As the world moves towards a period of lockdown and working from home increases exponentially….let’s learn… to stay connected #TCOreacts
Take action now, optimise and get results with remote learning, connecting and working.
TCO international offers a series of virtual alternatives to traditional f2f events and development paths. We have been gearing up for this for years and have a consolidated experience in:
✨ Remote leadership development
✨ Action learning at a distance
✨ Peer consultation processes to help each other at a distance with pressing challenges
✨ Remote virtual coaching
✨ Remote executive coaching and remote team coaching
✨Facilitated virtual meetings and events
✨ Development of virtual communication etiquette and guidelines
✨ Virtual workshops on managing communication across distance and diversity
If you wish to book a consultation to implement your virtual path today, email us at email@example.com
Fresh news of last night from the International Coaching Federation: our Mentoring Camp has been granted 36 Units in Continuing Coach Education (CEE)! This is a great great achievement and confirmation of the quality of our professionalization path!
On 28 November 2019 TCO officially ended its first INTERNATIONAL MENTORING CAMP with a very small team of affiliated TCO certified coaches from different countries!
Our first internal professionalisation path officially recognised by the International Coaching Federation (ICF) started back in February in our Turin office and continued throughout self-study tasks and a series of 1.5 hour virtual training calls. 10 months later, we are proud to celebrate what our commitment to self-development and to quality in coaching looks like.. AND TO PREPARE FOR EDITION 2!
For more information, please click here: https://www.linkedin.com/pulse/our-commitment-quality-coaching-first-mentoring-camp-crestani/
FOR THE FIRST TIME IN 30 YEARS OF BUSINESS, TCO International is holding a MENTORING CAMP for COACHES!
This high-quality event organised by TCO’s COACHING PRACTICE is aimed at our affiliated coaches who want to:
The CAMP is the first of a series of development initiatives aimed at professionalising the TCO COACHING PRACTICE by working alongside with our global network to develop our skills as coaches, create a body of excellence and guarantee high-quality coaching to our clients… all this while never forgetting that ‘who we are is how we coach’!
Click here for the flyer of the event.
Check out the short video below taken from a teaser session of the Camp and…keep an eye on our website and LinkedIn for more news on the Mentoring Camp and on our 2019 initiatives!
Building your own ‘who’ as a woman leader
During the recent months I have been focusing a lot on high potentials at their first leadership position – young professionals who are recruited because of their high technical expertise and who get promoted to managing a team.
Out of the young professionals I have had the pleasure to work with, there is one case which I truly treasure and through which I am learning a lot.
Paola is a young woman in her thirties extremely dedicated to her job, hard-working and very reliable. With an international background, she is creative and passionate. Some months ago she was promoted head of a new function leading a team of people and reporting to a new boss. We met by chance one day at a breakfast table in an Arabic style hotel in Sicily where we were both on holiday.
I soon had the sensation that she needed to speak to someone, ventilate her worries. So we sat down and spoke. She shared her struggles in juggling with priorities at work and at home, pressures from the top and her admiration for her boss whom she respected because of his ‘confidence and enigmatic charisma’.
She then shared the challenges she was facing with her team ‘not respecting her and de-energising her’ almost working against her, rather than for her. In her description of her boss, Paola shifted a lot from deep admiration to frustration – he represented a model of what she felt she wanted to become. In exploring this 2-facet relationship of love and hate she had a sudden epiphany and said:
‘I never feel enough in front of him. I believe I owe him something because I am learning a lot from him and I would not be in the position I am if it wasn’t for him. Having said this, I always feel I am not given a chance to get my voice heard’.
I therefore asked her: Where does this sensation of ‘not being enough’ come from?
‘From the sense of gratitude I have for him but also from the sensation that everything that he does and says is right and that any alternatives I may suggest would not be equally good’.
So I prompted her and asked: Does he represent a model of what you aspire to become or of whom you would like to become?
Her answer: I admire the ‘what’ but I believe I can do better in the ‘who’.
Paola realised that her admiration was for her boss’s competence and knowledge. In her attitude towards him, she kept passively accepting everything he would say or do never questioning whether there were better or new ways. She also realised that this was massively impacting on her credibility towards her team who kept bypassing her because of her inability to provide confidence and a sense of direction.
Gently but consistently, Paola started asking herself: what can I add to what my boss says or does? What can I do to make sure I feel good enough? How can I learn from his competence and knowledge?
But especially: How can I build my personal style?
Paola’s journey of self-discovery as a woman leader has just started. There are ups and downs but there is a renewed motivation and energy in her.
Her priority now is not to prove to her boss that she is enough but to give herself the chance to discover what is unique about her. She has realised that by exploring who she wants to become as an authentic leader she is not ‘copying and pasting’ but she is believing in what she does and whom she represents.
Paola is realising that it is normal not to be liked by everybody. She has also realised that she does not want to be made to feel ‘not good enough’.
Her journey into ‘who’ she is as an integrated adult woman is priceless and is making her realise that by building her own ‘who’ she feels much less intimated by the ‘what’.
|Join the discussion on this post on Linkedin: https://www.linkedin.com/pulse/dont-let-anyone-make-you-feel-enough-marianna-amy-crestani/|
WHAT DOES VUCA mean? The term VUCA was created by the United States Army War College to describe the state of the world after the Cold War. The simple clash of capitalist and communist systems was replaced by multiple threats from unpredictable rogue states and terrorist threats. The term has since been adopted by the business community to describe how security, predictability and simple cause and effect relationships have been replaced by turbulence, unpredictability and rapid change. Some of the trends driving VUCA for business include the shift in economic power from West to East, demographic change, the disruptive rise of digital technologies, as well as continuing globalisation. These forces affect every organisation in some way. In other words, VUCA has become the new normal.
Every time I mention the word VUCA in my coaching sessions or in conversations with clients I see a lot of head nodding. It is always welcomed by signs of relief and phrases like: ‘So, it is not only me! It is not just my personal perception!’
If VUCA is the ‘illness’ then the discovery phase of understanding the symptoms for the person includes coming across sensations as: feeling overwhelmed, being in a state of paralysis and anxiety, sensing heaviness and alienation. Fire-fighting and riding the waves of constant high-pressure states are the normal reaction to VUCA. ‘As long as my body and my mind can take it, I will carry on’. This is what I hear again and again.
Then THE question is asked: ‘What is the solution? What can I do?’
Unfortunately (or fortunately!) VUCA is not an illness and there is no straightforward solution. But what about looking at it from a different perspective?
Stability feels good. Operating within comfort zones is reassuring. Following rules is comfortable and easy. But does VUCA really require us to completely give up stability? I don’t think so…I believe that what it does is that it makes us find a safe enough level of stability within ourselves. In other terms, it forces us to counterbalance the fast-moving pace of change by consciously taking time to reflect over what we are and where we want to go.
In other words, VUCA invites us to really be serious about self-discovery and self-awareness because the most authentic representation of VUCA is the human being. Coming to terms with the fact that VUCA is not an external negative reality but an extension of our normal self allows to make a significant shift of perspective and see VUCA as an ally instead of an enemy to destroy.
So, my question is:
How can you transform your inner VUCA into your permanent and conscious strength that can really help you make a difference in leading yourself and, therefore, others?
|Join the discussion on this post on Linkedin: https://lnkd.in/e8a_STd|
I tend to go through cycles: whether it is a matter of music, quotes, videos or articles, there are periods when I ALWAYS listen to the same songs or use the same quotes or show the same video or suggest the same articles. I believe it is my personal way of managing complexity and excess of stimuli by selecting sources that are linked to my main area of focus for that period of my life (oh… by the way, I am also quite good at justifying personal limitations )
My latest ‘mania’ when it comes to videos is CHANGE2 by the futurologist Gerd Leonard. Here is the link in case you have not seen it: https://www.youtube.com/watch?v=ystdF6jN7hc
When I first watched it I was attracted my the music, then by the catchy concepts like ‘science fact and not science fiction’ but also by the underlying call to action: are you ready for exponential change? hence… what can you do to be ready now?
Some weeks ago I saw the effects of the video on a team of HR and HRBPs engaged in a facilitated session on ‘The Role of HR in a VUCA world’. We used the video half-way through the session after exploring the internal and external changes within their specific organisation and the relative impact on the HR role.
Just before we showed the video I had the impression that we had opened a can full of worms – alibis and sabateours were everywhere to be heard. Homeostasis – or the tendency to maintain the system – was everywhere to be seen in the room. And, finally, ‘yes…but’ was the shared mantra.
Then we showed Leonard’s video and the energy shifted. In the video, the Dutch futurologist reminds us that in the very near future 50% of our jobs will be automated. Nevertheless, new jobs will be created for which the human dimension is key: creativity, intuition, imagination, emotions and ethics are the human traits that need to be fostered.
At that point, all the group started nodding their head as they realised one important thing:
‘Digitalisation, augmentation, automatization are realities that can help HR gain time to then dedicate to developing what will make the difference now and in the future of their organisation: the human being.’
We cannot stop change, we are living in one of the most transcendental times in human history AND it is normal to feel overwhelmed. So, what can we do?
Try this. Change perspective and think:
The only space for authentic and sustainable development is the HUMAN BEING.
So…what is the opportunity for me as an HR professional if I truly operate from the space of putting the HUMAN BEING at the centre of everything I do?
I believe that dealing with people is the most complex and yet fascinating job – there will be apps and robots that generate organisation charts, engagement surveys, policies and rules. What will never be automated is the ability to grow people and support them in their growth.
|Join the discussion on this post on Linkedin: https://www.linkedin.com/pulse/human-centred-role-hr-marianna-amy-crestani/|
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