” mode. So what can we do to find or keep our
motivational mojo? <o:p></o:p></span></div>
<div class="MsoNormal">
<br /></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: "arial";"> <b> 1.<span style="font-family: "times new roman"; font-size: 7pt; font-style: normal; line-height: normal;">
</span></b></span><!--[endif]--><span lang="EN-US" style="font-family: "arial";"><b>Be
Present.</b><b> </b> One of the things acting
teaches you is to live in the moment. To
listen with your whole self so you can react to what is around you. As a
manager it is essential to listen not just to the words that people are saying
but to their change in body language or behaviour. So often we don’t feel heard and it is a
managers role to listen out for challenges their staff might be facing. <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle">
<span lang="EN-US" style="font-family: "arial";">Only
when we are present can we listen to our instinct more closely and be bolder in
our choices.. <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle">
<span lang="EN-US" style="font-family: "arial";">I
was coaching a manager who every day came down the stairs to see her staff in
action. She was worried about morale. <span style="mso-spacerun: yes;"> </span>The staff cringed every time she walked down
the stairs, expecting to be told they were doing this and that wrong.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle">
<br /></div>
<div class="MsoListParagraphCxSpMiddle">
<span lang="EN-US" style="font-family: "arial";">The
manager was challenged to go into the room keeping a simple phrase in mind: “go
into the room looking for something that interests you”.<span style="mso-spacerun: yes;"> </span>With this phrase she walked down the stairs
and rather than telling the staff what to do, she watched and listened and
praised the staff for what they were doing.<span style="mso-spacerun: yes;">
</span>This new approach changed the way she managed going forward. It kept her
in the present and helped her listen. <o:p></o:p></span></div>
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<br /></div>
<div class="MsoListParagraphCxSpMiddle">
<span lang="EN-US" style="font-family: "arial";">We
can also do this for ourselves.<span style="mso-spacerun: yes;"> </span>Go for a
walk – even if it’s on the way to work or lunchtime.<span style="mso-spacerun: yes;"> </span>Take just 10 minutes and be present.<span style="mso-spacerun: yes;"> </span>Now look around.<span style="mso-spacerun: yes;"> </span>Find the things that interest you.<span style="mso-spacerun: yes;"> </span>Be present. <o:p></o:p></span></div>
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<br /></div>
<div class="MsoListParagraphCxSpLast" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span lang="EN-US" style="font-family: "arial"; mso-fareast-font-family: Arial;"> <b> 2.<span style="font-family: "times new roman"; font-size: 7pt; font-style: normal; line-height: normal;">
</span></b></span><!--[endif]--><span lang="EN-US" style="font-family: "arial";"><b>Be
Spontaneous.</b><span style="mso-spacerun: yes;"> </span>If something interests you
say YES to it – you never know where it might lead you <o:p></o:p></span></div>
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<span lang="EN-US" style="font-family: "arial";">Just
the other day, I took a detour on my journey home to look inside a building
I’ve always been curious about.<span style="mso-spacerun: yes;"> </span>It felt
uncomfortable but my curiosity keep me looking for a hall I’d heard about from
other locals. Sure enough 30 seconds later I bumped into a neighbour.<span style="mso-spacerun: yes;"> </span>It turns out they may be looking for nursery
places for their staff and I have just opened a nursery with my business
partner. If I hadn’t listened and acted on that moment I would have missed the
opportunity. <o:p></o:p></span></div>
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<br /></div>
<div class="MsoListParagraphCxSpMiddle">
<span lang="EN-US" style="font-family: "arial";">You
can even read a whole book on it. One book is about persuasion called “Yes – 50
Secrets from the Science of Persuasion” by my favourite persuader, Robert
Cialdini.<span style="mso-spacerun: yes;"> </span>This is a great introduction
to his work. Or if you’re looking for something more light hearted and fun
Danny Wallace’s book “Yes Man” looks at a year in his life where he chose to
say “Yes”. <o:p></o:p></span></div>
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<br /></div>
<div class="MsoListParagraphCxSpMiddle">
<span lang="EN-US" style="font-family: "arial";">There
is so much about saying YES in theatre too. The rule of improvisation is the
phrase “Yes, and”. Aim to say yes to what you’re given and then add to it.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<br /></div>
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<span lang="EN-US" style="font-family: "arial";">So
what can you say YES to that will support and help you? And no that doesn’t
mean you can say yes to every Christmas drink and canapé going!<table align="center" cellpadding="0" cellspacing="0" class="tr-caption-container" style="margin-left: auto; margin-right: auto; text-align: center;"><tbody>
<tr><td style="text-align: center;"><a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjQHIAyNbcf10nd7gFuVQXcTS5oCUBa_puwk-SxJ50fr4_VpbimOYlbW3uRDLoeL53sQzJbUV8D-q7qNY_0cwYW4_gDxnWLeubwjv0vsSv8bcuvoAneU-8Cl9BnKpf7pS3_6nWkWT1UE3s/s1600/IMG_4107.jpg" imageanchor="1" style="margin-left: auto; margin-right: auto;"><img border="0" height="320" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEjQHIAyNbcf10nd7gFuVQXcTS5oCUBa_puwk-SxJ50fr4_VpbimOYlbW3uRDLoeL53sQzJbUV8D-q7qNY_0cwYW4_gDxnWLeubwjv0vsSv8bcuvoAneU-8Cl9BnKpf7pS3_6nWkWT1UE3s/s320/IMG_4107.jpg" width="239" /></a></td></tr>
<tr><td class="tr-caption" style="text-align: center;">The building I popped into</td></tr>
</tbody></table>
</span></div>
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<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><b><span lang="EN-US" style="font-family: "arial"; mso-fareast-font-family: Arial;"><span style="mso-list: Ignore;"> 3.<span style="font-family: "times new roman"; font-size: 7pt; font-style: normal; line-height: normal;">
</span></span></span><!--[endif]--></b><span lang="EN-US" style="font-family: "arial";"><b>Speak
the values of others</b>.<span style="mso-spacerun: yes;"> </span>We all give hints
about what our values are.<span style="mso-spacerun: yes;"> </span>We are
motivated by what is important to us. So if someone talks about their family
time or their hobby time a lot, you can pretty much guarantee that it’s
important to them. So align a work goal to a value goal and you are more likely
to get buy in.<span style="mso-spacerun: yes;"> </span>It starts with listening
and then requires you to link the two goals.<span style="mso-spacerun: yes;">
</span><o:p></o:p></span></div>
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<br /></div>
<div class="MsoListParagraphCxSpLast">
<span lang="EN-US" style="font-family: "arial";">One
of our staff members is thinking of retiring in 10 years. She had started doing
some work for us on a temporary basis and was looking for full time work. An
opportunity came up for a full time place in our office.<span style="mso-spacerun: yes;"> </span>To motivate her to think about taking the
role we aligned her passion of training to the role alongside a 10 year
prospect of achieving a goal to be a trainer before she retired. She
enthusiastically took on the new role. <o:p></o:p></span></div>
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<br /></div>
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<span style="font-family: "arial";">How
can you align what is important to you, into everything you do, to keep you
motivated? A great exercise is to simply write down one hundred things that are
important to you in your life.<span style="mso-spacerun: yes;"> </span>Then take
the next few weeks to contemplate on it.<span style="mso-spacerun: yes;">
</span>See if you can reduce it down from one hundred to ten.<span style="mso-spacerun: yes;"> </span>Notice you can’t just jump to the ten you
have to take time to write the hundred first! The way our minds work is we
often put the front of mind stuff down first eg make money, family things,
dream things and then once we get passed 20 we start to get down to what is
really important to us. Try it out. <o:p></o:p></span></div>
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<b style="mso-bidi-font-weight: normal;"><span style="font-family: "arial";">The great thing is we can do this immediately.<span style="mso-spacerun: yes;"> </span>Be present by looking around you.<span style="mso-spacerun: yes;"> </span>Look for things you’ve not seen before, look
for the detail or things that interest you.<span style="mso-spacerun: yes;">
</span>Find the beauty in what you see. It can sound corney but it can unravel
you out of your patterns. <span style="mso-spacerun: yes;"> </span>It can free
you up to concentrate on your vision and goals and it can keep you young and curious! <o:p></o:p></span></b></div>
Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-50007275472791313212016-09-06T07:11:00.003-07:002016-09-06T07:13:32.810-07:00GUEST BLOGGER Anthea Chatten looks at Raising Children with Good self esteem. <!--[if gte mso 9]><xml>
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<span style="font-family: "bookman old style";"><u>I'd like to introduce A</u></span><u><span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;">ndrea Chatten, a Children’s Emotional & Behavioural Psychologist and Author
of The Blinks novels</span></u></div>
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Andrea will be delivering one of the first workshop/ lectures at the Opening of the BeBright Project Training Centre, Kitto Road SE14 on Saturday 12th November between 2pm and 4pm. The talk is aimed at parents who have children of ten years and above. The topic will be on how to understand the emotional journey our children go on and what we can do as parents to support them. </div>
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I'm so delighted we can offer such an exciting trainer as one of our first offerings. More details about how to book tickets will follow but here's a little bit more about Andrea and an article that will give you an insight into the course and Andrea's approach, which I'm sure you'll agree is unique and powerful. </div>
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Andrea has been working with vulnerable children for over 25 years in Sheffield and has decided to create a whole new professional area to help children and their parents and carers to develop positively. </div>
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Check out her website here http://unravelcebpc.co.uk<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh-hVzVvnuJIO8YbgA9EY3VM3VPnnxD_hHuqqcGcxHDWC7xYQ155koHM0ndNU78AsU3FgvuKViCvPcR6aNBo9Tpja9F6cLvmw4d3NnMR-Wt4pLTQWDO28S-LN7saSnka3U5tKYOm3QHjEk/s1600/Andrea+Chatten+2.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEh-hVzVvnuJIO8YbgA9EY3VM3VPnnxD_hHuqqcGcxHDWC7xYQ155koHM0ndNU78AsU3FgvuKViCvPcR6aNBo9Tpja9F6cLvmw4d3NnMR-Wt4pLTQWDO28S-LN7saSnka3U5tKYOm3QHjEk/s1600/Andrea+Chatten+2.jpg" /></a></div>
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She has some amazing testimonials from children and parents. I can't wait until the 12th November to learn more techniques. </div>
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<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;">As a teacher I very quickly specialised in children who
presented with emotional and behavioural difficulties. I recognised it was my
role to educate them in maths, English and the ten plus subjects that they
needed to be taught, however it was also very obvious to me that these children
needed more. I felt passionate and committed to help these children understand
some of the difficult and complex feelings that they had which hugely affected
their well-being. No matter how clever
they had potential to be, unless they received lots of emotional understanding
and different ways of doing things, these kids could miss out on the most
important thing we want for children - happiness. <o:p></o:p></span><br />
<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;"><br /></span></div>
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<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;">When I became a parent I found myself challenged with the
level of responsibility and pressure to ensure that my children did not become
as emotionally vulnerable as some of the children who I had worked with for
many years. Parenting was by far the most difficult job that I had done as it
was the most important. Don’t get me wrong the love and commitment I had for my
class really wasn’t much different to what I felt for my own children but this
role was about me helping my children evolve from the blank canvas that they
born as. <o:p></o:p></span><br />
<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;"><br /></span></div>
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<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;">As parents we are fundamental in how our child’s canvas
develops. How much colour is present? How much grey? How the colours are
dispersed, how bright those colours are and more importantly how appealing the
final product is within our culture. <o:p></o:p></span><br />
<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;"><br /></span></div>
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<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;">Raising children with good-self-esteem takes patience,
huge, regular bundles of patience. As children translate patience into love. Patience
means being gentle. Patience makes us listen more actively. Patience means we
find time in this crazy fast world to stop and just be in the moment with our
children. This love then becomes locked away inside of children and activates a
core message that runs through them like a stick of rock. In order for children
to develop a good level of self-esteem the message needs to be positive - <i>“I am ok. I’m not perfect, I have faults but
I am ok. I am worthy of love.”</i> <o:p></o:p></span><br />
<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;"><i><br /></i></span></div>
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<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;">Reading this may make you feel pressured as it is your job
and you, like every parent has made mistakes. You too just need to be ok, not
perfect, you have flaws and bad days too. I had to have a serious word with
myself when both my children were small. Coping day to day with sleep
deprivation, a hungry breastfeeding baby and a toddler was tough. Some days I
was not the best Mum. As I had only ever worked with children with emotional
and behavioural difficulties, it seemed so easy to mess up children and damage
their self-esteem. Please let me reassure you now it isn’t that easy.<o:p></o:p></span><br />
<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;"><br /></span></div>
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<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;">Long term damage to self-esteem develops over time. Not
from a bad day here and there, though how we re-engage with our child
afterwards is essential. Apologies and explanations mean we take responsibility
for negative actions and don’t leave them with the child. It also means that we
model real emotions and make mistakes a normal part of being human. If we don’t re-connect emotionally afterwards,
that can make children feel like it is their fault and they aren’t good enough.
It is this internal dialogue that can also begin the spiral of low self-esteem.
<o:p></o:p></span><br />
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<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;">Children’s self-esteem starts with us. We have to find as
many ways to show children that we not only love them but like them. Also it is
essential that if our children have pushed <a href="https://www.blogger.com/blogger.g?blogID=3185132676134299495">us</a></span><span class="MsoCommentReference"><span style="font-size: 8.0pt; line-height: 107%;"><!--[if !supportAnnotations]--><a class="msocomanchor" href="https://www.blogger.com/blogger.g?blogID=3185132676134299495#_msocom_1" id="_anchor_1" language="JavaScript" name="_msoanchor_1">[ac1]</a><!--[endif]--> </span></span><span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;"> into
<i>going off</i> them, that this stage is
only ever temporary and we the parents get <i>back
on</i> them as soon as possible. </span><br />
<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;"><br /></span>
<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;">Children are highly sensitive to this
emotional withdrawal and that too fosters low self-esteem. <o:p></o:p></span></div>
<span style="font-family: "bookman old style"; font-size: 12.0pt; line-height: 107%;">Raising children with good
self-esteem is not difficult if we practise positive parenting and keep
reflecting throughout the process. None us are perfect but with love, patience,
and emotional warmth our children’s canvases can be bright, colourful and most
of all happy. </span>
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<!--EndFragment-->Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-22060899535625588672016-07-12T04:57:00.001-07:002016-07-12T05:04:42.505-07:00Is Theresa May a good speaker ? 5 top things she needs to do to improve her impact. Theresa May will be our new PM as of tomorrow. So how good is she as a speaker?<br />
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There are a number of things you need to be a good speaker. Here are 5 top things Theresa May needs to think about:<br />
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1. Presense - which gives you instant status and impact<br />
2. Balance - you look trustworthy, open and strong<br />
3. Vocal interest - a resonant tone that has a variety of moods within it.<br />
4. Connection - an ability to connect well with people, with peers and with cameras<br />
5. Congruence - everything working together, including your values<br />
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I've never met Theresa May but simply by looking at the recent videos here's my top 5 tips to improve her impact. Some things are subjective.<br />
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<b>1. Presense is about looking confident. </b>It's about having shoulders back, upper body open, your head on straight, not tilted to the side and having energy. Theresa May needs to work on her shoulders and head placement. It probably shows how much computer work and reading she's been doing but that doesn't cut it on the speakers stage! A simple exercise of<br />
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a. standing against a wall<br />
b. raising your arms above you and putting the back of your hands and forearms against the wall<br />
c. lowering the arms to 90 degrees<br />
d. repeating two more times<br />
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will make big impact on upper body posture. This open upper body makes you look open and engaging and also helps the voice connect with the breath which makes you have more authority. It's pretty good but needs more work as it causes her chin to jut a bit forward and will affect her breath.<br />
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So Theresa doesn't quite have that impact yet but she does bring a lot of energy to her speeches and her posture is pretty good just needs a bit of tweaking!<br />
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<b>2. Balance builds your impact. </b>Balance is about your energy not moving backwards away from a camera but looking ready. It's about looking relaxed and ready - a bit like an athlete. She's nearly there but there's a bit of technique she needs to understand. If we are balanced people feel comfortable watching you. At the moment she doesn't look comfortable in herself.<br />
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I know I teach this stuff but it's important she also uses her own instinct. This picture shows that she also needs to not listen to so-called experts. She needs to find her own stance that works for her image. This picture shows her stance is too wide and her energy is on her back foot.<br />
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If she can find that balance her authority and gravitas will transcend. </div>
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<b>3. Vocal interest helps us listen. </b> With radio such an important part of the messages having a powerful, engaging voice is key to being a good speaker. </div>
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Theresa May has a wonderful authority to her voice. It is in a good register and has lots of professionalism about it. She's good at sounding tough and strong. On BBC radio 4's "Today" programme interviews she does manage to get variety in he voice. She has a very articulate face and this shows a gamut of emotions that translate into her voice. </div>
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But her public face is still rather stoic. However it looks like she's been working on this for some time as many of the photos of her are of her smiling. This could be good for her image as she still has another side to show us. A more relaxed possibly even jovial side? One we've not yet seen. The media will probably see her as strong and professional but worry about her charisma. I believe I've seen flashes of that charisma. As she relaxes into the job, she'll be able to demonstrate it. </div>
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So she has a good voice with vocal variety but needs to demonstrate more mood changes. If she gets her body posture and balance right on top of that it will bring more supported breath to her voice which will increase the authority even more! </div>
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<b>4. Connection is Key. </b> How we connect is, I believe, part of charisma. This is the most important part I believe for Theresa May. If you watch the video here: </div>
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<a href="http://www.dailymail.co.uk/news/article-3684386/Andrea-Leadsom-QUITS-Tory-race-triggering-massive-row-mother-make-better-PM-handing-keys-No-10-Theresa-May.html">http://www.dailymail.co.uk/news/article-3684386/Andrea-Leadsom-QUITS-Tory-race-triggering-massive-row-mother-make-better-PM-handing-keys-No-10-Theresa-May.html</a></div>
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you'll see her eyes darting around the journalists. It's key when doing media interviews to keep eye movements down to a minimum. If you don't it looks like you've not prepared. I've seen this more than once in interviews with her. It is key she gets better at controlling her eye movements and making them more specific and considered. </div>
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Connection also happens with hand gestures. Having our hands in the middle of our bodies and using them to talk can also help make our voices more engaging. Theresa May has obviously been given this note and is using it very effectively. </div>
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So more focus connection is needed. </div>
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<b>5. Congruence. </b>Everything needs to work together. Everything she does needs to back up who she is, what she believes in and how we interpret her. She needs to show us her values. At the moment she exudes professionalism, strength and possibly a bit of vulnerability in her body language. This duality is important to iron out so people feel comfortable with who she is. </div>
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A lot of people talk about the important of them feeing comfortable in their own skin and that is important but we also have to make others feel comfortable and sometimes that means changing how we do things. </div>
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Theresa May isn't quite congruent in how she portrays herself yet. However all these things can be ironed out and improved. Nothing is tricky. All can be achieved. She has great energy in her voice and how she stands. She has authority and depth in her voice with tonal variety. She looks professional and strong. </div>
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To be a great speaker means getting the small things right. If she has the right support I'm sure she can do this over the coming months. </div>
Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-19921798837593583332016-06-19T14:12:00.000-07:002016-06-19T14:12:53.668-07:00Innovative School - Lumiar - Brazil<iframe allowfullscreen="" frameborder="0" height="344" src="https://www.youtube.com/embed/XzuhoTDPoBU" width="459"></iframe>Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-48860502786052729972016-06-18T06:20:00.001-07:002016-06-20T04:35:34.607-07:00The Future of Education - what could it look like?<div class="MsoNormal">
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">As I sit on the train heading towards the
Alternative Educational Futures Conference in Birmingham, <span style="mso-spacerun: yes;"> </span>I really don’t know what to expect.<span style="mso-spacerun: yes;"> </span>It’s at Birmingham City University. Will they
deliver it in a Futures way or how will it be realised?<span style="mso-spacerun: yes;"> </span>.<span style="mso-spacerun: yes;"> </span>I am
a bit of a learning junkie but after studying Shakespeare as an actress I can
sometimes be a bit dismissal of academic work.<span style="mso-spacerun: yes;">
</span>After all a lot of Shakespeare scholars didn’t help solve practical
solutions on the stage. Yet I did study science before drama and I do love some
good facts to back up experiential learning. The jury is out if today will be
for me. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">I am a newbee to all these terms and this world so
apologies if some of the content is wrong.<span style="mso-spacerun: yes;">
</span>This document is to help me remember how I saw the day and to share with
those of you interested. I may have written down names wrong as<span style="mso-spacerun: yes;"> </span>I’ve not had time to research all the details
yet.<span style="mso-spacerun: yes;"> </span>If you want absolute truth I
suggest you approach the speakers. I've been careful about the spelling of the speakers names from the programme! <span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">The conference is run by the Centre for Personalised
Education.<o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">In the pre-email I discovered this first conference
was to honour Prof Meighan and Philip Toogood. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">Prof Meighan died in 2014.<span style="mso-spacerun: yes;"> </span>He specialised in home education,
personalised education and educational futures. It’s the next sentence that
excites me.<span style="mso-spacerun: yes;"> </span>He spent 10 years looking at
the perspectives of pupils and THEIR judgement of teaching performance.<span style="mso-spacerun: yes;"> </span>This is brilliant.<span style="mso-spacerun: yes;"> </span>As a trainer and coach I’m evaluated after
every session.<span style="mso-spacerun: yes;"> </span>Surely children should give
feedback to their teachers? Just like in the modern world employees give
feedback to their managers – even if it’s a 360 survey. The bit that doesn’t
interest me as much is his exploration of parental learning of parents who home
educate.<span style="mso-spacerun: yes;"> </span>It’s his third strand of
research that brings me to Birmingham today; his research into democratic
learning practises in teacher training over 15 years.<span style="mso-spacerun: yes;"> </span>I’m not a teacher but I’m an educator
delivering training in the political, corporate and small business sector. I am
curious to learn more about self managed learning and democratic learning and
see if there is anything I can assimilate into my work. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">The main challenge in my world is to encourage
behavioural change after learning something new. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">Philip Toogood was not a professor but a
teacher<span style="mso-spacerun: yes;"> </span>He explored small schools, mini
schools (both seem to be about making human connections but I may be wrong) and
flexi schooling which links schools to home learning. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">Now this is interesting having been told by my
daughter’s Primary School headmistress “You do the parenting, we’ll do the
educating” and “leave your daughter at the gates and we’ll do the
teaching”.<span style="mso-spacerun: yes;"> </span>I cried for a week after that
meeting when all I wanted to know was what subjects they were teaching so I
could support the learning at home.<span style="mso-spacerun: yes;"> </span>If
we can find a way to engage parents rather than push them away then I’m in. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">As ever, <span style="mso-spacerun: yes;"> </span>the
more I research, the more I learn and the more my cynicism dissolves. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">I always find going to any conference exciting –
the learning junky in me but also with some concern – that I will have wasted a
valuable day of work.<span style="mso-spacerun: yes;"> </span>My juxta position
returns. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">So before I get there I’m going to do myself a
glossary: <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l0 level1 lfo4; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 11.0pt;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 11.0pt;">Pedagogy
– the theory and practise of education <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l0 level1 lfo4; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 11.0pt;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 11.0pt;">Heutagogy
– self determined learning <o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 11.0pt;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 11.0pt;">Democratic
Learning – learning through democratic decisions of equals built of justice,
respect and trust. <o:p></o:p></span></div>
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<!--[if !supportLists]--><span style="font-family: "symbol"; font-size: 11.0pt;"><span style="mso-list: Ignore;">·<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 11.0pt;">Self
Determined Learning – teaches students to be self regulated and self directed
in their learning<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">Well what a day.<span style="mso-spacerun: yes;">
</span>So many people doing very different exciting learning with a very unique
approach.<span style="mso-spacerun: yes;"> </span>We had to self-manage our day
too which was rather lovely. So here are the ones I chose: <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11pt; text-indent: -18pt;">1. Anna
Webster Rogozinska talking about a community garden they run in Caldmore.</span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">Anna runs a community garden, out of which developed
an out of school club.<span style="mso-spacerun: yes;"> </span>Unlike the CCC
Club (Children’s Creative Community Club which I set up with other local
parents) their club is run by volunteers.<span style="mso-spacerun: yes;">
</span>It reminded me of the discussion I had with Philippe Granger last week
who runs a timebank and also a community Garden in Rushy Green, Catford.<span style="mso-spacerun: yes;"> </span>Community Gardens can be powerful places of
learning and growth.<span style="mso-spacerun: yes;"> </span>A place to help
build relationships and share time and skills.</span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">I also realised that great ideas spawn out of
organic growth (pardon the garden pun). A garden can really bring a community
together.<span style="mso-spacerun: yes;"> </span>She has had a number of
initiatives: outside and inside cinema and lots of events. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;"> 2. Mark
Webster was next up – who is husband to the previous speaker. An ex front man
for a band he now uses art in self managed learning.</span><br />
<span style="font-family: "arial narrow"; font-size: 11.0pt;"><br /></span>
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhAzJS_RkuHPEjXPj6tKESqiA6xYzsQd-QcGyIjozO5Ls8FOtpe12mgeVPkOsBHSqRScIlUFCaZTBO9OEAtgz3tBGStz8LKLuXMHIq9ldYLXxeLtYAwJpjrmJfYAssaWOQM_KAGDd08WcU/s1600/DSC00752.JPG" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="133" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhAzJS_RkuHPEjXPj6tKESqiA6xYzsQd-QcGyIjozO5Ls8FOtpe12mgeVPkOsBHSqRScIlUFCaZTBO9OEAtgz3tBGStz8LKLuXMHIq9ldYLXxeLtYAwJpjrmJfYAssaWOQM_KAGDd08WcU/s200/DSC00752.JPG" width="200" /></a></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">He argues the importance of using art to bring
people together and explore ideas. He showed us pictures of community
performances and art they had done together.<span style="mso-spacerun: yes;">
</span>Similar to the work we do in Telegraph Hill, SE4.<span style="mso-spacerun: yes;"> </span>They however rely on grants while The
Community Show in Telegraph Hill gets local support and as a result can be
sustainable year on year.<span style="mso-spacerun: yes;"> </span>It made me
really appreciate the financial structure that has grown in our community and
the marvellous group of people that have made it so sustainable.<span style="mso-spacerun: yes;"> </span>Also very aware of the community of local
people who can, pay with their skills, their time and sometimes their money so
everyone can benefit. <o:p></o:p></span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgPqcPxxvpofE6WdsALgMzEdTZvs_WbmH_lACWwNKvivYbo9hyphenhyphenW2ynRUMt3atRz0yr_Ztj_qR14_cWYbDyxUJB_7cJQ0p9PUyEcS3QZGfwxEAoeRG-pzHi3NWNTlRLDam9cK2BzmdeC_AQ/s1600/DSC00761.JPG" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="133" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgPqcPxxvpofE6WdsALgMzEdTZvs_WbmH_lACWwNKvivYbo9hyphenhyphenW2ynRUMt3atRz0yr_Ztj_qR14_cWYbDyxUJB_7cJQ0p9PUyEcS3QZGfwxEAoeRG-pzHi3NWNTlRLDam9cK2BzmdeC_AQ/s200/DSC00761.JPG" width="200" /></a></div>
<span style="font-family: "arial narrow"; font-size: 11.0pt;">We had a wee discussion about the importance of
everyone experiencing art at different levels of expertise.<span style="mso-spacerun: yes;"> </span>Sometimes people don’t want to be experts,
they just want to explore through their creativity. <o:p></o:p></span></div>
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<div class="MsoListParagraph" style="mso-list: l3 level1 lfo1; text-indent: -18.0pt;">
<span style="font-size: 15px; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"><span style="font-family: "arial narrow";"> 3. </span></span><span style="font-family: "times new roman"; font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 11.0pt;">Peter
Humphrys introduces Dr Bernard Trafford. Peter Humphrys is </span><span style="font-family: "arial narrow"; font-size: 11.0pt;">Chair, trustee and a
director of the Centre for Personalised Education. Both are mentees of the late
Prof Roland Meighan.</span><span style="font-family: "arial narrow"; font-size: 11.0pt;"><o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">He talked about the importance of openness,
curiosity, zest of experience, adaptability, optimism and self awareness.<span style="mso-spacerun: yes;"> </span>He confirmed my belief that a happy confident
child learns and grows and he had lots of research to back it up (on his
slides).<span style="mso-spacerun: yes;"> </span>Also that kindness, gratitude
and empathy were key life skills to learn in the learning environment. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">He talked about the old school method of filling
the vessel with knowledge was out-moded and out-of-date and a new view of
letting children be in control of their learning was key to future success in
the world today. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">I found Dr Bernard Trafford’s talk
conflicting.<span style="mso-spacerun: yes;"> </span>He is the head teacher of a
school, but he homeschools.<span style="mso-spacerun: yes;"> </span>He does seem
to do interesting work at his school and builds in ideas of self-managed
learning.<span style="mso-spacerun: yes;"> </span>He gets the students to take
control of their learning. <span style="mso-spacerun: yes;"> </span>It made me
think about the needs of all children.<span style="mso-spacerun: yes;">
</span>His children may benefit from homeschooling which others may thrive in a
more social environment. <o:p></o:p></span></div>
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<br /></div>
<div class="MsoListParagraphCxSpLast" style="mso-list: l3 level1 lfo1; text-indent: -18.0pt;">
<span style="font-family: "arial narrow"; font-size: 11.0pt;"> 4. Fred
Garnett has no such conflict.<span style="mso-spacerun: yes;"> </span>He lives
and breathes his work with no conflict.<span style="mso-spacerun: yes;">
</span>He gives so much information.<span style="mso-spacerun: yes;"> </span>All
of which could be a story or conversation in itself. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">An interesting concept from Fred was the importance
of Trusted intermediaries in a learning environment and those people aren’t
necessarily teachers.<span style="mso-spacerun: yes;"> </span>Children learn
from those they trust.<span style="mso-spacerun: yes;"> </span>He also talked of
the importance of creative, interactive and participative learning.<span style="mso-spacerun: yes;"> </span>Something I whole-heartedly want every person
on my courses to experience, time permitting. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">In the past Fred says the challenge for people was about
access to information, then in the recent present the quality of content of information
but now we have moved to the importance of contextualising information.<span style="mso-spacerun: yes;"> </span>This may be why more and more universities
like Massachussets State university are giving their content away – it’s the
interpretation that is essential now. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 11.0pt;">Taking that idea on Fred, along with others set up
WikiQuals. Which are ways to get learning qualifications that are peer
reviewed. He referenced Philippa Young’s TEDx talk which was part of her Wiki
Qual(ification) (note to self look her up and watch that) and how we need to
empower learning.<span style="mso-spacerun: yes;"> </span>Fred did this through
a Learning Commons and theuniversityproject.co.uk (I might need to do more
research on this too).<o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10pt;">I love the words Fred introduces you to that have
so much depth and research behind them.</span><span style="font-family: "arial narrow"; font-size: 10pt;">
</span><span style="font-family: "arial narrow"; font-size: 10pt;">One concept he mentioned was Reizomatic learning.</span><span style="font-family: "arial narrow"; font-size: 10pt;"> </span><span style="font-family: "arial narrow"; font-size: 10pt;">I just looked it up – it says in Wikipedia
that a Rhizonme is an “image of thought” based on a botanical rhizome.</span><span style="font-family: "arial narrow"; font-size: 10pt;"> </span><span style="font-family: "arial narrow"; font-size: 10pt;">As I understand it </span><span style="font-family: "arial narrow"; font-size: 10pt;"> </span><span style="font-family: "arial narrow"; font-size: 10pt;">represents an idea where everyone can get in
and they can then choose to leave whenever they want compared to the tree like
structure, which is more linear.</span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">He talks of the PAH continuum where there is the
teacher who then is the teacher/learning and the learner.<span style="mso-spacerun: yes;"> </span>As I understand it these build to the place
of true learning which is cyclical between ignorance to curiosity to
understanding.<span style="mso-spacerun: yes;"> </span>As someone who teaches
presenting, communicating, strategic direction and business writing I know I
learn as much from my clients as they from me. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">One huge curiosity point for me, which I hope to
explore with Fred is the idea of a Community Curriculum.<span style="mso-spacerun: yes;"> </span>Some of you many know Cher Walker Moore and I
will shortly be setting up a Learning Centre above the Hillstation on Telegraph
Hill.<span style="mso-spacerun: yes;"> </span>It is a commercial model and we
also hope we can explore the idea of a Lewisham Community Curriculum.<span style="mso-spacerun: yes;"> </span>So we will be coming out to the community
later this year to find out what you want to learn! <o:p></o:p></span></div>
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<div class="MsoListParagraph" style="mso-list: l3 level1 lfo1; text-indent: -18.0pt;">
<span style="font-family: "arial narrow"; font-size: 10.0pt;"> 5. Derry
Hannam told us all about the setting up and running of the Sudbury school.<span style="mso-spacerun: yes;"> </span>He explained its successes and how it’s model
is growing across Europe but has no more schools in England.<span style="mso-spacerun: yes;"> </span>He talked of a very successful Sudbury model
school in Hanburg, Germany.<span style="mso-spacerun: yes;"> </span>There seems
to be a challenge to open one here but perhaps a political reluctance.<o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">His curiosity seems to be around how to engage
everyone.<span style="mso-spacerun: yes;"> </span>He mentioned a Spiral
Curriculum that is open and creative.<span style="mso-spacerun: yes;"> </span>He
asked the question of one class what a school would look like if it followed
the UN rights for a child to the letter. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">I need to do a bit more research about the Sudbury
School system and the UN rights for a child. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">One key thing that seemed to build success in these
schools was the use of Judiciary Committees (JC) where the children and staff
have equal responsibility and that often challenges have to go to the JC to be
resolved.<span style="mso-spacerun: yes;"> </span>He mentioned Ramine Faringe
Tedx talk which I’ll have to look up.<span style="mso-spacerun: yes;"> </span>It
made me realise there is a difference between rules and responsibilities. I’m
curious to explore this idea of a meeting group that happens regularly to deal
with challenges in a learning environment. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">Derry explained a beautiful story of a student who
broke things in a local petrol station.<span style="mso-spacerun: yes;">
</span>He went to the Judiciary Committee (made up of everyone in the school) who
banned him from the school for 2 weeks.<span style="mso-spacerun: yes;">
</span>He was told that he could come back on the condition that he would be
expelled if he did anything similar.<span style="mso-spacerun: yes;">
</span>They then went on to explain the importance of relationships between the
school and local businesses and how a good relationship with neighbours was
essential. <o:p></o:p></span></div>
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<br /></div>
<div class="MsoListParagraphCxSpFirst" style="text-indent: 0px;">
<span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;">6. David
Gribble talks about 6 continuums in Democratic schools:</span></div>
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<div class="MsoListParagraphCxSpFirst" style="margin-left: 72.0pt; mso-add-space: auto; mso-list: l3 level2 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: "arial narrow"; font-size: 10.0pt;"><span style="mso-list: Ignore;">a.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 10.0pt;">Curriculum
<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 72.0pt; mso-add-space: auto; mso-list: l3 level2 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: "arial narrow"; font-size: 10.0pt;"><span style="mso-list: Ignore;">b.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 10.0pt;">Rules
<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 72.0pt; mso-add-space: auto; mso-list: l3 level2 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: "arial narrow"; font-size: 10.0pt;"><span style="mso-list: Ignore;">c.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 10.0pt;">Punishments
<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 72.0pt; mso-add-space: auto; mso-list: l3 level2 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: "arial narrow"; font-size: 10.0pt;"><span style="mso-list: Ignore;">d.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 10.0pt;">Self
Government <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="margin-left: 72.0pt; mso-add-space: auto; mso-list: l3 level2 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: "arial narrow"; font-size: 10.0pt;"><span style="mso-list: Ignore;">e.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 10.0pt;">Clientele<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpLast" style="margin-left: 72.0pt; mso-add-space: auto; mso-list: l3 level2 lfo1; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: "arial narrow"; font-size: 10.0pt;"><span style="mso-list: Ignore;">f.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 10.0pt;">Freedom
<o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">It seems that Democratic schools work in various
ways – with a structured curriculum or no curriculum at all; with or without
rules and punishments.<span style="mso-spacerun: yes;"> </span>Sometimes the
children run their own school or the staff self govern.<span style="mso-spacerun: yes;"> </span>The clientele can either be available to all
or fee payers.<span style="mso-spacerun: yes;"> </span>Most have a variety of
forms. <o:p></o:p></span><br />
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">A few schools he mentions as successes were:
MooBaanDek in Thailand, Butterflies in New Delhi, Guy Thorpe School and Sands
School where he worked. He also mentioned Cool Primary School in Fort William
(I may have got the name wrong) where the Art Room is run by children.<span style="mso-spacerun: yes;"> </span>You can go to Room 13 (The Art Room) when
you’ve finished your work.<span style="mso-spacerun: yes;"> </span>The children
own the account, do the banking, publicity, exhibitions and pay for an artist
in residence with their budget. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">When asked what they liked about Room 13 they said:
<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpFirst" style="mso-list: l1 level1 lfo2; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: "arial narrow"; font-size: 10.0pt;"><span style="mso-list: Ignore;">1.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 10.0pt;">they
get to talk to staff as equals <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l1 level1 lfo2; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: "arial narrow"; font-size: 10.0pt;"><span style="mso-list: Ignore;">2.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 10.0pt;">they
can choose what they want <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l1 level1 lfo2; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: "arial narrow"; font-size: 10.0pt;"><span style="mso-list: Ignore;">3.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 10.0pt;">it
belongs to them <o:p></o:p></span></div>
<div class="MsoListParagraphCxSpMiddle" style="mso-list: l1 level1 lfo2; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: "arial narrow"; font-size: 10.0pt;"><span style="mso-list: Ignore;">4.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 10.0pt;">they
are respected there<o:p></o:p></span></div>
<div class="MsoListParagraphCxSpLast" style="mso-list: l1 level1 lfo2; text-indent: -18.0pt;">
<!--[if !supportLists]--><span style="font-family: "arial narrow"; font-size: 10.0pt;"><span style="mso-list: Ignore;">5.<span style="font: 7.0pt "Times New Roman";"> </span></span></span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 10.0pt;">it’s
real work not school work <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">and the thing that was considered the most
important out of all those was the fact that the work they were doing was REAL.
<o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">David explored the Rules and responsibilities a bit
more stating that some schools don’t have rules as such but if you go across a
hall with muddy boots you’d have to clean it.<span style="mso-spacerun: yes;">
</span>This is not a rule necessarily but a responsibility.<span style="mso-spacerun: yes;"> </span>I liked the difference. <o:p></o:p></span></div>
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<div class="MsoListParagraph" style="mso-list: l3 level1 lfo1; text-indent: -18.0pt;">
<span style="font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"><span style="font-family: "arial narrow"; font-size: x-small;"> 7. </span></span><span style="font-family: "times new roman"; font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 10.0pt;">Sally
Alexander set up the Kimichi School which is a school that uses music to teach
the curriculum.<span style="mso-spacerun: yes;"> </span>She’s been running it
for 2 years now and seems to have a good success rate for engagement. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">The challenges seem to get through the norm
barriers eg Ofsted and Department of Education. I believe that some
benchmarking is essential.<span style="mso-spacerun: yes;"> </span>I’m sure
Sally would agree.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">Im a huge believer in evaluating your success and
looking at ways of improving your offering.<span style="mso-spacerun: yes;">
</span>Sally embodies this curiosity. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;"> 8. Dr
Ian Cunningham.</span><span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;"> </span><span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;">One of the reasons I
wanted to come to this conference was to meet Dr Cunningham.</span><span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;"> </span><span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;">He has a very scientific brain and explained
a few facts:</span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">The present curriculum is completely subjective not
objective.<span style="mso-spacerun: yes;"> </span>I can’t remember the exact
number he quoted but they were something like this: English curriculum has a
booklet which is about 40 pages, IT 2 pages, arts and design 2 pages. So the
level of detail the curriculum goes into is arbitrary not objective. <o:p></o:p></span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhyenrGxXyLlT6YrpC1LgRy1ZjqeYMKS_ZsbF6CxP1Hvj_4rpMDcs-iVMeyBo2WfOXiWIRPRftT78hekDgIechWDn5JWzyY324USjtHuY5SMMPnSm7iQL5RO8Wm_wrsXrrq3MMgfgELeQE/s1600/DSC00823.JPG" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="213" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhyenrGxXyLlT6YrpC1LgRy1ZjqeYMKS_ZsbF6CxP1Hvj_4rpMDcs-iVMeyBo2WfOXiWIRPRftT78hekDgIechWDn5JWzyY324USjtHuY5SMMPnSm7iQL5RO8Wm_wrsXrrq3MMgfgELeQE/s320/DSC00823.JPG" width="320" /></a></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">His main point was that the evidence clearly
suggests that employers want more lateral creative thinkers and school doesn’t
deliver that.<span style="mso-spacerun: yes;"> </span>Students at university
seem to ask “what do I need to do to get a 2:1” rather than ask learning
questions about things to explore. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">He also mentioned how we as a society really let
down summer babies.<span style="mso-spacerun: yes;"> </span>He says they are
less likely to go to University and staff and sometimes parents can
underestimate their abilities.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">His school in Brighton uses the Arts Award
Portfolio Qualification which means that his students can take exams when they
want.<span style="mso-spacerun: yes;"> </span>He argues that schoosl are bound
by an artificial ruling.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"><span style="font-family: "arial narrow"; font-size: x-small;"> 9.</span></span><span style="font-family: "times new roman"; font-size: 7pt; font-style: normal; font-variant: normal; font-weight: normal; line-height: normal;"> </span><!--[endif]--><span style="font-family: "arial narrow"; font-size: 10.0pt;">Lynne
O’Sullivan and Janette Mountford talked about their experience of Flexi
Schooling at Hollinsclough Primary. <o:p></o:p></span></div>
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCJRNoQ423yLp0hrzsoYXxH15G0LaGc65Y8DgVi9Ba_2dD_dJ5I9dcV38LWMqnXAoFuOfXZOd2zQyVFLmj_lpiuBTKgJrfNGLqKRGho1zHyC7e6jjp_CBCdt5Hybo0NpZAqDc6yTMBaBo/s1600/HOllinsclough.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhCJRNoQ423yLp0hrzsoYXxH15G0LaGc65Y8DgVi9Ba_2dD_dJ5I9dcV38LWMqnXAoFuOfXZOd2zQyVFLmj_lpiuBTKgJrfNGLqKRGho1zHyC7e6jjp_CBCdt5Hybo0NpZAqDc6yTMBaBo/s1600/HOllinsclough.jpg" /></a><span style="font-family: "arial narrow"; font-size: 10.0pt;">I so want to go and see it.<span style="mso-spacerun: yes;"> </span>They have 3 core days they deliver the
curriculum and on those three days home schooled children can come to the
school.<span style="mso-spacerun: yes;"> </span>Those children can then be at
home the other 4 days.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">The Cohort is small.<span style="mso-spacerun: yes;"> </span>They are the smallest school in England with
50 children 25 of which go 3 days a week.<o:p></o:p></span></div>
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<div class="MsoListParagraphCxSpFirst" style="mso-list: l3 level1 lfo1; text-indent: -18.0pt;">
<span style="font-family: "arial narrow"; font-size: 10.0pt;"> 10. Alison
Sauer is a font of knowledge. She is dyslexic, which is exciting for me as I”ve
just found out my daughter is dyslexic. She helps with legal advice to groups
of home educators.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">She explained the challenges many people perceive
as barriers to home learning </span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;"><o:p></o:p></span><span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;">a)<span style="font-family: "times new roman"; font-size: 7pt; line-height: normal;"> </span></span><span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;">finances</span><br />
<span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;">b)<span style="font-family: "times new roman"; font-size: 7pt; line-height: normal;"> </span></span><span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;">socialisation
of your children</span><br />
<span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;">c)<span style="font-family: "times new roman"; font-size: 7pt; line-height: normal;"> </span></span><span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;">curriculum
choices</span><br />
<span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;">d)<span style="font-family: "times new roman"; font-size: 7pt; line-height: normal;"> </span></span><span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;">where
learning happens</span><br />
<span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;">e)<span style="font-family: "times new roman"; font-size: 7pt; line-height: normal;"> </span></span><span style="font-family: "arial narrow"; font-size: 10pt; text-indent: -18pt;">methods
to use</span><!--[if !supportLists]--></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">There are lot of choices online eg Massechusetts
institute of Technology gives a lot of their course content free online, you
only have to pay for accreditation.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">A huge block for me was “ it’s a myth that you need
to be taught in order to learn” <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">One home learner mother says she gives her children
objectives at the beginning of the week and discusses the outcomes on the
Friday.<span style="mso-spacerun: yes;"> </span>The children have to self manage
their learning.<span style="mso-spacerun: yes;"> </span>There seems to be a
variety of ways to home school from the structured schooling end to the
unschooling end – where children do their own learning. <o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">Today has been a fascinating insight into different
ways to teach and different ways to learn.<span style="mso-spacerun: yes;">
</span>I feel at the beginning of my journey of learning about it.<span style="mso-spacerun: yes;"> </span>Yet so many things are practises I use in my
own learning and the way I try to inspire my daughter to learn, even though she
goes to a mainstream school.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">I’ve found a lot of information today to go and
self explore.<span style="mso-spacerun: yes;"> </span>I may have got names and
company names incorrect but that will be part of my learning process.<span style="mso-spacerun: yes;"> </span>Please feel free to correct my mistakes !<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="font-family: "arial narrow"; font-size: 10.0pt;">So in conclusion I loved today. It challenged some
pre-held untrue beliefs about home schooling, explored the idea of learning
without teaching and gave me loads of resources to explore over the next coming
months. I also met some amazing people who have gone out on a limb to do
something different which challenges the status quo.<span style="mso-spacerun: yes;"> </span>Some children love the present school system,
others don’t.<span style="mso-spacerun: yes;"> </span>These groups of pioneers
are showing there are other ways to help children thrive, learn and realise
their potential. <o:p></o:p></span></div>
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Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0tag:blogger.com,1999:blog-3185132676134299495.post-89228934606436883072016-04-02T05:03:00.003-07:002016-04-02T05:03:37.318-07:00Who are you? Jack Frost might have the answer! <div class="separator" style="clear: both; text-align: center;">
<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgblllG-D2JcDG5JAudwUN9lmka2YG8JJR2zv55L53UKx1gsvljiTJFOEJO1SFc4lO4cP0EVWVN73Vcf2yexrasCYDQb9Y1wyT8fJil8TAp8ol5WfMySXFfgBoIQ7n26SMuH5EI4rTwvCA/s1600/rise-of-the-guardians-poster3.jpg" imageanchor="1" style="clear: left; float: left; margin-bottom: 1em; margin-right: 1em;"><img border="0" height="200" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEgblllG-D2JcDG5JAudwUN9lmka2YG8JJR2zv55L53UKx1gsvljiTJFOEJO1SFc4lO4cP0EVWVN73Vcf2yexrasCYDQb9Y1wyT8fJil8TAp8ol5WfMySXFfgBoIQ7n26SMuH5EI4rTwvCA/s200/rise-of-the-guardians-poster3.jpg" width="135" /></a></div>
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This weekend I watched "The Rise of the Guardians" with my daughter. This is a story about how Jack Frost becomes a Guardian of the Children. Santa asks Jack Frost a few key questions near the beginning of the film "who are you, why were you chosen, what is your centre" .<br />
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I wonder how many of us can really answer those questions. <br />
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Santa tells us in the film that at his centre is "Wonder". We later find out what is at Jack's centre. I won't give away the plot though! When Jack finds out what his centre is; he finds the reason he does what he does. He finds the reason he was chosen and knows how to help defeat the Bogey man!<br />
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In Coaching we call this our core values. If we find out what our centre is, we can find our reason. I find it so helpful knowing this as it informs my business decisions and my business approach. <br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhHZB2pjS9Btfc62fAvW3GYWuF2ih-_MDjLh0K6ts5HLyzCjp_aLDKSlIupeR2bxqsQMhYGI_514BeW8OSoxKGNWD1X_SrB38dEhYAkRoDBt5kz4hBsmIVxFTAn36gfWHrrZKCULiA0TCo/s1600/Russian-Matroshka_no_bg.jpg" imageanchor="1" style="clear: right; float: right; margin-bottom: 1em; margin-left: 1em;"><img border="0" height="160" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhHZB2pjS9Btfc62fAvW3GYWuF2ih-_MDjLh0K6ts5HLyzCjp_aLDKSlIupeR2bxqsQMhYGI_514BeW8OSoxKGNWD1X_SrB38dEhYAkRoDBt5kz4hBsmIVxFTAn36gfWHrrZKCULiA0TCo/s200/Russian-Matroshka_no_bg.jpg" width="200" /></a>There are a few simple exercises we can do to help discover our values. It is quite tricky to do this ourselves in my opinion. I needed my coach and supervisor to help me uncover mine. Why? because our values are so much a part of us, it's quite difficult to extract and name them, just as it was difficult for Jack Frost and took him the whole film to find out!<br />
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When I ask myself who am I in a business context, it can get complicated too. When we ask ourselves that question we get caught up in what we do, not why we do it. <br />
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So after about three sessions with my coach I uncovered a number of values that were important to me. Just before Christmas I asked her "what was at my centre, what was my core value?" I had spent the last few months really exploring and testing this and with her help I discovered my answer. My answer is "Connection". <br />
<br />
<ul>
<li>I love to connect with people, </li>
<li>I help connect thinking through training - I collaborate with clients to create the best solution and the most powerful strategy. </li>
<li>If I create a connection, I can help coach my client to their solution. </li>
</ul>
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How do you start uncovering your values?<br />
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1. Firstly think of the top 10 things that are important to you . Ask yourself a simple question: "What is important to me about my business?" Try to get it down to your top 5.<br />
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Each answer should be one word if possible (it's called a nominalisation but we don't need to get into that now). Examples are: 1. generosity, 2. kindness, 3. success, 4. integrity. 5. power.<br />
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2. You need to rank them in order. A simple way of doing this is choosing the first one and asking yourself if I could have one but not the other, would that be ok? So in the example above you would ask yourself if I could have generosity but not kindness would that be Ok? If it is ok Generosity is more important to you than kindness, if it's not ok then kindness is more important to you than generosity. Remember both are important to you - you chose them. It's about ranking one over the other. Sometimes one word encompasses another value which is why we choose it.<br />
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3. You work your way down the list. If I could have generosity but not success would that be ok? You keep asking the question until you can rank the 5 values. <br />
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This is a great start to ranking your values in order and uncovering what motivates you in your business. You can do it systematically too if you use a grid like this one:<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg24UjcdwdIvXBEFWo__-GrGEC1VidhrfrQuQPx1H35p4_Pt2lTINHPy0LVPB8cJpkzPvJ8slJFM5zGWUwrTPW28y95wdPihB4PVRmoq2yTPWtBE0Z_l7gzO6UAb1SxZczedm2LUkJfa88/s1600/Screen+Shot+2016-04-02+at+12.51.10.png" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" height="77" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEg24UjcdwdIvXBEFWo__-GrGEC1VidhrfrQuQPx1H35p4_Pt2lTINHPy0LVPB8cJpkzPvJ8slJFM5zGWUwrTPW28y95wdPihB4PVRmoq2yTPWtBE0Z_l7gzO6UAb1SxZczedm2LUkJfa88/s320/Screen+Shot+2016-04-02+at+12.51.10.png" width="320" /></a></div>
You then add up the ones you chose as most important and you can now rank them in order.<br />
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When I realised my core value was connection it helped me realise what I offer. I go into a situation with a client asking myself how can I help rather than what can I give. This subtle difference is what helps us collaborate in a much more effective way. <br />
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I hope you enjoy naming your core values and uncovering the answer to the question "What is at my centre" . Remember this exercise is the start of a journey. Once you have named the value, test it. Explore how you make decisions and what you enjoy about your business.<br />
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<a href="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhHnn3hzEIWhfdaH4YgWGlC35HwrjQ3tDQoZE1K1Myu5h7yRMCCEzTV3SHkk6Cbbwn9tmXmdRcgNNmvaEOi4ZgiOezi5kAasS-nhomw_BygCiz5YyRiy0cmT6J29UXjPpjYkzOS37fXY5Y/s1600/jack+frost.jpg" imageanchor="1" style="margin-left: 1em; margin-right: 1em;"><img border="0" src="https://blogger.googleusercontent.com/img/b/R29vZ2xl/AVvXsEhHnn3hzEIWhfdaH4YgWGlC35HwrjQ3tDQoZE1K1Myu5h7yRMCCEzTV3SHkk6Cbbwn9tmXmdRcgNNmvaEOi4ZgiOezi5kAasS-nhomw_BygCiz5YyRiy0cmT6J29UXjPpjYkzOS37fXY5Y/s1600/jack+frost.jpg" /></a></div>
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Jack Frost in "Rise of the Guardians" </div>
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<br />Kate Faragherhttp://www.blogger.com/profile/07305633630133233967noreply@blogger.com0