Roy Keane and the World Cup

 By Barry Ahern “Is there anyone out there who sees this from my point of view?” was probably one of the most familiar thoughts being repeated by the public as they grappled with the Roy Keane v Mick McCarthy debacle during the run up to the World Cup in 2002. Although it happened a long time ago, it’s interesting to see that the pattern of thinking, feeling and behaving, that became so public at the time, is still playing out. Roy Keane, one of the best footballers that Ireland ever produced, had just walked away from playing for his country because he found the arrangements for team preparation unacceptable. The whole country set itself alight discussing the controversy.  It seemed everyone had an opinion as to what happened and how to deal with the situation. Roy Keane, one of the best footballers in the world at the time, had walked away from the Irish team on the eve of their participation in the world cup due to a disagreement with the manager, Mick McCarthy. It is a rare occasion for most of us to stand back and reflect on our own reactions. The main sports protagonists probably didn’t either; they were too busy defending their respective arguments. Yet those who took time to reflect probably wondered why people offered so many solutions and yet no one seemed to be able to apply them in a constructive way. What we knew for sure was the fact that there was a total breakdown in communication between the Keane and Mc Carthy camps. Commentators made constant references to the failings on both...

Developing Distinctive Leaders

For Whom: Leaders who are open to cultivating an awareness of the strengths you bring to your organisation and the impact of your behaviour on others will go a long way towards your development as a successful leader.. Aim: Develop your Emotional Intelligence. More than ever the calibre of today’s leaders is being measured by their EQ (Emotional Intelligence). Emotional Intelligence is now recognised as the vital component for predicting success in a leader. Modules: Drive for Results: set goals, create plans, assign tasks, expect and measure high performance, provide ongoing stewardship and evaluate results. Become an Excellent Communicator: by creating genuine relationships, communicating clearly, listening fully, giving effective feedback, managing conflict constructively and influencing others. Lead High Performing Teams: by providing team leadership, and creating a team vision. Know the Business – Think and Act Strategically: know the industry, think and act strategically through the creation of a compelling vision. Make Optimal Decisions: by learning to make wise decisions by integrating your head, heart and gut. Strive for Self-Mastery: by increasing your Emotional Intelligence you can transform your thoughts, align your personal vision with integrity and commit yourself to personal integration through lifelong learning. Take Charge of Change: by developing a comprehensive change strategy that increases the demand and desire for change.   Duration: As...

Successful Teambuilding

Develop co-operation between and among team members For Whom: An invaluable teambuilding training for organisations who wish to build on members strengths. Aim: Develop High-Performance Teams Almost everyone works within a group or team context at least to some degree in an organization. This involves complexity due to the interpersonal interactions that involve communication and co-ordination. In turn this can be challenging and frustrating but can also bring rich rewards. Teambuilding with a difference! Method:     Meet with the manager/CEO to discuss objectives     Personal profiling session     Facilitate training day/s     Conduct assessment     Hold follow-up session/s with group or team leaders   Duration: As...

Giving Feedback

Increase effective work performance though effective feedback For Whom: Managers and staff who want to improve and support each other productively Aim: Discover how to make objective, direct and respectful observations about another person’s behaviour. Feedback together with lack of performance expectations and lack of skills, has been recognized as one of the top three barriers to effective work performance. This practical module will give participants the opportunity to learn how to give and receive effective feedback. Method:     Meet with the team leader and assistant to set objectives     Personal profiling session     Facilitate training day/s     Conduct assessment     Hold follow-up session/s with group or team leaders Duration: As...

Books

The Enneagram in Love and Work by Helen Palmer. HarperSanFrancisco, San Francisco, 1995. An easy read, this book contains descriptions of the types as they show up in love and work. A valuable relationship book which contains an extensive directory of most reported interactions between the types in intimacy and business settings. Each type juxtaposes to the others.   Bringing Out the Best in Yourself at Work by Ginger Lapid-Bogda McGraw Hill 2004. An excellent book that will guide you though the nine personality types as they interact in the business world, how to communicate effectively with other profiles and how to deal with conflict are some of the topics covered.   The Essential Enneagram: The Definitive Personality Test and Self-Discovery Guide by David Daniels & Virginia Price, HarperSanFrancisco, San Francisco, 2000 (originally published as The Stanford Enneagram Discover Inventory and Guide Know Your Parenting Personality by Janet Levine John Wiley & Sons Inc. How to use the enneagram to become the best parent you can be.   An Insiders Guide to the Nine Personality Types – the Enneagram for success at work by Michael Goldberg, HarperCollins 1997   The Enneagram Made Easy by Renee Baron & Elizabeth Wagele HarperSanFrancisco. An easy and humorous guide with cartoons, descriptions and...

Managing Conflict

Deal positively with differences of opinion. Aim: Differences of opinion occur within every organization or culture. Conflict is regarded as one of the most stressful aspects of organizational life. Conflict that is unresolved usually damages both the individuals involved and the organization. During this module participants will learn how to prevent conflict when possible, de-escalate it once it happens and deal with it constructively under all circumstances. Method:     Meet with the manager/CEO to discuss objectives     Personal profiling session     Facilitate training day/s     Conduct assessment     Hold follow-up session/s with group or team leaders   Duration: As Required Apply here for inclusion in a course. Name(required) Email(required) Course(required)...