Archive for august 2006

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Blog om træning og uddannelse i erhvervslivet

august 24, 2006

Magasinet Training Magazine har taget initiativ til en ny blog for folk, der arbejder med træning, uddannelse og udvikling i erhvervslivet. Du kan læse bloggen Training Day på følgende adresse: http://vnutravel.typepad.com/trainingday/

Reklamer
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Sådan opnår du 100 % sikkerhed for ALRDIG at nå dine mål

august 23, 2006

Du begår umiddelbart ikke ret mange fejl, hvis du aldrig vover noget. Hvis du altid vil være på den sikre side. Til gengæld vinder du heller ikke ret meget.

Derfor er der mere end et gran af sandhed i følgende citat af den tidligere NFL Ishockey stjerne Wayne Gretzky:

“100% of the shots you never take don’t go in.”

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Silence

august 22, 2006

“The spaces
between our words
are often
more profound
than the chatter
…silence is
another way
to be together.”

Kilde: Out-Smarting Your Karma, 1996 by Barry Neil Kaufman.

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Lær at bruge kroppen …

august 21, 2006

“Those who think they have not time for bodily exercise will sooner or later have to find time for illness.”

— Edward Stanley

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At kunne stå imod presset … en vigtig del af en vindermentalitet

august 19, 2006

“Pressure is our greatest competitive ally, because championships are won in an environment of pressure.”

–Dave Cook

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Det mest værdifulde spørgsmål du kan lære at stille …

august 18, 2006

The Most Valuable Question You May Ever Learn

As you begin to take action toward the fulfillment of your goals and dreams, you must realize that not every action will be perfect. Not every action will produce the desired result. Not every action will work. Making mistakes, getting it almost right, and experimenting to see what happens are all part of the process of eventually getting it right.

Thomas Edison is reported to have tried over 2,000 different experiments that failed before he finally got the light bulb to work. He once told a reporter that, from his perspective, he had never failed at all. Inventing the light bulb was just a 2,000-step process. If you can adopt that attitude, then you can be free to take an action, notice what result you get, and then adjust your next actions based on the feedback you have received.

Ready, Fire, Aim!
Don’t be afraid to just jump in and get started moving toward your goals. As long as you pay attention to the feedback you receive, you will make progress. Just getting into the game and firing allows you to correct and refine your aim.

The Most Valuable Question You May Ever Learn
In the 1980s, a multimillionaire businessman taught me a question that radically changed the quality of my life. So what is this magical question that can improve the quality of every relationship you are in, every product you produce, every service you deliver, every meeting you conduct, every class you teach and every transaction you enter into?

Here it is:

“On a scale of 1 to 10, how would you rate the quality
of our relationship during the last week?”

Here are a number of variations on the same question that have served me well over the years…

“On a scale of 1 to 10, how would you rate…
• our service?
• my teaching?
• our product?
• this class/seminar/workshop?
• this meeting?
• our date/vacation?
• our performance?
• this meal?
• my coaching/managing?
• this book/recording/show?
• my parenting/babysitting?

Any answer less than a 10 always gets this follow-up question:

“What would it take to make it a 10?”

This is where the *really* valuable information comes from. Knowing that a person is dissatisfied is not enough. Knowing in detail what will satisfy them gives you the information you need to do whatever it takes to create a winning product, service or relationship.

There Are Two Kinds of Feedback
There are two kinds of feedback you might encounter – negative and positive. We tend to prefer the positive – that is, results, money, praise, promotion, raise, awards, happiness, inner-peace, etc. It feels betters. It tells us we are on course and doing the right thing.

We tend not to like negative feedback – lack of results, little or no money, criticism, poor evaluations, complaints, unhappiness, inner conflict, pain, etc.

However, there is as much useful data in negative feedback as there is in positive feedback. It tells us that we are off course, headed in the wrong direction, doing the wrong thing. This is priceless information!

In fact, it’s so valuable that one of the most useful projects you could undertake is to change how you respond to negative feedback. I like to refer to negative feedback as information for “improvement opportunities.” Here is a place where I can get better.

Ask Yourself for Feedback
In addition to asking others for feedback, you need to ask yourself for feedback, too. More than any other source of feedback, your body will tell you whether or not you are on course or not. When you are relaxed and happy, your body is telling you that you are on track. When you are constantly exhausted, tense, in pain, unhappy and angry, then you are off track.

Take time to listen to what your body is saying to you. Take time to listen to your physical sensations and your feelings. They are sending you important messages. Are you listening?

Remember, Feedback Is Simply Information
You don’t have to take it personally. Just welcome it and use it.

© 2006 Jack Canfield

Source: Jack Canfield, America’s Success Coach, is the founder and co-creator of the billion-dollar book brand Chicken Soup for the Soul and a leading authority on Peak Performance. If you’re ready to jump-start your life, make more money, and have more fun and joy in all that you do, get your FREE success tips from Jack Canfield now at
http://www.jackcanfield.com/
http://www.jackcanfield.com/tsp_book.htm

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Er toplederne og bestyrelserne i private virksomheder uden for pædagogisk rækkevidde?

august 17, 2006

Tjah, meget tyder på det.

Når toplederne og bestyrelsesmedlemmerne – uden den mindste skam – klapper hinanden på ryggen og gensidigt godkender store fordelagtige bonusordninger, så må man svare ja.

Lederne skulle jo gerne gå foran – med et godt eksempel. Og det er lidt svært at få øje på. Og hult klinger det, når de kræver, at de almindelige medarbejdere, der måske i virkeligheden er de største bidragsydere til at det går godt i virksomheden, skal klappe hesten og ikke kræve mere til lønposen.
Det hænger ganske enkelt ikke sammen med, at man lige selv har sikret sig en bonus, der svarer til langt mere end et fuldt arbejdslivs indtejning for en almindelig lønmodtager.

Og topledernes troværdighed som rollemodel bliver kun endnu mere udstillet, når de argumenterer for, at kritikerne jo bare er præget af Janteloven. Hvis det er et godt argument, hvem er det så egentlig, der er mest Jantelovs-agtig…?

“Og så har akionærerne jo også tjent en masse penge” , lyder det.

Det er da muligt, men at en aktiekurs eller en virksomheds bundlinie vokser kan der ikke opstilles en entydig korrelation for, som går i lige linie tilbage til en enkelt topleders – eller lille håndfuld toplederes og bestyrelsesmedlemmers – genialitet(er).

Hvis nogen skulle være i stand til at lave denne korrelationsberegning, så ser jeg den i hvert fald meget gerne – for så må der være en Nobelpris på vej til denne “økonom”.

Social ansvarlighed blandt topledere og bestyrelsesmedlemmer i Danmark kan vist bedst sammenlignes med det, man kalder for “en by i Rusland”.

Altså ikke eksisterende!!!!!!

Godt at ATP endelig ser ud til at vågne lidt op (læs mere her). Man kan så håbe på, at de har de pædagogiske evner, der skal til for at få toplederne og bestyrelserne ned på jorden. Men spørgsmålet er naturligvis om selv de bedste pædagogiske metoder virker, hvis modtagerne ikke er inden for “anstændig” pædagogisk rækkevidde.

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