Steinbrecher & Associates

Steinbrecher Advanced Coaching - Methodology and ROI

stein — Fri, 05 Mar 2010 03:41:40 +0000

Back by popular demand! The ROI Coach Training Workshop, April 20-22, 2010

CLASS OVERVIEW

In this three full day learning experience, I will be teaching all of the tools and processes that I use currently in my executive coaching practice. I am sharing these tools for a number of reasons. First and foremost the practice of executive coaching had exploded over the last several years. It is important to me that when one coaches another, that the coach has all the tools and processes available to them in order to have a successful coaching experience. This is essential for both the coach and the client! Secondly, I have had the great fortune to be awarded a number of coaching contracts because of the fact that my techniques are clearly distinguishable from other coaches. In other words my processes and tools work! This has been validated a number of times by my clients who have worked with other coaches in the past and have seen a significant difference in the results that they have received from my coaching technology.

This class is not an introduction to coaching, as that requires a different type of training. We do offer a beginning essentials class where we build skills as a first time coach. There are also a number of a coaching schools for those just entering the field. This advanced class focuses on how to take a client all the way from beginning to end of the coaching engagement and how to measure the Return on Investment (ROI). With our guidance and direction you’ll learn new ways to ultimately take your coaching skills to the next level. Here is an outline of what you can expect to learn:

1. How to conduct the first conversation with the client

Once the engagement has been secured it is important in your first meeting with the client that you build a rapport, assess the readiness of the client to do the work, discuss the coaching process, homework and confidentiality issues, cancellation process and answer any questions that they may have about the process.

2. How to conduct the first conversation with the client’s boss (if applicable)

If the organization is funding the engagement it is important to get the client’s boss’ perspective on the strengths and development needs of the client. Of course prior to securing the engagement most of this information would have been discussed. However now that all parties have agreed to work together not only do you want to obtain this information again for direction, it is also important that we begin to assess the relationship between the client and client’s boss. In addition, we want to know what will convince the client’s boss that this engagement is successful, begin to take a baseline measurement for success, review expectations, confidentiality issues and logistics of the program.

3. How to conduct the client induction meeting

In this step of the process we will obtain further baseline measurements as to where the client sees their current level of strength or development in each of the areas that they would like to focus on. We outline the goals of the program and agree on how to best work together in order to accomplish the goals.

4. How to identify a client’s Mental Models

One of the most distinguishable applications to this form of coaching is determining client’s mental models. Mental models are beliefs that the client has assumed that may or may not be true for the individual but they are operating their life as if they were. Mental models typically both serve and not serve the client. Our process will help uncover these mental models, explore how they benefit the client and not benefit the client, and most importantly how to reframe these mental models into ones which serve them more successfully.

5. How to conduct a 360 degree process

There are a number of very good 360 degree instruments to choose from. Another clearly distinguishable process that we use is to conduct the 360 degree assessment via interviews. In these interviews we record almost verbatim everything that the 360 degree participants say. The questions are customized in order for you to obtain the most important information in a participant interview of 20 minutes or less.

6. How to conduct a Personality Assessment

As part of the coaching process, we often use the Myers Briggs Interpretative Report as a personality assessment. We will discuss the pros and cons of doing so and what instruments you may want to use.

7. How to utilize additional introspection tools

Often we will use additional introspection tools to assist the client with uncovering their mental models or perhaps as an additional exercise that will enable the client to come to terms with behavior. We will explore some of these and their applications.

8. How to create a Development Plan

Once the assessment phase of the coaching engagement is complete, we will ask the client to complete a development plan. We will review the development plan template, as well as, how to best complete and accomplish it.

9. How to administer pre and post coaching surveys

There are a number of ways that we will measure the Return on Investment for a coaching engagement. One of the ways to prove that the goals have been accomplished is through a pre and post survey process. The pre and post coaching surveys are designed for the coach, the client and the client’s boss to complete.

10. How to administer mid coaching assessment

Mid-way through the engagement we complete a mid-coaching assessment. The purpose of this three way meeting (boss, client and coach) is to be certain that the engagement is accomplishing the goals that have been identified. This also gives us the opportunity to redirect any appropriate efforts that might be necessary and to track our progress.

11. How to administer the final evaluation

Now that the coaching engagement has been completed we facilitate our last meeting between the coach and client to be certain that all goals have been accomplished. This allows us another opportunity to measure return on investment. In addition any necessary follow through process are also discussed.

12. How to build your coaching practice

Whether you’re providing coaching services within an organization or you are an independent coach, building your practice is essential to long term success. We will identify ways in which you can sell your services either internally or externally.

13. How to use tools and processes that allow you to be fully present for your clients

In order for the coaching process to be successful it requires you to be truly present and in “non-judgment” of your client. I will be sharing some techniques that have helped me stay heart centered.

14. Post Workshop follow up

To be certain that you are totally comfortable with the tools and processes taught in the R.O.I. of Coaching program, you will receive 2 one hour private coaching sessions after the training class with me personally. This is a 900.00 dollar value! I just want to be sure that you are feeling confident and competent to use all that you have learned. In addition, upon request, we will conduct tele-classes and conference calls after the training so that you will have the opportunity to share with others your experiences with the tools and processes taught in the class, ask any questions and to re-connect with many of the workshop participants again.

The learning format is one in which you will have hands on practice using the tools. For over 90 percent of this training you will be wearing the hat of a client and the hat of a coach to learn personally how to use the tools but to also learn first hand as a client what it feels like to be coached with these tools. So the added bonus to you is a lot of practice to build confidence in using the tools but also your own personal development!

Since this is an extensive and comprehensive coach training, class size is limited to 8 participants. The smaller group size enables more one on one time with each individual and provides a more intimate and richer learning experience.

This experience is ideally suited for:

The HR professional experienced in the areas of coaching, facilitating, training and consulting;
Those with excellent communication skills;
Those who operates with a high degree of ethics and integrity;
Those who are well respected within the organization or as an independent coach; or
Those with formal HR education.

If you are interested in participating, please contact me to schedule a phone meeting. It’s important to speak with each participant before registration to ensure it is the right match. There are several comments and testimonials from past participants below.

This program is ICF CCE approved for 22.50 units. The next workshop is scheduled for April 20-22, 2010, at the Homewood Suites in Bedford, TX (just south of the DFW airport). Cost for the class is $2900. Contact us at info@steinbrecher.com for a registration form and to schedule an application call with Susan.

Here are some comments from previous classes:

“This was a great addition to my resource base. The info and learning was user friendly and powerful.”

“It has the potential to change one’s life through the mental model exercise and thru gaining confidence in one’s capability to coach.”

“Extremely practical and information packed; time for practice and questions and networking.”

“Whether new to coaching or experienced, the level of learning and sharing was there. The “system” is given to you.”

“Great process that has been tested and refined. It will give me credibility.”

“Anyone doing executive coaching would benefit from this class.”

“It’s logical and flexible. Loved small participant count.”

“Not only are the skills and processes unique, clear and very effective, the fact that Steinbrecher And Associates shares their technology and templates makes this workshop tremendously valuable to me personally and my growing practice.”

And testimonials:

“A very powerful three days! Susan’s ROI process provided welcome structure to my coaching practice. I was able to deploy the process immediately with my clients. Both coaching clients and their sponsoring leaders were extremely pleased with the ROI approach and results of their engagements.”

- Karen Bantuveris, Radiance Learning - Austin, TX

“I found comfort in seeing your model and although my approach is different, I discovered I was tracking closely to you… a by product was an increase in my confidence.”

- Connie Youngblood, The DB Group - Flower Mound, TX

“The workshop was phenomenal.”

- Anne Queillo, Abercorn Associates - Peachtree City, GA

“Thank you Susan for your generosity in sharing your process without other ties (i.e. licensing fees, etc.). Your spirit and passion for what you do was inspiration for all of us.”

- Marie Guthrie, Career and Life Tracks Coaching - Colleyville, TX

“I think this is an outstanding model for anyone to use and sets people up well for establishing a practice..”

- Joe Malta, Seminole Learning Resource - Winter Springs, FL

Perspective

stein — Mon, 01 Mar 2010 22:43:22 +0000

There’s only one corner of the universe you can be certain of improving, and that’s your own self.
- Aldous Huxley

What is perspective?

I suppose it’s the way in which you look at the world through rose - or muddy - colored glasses. What do we see when we look at the world, other people, our problems? Is our perspective positive or negative? The answer to this usually lies in our mind’s method of categorizing each and every event - based on the past. What happened many years ago – as long ago as our childhood – to the events that took place yesterday; all have a huge impact on how we deal with new situations and how we judge others.

It is human nature to do this. We have a certain perspective of life and people based entirely on preconceived notions that are imprinted from our past experiences.

The problem with this mind-set is that we are not living in the “here and now” and maybe not as open to new ideas or perspectives.

The principle “Don’t Assume. Don’t Judge, Come to Understand”, from Heart Centered Leadership – An Invitation to Lead from the Inside Out explains the dynamics of how this plays out in the workplace. Limiting beliefs such as such as stereotypical thinking, snap judgments and certain prejudices can rapidly sap the energy and productivity out of you and your associates.

How to begin? Attempt to take control over your thoughts – before they overrule your actions. Remember, we cannot hide our thoughts from anyone. People can sense it if someone thinks negatively about them or a situation. They in turn will act accordingly.

It can be very liberating to take responsibility for your actions, be more approachable with others and open-minded to new ideas. Empathy and taking the perspective of both sides is also essential in order to move forward with plans, schedules and goals. Why would anyone be motivated to do a good job if they are constantly under the intense gloom of pessimism and judgment?

The choice is ultimately yours – but consider this:

The thought manifests as the word: the word manifests as the deed; the deed develops into habit; and habit hardens into character. So watch the thought and its ways with care, and let it spring from love born out of concern for all beings.
- Buddha

Leading A Heart-Centered Life

stein — Thu, 11 Feb 2010 04:45:18 +0000

Love doesn’t make the world go ‘round’; love is what makes the ride worthwhile. ~ Franklin P. Jones

How can we lead a more heart-centered life?

With the relentless pressures of work, and challenges of day-to-day life combined with the fearful, negative headlines in the media – remembering to “live from the heart” seems like a daunting task.

There are some people who live their lives from the heart. These “heart-centered” people seem to possess certain characteristics - a courageous and positive attitude, the ability to see both sides of the story, and an almost palpable enthusiasm for life.

How do they do it? I think it’s all in the small stuff. An appreciation for nature; a genuine affinity for people; the desire to help others; staying in touch with your emotions - or your own “heart” and the staunch protection of what keeps you on course in your life, be it family, faith, hope or charity. But creating a truly fulfilled life really seems to come down to one thing - and that is love.

Sometimes, I am reminded of the beauty of leading a heart-centered life by an ordinary, every day occurrence. Like when you meet a heart-centered person at a gathering of friends who just “blows you away” and you leave with a renewed sense of what’s really important. Or maybe it’s an inspiring movie…

Recently I saw a very moving film called Where God Left his Shoes.

Similar in feel to the heart-wrenching Will Smith movie The Pursuit of Happyness, Where God Left His Shoes tells the story of an ex-boxer, artfully played by John Leguizamo. Frank Diaz is married with two children – the product of his young wife’s previous relationship – and to say he is down on his luck would be the biggest understatement imaginable. Although he is clearly not skilled or particularly smart, he portrays a steadfast and loving husband and father – one that takes the time to show that he cares.

Frank fought in the Gulf War when he was 18, never learned to read and write and did what he knew best for a living - boxing. But when he loses a high-profile fight and then gets cut from his next moneymaking match, he decides enough is enough.

Since the fights are his sole source of income, Frank has to get a job or face financial ruin – but what happens next seems like hellish punishment. The unraveling begins on Halloween, when the family gets evicted from their apartment and end up at a homeless shelter.

What follows is the stuff that makes your stomach turn; bad luck follows more bad luck and the tale weaves its way around New York City at Christmas – and keeps the viewer firmly planted on an emotional roller-coaster.

Frank, as honest and hard working as he is, just can’t seem to get a break. He is met with prejudice, cold-hearted reactions and the bitter reality of modern day indifference. He makes ridiculous choices and foolish mistakes. Yet still, we root for him.

At one point, Frank’s “mini-man” stepson, who is tough-talking and smarmy, surprises Frank when he openly weeps and asks his stepfather why he doesn’t ever tell him he loves him. Frank lets him know that the head butts, the wrestling, and more “macho” displays of affection are “code” to let him know he is, indeed, loved.

Throughout the movie you keep hoping Frank will get out of the mess that just keeps getting incredulously worse by the minute. But it doesn’t happen.

Yes, Frank does terribly stupid things and the outcome is inconceivable, but there is an important message: One word: LOVE. The overriding, ubiquitous gift - that, even when life hands us lemons, the “lemonade” is love. It shows us all that through everything; the horrific pain and suffering of poverty, the gut-wrenching ache of rejection and prejudice, or the sting of failure; that there is one magnificent constant – and that must be, and is, love.

The Heartfelt Challenge

stein — Tue, 09 Feb 2010 18:55:20 +0000

“Unless someone like you cares a whole awful lot, nothing is going to get better. It’s not.”

~ Dr. Seuss

There is already enough doom and gloom out there everyday – and it seems like we are constantly bombarded with negative news and images in the media.

In the spirit of Valentine’s Day we’d like to challenge you to do at least one “heartfelt” gesture each day until February 14^th. Whether you consider it a big or small deed (and they’re all big!) we want to hear what you are doing to make a difference in someone else’s world – and your own.

Here are some ideas for heartfelt actions:

shovel someone’s walk/driveway (for our friend’s with snow!)
give a compliment to a co-worker
donate floral arrangements to a senior center, nursing home, or neighbor
call a family member or friend to tell them how much you appreciate them
volunteer your time to local community groups
collect dog/cat food for you local animal shelter
offer to baby sit for a friend
donate blood
hug someone
rally your co-workers to support a cause or group in need and raise funds together

Make a Difference

Many studies indicate that heartfelt acts of kindness are good for the mind, body and spirit. Some benefits include:

stress reduction and improvement of stress-related illnesses
elevated feelings of joyfulness, emotional resilience, and vitality
sense of well-being returns for hours or even days whenever the helping act is remembered – referred to as “helpers high”
increased sense of self-worth, happiness and optimism
positive bonding experiences with someone or something, creates emotions that can strengthen the immune system.

Do you have a story about a heartfelt gesture that rocked your world? Tell us about that, too! Please share your stories and actions in the comments section below or join our discussion on Facebook. We will be giving away copies of Heart Centered Leadership leading up to Valentine’s Day to our favorite “heartfelt helpers”.

Code Red: Be the Change

stein — Wed, 03 Feb 2010 19:33:30 +0000

We must be the change we wish to see in the world. ~ Mahatma Ghandi

This legendary quote by political and spiritual leader, Mahatma Gandhi, describes one of the foremost foundational and essential pieces that ignites truth and exceptional leadership – BE the change and to do this we must ACT.

We are all leaders of our own lives and the journey must begin within – as an inward, mindful striving toward becoming the best person you can be – for yourself and others. This belief is the backbone of what Joel Bennett and I advocate in the book Heart Centered Leadership: An Invitation to Lead from the Inside Out. The invitation to practice is a calling to lead from your heart. In our business culture and in society the image or metaphor of the heart is often associated with yielding, kindness – or perhaps weakness. We’d like to remind you that the heart is also strong and powerful, as well as the driving force of life. We believe that an unbalanced view or connection with the heart underlies at least some of the current crisis in business ethics. Our hope is that HCL – a character based approach to leadership, supported by 7 main principles, will help restore balance and create a more ethical business world within our communities and beyond.

There are many paths that lead to the heart. Here are the 7 Heart Centered Leadership (HCL) principals and corresponding virtues that sustain the heart connection:

Principles Virtues

1. Know Thyself 1. Commitment to Personal Growth

2. Don’t Judge 2. Open-Mindedness

3. They Need What You Need 3. Authenticity

4. Letting Go 4. Detachment and Trust

5. Know Your Impact 5. Integrity and Foresight

6. Associates Have a Choice 6. Humility and Humbleness

7. Care for the Heart 7. Self-Care/Emotional Health

To celebrate and honor Valentine’s Day we are offering a special book promotion!

Order Heart Centered Leadership: An Invitation to Lead from the Inside Out during the month of February and receive a FREE copy of Roadmap to Success – a book I contributed to along with several other resourceful people, like Stephen Covey and Ken Blanchard who uncover key components of successful business and leadership strategies.

Purchase this 2 for 1 special here: steinbrecher.com/…

Cost: $19.95 plus shipping

Heart 4 Haiti: $1 from every HCL book purchased in February will be donated to the American Red Cross to help people affected by the earthquake in Haiti.

I will also donate $1 to the Red Cross for every one who joins me on my Facebook page for further discussion about topics such as leading change, corporate consciousness and living a balanced life with respect for the planet. Hope to see you there!

Code Red: The time is now. Be the change you wish to see in the world.

What changes are you leading?

Heartbreak Leave…Leading with Compassion

stein — Tue, 26 Jan 2010 18:38:23 +0000

Love is like a puzzle. When you’re in love all the pieces fit but when your heart gets broken it takes awhile to get everything back together again. ~ Author Unknown

I’ve been thinking about Valentine’s Day. It seems to me that this celebratory day of love can be a hot topic of debate. People either love it or love to hate it. I’ve always taken a personal shining to this “holiday” because of its association with the heart. Heart-Centered Leadership (HCL) is an invitation to listen, to practice and to change the world by first changing yourself. This path of the heart is characterized by 7 principles that promote leading from the inside out rather than a set of behaviors and competencies.

Maybe you don’t like Valentine’s Day. Perhaps you feel that it is a creation of the greeting card industry or there’s too much commercial hype. Understandably, this can put a lot of pressure on people to feel that this day is only for “lovers”. What if you’re single or recently split? For you it may feel like a day with too many expectations.

Thinking about this reminded me of a story that generated some media attention a while ago regarding a unique company benefit called “Heartbreak Leave”. I checked it out – and found that yes, a company out of Japan, Hime & Co, has a plan in place to offer employees personal leave after a break-up.

When I first heard about heartbreak leave (also referred to heartache leave), I thought it might just be a clever publicity stunt. However, as I read further into the story, I learned that the company in question was a very small firm and 100% female, so it makes sense that this concept would be acceptable and workable for them. Miki Hiradate, the CEO of Hime & Co. offered what is commonly referred to in the U.S. as P.T.O. or paid time off. Many progressive firms offer this so that employees can choose - for whatever reason - to opt for a “personal” day off. What Hiradate is doing differently is openly acknowledging that her employees have tough break up times and rather than “faking sick” and not coming to work, they have the freedom to use these days and return to work when the worst is over. She is also on to something by addressing the issue head on and saying, “take the day off, get over it and then come back to work recharged and refocused”. My take on this is that her employees will be more motivated because the company seems to truly understand and care for them. I would definitely call this leading from a heart-centered approach.

Can every company do this? No, but Miki Hiradate is at least addressing the issues authentically. There is no lying or counter- productivity and she is building company loyalty at the same time. I suspect that because this is so unusual she likely received a flood of resumes from people who want to work for someone like her.

I believe there are many bosses who try to understand and empathize when an employee is going through a tough time and allow them to take time off. I certainly have extended this privilege to my employees over the years - due to family problems, or health concerns etc. Hiradate is just taking this concept to a new level — one that might not be very practical for the traditional corporation. But the lesson here is still the same. When you take care of your employees, they will take care of your customer who will in turn take care of your bottom line. Just one example of how heart-centered leadership can create a more pleasant and productive work environment.

February 14^th is certainly nice from a romantic perspective - but I truly believe that when it comes to leadership, the principles of HCL should be celebrated and honored each and every day.

Wherever you go, go with all your heart. ~ Confucius

The Heart-Centered Principles and Corresponding Virtues

Raising the Happiness Factor at Work

stein — Tue, 12 Jan 2010 15:58:53 +0000

Happiness comes when your work and words are of benefit to yourself and others. ~ Buddha

I’d like to share the following Woman’s Day article written by Sarah Jio. The original article can be found here.

A line-up of respected experts share their tips and tricks on how to stay away from the “dark side” while at work. I suggested a heart-centered breathing technique (#4 ). Never underestimate the power of deep breathing!

What do you do during stressful periods at work to keep your emotions in check? I’d love to hear from you. You’re welcome to leave a tip, suggestion or comment below and I’ll post the results in a separate entry crediting your name (and company) to your tip. Thanks!

~ Susan

11 Ways to Be Happier at Work

Try these simple tricks to make the daily grind more joyful

By Sarah Jio Posted January 08, 2010 from WomansDay.com

Got deadlines, a fire-breathing boss and coworkers from, well, you know where? You’re not alone! According to a recent survey conducted by TNS, a research and analysis company, for The Conference Board, more than half of Americans are unsatisfied with their jobs in a major way. But, in this economy, a job (even a bad one) is something you want to hang on to. So we asked experts for tips on how to increase your workplace happiness. While you can’t control your boss’s mood or your coworker’s choice of music, you can control your happiness. Here’s how.

1. Say “yes” to your boss, but “I’ll get back to you” to others. Are you a “yes, ma’am” kind of woman? That’s good in many ways, like when your boss asks you to lead a new project that could get you promoted. But when a coworker, client or anyone else asks you to do something for them that you’re unsure about (like coming in on Saturday when you had plans with your family), don’t commit right away—even if you feel pressured to do so—says happiness expert Gretchen Rubin, author of The Happiness Project and a contributor to Woman’s Day. Instead, says Rubin, say these five little words that will empower you at work and improve your happiness in the long run: “I’ll get back to you.” She says, “The desire to be accommodating is very strong, and can lead you to say ‘yes’ without enough consideration. You’ll feel a lot happier being in control and giving yourself time to think something over rather than making a decision you’ll regret right on the spot.”

2. Do the thing you dread first. Is there a task in your workday that you dread, so much so that you think about how much you dread it all day and find yourself struggling to get it done in the final hour? According to Carol Kryder, PhD, a clinical psychologist and mental health expert for JustAnswer.com, the “fun factor” rule could help you. “If you have a number of things to do within a short time, prioritize them in order of their ‘fun factor,’” she says. “For some people, that means doing the distasteful jobs first and saving the best for dessert.”

3. Sweet-talk yourself. “Positive affirmations and gratitude are wonderful antidotes for dealing with a rotten boss,” Dr. Kryder says. First step: “Be grateful for what you are learning in this job, and, if you look, you will see that you are indeed learning every day.” Next step: Use positive affirmations such as “This is temporary” or “This job is a step along the way,” she suggests. “Be sure to remind yourself that you are choosing to be at this job,” adds Dr. Kryder. “These affirmations confirm that you are in control.” Bolstering a sense of control can help you reduce the level of stress hormones in your brain, which can lead to memory and concentration problems, she says.

4. Use your imagination—and breath. It may sound like simple advice, but reducing your anxiety and improving your happiness at work could be just a few deep breaths away. “If it is possible—even if you have to lock yourself in a restroom stall—close your eyes, put your hand over your heart and take very deep breaths,” says Susan Steinbrecher, a business consultant, speaker and author in Hurst, Texas. “Breathe in through your nose and out through your mouth. Doing this for even one minute a day will instill a sense of calm and happiness.” Want to take your happiness to the next level? Use your imagination, says Steinbrecher. “Imagine that you are in your perfect place,” she says. If you love tropical, white-sand beaches, immerse yourself in a beach moment—in your mind. “Feel the sand on your feet, smell the salt air, hear the waves on the shoreline,” she says. “This has a way of immediately shifting your perspective and will enable you to handle difficult situations with more grace and understanding.”

5. Stressed? Get walking—outside, if you can. “Exercise is the best mood stabilizer we have,” says Dr. Kryder. “Even if you can only do some stretches or a couple of yoga poses every day, you will notice a difference in your stress level.” Given that advice, Dr. Kryder says the best way to recover from a bad encounter at the office that’s leaving you feeling anxious or upset is to take a walk—outside! “Full-spectrum light such as sunlight has been shown to elevate mood,” she says.

6. Give yourself aromatherapy. As long as it’s not bothersome to your coworkers (or against your office’s fire safety codes), a scented candle or an aromatherapy diffuser could help you perk up. Researchers from Johns Hopkins University found that frankincense, a natural fragrance used for thousands of years in religious ceremonies, contains a compound that has antidepressive and antianxiety effects, notes Joseph Cilona, PhD, a psychologist in New York City. Try burning a frankincense candle or dabbing on some essential oil in your office, he recommends.

7. Find a sense of purpose in what you do (even if you hate your job). “Research shows that when people see their work as their calling—more than just something to do for a paycheck—their happiness level significantly increases,” says Elizabeth Lombardo, PhD, MS, PT, a psychologist in Wexford, Pennsylvania, and the author of A Happy You: Your Ultimate Prescription for Happiness. So how do you find purpose in a job you loathe? Here are some examples from Dr. Lombardo: “Ask yourself, what good do you promote because of what you do? For example, someone who works at a restaurant is bringing joy and nourishment to others. A pharmaceutical sales rep is helping save and improve lives. A teacher is developing the future of this country and world.”

8. Stretch your arms up, over your head. Who doesn’t feel a little happier, calmer and more balanced after a good stretch? Life coach and wellness expert Jonathan Troen, who’s also a certified yoga teacher in Santa Monica, California, says the best get-happy-at-work stretch is extending your arms over your head. “One of the places we hold depression and sadness is in our armpits,” he explains. “When our armpits are open, those emotions are released; it’s very hard to frown and most people instantly smile.”

9. Keep things on your desk and around your computer that make you smile. Don’t underestimate the power of what’s right in front of you, says life coach Debbie Robins, an advice columnist for The Huffington Post. “Have something on your screen saver that opens your heart every time you see it,” she says. (For example: a photo of your kids, your dog, your parents, your last vacation or a meaningful scene from nature.) Images that connect you to the things and people you love will boost your happiness regardless of your professional circumstances, she says. And when all else fails, make yourself chuckle. “Have something on your desk that makes you laugh,” she says. Suggestions: a toy that makes a silly sound or a framed cartoon that always cracks you up. “Laughter instantly balances frustration, irritation and anger.”

10. Do some squats. Yes, it’s surprising advice, but a set of 20—yes, 20!—squats in your office might help you feel happier. “Short and intense exercise can stimulate the release of growth hormone, a natural mood enhancer,” says Dr. Cilona. He adds, “Doing squats engages the largest muscles—the legs—so the maximum amount of growth hormone release is achieved.”

11. Smile (really, it works!). When you are having a wreck of a day, the last thing you feel like doing is smiling, right? Many experts, including Susan Fletcher, PhD, a psychologist and the author of Working in the Smart Zone: Smart Strategies to Be a Top Performer at Work and at Home, say that forcing yourself to smile could be the fastest way to trick your body into beating the at-work blues. “You can actually trick your brain’s neurotransmitters into thinking you are happy with a smile,” says Dr. Fletcher. Added bonus: Your smile can actually spread happiness to others. “When you smile at people, they typically smile back—it’s a natural reflex to mimic the facial expressions of others.”

The Challenge of Change

stein — Wed, 06 Jan 2010 04:28:46 +0000

The truth is that our finest moments are most likely to occur when we are feeling deeply uncomfortable, unhappy, or unfulfilled. For it is only in such moments, propelled by our discomfort, that we are likely to step out of our ruts and start searching for different ways or truer answers. ~ M.Scott Peck

Recent challenging times present the perfect opportunity to reflect and ask the question, for what purpose am I experiencing this? Job changes, financial angst, and family stress – it is all so overwhelming. But if you believe in a higher power – or even the power within you – everything that happens seems to have some form of purpose.

How do we achieve this “purpose clarity”?

I realize that this can be frustrating and our emotions can really get the better of us in times of fear and stress, but if you can get beyond that and really ask that deeper question of “why” – very often ideas will emerge. In other words, what are the lessons here? How does going through this current situation serve me? It is natural to see change as a negative thing, but if you reflect on times in your life where change happened (job loss, divorce etc) many people would admit after some time and distance from the situation that they not only learned something about themselves - which led to personal growth - but often they admit that if they had not been forced to deal with these issues they would not have taken a course of action in their life that led them to a better life – a better course of action.

How many times have we heard that someone was fired and at the time it felt devastating - only to realize later that another door opened that led them to a better job, or they met people who have shaped their life in incredibly positive ways?

We are only human. As human beings we fear change.

How can we begin to reframe this concept? Nature allows us to observe and enjoy the beauty of change. In nature change just is. For example, take a flower. A flower grows from a bud into its full-blown beauty, only to die and then fall off the stem – and the seeds of the flower then become the catalyst for new growth and new life in the future. What if the flower never died and fell off of the stem? There would no fresh growth, no “newness” in the spectacular world of nature. All of life is a cycle of birth, growth, decline and then rebirth.

It is natural for us to desire everything in our life to be in a constant growth stage but that goes against nature – and in the “nature” of life itself. People must – and do – change.

Companies cannot always be in a growth stage. In order to progress they must change or “die”. Some have to pass on in their current incarnation and then re-invent themselves - becoming a more contemporary, innovative incarnation - in order to flow with the current of the times. Some may not survive but sometimes that may be for the better, in order to make room for new ideas, new challenges – and new life.

Whosoever wishes to know about the world must learn about it in its particular details. Knowledge is not intelligence. In searching for the truth be ready for the unexpected. Change alone is unchanging. The same road goes both up and down. The beginning of a circle is also its end. Not I, but the world says it: all is one. And yet everything comes in season. ~ Heraklietos of Ephesos

Steinbrecher And Associates, Inc. Receives WBENC certification

stein — Fri, 18 Dec 2009 17:11:29 +0000

Susan Steinbrecher, President/CEO of Steinbrecher And Associates, Inc. is pleased to announce that the Women Business Enterprise National Council in partnership with Women’s Business Council Southwest (www.wbenclink.org) has certified SAA as a Women’s Business Enterprise. For over 17 years, SAA has provided executive coaching, leadership development and customized training to Fortune 500 companies in various industries including hospitality, financial, medical, and transportation. In addition, Susan has taught our ICF accredited ROI coaching methodology to business coaches.

Susan was also recently featured in Dallas Business Journal’s “Two Minutes With…” column. See article here - full article in the December 11th issue.

For the first time, SAA will offer a spring course for the ROI Coach Training. Please refer back to our website in January for course dates.

Corporate Consciousness

stein — Fri, 10 Jul 2009 16:08:36 +0000

Let everyone sweep in front of his own door, and the whole world will be clean.

~ Johann Wolfgang von Goethe

Corporate consciousness is something that has been at the forefront of my mind for quite some time. I have spoken about it – at events and in the media - and contributed a chapter on the subject to a book called Straight Talk. Now the subject of corporate consciousness is popping up everywhere.

A recent newspaper headline called the decision on Bernie Madoff’s fate “A prison sentence to match his arrogance”. Greed and selfishness in business have led us to this deep dive into the murky waters of the economic downturn – and the times are definitely changing. There are public outcries against the ethical bankruptcy of certain corporations guilty of a “what’s in it for me” mentality throughout the western world - and we will no longer accept irresponsible business practices. Transparency is key to winning back the trust of the public who are asking themselves “where do we go from here?” These same individuals are concerned global citizens that desire to find common ground within a community of like-minded people and businesses – and they’re searching for meaning in their own lives.

Anyone that thinks that doing things the old way; - the ivory tower approach, the king versus the pawns – will lose in this game.

In the June issue of Fortune Small Business Magazine (full disclosure: I’m a featured expert in a business makeover on page 41!) it features “The New Leaders” who embrace things like social responsibility, community values, the importance of family (one company allows employees to bring their newborns in to work!), and a business that empowers employees to give back to charity and their community. Some provide ownership shares to buoy worker-owner’s enthusiasm and long-term commitment. While some of these practices are not feasible for many companies, we should all champion these efforts and learn valuable lessons from them.

On a more global scale, big business is definitely making big changes. You’d have to be living under a rock not to have heard of sustainability practices – and this circles back to being better global citizens. This is important not only to make a more positive contribution to better our world, but being a good corporate citizen also has an extraordinary effect on the bottom line. I attended a LOHAS(Lifestyles of Health and Sustainability) conference recently and learned that the U.S. LOHAS market for 2005 was over 400 billion! Or consider this fact I recently read: A current A.T. Kearney report states that the three and a half year performance of 99 companies in 18 industries that were committed to sustainability outperformed their peers by an average of 15%. Why? Because as global citizens, we care. And as individuals we think we can make a difference. So we gravitate to and purchase from companies that follow sustainable and socially responsible business practices. This mode of thinking is part of a new paradigm called the “Shift Age”. More on that another day…

In my mind, corporate consciousness can be broken down to the three “R”s: Reverence, Respect and Responsibility for people and the environment. Businesses must ask themselves some tough questions and have the courage to lead with integrity and honesty– but the outcome will definitely be worth the effort. Businesses must start with the intention to create a product or service that at least preserves or possibly enriches the lives of others and, at the same time, they must focus on fiscal and environmental responsibility and stewardship. Sounds like a tall order, doesn’t it? But the point is, we really have no choice.

Economic cutbacks, global warming, sky high oil prices, the demand for clean renewable energy, global and civic responsibility, – and the list goes on – all are significant and overriding business and universal concerns.

Bottom line - if you aren’t on the Corporate Consciousness bandwagon, you’d better hop on quickly. These issues aren’t going away any time soon - at least not in the foreseeable future.

Be the change you want to see in the world.

~ Mahatma Gandhi