Utforsk en verden av personlig utvikling gjennom skreddersydd mentoring, profesjonell coaching, inspirerende kurs og tankevekkende foredrag som gir deg verktøyene du trenger for å nå ditt fulle potensial.
Change is everywhere. It’s inevitable in both work and life. But why do we resist something that is so natural? Our brain loves comfort – it’s an expert at exaggerating threats and convincing us to stay put. But what if we could learn to embrace change?
Why Do We Resist Change? It’s not because we’re lazy. It’s because of uncertainty. Our reptilian brain is hardwired to keep us safe, not happy. Change feels like a threat, even when it’s an opportunity to grow.
How to Approach Change with Curiosity:
Small Steps Lead to Big Results: Start by switching one habit – your toothpaste, your route to work, or say «yes» to something you’d normally say «no» to. Small choices can lead to significant transformations over time.
Make Your Brain Less Dramatic: When your brain screams «CHAOS!» – breathe. Ask yourself: What’s the worst that can happen? Write down one thing you can learn from the situation.
Remember the Butterfly Effect: Even the smallest actions can have massive consequences. Maybe it’s time to test a tiny change and see how it ripples through the rest of your life.
Conclusion: Change doesn’t have to be scary. It can be innovative, inspiring, and even fun. Take a small step outside your comfort zone today – you never know what might happen!
First things first: let’s define the playing field.
The Knowledge Industry is the cool cousin in your professional family, dealing with sectors that produce, refine, and distribute the most powerful substance known to humankind: knowledge. We’re talking education, R&D, IT solutions that make your brain hurt just thinking about them, and those elite consultants who probably charge per second.
Then, there’s the Self-Education Industry. Imagine all the DIY enthusiasts but for learning—people pursuing knowledge outside traditional classrooms, armed with Wi-Fi and too much caffeine. This is the space of online courses, e-books, webinars, video tutorials, and apps. It’s like Hogwarts for grown-ups who want to learn accounting or advanced salsa from their couch.
The Good, the Bad, and the “Why Am I Doing This?” of Self-Education
The Pros:
Flexibility that fits around your chaotic life.
Customizable learning paths that don’t require a thousand-page syllabus.
Skills are as fresh as that “first day of school” outfit.
The Cons:
Quality control that sometimes makes you wonder if your instructor just Googled the syllabus.
The paradox of choice—too many courses make you click on Netflix instead.
Lack of hand-holding, which can be great until you’re metaphorically drowning in educational PDFs.
The Titans: Udemy and Coursera
Udemy is like the Walmart of online learning. Need to know how to code? Check. Want to learn underwater basket weaving? Double-check. With over 100,000 courses, there’s something for everyone, and most courses are priced in that sweet $25-$200 range. But watch out: anyone can teach, so sometimes it’s more “Steve from accounting shares Excel tips” than “Professor from MIT breaks down quantum physics.”
Coursera, on the other hand, is Udemy’s more academic, snooty sibling. Backed by universities and offering everything from certificates to degrees, Coursera boasts partnerships with over 100 Fortune 500 companies and 82 million students. The downside? It can lean more theoretical, so you might learn the art of persuasion but still not convince your dog to stop barking at 3 a.m.
Why Coaches and Mentors Should Care – “Ah, I see” moments for mentors and coaches
Now, why am I, a man who prefers deep conversations and caffeine to trends, waxing poetic about the Knowledge Industry? Because, my friends, this trend could be your ticket to a bigger impact (and, let’s be honest, a healthier bank account).
Three key benefits for coaches and mentors:
Staying Updated: The Knowledge Industry is like a buffet for your brain. Want to learn the newest techniques in motivational interviewing? Need a brush-up on emotional intelligence? There’s a course (or ten) for that.
Building Expertise: Specialization is the name of the game. Why not position yourself as “the coach who conquered executive coaching” or the mentor known for mindfulness workshops that leave participants Zen’d out?
Monetizing Your Knowledge: Why not throw your hat into the self-education ring by developing your own course? Be the Udemy instructor you wish you’d had.
Mark Your Digital Territory
Let’s talk about social media, the necessary evil. If you’re not using it, you’re basically coaching in a void. Here’s how to stop lurking and start thriving:
Pro tips:
Know Your Audience: LinkedIn for the suit-and-tie crowd, Instagram for those who live on avocado toast.
Make Your Profile Pop: Ditch the selfie and bring on the pro headshots. No one trusts life advice from someone with an angle that screams, “My arm is my tripod.”
Engage, Engage, Engage: Social media is a two-way street. Reply to comments, share insights, and don’t be afraid to slide into relevant DMs (professionally, of course).
And don’t underestimate the power of video content—people love seeing a face behind the tips. It builds trust faster than a free coaching session.
The Final Countdown: Online Presence Matters (because who doesn’t want to be found?)
To wrap up, here’s why you need an online presence:
Visibility: The more you show up online, the more likely you’ll be found by someone who really, really needs your expertise.
Credibility: Sharing knowledge makes people trust you. Sharing success stories makes them want to trust you.
Scalability: With an online footprint, you can go from coaching 10 people a month to inspiring thousands with webinars, online courses, and e-books.
In conclusion, the Knowledge and Self-Education industries are like the Wild West, full of opportunities waiting for coaches and mentors who dare to explore. So saddle up, build that online profile, and start sharing your brilliance. Your future clients are just a course or social media post away from finding you.
In the fast-paced and ever-evolving world of business, effective teamwork has become a cornerstone of success. Organizations are increasingly recognizing the value of nurturing collaboration, communication, and synergy among their teams. Team coaching, a specialized form of coaching, has emerged as a powerful tool to help teams reach their full potential. The next three articles explores the concept of team coaching, its benefits, and how it can transform teams and organizations.
Understanding Team Coaching
Team coaching is a structured and systematic process aimed at enhancing the performance, productivity, and overall effectiveness of a team. It goes beyond individual coaching and focuses on the dynamics, relationships, and collective behaviors within a group of individuals working towards a common goal.
The primary objective of team coaching is to foster an environment where team members can collaborate, innovate, and achieve their shared objectives.
In mid may I had closing dinner for the 11`th mentoring program for NHS, and I want to share with you my speech for both the mentee and mentors. In addition all the mentee had a small speech to their mentor, which we filmed because not all could come. The mentee is students within hospitality and hotel management and the mentors is leaders in the same branch, hospitality and hotel management and development.
«A year has gone and I hope you all have excelled because of the program. To have a mentor is like being in the spotlight and you have a person who follows you. A person who is genuine and sincere.
To be a mentor is rewarding and you also have that spotlight on you. A person is questioning all you do and you get to reflect over your job role.
For the student (mentee) this is a start, you are in the beginning of your career. Remember this programmed what it did for your development this year. Use mentors next time also AND when time comes BE A MENTOR!
To all the mentors THANK YOU for your dedication and willingness to help a student in the beginning of a career. And helping NHS to make this a special year for the students.
For Å.H and me its fantastic to see the students in the very beginning, in the interview and seeing them now. Its like another person and we know the impact it can have. We thank you all for participated in this 11`th mentoring program for student at NHS».
Leadership is a critical component of any organization’s success, and it is never more apparent than in times of crisis or when important decisions need to be made. Whether it’s navigating a global pandemic, facing financial hardships, or dealing with a major industry disruption, effective leadership can make all the difference. But what role does mentoring play in leadership when it matters most? Should leaders prioritize mentorship during challenging times? This article explores the intersection of leadership and mentoring and highlights the benefits of incorporating mentoring into leadership practices during crucial moments.
The Importance of Leadership During Critical Times
Leadership is not just about guiding a team during smooth sailing; it’s about steering the ship through turbulent waters. When an organization faces a crisis or is confronted with a significant decision, strong and visionary leadership becomes paramount. Effective leaders must inspire confidence, provide direction, and offer solutions when the going gets tough. They must also maintain morale, communicate transparently, and adapt swiftly to changing circumstances.
Leadership, however, is not solely about the person in charge but extends to the team as a whole. Leaders are tasked with developing the skills and capabilities of their team members to ensure the organization can overcome challenges collectively.
The Role of Mentoring in Leadership
Mentoring is a practice that involves an experienced individual (the mentor) guiding and supporting a less-experienced person (the mentee) in their personal or professional development. While mentoring is often associated with career growth and skill-building, it also plays a crucial role in leadership development, particularly during times of crisis or important decision-making.
Here are some reasons why mentoring should be a part of leadership when it matters most:
Knowledge Transfer: Mentoring allows experienced leaders to share their wisdom, knowledge, and expertise with emerging leaders. During critical moments, this knowledge transfer can be invaluable in making informed decisions and navigating complex situations.
Emotional Support: Leadership during challenging times can be emotionally taxing. Mentoring provides a safe space for leaders to discuss their concerns, fears, and uncertainties with a trusted mentor, which can help alleviate stress and improve decision-making.
Skill Development: Effective leaders possess a wide range of skills, including communication, adaptability, and problem-solving. Mentoring provides an opportunity for mentees to develop these skills under the guidance of experienced leaders.
Accountability: Mentoring relationships often involve setting goals and tracking progress. This accountability can be particularly beneficial during high-stress periods, ensuring that leaders stay focused on their objectives.
Perspective and Feedback: Mentors can offer valuable outside perspectives and honest feedback, helping leaders make more informed decisions and avoid potential pitfalls.
Read my next blogpost where I write more about this theme.
It is with great honour I represent our guestblogger Rik Nemanick, from The Leadership Effect. You will in the following weeks get blogposts about the rules of mentoring.
Ph. D. Rik Nemanick has spent more than 10 years helping organizations get more out of their mentoring programs by focusing mentoring where it will have the most impact, accelerating the development of mentoring partnerships, and building social capital within and between organizations. He co-founded The Leadership Effect in the United States to help companies identify and develop their leadership talent. He is currently working on a book on his Eight Rules of Mentoring.
Rik is an adjunct faculty member in Saint Louis University’s MBA program and an instructor in Washington University’s Masters of Human Resource Management program. He has given seminars on mentoring and organizational change to various professional organizations and through Washington University’s University College. Rik holds a doctorate in organizational psychology from Saint Louis University.
Leadership is an art form. To become a good leader, you have to begin working on improving yourself.
Filled with enlightening anecdotes that illustrate the qualities of the world’s greatest leaders, this must-read for any entrepreneur, manager, or executive will bring valuable lessons to push you in the right direction towards the fulfillment of your leadership roles.
And we are of course talking about John C. Maxwell and his «The 21 indispensable qualities of a leader». I will post them one by one here on my blog. He describes leadership as an art and I agree, we need more people who look at it that way.
My favorite law, the umbrella under which all of the other laws fall, is the Law of Process. Leadership can’t be developed in a day or a week. Instead, it grows and becomes refined through a lifetime of self-management, skills acquisition, and relationships:
If you continually invest in your leadership development, letting your ‘assets’ compound, the inevitable result is growth over time. What can you see when you look at a person’s daily agenda? Priorities, passion, abilities, relationships, attitude, personal disciplines, vision, and influence. See what a person is doing every day, day after day, and you’ll know who that person is and what he or she is becoming.
Often, when I speak to people about leadership development, someone in the group will ask why a new graduate or a employee in the first few years should be concerned with leadership development, since they’re at the bottom of the totem pole. My answer is three-fold.
First, it’s critical to lead oneself and develop a strong foundation in self-management. Second, usually even «bottom of the totem pole» employees soon have an opportunity to lead something, whether it’s a small project or a intern meeting. And third, as Maxwell writes, «champions don’t become champions in the ring – they are merely recognized there.» If a employee waits until a leadership position is on the horizon to begin developing good leadership skills, the position may never present itself, or if it does, the employee will lack the necessary skills to thrive in that position. (Incidentally, point 3 is well illustrated in Maxwell’s first law, the Law of the Lid.).
Good luck everyone to become a better leader AND Thank you Maxwell for giving us The 21 Irrefutable Laws of Leadership.
– A Leader’s Lasting Value Is Measured by Succession
(DAY 21 – The 21 Day Leadership Challenge)
Eventually, someone else will do what you’re doing right now. More than building other leaders, more than being a mentor, you have to build the leader that can take care of and do everything you can do. Start building a leader you can pass the baton to.
Dig into it:
What do you want people to say at your funeral? If you want your leadership to have real meaning, you need to take into account the Law of Legacy. A leader’s lasting value is measured by succession.
If you desire to make an impact as a leader on a future generation, then become highly intentional about your legacy. We have a choice about what legacy we will leave, and we must work and be intentional to leave the legacy we want. Here’s how:
a) Know the Legacy You Want to Leave – most people simply accept their lives – they don’t lead them. I believe that people need to be proactive about how they live, and I believe that is especially true for leaders. Someday people will summarize your life in a single sentence. My advice: pick it now!
b) Live the Legacy You Want to Leave – I believe that to have any credibility as a leader, you must live what you say you believe. If you want to create a legacy, you need to live it first.
c) Choose Who Will Carry on Your Legacy – A legacy lives on in people, not things. Too often leaders put their energy into organizations, buildings or other lifeless objects. But only people live on after we are gone. Everything else is temporary.
d) Make Sure You Pass the Baton – No matter how well you lead, if you don’t make sure you pass the baton, you will not leave the legacy you desire.
Our ability as leaders will not be measured by the buildings we build, or institutions we established. We will be judged by how well the people we invested in carried on after we are gone.
Jackie Robinson observed, “A life isn’t significant except for its impact on other lives.” In the end we will be judged according to the Law of Legacy. A leader’s lasting value is measured by succession.
– To Add Growth, Lead Followers – To Multiply, Lead Leaders
(DAY 20 – The 21 Day Leadership Challenge)
To grow, you need to lead everyone in the right direction. To create explosive growth, you need to lead other leaders in the right direction. Reach out and start leading other leaders today.
Dig into it:
You can grow by leading followers. But if you want to maximize your leadership and help your organization reach its potential, you need to develop leaders. There is no other way to experience explosive growth.
Leaders who attract followers but never develop leaders get tired. Being able to impact only those people you can touch personally is very limiting.
In contrast, leaders who develop leaders impact people far beyond their personal reach. Every time you develop leaders and help them increase their leadership ability, you make them capable of influencing an even greater number of people.
