G.-Cole

G. John Cole

Quitting should happen in an organized and professional manner, even if you can’t wait to get out.

A Tool to Help You Decide Whether to Quit Your Job

Many say that the brain is like a muscle; you have to train it. Indeed, it is vital to use your brain’s existing neuron networks. If you don’t, then your brain will shut them down. Therefore your total mind power declines. Brain teasers and brain games are not only entertaining, but people can use them to build brain “muscle.”Each type of brain teaser or game is intended to improve a specific area in the brain, such as frontal, parietal, and temporal lobes, all of which are related to different mental tasks. Improving these areas of the brain will result in better and faster thinking for the learner. Here are some tips on how to maximize the results of brain teasers, ice-breakers, and training activities.Who Doesn't Like to Play?Since childhood our natural instinct is to play games and have fun. Adult learners tend to be a competitive bunch —they enjoy winning and seeing positive end results. Oftentimes, they are mesmerized when they reach a solution and realize it was in front of their eyes all the time. By applying neurolinguistics principles when delivering brain teasers, trainers and professional educators can maximizing the learner’s response and enhance engagement and participation in the classroom.These techniques can be used in nearly any aspect of learning and teaching, including self-management, presentation skills, use of language for precise communication, study skills, classroom management, teaching design, and so on. Such principles assume that all educators influence learners’ responses through their use of space, language, and so on, regardless of whether they are using neurolinguistic programming (NLP). Indeed, many will do so without being aware of it, and may unintentionally use space in ways that negate rather than support educational objectives.Know Your AudienceNLP makes the assumption that the learners’ experiences are a result of what they see, hear, feel, smell, touch, and taste. NLP suggests that people develop a favorite representational system, which is predominantly visual (seeing), auditory (hearing), or kinesthetic, also called “VAK.”A trainer or facilitator can easily detect their audiences’ representational system preference by examining which representation systems someone is using. Paying attention to eye movement gives you clues as to whether a person is thinking in terms of images, sounds, or feelings and movements. Paying attention to the cues gives you more nonverbal information about people.With that in mind, a trainer will be able to choose what games, activities, ice breakers, or brain teasers would be more appropriate to a specific audience. This will empower them to modify the pace and format of some activities based on main representational system preference of the audience.Below is a quick guide to identifying such cues. Mini Achievements Lead to the Big PrizeSometimes the biggest obstacle to learning is that the amount or scope of material is overwhelming to the learner. Knowing how to “chunk” material into more manageable sizes makes the task more achievable for learners. Allowing learners to accomplish many small achievements builds confidence and may encourage participation and greater success during more complex and meaningful activities. If using a big activity with a lot of bells and whistles to help the learners understand training content, make sure you help them become champions during the activity.There Are No Failures or LosersBrain teasers during ice breakers, games, or interactivities will be the best time to build rapport with learners. Some learners will be less successful than others. That will be your chance to identify what is not working and to offer feedback that will help learners perform better later. Indeed, any failure should be seen as a feedback opportunity for future success. Activities designed for a specific learning solution will be an excellent “fishbowl” opportunity to the trainer. You can observe and get to know your audience and identify the positive intentions in your students' behavior. Even when behavior is poor, remember the positive intentions— they create positive choices.TakeawaysAll your actions as an instructor speak loudly to your audience. Tactical communication is necessary for ultimate success. While ice breakers and games can be fun and educational, they also should be used as strategic time to be able to practice some NLP principles:Identify your audience preferences.Examine your audience to customize training content and activity delivery.Enhance audience engagement and confidence by allowing them to achieve several goals during the learning process.Build rapport and with your audience and find chances to give them feedback, explaining that there is no failure, only a chance for personal improvement.ReferencesBandler, R. & Andreas, S. Using your Brain for a Change. Moab, Utah: Real People Press, 1985Bandler, R. & Grinder, J. The Structure of Magic: a book about language and therapy. Palo Alto: Science and Behavioural Books, 1975Bateson, G. Steps to an Ecology of Mind: Collected Essays in Anthropology, Psychiatry, Evolution and Epistemology, Revised ed. Chicago: University of Chicago Press, 2000Bostic St.Clair, C. & Grinder, J. Whispering in the Wind. Scotts Valley, CA: J & C Enterprises, 2001Churches, R. & Terry, R. NLP for Teachers. Carmarthen, UK: Crown House, 2007Dilts, R., Bandler, R., & DeLozier, J. Neuro-linguistic programming: volume 1, the study of the structure of subjective experience. Soquel, CA: Meta Publications, 1980Henwood, S. & Lister, J. NLP and Coaching for Healthcare Professionals. Chichester, UK: John Wiley & Sons, 2007Tosey, P. & Mathison, J. (2003). "Neuro-linguistic Programming and Learning Theory: a response," The Curriculum Journal. 14, 361-378Tosey, P. & Mathison, J. (2008). "Neuro-Linguistic Programming as an Innovation in Education and Teaching", Innovations in Education and Teaching International. 47. 317-326Vermersch, P. (2004). "Prendre en compte la phénomenalité: propositions pour une psychophenomenologie", Expliciter. 57, 35-46

Stop the Brain Teasers and Start the Brain Challengers

A recent national Human Relations survey by HRVoice.org of hundreds of Canadian companies revealed that managing change and increasing leadership capacities were key objectives of 2012.  This finding has been echoed by several companies which have acquired the services of Marketplace Chaplains International to help achieve those goals. The study conducted by Ian J. Cook, CHRP, and referenced in the May 2012 issue of HRVoice.org showed that HR professionals were concerned with attracting and recruiting staff and increasing employee engagement, as two of their top three priorities this year. Gary McCormick, vice president and geeral mnager of Jet-Lube of Canada Ltd., based in Edmonton, said having a Marketplace Care Team serve his company since 2011 has been a huge help in achieving their HR goals for this year and beyond. “When problems happen, they don’t play favorites in the company,” McCormick stressed. “You’ve got to have someone to turn to, and the Employee Care Teams have been a big help. I think anyone (company) can benefit from this.” Marketplace Canada, as part of its overall international division works with dozens of Canadian companies from one end of the huge country to the other, serving as another key component in an executive’s toolbox, as part of a growing strategic plan that is used by more than 500 client companies in five different countries.  “I want to help my employees,” said Steve Troyer, CEO of Troyer Ventures, Ltd., based in Fort St. John. “However, I wanted someone to help me make it deeper, wider and more effective. “I’m still the, ‘boss,’ who hires and fires workers so sometimes my people don’t want to talk to me about their personal problems. I’ve found they will talk with a Care Team member, a third party, as an insider, but still an outsider.” Among the other findings of the annual HR survey was that in 2012 managing change will be a key component in the workplace along with increasing leadership capacity in a fast paced and ever changing reality to the way organizations do business. It’s about being there for people when they need a friend, being real and impacting our employees,” said Bud Loewen, owner of Columbia Cabinets of Abbotsford, British Columbia. At the top level of company expenditures for this year was employee recruitment and retention, a hefty 16% of the total company expenditures. That’s especially important to company leaders like McCormick who uses the Employee Care Service as a benefit to help recruit new employees and retain current ones. “We’ve been having sort of a tough time finding some qualified people in one or two places, but I think having a Care Team helps with employee retention.  I don’t know what they are taking with employees about, but I know they are here twice a week, helping and listening to our people.” “Marketplace Canada has clients in New Brunswick, Ontario, Alberta and British Columbia,” said C. G. Maclin, international vice president and Canadian national director.  “We are reaching out to businesses to further expand service and seek to provide excellent employee care for more companies and their employees.” For more information on this fast-growing corporate strategic initiative, visit www.mchapusa.com.

G. John Cole

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