By Eleanor Shakiba POSITIVE PSYCHOLOGY 0 Comments

What is cognitive reframing? 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.

Don’t allow stress and anxiety to overtake your thoughts. Learn how you can do this with cognitive reframing. In this video, Eleanor Shakiba shares how you can focus on the positive using one of the most-used stress relief strategies. Cognitive reframing is changing the way that you look at something in a more positive light. By reframing your perspective of a situation, you minimise the perceived stress, allowing you to focus on overcoming your challenge.

This video on cognitive reframing 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.

 

Subscribe to our mailing list and receive fortnightly tips and videos:

 

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

Did you know Eleanor specialises in resilience training?

Did you know Eleanor specialises in resilience training? It’s a hot topic this year! If your team is tired or burning out as a result of Covid19 stress, book a half day session on Resilience in Turbulent Times. Read the course outline here to find out how this course will help your team bounce back.

 

Subscribe to our mailing list and receive fornightly tips and videos:

 

 

By Eleanor Shakiba Impact tips 0 Comments

Three things you didn’t know about confidence

Everyone wants to be confident, right? Yet it’s surprising how few of us understand the psychology of confidence. This means many of us believe myths about what it takes to be a thriving, confident person. Sadly, some of these myths actually erode our self-assurance. So let’s bust three very prevalent – but incorrect – assumptions about confidence right now.

Myth 1: you need high self-esteem in order to be confident

Actually, it turns out there’s something far more significant. This is your level of self-agency. “What’s that?” I hear you ask. It’s your sense of personal power, reflected in how much you believe you can change your own world. It turns out that people with high levels of self-agency are far more likely to have high levels of self-confidence than those with strong self-esteem.

Of course, this doesn’t mean that working on your self-esteem is a wasted effort. It simply suggests that in boosting your confidence, you also boost your self-agency. You benefit from improving your mindset about your capacity for meaningful action. The more that you believe you can make positive changes, the more likely you are to feel confident.

Myth 2: competence is a prerequisite for confidence

Again, this isn’t the case. Competence is your ability to do something. Confidence, on the other hand, is your belief that you can succeed. Think about this difference. Being confident means that you can overcome competence gaps. After all, having a strong conviction that you can succeed means you will be willing to learn. Thus, you will be able to boost your confidence.

It turns out that having a growth mindset is strongly correlated to willingness to learn. If you operate from the growth mindset position, you’ll see challenges and even mistakes as opportunities to learn. This will help you feel confident, as you tackle the task of mastering new skills.

 

Subscribe to our mailing list and receive fornightly tips and videos:

 

Myth 3: all introverts lack confidence

There is no connection at all between confidence and introversion. Remember that introversion is a preference for drawing energy from within. This preference might lead introverts to prefer quiet settings and being alone. However, that doesn’t mean introverts lack social skills or confidence.

It’s worth remembering that extroverts and introverts behave in different ways when they lack confidence. Introverts tend to retreat from social situations. Meanwhile, extroverts may start talking more than normal. Although this might make them look confident, it doesn’t reflect true confidence. Learning this often makes introverts feel a great sense of relief. To me, this is ample evidence that comparing yourself to others doesn’t really help you understand how to genuinely be confident.

Remember that anyone can be confident, regardless of their personality preferences. However, many of us have learned to have low levels of confidence. If this is the case for you, there’s lots you can do about it.

 

About the author: Eleanor Shakiba

Eleanor is a positive psychology trainer and coach. Her passion is teaching skills for positive thinking, proactive communication and purposeful leadership. Her clients work in academia, education, IT, engineering, finance and health. Eleanor is qualified in Social Anthropology, Positive Psychology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. She’s the author of the Positive Psychology Toolkit for HR and L&D Practitioners, a free resource for trainers.

By Eleanor Shakiba HR AND TRAINING TIPS 0 Comments

Influence your audience with NLP stage anchors

I’ve been using NLP training techniques since 1995. They’re still my favourite techniques because they are versatile, engaging and effective. Some trainers define NLP as ‘the difference that makes the difference’. I like that definition because NLP has impacted my own training style in many positive ways.

So what makes it so special? Basically, NLP codifies the skills associated with excellent performance. It gives you ‘recipes’ for doing things well. In training contexts, for example, you can use these recipes to:

  • Use language patterns that help people learn
  • Tell great stories
  • Move with purpose and impact on stage
  • Structure each section of your session to enhance unconscious learning

This list is just a starting point. In my trainers’ retreats I cover 20 NLP techniques. My favourite, though, is stage anchoring. It is versatile and fun.

 

Subscribe to our mailing list and receive fornightly tips and videos:

 

In NLP, anchoring involves deliberately creating a connection between a stimulus and a response. It’s a great way to influence the way your audience responds to different types of content. For example, if I’m working with a potentially hostile audience, I record their objections or complaints on a whiteboard. Then I cross to the other side of the room and stand in front of a strategically placed flipchart. I ask the group to suggest solutions to all their ‘problems’. The ideas are recorded on the flipchart, which is then stuck on the wall. Next, I wipe the whiteboard clear of complaints and move centre stage to wrap up.

This sequence of movements looks ‘spontaneous’ but is carefully staged to anchor the key stages of solution focused thinking. The group soon picks up the habit of being positive and solution oriented whenever I stand in front of the flipchart: which is exactly what I want. This is just one way that anchoring can be used to influence group dynamics and enhance learning. I love experimenting with anchors and I am sure you will, too.

 

About the author: Eleanor Shakiba

Eleanor specialises in positive psychology and NLP. She works with HR and L&D teams create vibrant organisational cultures, by delivering training that makes a difference. Eleanor’s qualifications include degrees and diplomas in Social Anthropology, Positive Psychology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. Her passion is fostering the success of ‘positive deviants’ in the workplace. Download a copy of Eleanor’s free ebook Positive Psychology Toolkit for HR and L&D Practitioners .

By Eleanor Shakiba Impact tips 0 Comments

When I studied NLP, here’s what I learned

I first heard about Neuro Linguistic Programming (NLP) in 1995. Back then, NLP courses were hard to find in Australia. However, I was intrigued and persistent. I kept searching until 1998, when I finally found a practitioner course in Sydney. Back then, I was sceptical about the transformative powers attributed to NLP. These days, I know they are triggered by the intensely personal, experiential nature of well-designed NLP programs. My practitioner certification took 20 days. Master practitioner was an additional 20 days. Several years later, I completed trainers’ trainer. Yep. That was 20 days (and two flights to London!) too.

Would I say NLP transformed my work as a trainer? Absolutely. Did it transform my personal life? Yes, indeed. These days, I unconsciously embed NLP patterns in most coaching and groupwork sessions. Looking back, I see that NLP equipped me to excel. I ‘learned heaps’ in every course I attended. But three skills still stand out as my favourites: cognitive reframing, metaphor construction and meta-model questioning techniques.

Does that all sound like a lot of jargon? Welcome to the world of NLP! The guys who created NLP seemed to have a knack for inventing serious-sounding labels. Behind the names, though, are some seriously useful techniques. Here’s a quick rundown on my favourites and how they are useful to trainers and coaches.

Cognitive reframing

The more I learn about cognitive reframing, the more firmly I believe it is the foundation for all learning. Reframing means shifting your perspective on a situation or event. It involves making new meaning and interpreting things differently. The purpose of reframing is to generate new understanding or insight. As a positive psychology trainer, for example, I often encourage learners to view challenging situations through a lens of childlike curiosity. This simple reframe helps people find new solutions to old problems – and have fun while they’re doing it!

As a rookie NLP practitioner, I was intrigued by the pragmatic approach NLP took to reframing. I learned step-by-step language patterns I could use to reduce resistance and increase learning, whilst honing my reframing skills. 25 years after learning those techniques, I continue to teach them to participants in my Learn with Eleanor Shakiba courses and retreats. Why? Because they work.

Metaphor construction

Metaphors were the reason I enrolled in my first NLP course. I’d heard NLP practitioners were exceptional storytellers. I wanted to be an exceptional storyteller, too! I soon learned this would involve mastering ‘therapeutic metaphor construction’. Hmm. What did this mean? Put simply, it involved crafting storylines and characters which would engage conscious minds whilst teaching to unconscious minds. It’s an incredibly creative process, which every trainer should master. My own passion for metaphor construction runs deep. I learned the structure for this in my NLP Practitioner course back in 1998. And I’ve never found a better way of building teaching metaphors.

 

Subscribe to our mailing list and receive fornightly tips and videos:

 

Meta-model questioning

Speak to any NLP practitioner and it won’t be long before they sing the praises of ‘the meta model’. This mysterious title is actually an abbreviation. Originally, this foundation-stone of NLP was known as ‘the meta-model of language in therapy’. This is a complex, deeply structured model. For now, let’s stick to a basic definition. The meta model is a set of questions practitioners can use to shift or expand mindsets.

Why would trainers and coaches want to do this? The applications of the meta-model are limitless. For example, just this week I have used meta-model questions to:

  • Draw out strengths during career coaching sessions
  • Surface limiting assumptions which are preventing people solving their own problems
  • Handle hecklers or people who aggressively challenge content in training sessions
  • Subtly guide the thinking processes of individuals or groups
  • Manage my own thinking, especially when faced with tough problems.

To me, NLP rocks. Admittedly, though, it is not an evidence-based discipline. This means it is viewed with scepticism in some circles. Why do I still suggest that trainers explore it? Because no other discipline teaches you to listen with the precision and accuracy of NLP. What NLP contributed to the world was a fascinating breakdown of the language patterns which promote change. Learning those patterns will make you a masterful facilitator and coach. Which, after all, is much better than simply being a good trainer.

Want to learn more about NLP and how it can transform your work as a trainer? Download my Positive Psychology Toolkit for HR and L&D Practitioners now.

 

About the author: Eleanor Shakiba

Eleanor is a positive psychology trainer and coach. Her passion is teaching skills for positive thinking, proactive communication and purposeful leadership. Her clients work in academia, education, IT, engineering, finance and health. Eleanor is qualified in Social Anthropology, Positive Psychology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. She’s the author of the Positive Psychology Toolkit for HR and L&D Practitioners a free resource for trainers.

By Eleanor Shakiba HR AND TRAINING TIPS 0 Comments

12 tools for smart trainers: action learning

Want learners to acquire skills that stick? It’s time to add action learning components to your training. Action learning is a highly practical form of experiential learning. It involves completing a project, action or task and then reflecting on results. During action learning, your group participants question their actions and learn from their mistakes. This encourages them to develop their problem-solving abilities. More importantly, it builds skills that will last over time.

Action learning has evolved over the years. It has become one of the most effective corporate training models. The concept was first developed in the 1940s by Reginald Evans. During his training as a physicist, Evans paid attention to the habits of his most successful peers. He noted that group interaction between scientists promoted learning and boosted creativity. Scientists who shared ideas and reflected on each other’s work were more likely to succeed. Based on his observations, Evans developed an action learning formula.

The basic formula consists of learning, programming, and questioning. However, many organisations have adapted the formula to suit the corporate world. In organisations, action learning starts with identifying a problem. The group then assesses the problem and suggests actions. After acting, the group reflects on the outcome with an action coach.

To facilitate action learning, you need to guide your group participants through 4 key steps.

  1. Identifying a real problem
  2. Designing possible solutions
  3. Taking action
  4. Reflecting on the outcome

 

Subscribe to our mailing list and receive fornightly tips and videos:

 

Action learning is typically used to resolve urgent or significant problems. This increases learner motivation and encourages people to take immediate action. What’s your role in this as a trainer? To prompt learners to identify meaningful issues to work on. Next, you need to help them design possible ways to address their issue/s. Make sure they have concrete action plans in place.

Step three (taking action) is the most important part of action learning. Learners return to their workplaces and implement their projects or action plans. You, as their support person, coach as this happens. When projects are completed, the learning cohort should meet. Your role at this stage is to guide reflection and learning. Try giving learners templates and questions to keep this stage of action learning on track.

Action learning works best when it’s guided by a skilled facilitator. It’s a tried and tested technique that promotes greater collaboration. To make it work for your organisation, remember to encourage people to assess problems together instead of individually. Share solutions and ask open questions.

Want to boost your training and facilitation skills? Enrol in a trainers’ master class with Eleanor Shakiba today.

 

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 POSITIVE PSYCHOLOGY 0 Comments

Growth mindset is impossible without this skill

Having a fixed mindset is a significant barrier to learning. It creates defensive reactions to feedback, resistance to change and an inability to concede or collaborate with others. This is why positive psychology trainers and positively deviant leaders focus on helping people develop the growth mindset attitude.

Growth mindset is characterised by curiosity, openness to learning and flexibility. For example, when Covid19 restrictions first hit Sydney, coffee shops experienced a sudden drop in trade. Many cafés in my area shut their doors, only re-opening when Jobkeeper subsidies were introduced. But one café stood out. The owners went into solution focused mode. First, they introduced a new range of take away meals and streamlined service delivery. Next, they started producing funny videos, in which they sent themselves up and kept customers smiling. While other coffee shops floundered, this one flourished.

What fascinated me was the owners’ natural response to adversity. Instead of dwelling on what was going wrong, they adapted. This is the essence of growth mindset. People operating from the growth mindset perspective naturally take solution focused responses to problems and setbacks. Often, they don’t even register that a ‘problem’ exists, because they are so busy creating pathways to success. When this happens, people become open to new ideas and take new approaches to both life and work. So how can a trainer or leader help an employee shift from fixed mindset to growth mindset mode?

 

Subscribe to our mailing list and receive fornightly tips and videos:

 

The most significant thing we can do is teach the skill of cognitive reframing. Have you completed any programs in my Learn with Eleanor Shakiba training series? Then you’ll know that perspective-shifting is a skill I teach in every program. It involves changing your perspective on a situation or problem. Drawing on positive psychology training techniques, the simplest ways to do this are:

  • Actively challenging flawed chains of assumption
  • Looking for a context in which a seemingly problematic situation would benefit you
  • Interpreting a negative in a positive light

Mastering even one of these techniques can significantly shift an individual’s mindset. This will result in higher levels of happiness and well-being, which inevitably translates into authentic engagement and participation in workplace activities. The bottom line is, cognitive reframing is one of the key positive psychology training techniques that can foster the development of a vibrant workplace culture.

If you’d like to find out more how to use positive psychology in your training and development activities, download Eleanor Shakiba’s Positive Psychology Toolkit for HR and L&D Practitioners.

 

About the author: Eleanor Shakiba

Eleanor is a positive psychology trainer and coach. Her passion is teaching skills for positive thinking, proactive communication and purposeful leadership. Her clients work in academia, education, IT, engineering, finance and health. Eleanor is qualified in Social Anthropology, Positive Psychology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. She’s the author of the Positive Psychology Toolkit for HR and L&D Practitioners, a free resource for trainers.

By Eleanor Shakiba HR AND TRAINING TIPS 0 Comments

Fear nearly stopped me setting up my business

In 2006, I had a good job. It was stable, interesting and ‘permanent’. I had long service leave accrued, a network of inspiring colleagues and prospects of promotion. Yet I wanted something more. I craved opportunities to be more creative and to build something exceptional. I was working with a range of external consultants and I began to wish I could be like them.

However, fear and self-doubt held me back. At first, I didn’t even take the idea of setting up my own busines seriously. Fortunately, I had a very wise coach. I’d been working with him for around 6 months. My coaching program began because of staffing problems in my day job. As it evolved, I began exploring the meaning and purpose of my work.

I clearly remember expressing my self-doubt to my coach. “I’d love to set up my own business, but it’s too risky,” I said.

I’d said those words many times before. In conversations with friends and family, they’d usually been met with agreement. Of course, this reinforced my self-doubt and reduced my confidence. By the time I made this statement to my coach, I fully believed that being in business was a risky business. Everything changed when my coach gave me an unexpected response.

“What are you imagining will happen if you set up a business?” he asked.

That made me pause. I’d never fully articulated what I was frightened of. However, it didn’t take me long to list a long set of potential catastrophes that could befall a training consultant. These ranged from being introverted to find clients, through to defaulting on my mortgage and ending up homeless. I think even my coach was surprised at the vivid representation of disaster that I could conjure up. (Yes. There is a downside to combining creativity and anxiety). Then he asked a question that changed the course of my life. “Has it ever occurred to you to imagine that everything might turn out all right?” he queried.

 

Subscribe to our mailing list and receive fornightly tips and videos:

 

That was an ‘aha’ moment. My entire physiology changed as I realised, I never had taken time to imagine a bright future. My natural inclination for pessimism and creativity had biased my thinking. At that time, I wasn’t aware of the brain’s negativity bias. Nor did I understand that anyone can learn to challenge pessimistic thinking and shift into learned optimism mode. Thus, my coach’s question had a huge impact. It not only solved the problem at hand, it changed the way I faced future fears.

From that moment, I was able to envision a hopeful and inspiring future. My coach encouraged me to express the ideal future I would like to experience. I imagined a dynamic, vibrant lifestyle. Days spent helping talented people overcoming blocks and barriers to success. Having time to taking on creative projects. Living my passion for inspiring excellence. Most importantly, being in charge of my own destiny.

Three months after that session, I left my day job. I stepped full time into the business I’d inadvertently already been running for the past three years. Yes, I encountered setbacks and challenges. I now realise that’s a normal part of life, not simply a part of running a business.

However, that single question has remained my mantra whenever I hit tough times. I still have an ingrained tendency for pessimistic thinking. That’s probably what makes me such a good positive psychology trainer. I genuinely ‘get’ anyone who suffers low confidence or low self-esteem. And I see it as my life’s work to inspire others to tap into the potential of the human capacity for hope and optimism. That’s why I teach positive psychology. And it is also why I’ll always find a way to stay in business despite self-doubt.

 

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

Power up positivity with cognitive reframing

When dealing with a stressful situation, it’s easy to assume the worst. This is particularly true if you’ve taken on patterns of ‘learned helplessness’ or pessimistic thinking. However, you can extract yourself from worry loops by shifting your thinking habits. Instead of focusing on the negative, consider changing the way that you look at the problem. This is a technique you’ll learn in any resilience training or positive psychology workshop.

So, what is cognitive reframing? It’s one of the most-used stress relief strategies. Cognitive reframing involves changing the way that you look at something. By reframing your perspective of a situation, you minimise the perceived stress, allowing you to focus on overcoming your challenge. Here’s a closer look at how it works.

The use of cognitive reframing as a positive psychology technique comes from the development of cognitive therapy in the 1960s. Aaron Beck is considered the father of cognitive therapy. During his time working with patients who suffered from depression, Beck noticed a common theme among his patients. They often dwelled on negative thoughts and found negativity in everyday situations.

Beck developed a process called ‘cognitive restructuring’, which involves turning a negative thought into a positive thought. Over the years, psychologists have studied the effectiveness of Beck’s technique. Cognitive behavioural therapy (CBT) has become a recommended option for treating everything from eating disorders and depression to mental illness and marital problems.

In recent years, many psychologists have explored how negative thinking promotes stress and exacerbates mood disorders, such as anxiety and depression. This group includes Harry Mills, Natali Reiss and Mark Dombeck. The trio has published work on the impact of stress and how cognitive reframing can help.

The group argues that ignoring the problem promotes decreased cognitive function and an increased risk of anxiety disorders and personality changes. Luckily, anyone can practice cognitive reframing techniques.

The concept behind cognitive reframing revolves around the fact that most people are hard-wired to focus on the negative more than the positive. Cognitive reframing involves replacing negative thoughts with positive ones to alter the way that you think about a situation or problem. 

 

Subscribe to our mailing list and receive fornightly tips and videos:

 

There are many techniques for reframing your perception of things.

Self-monitoring

The first step of cognitive reframing is self-monitoring. You need to learn to recognise negative feelings before you can change them. Recognising negative emotions helps you detect the patterns that tend to trigger your anxieties and stress.

For example, if you tend to feel anxious about public speaking, you may notice that the anxiety increases in specific situations. Finding this common thread makes it easier to catch negative thoughts before they get the better of you.

Question your assumptions

Cognitive reframing also typically involves questioning your assumptions. You need to challenge your thoughts to determine if they are illogical or biased. For example, when you have a negative thought, you may ask yourself, “What evidence do I have to prove that this thought is accurate?” Questioning the reasons for your anxiety helps you change the way you deal with the situation.

Analyse the pros and cons

After questioning your assumptions, you may still hold on to negativity. In these situations, you should weigh the pros and cons in a cost-benefit analysis. Determine the advantages and disadvantages of your negative thinking. In most cases, the disadvantages outweigh the advantages.

Introduce alternatives

The next step is to introduce alternative thoughts. Generating positive thoughts helps you challenge your tendency to think negatively and find solutions to your problems.

If you’re tired of letting stress and anxiety overtake your thoughts, it’s time to focus on the positive. Cognitive reframing strategies and resilience training allow you to change your perspective. Consider working with positive psychology trainers to develop new methods for overcoming stressful situations. Contact Eleanor Shakiba to discuss the best cognitive reframing techniques for uplifting your team.

 

About the author: Eleanor Shakiba

Eleanor is a positive psychology trainer and coach. Her passion is teaching skills for positive thinking, proactive communication and purposeful leadership. Her clients work in academia, education, IT, engineering, finance and health. Eleanor is qualified in Social Anthropology, Positive Psychology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. She’s the author of the Positive Psychology Toolkit for HR and L&D Practitioners, a free resource for trainers.

By Eleanor Shakiba POSITIVE PSYCHOLOGY 0 Comments

Positive Leadership. Kim Cameron

Want evidence that positive psychology can benefit your business? Then you need to read Positive Leadership. It’s my second-favourite leadership book (my top pick being The Fifth Disciple). Straightforward and easy to read, Positive Leadership looks at the theory behind positive psychology and transforms key models into a leadership toolkit. The book provides practical strategies for developing positive leadership in any organisation.  

Clear and to the point, the book is data–driven and includes clear objectives. Cameron argues that great leaders take action to create positive organisational climates, build positive relationships, promote constructive communication and help people find meaning in their work. He then provides a range of tips and techniques for using these steps in your business.  

Read Positive Leadership if you’re serious about organisational change, culture-building, innovation or capitalising on the power of positive deviance in your business. It’s a great resource for human resource business partners, OD specialists, leadership trainers and facilitators.  

Subscribe to our mailing list and receive fornightly tips and videos:

 

About the author of this review

Eleanor Shakiba specialises in teaching smart people to use positive thinking and communication patterns to achieve success. She is passionate about using positive psychology to develop talented, high performing people. Eleanor’s qualifications are in the fields of Social Anthropology, Positive Psychology, Counselling, Coaching, Adult Education and Neuro Linguistic Programming. She loves working with people who make a positive difference to the world.