I never did get me meet Mr. Max Sturman who was obviously a promoter of good health and nutrition – although I have been in contact with his son Andy who actually lives less than a couple of blocks away from me here in sunny San Diego.
Max wrote many books on the subject of healthy eating and I happened to stumble across You Are What You Eat, Dude! in the local Carmel Valley branch of the San Diego library.
Lot’s of great information in this book – it was published by the author’s Do It Naturally Foundation (now defunct) in 2009 when he was 90 years old. It’s too bad that the work of the foundation won’t be carried on.
WHAT: On Thursday, April 20, Amazon invites the Seattle community to come together to celebrate reading and inspire everyone to take some time for reading and books, in honor of World Book Day (which falls on Sunday, April 23rd).
Amazon will host its first ever celebration of World Book Day with a Global Free Library at the Van Vorst Library and courtyard. The Seattle event is one of several in a series of Global Free Library events being held in 12 countries around the world.
Leading up to the event, Amazon employees and book publishers will donate books to supply the free library, allowing community members to bring a book to donate and take a book home to enjoy. Each attendee will be able to share the personal significance of the book they brought to donate on a unique bookmark provided to place inside the book for the next person to enjoy.
Anybody can offer advice; for real, lasting change, however, nothing offers proven insights like science. Dr. Randall Bell examines groundbreaking research from human sociology and economics in his latest book, Rich Habits Rich Life: The Four Cornerstones of All Great Pursuits (Leadership Institute Press).
The culmination of Bell’s diligent search to discover why some succeed and others fail, Rich Habits Rich Life asks: are there fundamental differences or traits that set successful people apart? What makes a winning strategy or leads to disaster or collapse?
Dr. Bell’s work on high profile disasters ranging from the World Trade Center and Chernobyl to Hurricane Katrina provides a unique perspective on human behavior. Then, including more than 5,000 people around the nation and from every walk of life, from moms to millionaires, Bell seeks out the foundational elements of success common to us all. He identifies a definite link between daily habits and various measures of success.Continue reading “Ninety-Percent of Life Is Habits ― Make Them Rich Habits!”
Branding Lessons from Donald Trump, Criminal Clinton and Karen Leland
Despite having the two highest unfavorable ratings of any major presidential candidates in history, Donald Trump and Billary Clinton have outlasted their competitors with branding lessons. One of them is going to become the leader of the free world. (sure hope it is not that criminal Clinton) What does success in the face of such highly unfavorable ratings teach us about personal branding? And what can working professionals at every level learn from it?
Best Green Drinks Ever, Boost Your Juice with Antioxidants, Protein and More is by Katrine Van Wyk, a former model from Norway who I somehow met on social media (I actually forgot how, but want to check out her book on green smoothies).
Over 50 Looking 30! The Secrets of Staying Young is a book by Nina Anderson and Howard Peiper, MD. It is illustrated by Richard Vail.
Some of what I already do for health, nutrition and fitness is covered in this book, but it does include some information on enzymes, minerals and essential fatty acids that I am not yet up to speed on.
Frank Romano, PhD, doesn’t merely talk about the possibility of sustainable peace in the Middle East, he champions programs through interfaith unification and has seen first-hand the results of these efforts. Even though Frank Romano has found himself in dangerous situations, he has spent decades of his life working towards peace in the Middle East and his efforts are documented in Love and Terror in the Middle East (4th edition)
“There is definitely something positive happening right now in the US,” says Dr. Frank Romano. “We’re realizing a favorable evolution in US public opinion. Americans are better informed and I believe this will lead to the American people demanding a louder voice on issues where the Middle East peace is concerned.”
Frank Romano’s story began decades ago with a move from California to France to study philosophy. He later ventured to Morocco on his way to the Middle East, where he was to participate in the interfaith peace movement. In his quest for the universal religion, which at first he thought might be Islam (meaning “peace”), he soon realized that the Islamic sect he met had little to do with peace and more to do with radicalism. After daring to ask questions relating to Islam and women, he was wrongly accused by Muslim extremists of being a Zionist spy and was imprisoned. This ultimately led to a spiritual awakening and, eventually, to his escape.
While Dr. Romano is due to return to his interfaith activities in the Middle East, he wants to be a part of what is certain to be more involvement by the American public relating to Middle East issues. His hope is to create a positive impact on American thinking which seems to be more open to interfaith peace activities. Dr. Frank Romano is a lawyer, author, speaker and professor of law, literature, history and philosophy of law, and continues to be an advocate for peace in the Middle East.
Available at Amazon.com and major online outlets Love and Terror in the Middle East, 4th edition By Frank Romano AB Film Publishing ISBN-13: 978-0989706865
BOOK SIGNING EVENTS:
Friday, June 26th, 4-8 pm, Barnes and Noble, Northtown Mall, 4750 North Division Street, Spokane, WA
Saturday, June 27th, 12 to 5 pm, Barnes and Noble, Westwood Village, 2600 SW Barton St Suite E-1 Seattle, WA
Sunday, June 28th, 1 to 5 pm, Barnes and Noble, Market Pointe I Shopping Center, 15310 E. Indiana Ave., Spokane, WA
Rosa Syed: “extraordinary….provides a profound insight into the relations of Jews, Muslims, & Christians in the Middle East.…A magnificent book on the current events and the road to peace….”
Mark Russell Bell: “Reading Frank Romano’s memoirs, I was reminded that paths of spiritual discovery involve the intellect in relation to one’s dedicated research and contemplation….I also found myself acknowledging once again that the true ‘holy’ land in the transitory world we call Earth is not limited to any geographical area but is the condition where one recognizes that all people are members of the same vast family.”
Coaching means many things to many people. Many times a certain technique that is referred to as “coaching,” isn’t really coaching at all; it’s actually counseling or feedback. For example, you may have heard or had this happen to you – a manager will say, “Let me give you some coaching around ABC,” and they proceed to explain to an employee why the employee failed to accomplish a task. The manager then explains the way ABC needs to be done. More times than not, the recipient of this so-called “coaching” walks away disillusioned by what they think was a coaching experience and perhaps, deflated and unmotivated. As a result, coaching can get a bad rap and employees may begin to disengage. So what does a real coaching conversation look like? Well, something like this: “So, how do you think your presentation on ABC went?” The employee is given time to reflect, respond and be an active participant in the conversation. The manager continues to ask thoughtful questions such as: “What would you have done differently?,” ”What actions will you take?,” or “How can I support you?” Do you notice the difference? This is a coaching conversation—the employee is empowered to act while being supported by their manager. The employee gains confidence knowing that they own the outcome while feeling acknowledged and supported by their manager.
Now more than ever, there is a great opportunity to bring coaching into organizations. According to Gallup’s study on the global workplace, only 13% of employees worldwide are engaged at work or are psychologically committed to their jobs and likely to be making positive contributions to their organizations. Therefore, 63% are “not engaged.” If this is the case, then why not integrate coaching into your talent management strategy, not only to increase employee engagement, but to achieve other talent development goals such as developing certain competencies like problem-solving, strategic thinking or filling your talent pipeline with ready-now talent for upward or lateral assignments?
In order to integrate coaching into your talent management strategy, the following five steps should be taken:
1. Educate Your Leaders: Start at the top and educate your executives on the differences and benefits of coaching versus counseling. Interview them on their perspectives on coaching and assess their willingness to participate and support a coaching initiative. Explain the benefits of coaching and ask them where they see applications for coaching inside their organizations.
2. Identify Coaches, Participants and Executive Sponsors: Look for individuals and managers that can become trained to be internal coaches inside your company. These individuals may be inside your talent management and organizational development areas or could exist inside the business itself. Consider having talent management or Human Resources executives trained and credentialed by the International Coach Federation as professional coaches. As a result, they will be in an excellent position to coach executives in the company. Alternatively, you may choose to utilize external coaches. If so, you can submit a request via the International Coach Federation Coach Referral Service website or ask colleagues for recommendations.
Simultaneously, you will want to identify candidates to participate in the coaching program. Therefore, review your succession planning and consider top talent managers, directors and executives. Participants should be excited to be part of the program and willing to make a commitment. Just as important as identifying the coaches and participants is to make certain that you have executive sponsorship. Determine which executives would like to sponsor the program and be a participant. Request that they support you in your coach and participant identification, marketing efforts, during participant enrollment and throughout the program’s life cycle.
3. Manage Expectations: Be sure to clearly set expectations with your internal coaches, individuals being coached, the executive sponsors and, of course, your managers and colleagues. It is best to run the initial program as a pilot and build upon its success. Make certain everyone is clear on the goals of the program, time commitment and their roles and responsibilities.
4. Train: Enroll your internal coach candidates in a coach-training program that is designed to train individuals that work inside companies as a coach. If you choose to enroll internal employees to become coaches, ensure they’re being coached by a coach with experience coaching internal coaches. In addition, be sure to train the individuals who are to be coached on the role and responsibilities of the participant. While training your coaches, be sure to establish a clear and consistent process for enrolling clients, coaching time and exiting clients. The key here is to ensure that everyone participating has a similar experience.
5. Measure Success: Prior to starting the program, determine how you will measure its success. It may be done simply by using a Net–Promoter score or setting up a simple impact study. It doesn’t have to be a rigorous measurement such as ROI. If your program is embraced and utilized (coaching clients show up and participate in the coaching), then that’s a great sign. Interviewing them or surveying them on the benefits they received is also an excellent idea. In addition, be sure to ask the managers of the program’s participants about the changes they may have noticed in their employee’s behaviors after being coached.
In a time where we’re surrounded by change and have so many demands on our personal and professional lives, the need for coaching is at an all time high. Coaching is a model for engagement, empowerment and accountability. It teaches those being coached to be responsible and to “own” their results. By engaging in coaching, you’re making a decision to replace mediocrity with high-performance. So let’s ask ourselves, who and what company doesn’t want full engagement and high-performance?
Renée Robertson is a two-time International Coach Federation Prism Award Winner for Internal Coaching, in addition to being the CEO of Trilogy Development. She shares her insights and first-hand experience in her new book, The Coaching Solution: How to Drive Talent Development, Organizational Change and Business Results. To learn more, visit www.trilogydevelopment.com.