By Eleanor Shakiba POSITIVE PSYCHOLOGY 0 Comments

“He’s so lazy he solves problems brilliantly”

Is a team member who designs shortcuts lazy or brilliant? This question sparked hot debate in a recent positive leadership workshop in an engineering company. Craig was an experienced manager. He was bemoaning the ‘bad work ethic’ of a long-term employee on his team. Apparently, this team member had devised a range of shortcuts which enabled him to significantly reduce time spent on repetitive tasks.

Craig claimed this meant the employee spent a lot of time ‘lounging around’. Cynthia pointed out that this might not be laziness, it might be an example of savvy work redesign. The group then had an in-depth discussion of what being a ‘hard worker’ in the age of knowledge working means.

This discussion was an ideal starting point for a session on positive deviance. What is fascinating about positively deviant workers is that they solve problems without effort or fanfare. They naturally think differently to their teammates. This means they spontaneously find new ways to do things and subtly shift the dynamics of workplace interaction. Whenever I teach the theory of positive deviance, I see a small proportion of leaders’ eyes light up. Typically, these leaders are themselves positive deviants and naturally see the connection between constructively ‘abnormal’ behaviour and organisational success.

You’ve heard me talking about positive deviance before because it’s one of my favourite topics. These days I specialise in working with positively deviant leaders and HR practitioners. During thousands of hours of coaching and training, I’ve learned there are some important things we need to remember when working with positive deviants in our businesses. By definition, they’re not like the rest of us. This is why they’re so valuable. However, they are often misunderstood or maligned – just like Craig’s employee. Smart trainers and facilitators know how to spot and bring out the best in their positive deviants. So how can you do this?

 

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Here are a few simple techniques which are based on positive psychology training and positive deviance models. Remember that positive deviants often don’t fit in. This means they may tend to work alone or naturally gravitate to roles such as internal consultants in which they can thrive.

Problems don’t look the same to positive deviants. Indeed, because they’re quirky and creative, positive deviants often don’t even see that a problem exists. Instead, they take action and find spontaneously brilliant workarounds or solutions. Highly attuned leaders spot this behaviour and encourage positive deviants to share their new ways of working so teams can accelerate their success.

Solution focused thinking is the positive deviant’s standard way of operating. This means they will become frustrated in meetings which focus on why problems exist, or why those issues can’t be solved. They don’t ask questions like this. They are curious and spontaneous – naturally building solutions where others see barriers. Great leaders tap into this ability.

Of course, trainers and coaches can be positive deviants, too! If this sounds like you, you can find out more about positive psychology training techniques in the Positive Psychology Toolkit for HR and L&D Practitioners. This free resource is brought to you by Eleanor Shakiba and the team at Think Learn Succeed.

 

About the author: Eleanor Shakiba

Eleanor is a trainer and coach, with a passion for unleashing the power of positive deviance in talented people. She has taught more than 50,000 people how to excel professionally. An expert in the field of Positive Psychology, Eleanor is also qualified in Social Anthropology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. She specialises in helping HR and L&D practitioners to unleash the power of positive psychology in business. Her major focus in developing three key areas that support positive workplace cultures: positive mindset, proactive communication and purposeful leadership. Eleanor is the author of the Positive Psychology Toolkit for HR and L&D Practitioners. Download your free copy here.

By Eleanor Shakiba POSITIVE PSYCHOLOGY 0 Comments

Resilience when things go wrong by Eleanor Shakiba

When things go wrong, how do you react? Do you push back and ‘fight’ the problem? Do you give up and feel helpless? These reactions are a clear sign you’re in fight or flight mode. Unfortunately, staying in either mode for more than a few days will lead to burnout. In this video, confidence and resilience coach, Eleanor Shakiba, explains how to step into a more balanced and ‘ecological’ state. Watch Resilience When Things Go Wrong.
 


 

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About the author: Eleanor Shakiba

Eleanor is a specialist in positive psychology. Her passion is teaching talented people to use social and emotional intelligence to excel in business. These skills centre around building positive mindsets, proactive communication habits and purposeful leadership behaviours. Eleanor’s qualifications include degrees and diplomas in Social Anthropology, Positive Psychology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. She is also the author of the Positive Psychology Toolkit for HR and L&D Practitioners. This is a free resource for trainers and facilitators.

By Eleanor Shakiba HR AND TRAINING TIPS 0 Comments

12 tools for smart trainers: stagecraft and movement

Great trainers are skilled in holding a group’s attention. You know you’re doing this well when people say “Wow! Is it lunchtime already?” How do you make comments like this the norm in your training sessions? By mastering skills such as storytelling, experiential learning and – my favourite – stagecraft for trainers. So, what is stagecraft and how can you master it?

In film and theatre, the term stagecraft refers to the technical aspects of production. It includes building sets, sourcing props, creating lighting plans and working out how performers will use space. In public speaking and presenting contexts, the term is used more narrowly. It refers to the use of space by a speaker. The purpose of mastering stagecraft is to enhance your impact on an audience.

Obviously, experienced trainers and facilitators know that movement makes your presentations more interesting. How else can you use stagecraft to excel in your field? Here are a few advanced techniques to experiment with. They’re particularly useful for positive psychology trainers and consultants who want to wow an audience.

 

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Set anchors

My favourite stagecraft technique is stage anchoring. In positive psychology training contexts, an anchor can be anything that helps reinforce your point ‘subliminally’. It could be a slideshow, a flashy display, or a flipchart. Stage anchors can also be specific spots where you stand, instead of a prop or display.

Design slides to complement your presentation
Build gaps into your presentation with a neutral slide, where you can step forward and speak directly to your audience. Get into the light yourself, make eye contact and smile! Restore the human dimension to your presentation with a personal story, a question, an appropriate anecdote or a bit of humour.

Shift your energy

High impact training isn’t created by what you say. It’s how you say it. Savvy trainers know that shifts in energy keep people engaged. To increase energy use these tips.

  • Take up a position at the front of the stage
  • Lean forward slightly
  • Stand upright, holding any tension in your shoulders and neck
  • Keep your head up and your chin tucked in
  • Position your feet around hip-width apart

To decrease energy try these techniques.

  • Move to the back of your stage area
  • Lean slightly away from the group
  • Hunch your shoulders forward slightly
  • Hang your head
  • Stand with your feet tight together

Want to improve your stagecraft skills? Enrol in a trainers’ master class with Eleanor Shakiba today.

 

About the author: Eleanor Shakiba

Eleanor is a specialist in positive psychology training. Her core strength is creativity, which she expresses in the training room through storytelling and visual design. She has dedicated her career to helping experienced professionals break through glass ceilings by developing their confidence, communication skills and leadership mastery. Eleanor is qualified in a range of fields including Social Anthropology, Positive Psychology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. She is also the author of the Positive Psychology Toolkit for HR and L&D Practitioners. This is a free resource for trainers and facilitators

By Eleanor Shakiba POSITIVE PSYCHOLOGY 0 Comments

Positive deviance: my favourite positive psychology principle

Exceptional people solve problems differently to the rest of us. Often, they don’t even realise that problems exist. They simply find ways to get great results. These people are ‘positive deviants’. By paying attention to their behaviours, you’ll discover effective methods for tackling existing problems. Positive deviance theory provides a framework for doing this. In this article, you’ll discover what positive deviance is and how it can be used to build vibrant workplace cultures.

Jerry and Monique Sternin were the first to apply the concept of positive deviance in the real world. In the 1990s, the Sternins visited Vietnam and worked with Save the Children. In villages where malnourishment was prevalent, they found outliers with healthy children. The families with well-nourished children had access to the same resources as others but produced successful outcomes.

By studying the behaviours of the healthy families, the Sternins developed a nutrition program that the entire community could follow to reproduce the same results. The program produces a 74% reduction in malnutrition among children who participated in the program. It was based on applying five key steps, which positive psychology trainers now use in culture-building and team-building initiatives. Here’s a quick overview of those steps.

 

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Define the problem

The first step is to define the problem. In a corporate setting, this requires input from people at all levels. It is also useful to get your customers involved in defining problems.

Evaluate common practices

After defining the problem, start evaluating the practices that people follow that result in unsatisfactory outcomes. Interview the people who are directly involved in the areas that you want to improve. The ones performing the work are best equipped to explain the procedures that they follow.

Evaluate uncommon practices

As you begin evaluating common practices, you are likely to come across uncommon practices employed by a select few individuals. Look for the uncommon practices that provide the best results.

Compare practices

Comparing the common and uncommon practices allows you to determine what does and doesn’t work. Use this information to draft new business procedures that incorporate the positive deviant behaviours that you identified.

Develop an initiative

As with any business strategy, you need to continue monitoring the impact of new business procedures. Choose specific metrics to track to monitor progress and evaluate the success of the initiative.

Every organisation has positive deviants. With the help of positive psychology trainers, you can learn how to spot them within your organisation and use their behaviours to improve the output of others. Contact Eleanor Shakiba to explore resilience training techniques for identifying and harnessing positive deviancy.

 

About the author: Eleanor Shakiba

Eleanor is a trainer and coach, with a passion for unleashing the power of positive deviance in talented people. She has taught more than 50,000 people how to excel professionally. An expert in the field of Positive Psychology, Eleanor is also qualified in Social Anthropology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. She specialises in helping HR and L&D practitioners to unleash the power of positive psychology in business. Her major focus in developing three key areas that support positive workplace cultures: positive mindset, proactive communication and purposeful leadership. Eleanor is the author of the Positive Psychology Toolkit for HR and L&D Practitioners. Download your free copy here.

By Eleanor Shakiba Impact tips 0 Comments

Onsite training

Did you know Eleanor Shakiba can run training at your workplace? Courses are custom designed to meet the needs of your team. Choose from topics such as positive psychology, leadership, breakthrough communication and dealing with difficult people. Find out more here.

 

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By Eleanor Shakiba Impact tips 0 Comments

Beware this confidence trap

If you want to be more confident, no doubt you’ve tried thinking positive thoughts about yourself. Indeed, this is a strategy many self-help gurus advocate. However, it turns out the link between thoughts and feelings isn’t as simple as this approach implies. In fact, it can lead to you getting the process of confidence building totally wrong.

Yes, there is a proven connection between thoughts and feelings. And, yes, shifting your thoughts can impact your emotional states. However, it’s important to recognise that the influence works the other way, too. This is important to know if you’re working on your confidence.

Richard Petty is a distinguished professor of psychology at Ohio State University. He’s been exploring the link between thinking patterns and behaviour for decades. His studies on the impact of confidence on behaviour are fascinating. Essentially, Petty has shown that the more confident someone feels when they think of a thought, the more likely they are to act upon that thought. While this might sound like common sense, in fact, it’s not. That’s because Petty also found that the state of confidence does not have to be directly linked to the thought itself. In other words, if you’re feeling confidence, then you are more likely to believe what you think in that moment. The practical implications of this can be huge.

 

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For example, you might be thinking it would be nice to set up your own business. If you felt confident when you thought this, you’d be more likely to take action – regardless of whether you knew how! As Petty puts it, “Confidence magnifies what you’re already thinking.” That’s great if you’re thinking ambitiously. It’s not quite so useful if you’re thinking pessimistically.

Fortunately, Petty has also demonstrated that it’s surprisingly easy to boost your confidence. Simply ‘manipulating’ your physical posture can significantly influence how much you believe what you are thinking. Petty demonstrated this by studying over 150,000 people. His research showed that simply asking people to nod their heads whilst thinking about their personal attributes could significantly impact the extent to which volunteers believe those thoughts.

The same was true for negative thoughts. Volunteers who nodded whilst thinking negative things about themselves, believe those thoughts more than people who shook their heads. Petty experimented with various other postural changes, all of which demonstrated the same impact on confidence levels. And then, as a ripple effect, the believability of a thought. He found that when people slump, they are less confident about what they’re thinking. When they sit upright, they become more confident.

Ultimately, then, if you want to ‘believe in yourself’ more, make sure you’re adopting a confident posture before thinking about your own abilities to take action.

 

About the author: Eleanor Shakiba

Eleanor is a trainer and coach, with a passion for unleashing the power of positive deviance in talented people. She has taught more than 50,000 people how to excel professionally. An expert in the field of Positive Psychology, Eleanor is also qualified in Social Anthropology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. She specialises in helping HR and L&D practitioners to unleash the power of positive psychology in business. Her major focus in developing three key areas that support positive workplace cultures: positive mindset, proactive communication and purposeful leadership. Eleanor is the author of the Positive Psychology Toolkit for HR and L&D Practitioners. Download your free copy here.

By Eleanor Shakiba HR AND TRAINING TIPS 0 Comments

My favourite saying is this

Wow. I’ve been working in the personal development field since 1994. Over the years, I’ve read hundreds of self-help books. I’ve heard many wise words. And I’ve been exposed to many motivational statements. Most of these have faded from my memory.

Yet one stands out. This is the statement which pops into my mind in moments of self-doubt or uncertainty. It’s become a compass, which helps me keep both my life and my business on course. I don’t even remember where I first came across it. Nor do I know who originally created it. However, it resonates deeply with me.

The statement is “You are creating your future now”.

Why do I value this saying so much? I think it’s because it so neatly embodies an entire philosophy of life in such a succinct format. Additionally, it can be interpreted in many ways. This makes it a statement which can guide decisions and actions in a huge range of contexts. When things are going well, it suggests that you continue with current endeavours. When problems arise, on the other hand, it provides scope for shifting direction.

I’m sure you will find many meanings in this statement for yourself. Here are the three most important messages I draw from it.

 

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Everything we do has implications for the future

From choosing what we eat each day to making important life or career decisions, we are accountable for our actions. No, we can’t control what happens next. However, our decisions do set in place chains of events. So, it is always wise to consider that, even when we choose to do nothing, we are still impacting our future state.

We always have choices

Even when options are very limited, we have the capacity to manage our own thinking. Sometimes the only choice we have is to manage our reaction. Those of us who take this choice, tend to be more resilient and confident. This is why I prefer to make considered choices wherever I can.

Hope fuels resilience

Accepting that the future can be better than now creates hope. I keep this in mind when I feel pessimistic or despairing. Knowing that tomorrow can be better than today has been the source of resilience for many people before us. When we choose to tap into hopefulness and optimism, we have a far greater chance of experience in a positive future. Why? Because we’re more likely to head in the right direction and take meaningful action.

The next time you’re wondering what to do, or feeling uncertain about your current situation, try interpreting things through the lens of this statement. You never know, you might just find that creating your future now is an inspiring source of energy and success.

 

About the author: Eleanor Shakiba

Eleanor is a positive psychology trainer. She designs bespoke programs for organisations and individuals who want to promote ‘positive deviance’ in business. Her expertise in teaching social and emotional intelligence skills makes Eleanor a highly sought-after facilitator. Eleanor’s qualifications are in Positive Psychology, Social Anthropology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. Eleanor is the author of the Positive Psychology Toolkit for HR and L&D Practitioners.

By Eleanor Shakiba HR AND TRAINING TIPS 0 Comments

This ‘outdated’ technique will make you a top tier trainer

What’s the difference between an average trainer and an excellent trainer? Facilitation skills. After all, anyone can gather information on Google, create bullet points in a PowerPoint presentation and then yap away at an audience. But great trainers never do this. Superb trainers are subject-matter experts, so they know far more than a simple Google search can reveal. Fabulous trainers know enough about the ‘what’ of their topic to fully focus on the ‘how’ of delivery. This frees them to use the most powerful training technique humans have developed. Experiential learning.

I first studied adult education in the mid-1990s. Back then, UTS was renowned for its expertise in experiential learning theory and methodology. Studying with top researchers in this area was an exciting experience. I quickly became fascinated by adult learning theory and experiential learning techniques. My passion for this field led to me studying many of the origin points of experiential learning techniques. These included psychodrama, Rogerian group work and applied psychology.

The point about experiential learning is that it engages students in both hands-on doing and reflecting on the results of that doing. It’s a highly interactive and engaging way to prompt learning. At its best, experiential learning provides a methodology for helping course participants turn ‘negative’ experiences into rich sources of wisdom and knowledge. In fact, experiential learning processes are very similar to those adopted by advocates of growth mindset techniques.

Sadly, many trainers are not familiar with experiential learning methodology. This is partly because our modern certificate in training and assessment qualifications focus on presentation skills rather than group work skills. In a way, this is good news for those of us who want to excel in our field. By learning to use experiential techniques, we can easily enrich our practice.

 

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If you like to master group work and experiential learning tools, attend one of my intensive programs for trainers and presenters. For now, though, here are a couple of thoughts to get you started.

Professional framing means your experiential activities will stay on track

Skilled facilitators know that high quality briefing leads to high quality learning experience. Always clearly explain the purpose and the process of experiential activities before starting them. Make yourself available throughout the activities for participants to refer to. This is particularly important for more concrete learners, who sometimes need guidance in the reflective part of experiential debriefing.

Let go of meaning

The whole point of experiential techniques is to enable participants to create their own meaning from experience. This means, that as a trainer, you need to make space for learner interpretation. Often the messages participants gain from activities are far more meaningful than those you wish to impart. Accept this and use your debriefing skills to ensure that learning translates into behaviour change in the real world.

Remember that fast training isn’t necessarily effective training

Don’t give in to pressure to condense your session into a 30-minute format. Experiential techniques require time for processing. Ideally, design your activities so you can scale the timings up and down according to the needs of the group. And remember, great trainers are flexible and respond to learner needs in the moment.

Of course, using experiential learning techniques does require you to be confident and ready to adapt. To achieve success, spend time honing your facilitation and debriefing skills.

 

About the author: Eleanor Shakiba

Eleanor is a consultant in the areas of positive psychology training and solution focused coaching. She partners with HR and L&D teams to build vibrant cultures where ‘positive deviants’ thrive. Areas she specialises in include positive mindset, proactive communication and purposeful leadership. Eleanor is qualified in Social Anthropology, Positive Psychology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. Her passion is working with positive deviants to build success. Download a copy of her free ebook Positive Psychology Toolkit for HR and L&D Practitioners .

By Eleanor Shakiba POSITIVE PSYCHOLOGY 0 Comments

What is self-awareness? by Eleanor Shakiba

This video is part of a positive psychology series. Find out more about positive psychology in Eleanor’s free eBook, the Positive Psychology Toolkit.

Unlock the power of self-awareness. Self-awareness is your ability to have a sense of your ‘self’ being separate to others. It is one of a few unique abilities that make you human. In this video, positive psychology trainer, Eleanor Shakiba, helps us understand the two broad categories of self-awareness and the micro skills you can develop to prevent self-consciousness. Resilience training can help cultivate greater self-awareness, which empowers individuals to become more mindful, resourceful and compassionate.

This video on self-awareness is part of a playlist of positive psychology videos by master trainer, Eleanor Shakiba. If you’re looking for resilience videos or positive thinking videos, subscribe to Eleanor’s channel for regular updates. To book Eleanor to train your team, visit her official site at Think Learn Succeed. To purchase training materials on resilience, learned optimism and employee wellbeing, visit the Think Learn Succeed shop.
 


 

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About the author: Eleanor Shakiba

Eleanor is a specialist in positive psychology. Her passion is teaching talented people to use social and emotional intelligence to excel in business. These skills centre around building positive mindsets, proactive communication habits and purposeful leadership behaviours. Eleanor’s qualifications include degrees and diplomas in Social Anthropology, Positive Psychology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. She is also the author of the Positive Psychology Toolkit for HR and L&D Practitioners. This is a free resource for trainers and facilitators.

By Eleanor Shakiba Impact tips 0 Comments

How embracing introversion made me a better facilitator

Most people assume I am an extravert. After all, I spend my days working with groups and being centre stage of learning experiences. However, I have a strong preference for introversion. My delight in training comes from seeing people grow and develop rather than the performance side of training. I’ve worked with hundreds of trainers and HR specialists in my years as a consultant. This has given me ample opportunity to observe the differences between extraverted and introverted facilitators. Perhaps I’m biased, but I believe introverts are far better facilitators than more extraverted types. Not sure you agree? Here are four key strengths I observed in introverted facilitators.

Introverts read the room superbly

Especially when they have a well-developed intuitive function, introverts have an outstanding ability to pick up and understand the buy in a room. This means they spontaneously intervene in ways which redirects group energy. Many of the best facilitators I’ve known have been introverts with a flair for detecting subsurface conflict or resistance. The most gifted of these, are usually also exceptionally skilled at helping individuals work through tension points or zones of disagreement.

They listen to understand

Ah, yes. We all know introverts are fabulous listeners. This is because they pay attention to subtle changes in body language and tonality, which may be overlooked by more extraverted types. In facilitation context, this strength powers up the introvert’s ability to understand and connect with group members.

 

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Introverts condense complex ideas into simple messages

This makes them great trainers. Introverts prefer to fully develop ideas before expressing them. This means that introverted facilitators tend to have a knack for boiling down complex ideas until they become easy to explain. Learners therefore often experience introverted trainers as easy to understand and skilled in teaching frameworks and models.

Introverts put the spotlight on others, not themselves

To me, this is the greatest strength of the introverted facilitator. It enables the introverts to guide learning or decision-making processes, whilst at the same time seemingly being invisible. This helps foster a safe learning environment. And it also means that group members find it easier to engage in meaningful conversation and experimentation.

Overall, as I matured in my own facilitation approach, I’ve come to realise that my introverted preference is a huge bonus. It occasionally leads me to become worn out after too much group interaction. But my introversion also allows me to work as a trusted partner to many inspiring groups and individuals. Many of whom would have no idea that I’m not an extravert at all!

Eleanor Shakiba is a specialist in positive psychology and resilience training. She is the author of the Positive Psychology Toolkit for HR and L&D Practitioners. Download your copy of this inspiring free resource for facilitation experts here.

 

About the author: Eleanor Shakiba

Eleanor is a specialist in positive psychology. Her passion is teaching talented people to use social and emotional intelligence to excel in business. These skills centre around building positive mindsets, proactive communication habits and purposeful leadership behaviours. Eleanor’s qualifications include degrees and diplomas in Social Anthropology, Positive Psychology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. She is also the author of the Positive Psychology Toolkit for HR and L&D Practitioners. This is a free resource for trainers and facilitators.