tag:blogger.com,1999:blog-25061762023946216232025-01-03T19:06:49.086+00:00Helping people and businesses achieve their potentialZIA Executivehttp://www.blogger.com/profile/01969225730662407139noreply@blogger.comBlogger6125tag:blogger.com,1999:blog-2506176202394621623.post-1504950045071137932010-07-18T13:20:00.022+01:002010-07-21T17:51:26.318+01:00

Networking is one of those things that your either take to like a fish to water or it’s something you have to work at, more like a bunny in scuba gear. I’m more of the latter and even though I quite enjoy networking, sometimes it feels like hard work. Being a small business entrepreneur, networking is an incredibly important part of my business. So when I recently started to feel like it was

ZIA Executivehttp://www.blogger.com/profile/01969225730662407139noreply@blogger.com1tag:blogger.com,1999:blog-2506176202394621623.post-19649433315963889122010-06-18T23:48:00.002+01:002010-06-18T23:50:47.574+01:00

Watching the England v. Algeria game in the World Cup has brought to mind a number of questions about the role of a manager. Arguably, England is the better team populated with A-players, all stars in their own right. But as a team, so far we've seen a rather lack-luster performance. They have not been able to execute on their game strategy with any degree of success. So the question comes to

ZIA Executivehttp://www.blogger.com/profile/01969225730662407139noreply@blogger.com0tag:blogger.com,1999:blog-2506176202394621623.post-26183765670806482412010-02-04T17:32:00.005+00:002010-03-04T12:16:04.879+00:00

There are a lot of debates on whether focusing on strengths or focusing on weaknesses is the best way to manage employees. And on either side of the debate are solid arguments. From my experience, you have to do both. But it also depends on the individual and the context. Focusing on one to the exclusion of the other can be career limiting to your employees. I once coached an individual who had

ZIA Executivehttp://www.blogger.com/profile/01969225730662407139noreply@blogger.com0tag:blogger.com,1999:blog-2506176202394621623.post-89462251538065872172010-01-22T11:44:00.005+00:002010-01-22T11:52:37.355+00:00

It's a question I am asked frequently when working with managers. The research into motivation runs far and deep and every business school, journal and magazine has focused on it. So, needless to say, theories aren’t in short supply. From my own experience, motivation is not something you can "train" into people. It’s not a skill or a competency. Motivation is an internal process, driven by

ZIA Executivehttp://www.blogger.com/profile/01969225730662407139noreply@blogger.com0tag:blogger.com,1999:blog-2506176202394621623.post-47263295898004259032010-01-06T10:28:00.009+00:002010-01-06T10:34:42.272+00:00

"It's strange times we're living in" a colleague recently said to me. Strange indeed. But in the midst of all the "strangeness", I've seen a great deal of hope. It's no surprise, given the current economic climate, that quite a lot of the coaching I have been involved in lately has revolved around people re-thinking their careers and planning their career strategies. Interestingly, it's not only

ZIA Executivehttp://www.blogger.com/profile/01969225730662407139noreply@blogger.com0tag:blogger.com,1999:blog-2506176202394621623.post-7770927948478388752009-03-10T17:56:00.008+00:002009-03-13T17:28:36.634+00:00

I attended a networking event at a global investment bank recently. I usually hate these things with a passion and have to force myself to attend. This one was actualy quite good and I found myself nodding in agreement with the speakers. So I thought I'd share some of those things. When it comes to networking,It's not who you know, it's who knows you. Great, you know the boss, maybe you met him

ZIA Executivehttp://www.blogger.com/profile/01969225730662407139noreply@blogger.com0