Life isn’t the sweetest candy. Sometimes, when I feel like the world is just too heavy, I look around and find people who continued to live fascinating and wonderful lives. And then thoughts come popping into my mind like bubbles from nowhere – “How did their life become so adorably sweet? How come they still can manage to laugh and play around despite a busy stressful life?” Then I pause and observed for awhile… I figured out that maybe, they start to work on a place called ‘self’.
So, how does one become genuinely happy? Step 1 is to love yourself.
My theology professor once said that “loving means accepting.” To love oneself means to accept that you are not a perfect being, but behind the imperfections must lie a great ounce of courage to be able to discover ways on how to improve your repertoire to recover from our mistakes.
Genuine happiness also pertains to contentment. When you are contented with the job you have, the way you look, with your family, your friends, the place you live in, your car, and all the things you now have – truly, you know the answer to the question “how to be genuinely happy.”
When we discover a small start somewhere from within, that small start will eventually lead to something else, and to something else. But if you keep questioning life lit it has never done you any good, you will never be able to find genuine happiness.
I believe that life is about finding out about right and wrong, trying and failing, wining and losing. These are things that happen as often as you inhale and exhale. Failure, in a person’s life has become as abundant and necessary as air. But this should not hinder us from becoming happy.
How to be genuinely happy in spite all these? I tell you… every time you exert effort to improve the quality of life and your being, whether it is cleaning up your room, helping a friend, taking care of your sick dog, fail on board exams and trying again, life gives you equivalent points for that.
Imagine life as a big score board like those which are used in the NFLs. Every time you take a step forward, you make scoring points. Wouldn’t it be nice to look at that board at the end of each game and think to yourself “Whew! I got a point today. I’m glad I gave it a shot.”, instead of looking at it all blank and murmur “Geez, I didn’t even hit a score today. I wish I had the guts to try out. We could have won!” and then walk away.
Genuine happiness isn’t about driving the hottest Formula 1 car, nor getting the employee of the year award, earning the highest 13th month pay, or beating the sales quota. Sometimes, the most sought after prizes in life doesn’t always go to the fastest, the strongest, the bravest or not even the best. So, how do you become genuinely happy? Every one has his own definition of ‘happiness’. Happiness for a writer may mean launching as much best selling books as possible. Happiness for a basketball rookie may mean getting the rookie of the year award. Happiness for a beggar may mean a lot of money. Happiness for a business man may mean success. So, really now, how do we become genuinely happy? Simple. You don’t have to have the best things in this world. Its about doing and making the best out of every single thing. When you find yourself smiling at your own mistake and telling your self “Oh, I’ll do better next time”, you carry with you a flame of strong will power to persevere that may spread out like a brush fire. You possess a willingness to stand up again and try – that will make you a genuinely happy person.
When you learn to accept yourself and your own faults. You pass step 1 in the project “how to become genuinely happy”.For as long as you know how to accept others, you will also be accepted. For as long as you love and know how to love, you will receive love ten folds back.
Again, throw me that same question “how to become genuinely happy?”. I’ll refer you to a friend of mine who strongly quoted- “Most of us know that laughter is the best medicine to life’s aches and pain. But most of us don’t know that the best kind of laughter is laughter over self. Coz then you don’t just become happy… you become free.”
Thursday, 9 August 2007
Saturday, 4 August 2007
How Coaching can Help you Reach your Goals
When you hear the word “coach”, what comes first into your mind? Do you picture a foortball team with a man/woman shouting out instructions?
Coaching is not only for sports teams; it is now used widely in leadership and management, but why is coaching so popular?
Coaching is one of the six emotional leadership styles proposed by Daniel Goleman. As a leadership style, coaching is used when the members of a group or team are competent and motivated, but do not have an idea of the long-term goals of an organization.
This involves two levels of coaching: team and individual. Team coaching makes members work more effectively together. In a group of individuals, not every person will have nor share the same level of competence and commitment to the goal. A group may be a mix of highly competent and moderately competent members with varying levels of commitment. These differences can often cause friction between the members.
The coach helps the members level their expectations. Also, the coach manages differing perspectives so that the common goal of the team is more important than the personal goals and interests of the team members. In a big organization, leaders need to align the staffs’ personal values and goals with that of the organization so that long-term directions can be pursued.
Individual coaching is an example of situational leadership at work. It aims to mentor one-on-one building up the confidence of members by affirming good performance during regular feedbacks; and increase competence by helping the member assess his/her strengths and weaknesses towards career planning and professional development. Depending on the individual’s level of competence and commitment, a leader may exercise more coaching behavior for the less-experienced members. Usually, this happens in the case of new staff members. The direct supervisor gives more defined tasks and holds regular feedbacks for the new staff, and gradually lessens the amount of coaching, directing, and supporting roles to favor delegating as competence and confidence increase.
Coaching also develops high commitment to common goals. A coaching leader balances the attainment of immediate targets with long-term goals towards the vision of an organization. As mentioned earlier, with the alignment of personal goals with organizational or team goals, personal interests are kept in check. By constantly communicating the vision through formal and informal conversations, the members are inspired and motivated. Setting short-term team goals aligned with organizational goals; and making an action plan to attain these goals can help sustain the increased motivation and commitment to common goals of the members.
Leadership by example is extremely important in coaching. A coach loses credibility when he or she cannot practice what they preaches. This means that the coach should be well organized, highly competent is his or her field, communicates openly and encourages feedback, and has a clear idea of the organization’s vision-mission-goals. If a team member experiences good coaching, he or she is most likely to do the same things when entrusted with formal leadership roles.
Some words of caution though: coaching is just one of the styles of leadership. It can be done in combination with the other five emotional leadership styles depending on the profile of the emerging team. Moreover, coaching as a leadership style requires that you are physically, emotionally, and mentally fit most of the time since it involves two levels of coaching: individual and team. Your members expect you to be the last one to give up or bail out in any situation especially during times of crises. A coaching leader must be conscious that coaching entails investing time on each individual, and on the whole team. Moreover, that the responsibilities are greater since while you are coaching members, you are also developing future coaches as well.
Coaching is not only for sports teams; it is now used widely in leadership and management, but why is coaching so popular?
Coaching is one of the six emotional leadership styles proposed by Daniel Goleman. As a leadership style, coaching is used when the members of a group or team are competent and motivated, but do not have an idea of the long-term goals of an organization.
This involves two levels of coaching: team and individual. Team coaching makes members work more effectively together. In a group of individuals, not every person will have nor share the same level of competence and commitment to the goal. A group may be a mix of highly competent and moderately competent members with varying levels of commitment. These differences can often cause friction between the members.
The coach helps the members level their expectations. Also, the coach manages differing perspectives so that the common goal of the team is more important than the personal goals and interests of the team members. In a big organization, leaders need to align the staffs’ personal values and goals with that of the organization so that long-term directions can be pursued.
Individual coaching is an example of situational leadership at work. It aims to mentor one-on-one building up the confidence of members by affirming good performance during regular feedbacks; and increase competence by helping the member assess his/her strengths and weaknesses towards career planning and professional development. Depending on the individual’s level of competence and commitment, a leader may exercise more coaching behavior for the less-experienced members. Usually, this happens in the case of new staff members. The direct supervisor gives more defined tasks and holds regular feedbacks for the new staff, and gradually lessens the amount of coaching, directing, and supporting roles to favor delegating as competence and confidence increase.
Coaching also develops high commitment to common goals. A coaching leader balances the attainment of immediate targets with long-term goals towards the vision of an organization. As mentioned earlier, with the alignment of personal goals with organizational or team goals, personal interests are kept in check. By constantly communicating the vision through formal and informal conversations, the members are inspired and motivated. Setting short-term team goals aligned with organizational goals; and making an action plan to attain these goals can help sustain the increased motivation and commitment to common goals of the members.
Leadership by example is extremely important in coaching. A coach loses credibility when he or she cannot practice what they preaches. This means that the coach should be well organized, highly competent is his or her field, communicates openly and encourages feedback, and has a clear idea of the organization’s vision-mission-goals. If a team member experiences good coaching, he or she is most likely to do the same things when entrusted with formal leadership roles.
Some words of caution though: coaching is just one of the styles of leadership. It can be done in combination with the other five emotional leadership styles depending on the profile of the emerging team. Moreover, coaching as a leadership style requires that you are physically, emotionally, and mentally fit most of the time since it involves two levels of coaching: individual and team. Your members expect you to be the last one to give up or bail out in any situation especially during times of crises. A coaching leader must be conscious that coaching entails investing time on each individual, and on the whole team. Moreover, that the responsibilities are greater since while you are coaching members, you are also developing future coaches as well.
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