we can be who we want to be if we believe enough

KL November 2017
I have just spent and inspirational week with delegates in KL
We were working on coaching through emotional inteeligence
Considering the risk context and the importance of risk aversion and risk tolerance
We viewed change process and how to influence with and without authourtiy
The group had three generations and the nationality base was predominantly BRUNEI and English the second language.
there have been some ”AH HA” moments during this journey and i have been thrilled with the outcomes of the entire experience
I wish i had seen this video before we closed the course as i would have shared it to demonstrate how essentia self belief , adaptability, resilience, conscientiousness, motivation, decision making and all the other EBW scales are in being successful
Teams are not just about doing together but also about thinking togehter
Groups of course have their place but as teams we can do wonders

Enjoy this clip

Amazing real men are rare
What a star

Mind you i have never really understood why women don’t always have the necessary equipment with them at all times
YOU KNOW IT MAKES SENSE

https://www.indy100.com/article/woman-period-hike-man-help-tampon-pads-embarrassing-story-reddit-menopause-8009151

ENERGY AND CONTRIBUTION

Check this out
Ophrah at her best
Wise and fluid in her words and how we contribute to this world of ours with our behaviours and beliefs systems

can you spot the twisting of truth?

Can you spot when people twist the truth? (Why using EQ is important when recruiting)

Mon 04
Sep
2017
Given their training and experience of talking to a wide variety of different people, recruiters are expected to be better than the layperson at spotting a candidate’s potential and at identifying lies and deception.

Plus, in the current economic crisis the drive to reduce the candidate cost per hire without impacting on quality, HR managers and recruiters have to demonstrate how their expertise will stop organisations losing money from poor recruitment decisions.

With the recruitment industry estimating that the average recruitment cost, taken from the point of placing the advert to the candidate making a performance impact, is 2.5 times the candidate’s salary, the cost to the organisation if a recruiter makes the wrong recruitment decision is significant.

Unfortunately, research by Marc-André Reinhard, Martin Scharmach, and Patrick Müller, suggests that recruiters are not any better at identifying those candidates who have the experience and potential to perform well in the job and those candidates who lie about their potential and experience to convince the recruiter they are the right person for the job.

Their research suggests that most recruiters are no better at spotting a candidate’s lies than a layperson.

Reinhard and his team conducted research which had 350 participants watch video clips of interviewees talking about jobs they have had, both fictional and real. Over a quarter of the participants had experience of interviewing at least once, while around 13 percent were considered experts. The rest had never conducted an interview before.

Each participant was tasked to identify in which clip the interviewees were telling the truth and in which they had made up stories about their jobs.

The results of the research showed that the participants, in general, were right only 52 percent of the time, almost by chance.

This finding is not new; it has been established in previous research that people are generally not good at identifying deceit.

Plus, research has continually shown that interviewing alone (especially unstructured interviews) are at worse no better than flipping a coin (right 50 percent of the time) and at best only right about 70 percent of the time.

What’s new from the research is the finding that even the so-called interview experts (recruiters) were not better at identifying lies than the layperson.

If a recruiter cannot identify which candidates were lying or managing their impressions during their selection interview, then the chances of making the wrong recruitment decision and the associated costs are obviously significantly increased.

The EBW View

Obviously, there is some criticism of this research. Reinhard and his colleagues admit that their research has limitations. The participants did not conduct a real interview and there was no interaction between them and the interviewees.

Plus, in some job roles (such as sales), a candidate who can manage their impression (put on a good impression perhaps rather than lie) will perform better than those who are not able to.

However, despite these limitations, the findings have major implications that those involved in the recruitment process should consider.

Recruiting personnel is expensive. It takes a lot of time and resources to conceptualise, write and distribute the job ad; sift through the applications received; make the initial contact with short-listed candidates; set up the selection process and conduct interviews and make the job offer.

Then, if you make the wrong decision because a candidate is managing their impression, that can cause your recruitment process to be very costly.

This is where the EBW Global Emotional Intelligence System can make a difference.

The EBW Psychometric System is focused on identifying the Business Emotional Intelligence (Business EQ) of candidates. This kind of intelligence – which is different from the IQ – is about people’s ability to manage their emotional drivers that affect their performance at work.

It is how individuals manage both themselves and others. This includes: how they make decisions, understanding why people behave the way they do and how to maximise their performance.

Research has shown that Emotional Intelligence at work is crucial to produce leaders and workers who will succeed in the workplace and more likely stay and develop within the organisation.

A major component of the EBW Global Emotional Intelligence System is its Impression Management Tool (IMT) that reveals what candidates do not want recruiters to know.

Is the candidate attempting to fix their assessment answers?

What kind of impression is the candidate trying to make?

Is the candidate being honest with themselves?

The EBW Global Emotional Intelligence System ensures that recruiters are able to discover how much candidates are managing their impressions.

It also provides bespoke “traffic lighted” questions, a structure to the interview and a step-by-step guide for interviewing for Business EQ and performance potential, ensuring a smarter use of time for busy recruiters & managers.

By focusing on candidate’s Business EQ – how they will perform in the workplace in a given situation – recruiters need not worry anymore about wasting resources during the recruitment process itself and will reduce the risk of not spotting those candidates who manage their impression (or lie) during the recruitment process.

………………………………………………………………………………………………..

Reinhard, M., Scharmach, M., & Müller, P. (2013). It’s not what you are, it’s what you know: Experience, beliefs, and the detection of deception in employment interviews. Journal of Applied Social Psychology 43 (3), 467-479.

ei – body language

INTERPERSONAL SKILLS – Body Language

How important is cultural awareness when we think of this topic?

Dress as in the clothes we all wear and how we wear them and depending on which country we are in at what time of day, season or year! Are a vital part of our interpersonal communication.

Having moved to RAK from AD after 20 years the dress shock is far less than say visiting Dubai! Where there is a more international and cosmopolitan atmosphere and a mega tourism destination. Swagger comes with the international star status, politicians and financiers that live in or visit the city

Dubai has intercity skills and body language of its own with the architecture old and new rising form the desert and living side by side

Should we include facial expressions with body language in my opinion no as they are a separate canvas on which we express ourselves and here we can get caught up with micro and macro facial expressions as well [http://www.amazon.co.uk/The-Micro-Expressions-Book-Business/dp/9081990519]

Back to body language and ‘posturing’
Think about the old cowboy films with the low slung gun belts and Stetson hats or more recently with the way the TRANSFORMERS are blending in as cars or trucks or being themselves posture by the very vehicles that they choose to represent themselves.
The original R and B, PUNK, hip hop, drum and base all about body language and the art of communication.
Body Posture can indicate pain, disappointment, lethargy. anger Flight or fight! Also energy, exhilaration, excitement and enthusiasm IF we are looking to see the signals and cues

How we dress here in UAE conveys masses of information about us when we step off the metro, cross the road, order a coffee and before we open our mouths

Many of us love to stereotype and generalise and lets face it ‘basic assumption theory” is meant to help us learn from experience and adapt our hidden bias or prejudice’s base on experience.
When we think of interpersonal skills what does this conjure up in the imaginations depending upon what generation you are and how diverse your social and cultural experiences happen to be They could mean different things to us all hence the need for common ground and mutual understanding.
What on earth for some of you might say I don’t need to know anything about the millennium generation I am a baby boomer and I have the seniority over these young whippersnappers!

Not so you just need to see some of the rising entrepreneurs and what age they are and you could find yourself working for them in which case you need to study the body codes

In PRISM BRAIN MAPPING we look to see if we can put ourselves in the other persons place to get an idea of how we may need to adjust our preferred behaviours in order to build the team or just get served in the café or restaurant we are sitting at Or perhaps discover why he always gets a taxi but I don’t

”They” say that it takes muscles to smile and to frown but look at some of the faces and posture we see around us or is an urban myth

So which ones are responsible for smiling and/or frowning? I could hazard a guess, but I’ll defer to Dr. David Song, a plastic surgeon and Associate Professor at the University of Chicago Hospitals, who was interviewed for a Straight Dope article: Does it take fewer muscles to smile than it does to frown? Counting only the muscles that make significant contributions, he concludes that smiling takes one more muscle than frowning (12 vs. 11).

Body language communicates so much if we wish to see and pay attention just like listening it requires attention and often we miss the cues and miss opportunities or disasters
A little Emotional Intelligence will take you a long way and with an enhanced self belief and awareness you will reach your full potential whatever your age, background or experience

Aptitude and ambition with hard work self and social awareness the gates to your future

”Walk tall, walk straight and look the world right in the eye;; as famous Irish man used to sing.