Category: Executive Coaching

The importance of mentors and key influencers

The importance of mentors and influencers

Don’t take longer than the next man to get where you want to get to!

Everybody should have a mentor, someone who offers experience, wisdom, guidance, and encouragement, and demonstrates superior leadership. Why struggle to work everything out for yourself? Why learn from your own mistakes when you can learn from somebody else’s? Why take ages doing everything the long way round when you can skip a lot of mistakes by listening to somebody who has already made them?

A survey of Fortune 500 CEO’s found that 75% cited mentoring as one of the top three key factors in their career.

‘Mentoring is a brain to pick, an ear to listen, and a push in the right direction.’ by John Crosby.

HOW TO FIND MENTORS

First of all find the right fit for you. Think about where you are in life and where you want to go. What do you want to learn? Determine the what characteristics / personality traits will inspire you? Choose somebody who is at least 10 times more successful in your field than you are.

Pay for the mentor if you have to. Most likely you will be able to find a mentor who will help you for free. Maybe you could swap / trade professional services with them and help each other.

Be willing to commit for the long term. The longer a mentoring relationship lasts the more successful it will be. There’s not a lot you can learn from 3 or 6 months of seeing someone once a month. The true value comes in long relationships where you really get to know one another and become true supports and most likely long term friends.

Great mentors can be found in all kinds of places and most likely outside of your current workplace. Looks at business associations in your area, non-profit organisations, your college or university within your family, family friends and your personal network. Remember the concept of 7 Degrees of Separation. All living things and everything else in the world are six or fewer steps away from each other. A chain of ‘a friend of a friend’ statements can be made to connect to anyone else in just six steps. Look to your personal network, talk to people and see where it takes you. You could easily find that in no time you are connected to somebody extremely successful in your field who could help you enormously.

The importance of mentors and key influencers

WHERE TO FOLLOW KEY INFLUENCERS

As well as finding one or perhaps two or three mentors each with different skills and experience there are what are now known as key influencers to learn from. These people are at the very top of their field, the créme de la créme and are writing and sharing their thoughts and ideas around all kinds of topics writing articles on linkedin pulse. Articles about family, business, politics, social, workplace, leadership, personal development. Here you can follow the likes of Bill Gates, Angela Ahrendts, Liz Ryan and Mohamed El-Erian.

Linkedin – linkedin isn’t just a place to share your cv and connect with people you’ve worked with or want to work with. Check out Linkedin Pulse where influential thought leaders share their thoughts and ideas on various topics. https://www.linkedin.com/pulse/feed/channel/leadership_and_management

10 Thought Leaders You Need to Follow Nowhttps://www.inc.com/the-muse/10-best-linkedin-influencers-you-should-follow-today.html

Here is a beginners guide to learning to be a publisher yourself on linkedin  https://blog.hubspot.com/marketing/linkedin-publishing-beginner-guide

‘I seem to arrive more firmly at the conclusion that my own life struggle has had meaning only because, dimly and perhaps incoherently, it has sought to achieve the supreme objective of ensuring that each of us, without regard to race, colour, gender or social status, could have the possibility ‘To Reach For The Sky’ ‘

Nelson Mandela

choosing habits success

Habits – Choosing Successful Habits for Self Development…

 “We are what we repeatedly do. Excellence, then, is not an act but a habit” Aristotle

Habits are certain embedded patterns of thought or action. Something we replay over and again automatically. They can be conscious or unconscious actions. Procrastination is a particular habit of mine. It took me ages to get my act together to write this blog post today..! 

The advertising industry has long understood how to introduce consumption of products to us via Inculcation – repeated messaging until our subconscious demands we buy anything and everything with Peppa Pig splattered on it – seriously, watch the trance kids go into anytime the famous pig is on TV and the consequent “must buy impulse” triggered when they see related merchandise. For my own part I have managed to make cycling, herbal tea and yoga regular habits. But I’ve also started cracking my knuckles and still get the odd chocolate bar in. Maybe every time we succeed in introducing a positive change we also get a corresponding negative habit to balance things out..?

Established Patterns

“Bad habits are like a comfortable bed, easy to get into but hard to get out of” Anon

Changing or breaking any habit needs to begin with awareness and identifying these repeated patterns or routines that exist. This can be trickier than it sounds as our ego does its utmost to reject that smoking twenty cigarettes per day is actually an entrenched pattern resulting in self deluded commentary such as “Oh smoking? No that’s not a serious habit for me. Honestly I could give that up easily. No, I need to focus on my habit of never calling people back, it’s terrible.” These are deeply entrenched and defensive positions – it’s taken potentially hundreds, thousands of repetitions to establish the current habit – where we fear being exposed, losing our not so secret crutch and dread our world changing forever. Change however, is the only constant.

Going to the gym regularly, meditating for 15 minutes in the morning…. are all habits too. It’s just that they result in positive and societally approved change. Which is why we desire them but they take commitment and hard work so just one more pint and fag and I’ll catch you up on that hill run..promise..!

Charles Duhigg’s illuminating book How Habits Work http://charlesduhigg.com/how-habits-work/ cites the trigger, routine, reward loop which goes a bit like this:

1. Trigger that kicks things off

2. Routine ie. the habit/behaviour itself

3. Benefit received from the action/behaviour

Changing Behaviours

As this is the way in which habits bcome cemented within us, it is also the way to establish new behaviours. So if the sight of a Crunchie wrapper near a waste bin in the street means we have to get that sugar hit NOW as an immediate Pavlovian response is activated, then similarly we need to consciously introduce different visual triggers into our world – a bowl of cashews next to the fridge, satsumas next to the pc, gym kit ready and waiting next to the door etc. if we are to ever change our ways.

As is well documented sheer willpower alone doesn’t work for most of us. We are magnetically pulled back into our well practiced old behaviours unless we go out of our way to create systems that actively promote the new way of doing things. A self created advertising campaign aimed at just ourselves.

Coaching as a Solution

“All bad habits start slowly and gradually and before you know you have the habit, the habit has you” – Zig Zaglar

Working with a trusted coach can help to identify existing habits, clarify new goals, work out the road map to achieving those goals and crucially provide ongoing support and guidance. Is it any surprise then, that most successful people and many of those in positions of leadership use executive coaches to help them in reaching their goals? Not really.

 

Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

 

office politics blame game

Office Politics – 5 Steps to End the Blame Game…

“Hell is other people” – Jean Paul Sartre

Office politics – we’re all used to this at least playing out in the background of the workspace like a constant din where different personalities crash into each other – if we’re not directly involved ourselves that is. So, how do we set about nullifying poisonous office politics and creating a more wholesome atmosphere?

1. Start with the heart – get everything out in the open. Yes, it’s easier said than done but what’s the alternative? To let toxic office politics get even worse until people start handing in their notices? Allow everybody to say what they need in an open a way as possible. Everyone in the team or department will either be involved or aware of issues and conflicts. So, it’s vital that everybody speaks and equally vital that you as a leader listen and accept that everybody has a right to their own perspective.

Emapthy is Key…

2. As with all conflict resolution, plenty of empathy and understanding is needed from the leader/manager in such situations. Also, it’s advisable to ask short, open questions to unearth information, get specifics and show that you care and want the best for all involved.
3. Then comes the hard part. Take responsibility for your failings that have contributed to the malaise of office politics. This will set a standard and shows that you’re human. Too many managers and leaders chuck edicts from the anonymity of their cosy managerial office without getting stuck in. In short, if you want them fixed then take ownership of the problems.

Re-Focus Goals…

4. Re-focus the goals – what were those organisational, team and individual goals that everyone was working towards or at least supposed to be working towards? Emphasise the individual goals – ie. what’s in it for everybody. This should be the main motivator to get things back on track.

No Repeat Office Politics…

5. Now everyone can see the wood for the trees and issues have been owned, it’s time to ensure that things don’t go the way of those toxic office politics again. The best way, once again is to involve all the team members in contributing to the best way forward. Once agreed it’s up to the manager/leader to take the reigns in monitoring how things are going and to offer coaching and expertise when/where needed. In other words, frontline leadership.
Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

feedback is crucial

Feedback – Receiving is as Crucial as Giving…

Feedback is important as we all know. Both giving it obviously and perhaps less obviously the manner in which we choose to receive it. We all know that giving effective feedback is important and a valuable leadership skill worth developing. Less is said about receiving it though. People are often resistant to receiving developmental feedback, especially if coming from somebody they have had a difficult relationship with. We can however, develop the skill to receive it within ourselves, to the point where we can take positives and worthwhile developmental feedback even when it has been badly delivered.

How To Receive Feedback…

1. By raising our awareness of our own typical behaviour or reaction in given situations. This is far easier said than done as it requires huge self awareness and a level of objectivity about self that few truly possess. However, if I always react with inward derision when say Jeff the manager says anything, then feedback from Jeff tends to be met with the same derision. If I can raise my awareness of this tendency and then try to filter it out when Jeff gives me feedback, then I stand to gain from any valid points he may make as I’ll be open to actually receiving them. 

2. It is quite possible that somebody I don’t like can give me effective feedback which I reject out of hand because of who they are. Pretty much all our interactions with others are subtle status transactions. Therefore, it’s important to try to separate message from messenger as best we can. I should try giving myself the relevant feedback in advance of meeting up and as though I were Jeff – What is he likely to say? Why? Based on what? How accurate a reflection do I think that is? Remember that we actively choose to like or not like individuals and consequently that colours how we view communication with those people.

Establish Dialogue…

3. Establish dialogue and ask questions about the communication and message you’ve received. Get to the specifics of what has been observed and what specific changes are being requested. That way, you’re far more likely to discover any positives to take away. What was said or done? What was the consequence of that action? Was it all positive or negative? How would you suggest things could be done more effectively? Using simple open questions and a coaching approach will elicit the specifics
4. Ask for feedback informally throughout the year instead of waiting for the annual appraisal or performance review. That way you get bite sized bits of feedback, which are far easier to swallow than than one big load annually and you can act on them straight away which should then improve relationships and results. By taking this approach you’ll come across as appropriately proactive and wanting to learn which generally goes down well too.
We have all received feedback numerous times, regardless of how effectively it was communicated. There is real responsibility for leaders to create a culture where people are mindful of how they receive it as well.
Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

productivity tips

Productivity – Go Further, Faster Tips Part 2

Productivity remains an important facet of getting things done… Here are 10 more practical tips to help you get more done and to get it done better…

Meetings…

1. Have meetings where everyone is stood up – everyone stays awake, engages more and the meeting will be shorter with greater productivity

2. Never book a meeting for longer than say 60 mins max and stick to it. most meetings result in a lot of repetition, so save that time… meetings are time vampires. work gets done in the time available anyhow
3. Do it now. it’s never the right time to start a new project/idea, so just get on with it NOW or it will remain a dream – build it into your goals and then break it down into chunks. These chunks need to appear on your next daily to do list
4. Multi-tasking has never existed, it’s a fiction so stop pretending that you are any good at it. You may be good at flitting between different tasks at best. focusing on one thing at a time will get you further. Then as soon as that task is accomplished move to something else and repeat… This is the way to maximise productivity.

Goal Setting…

5. List long term and short term goals ie. things you want to achieve beyond the usual hum drum daily stuff. Now write your weekly or daily to do lists. Ask yourself if your daily/weekly lists are contributing to your goals. if not, how can you adapt them so that they are? Every to do list should have at least one inclusion of something that will get you nearer your goals.
6. Build an “interruptions window” into your day – it’s inevitable that unexpected issues will arise to knock us out of any well set rhythm. Try to group these interruptions on a separate list and deal with them in during a dedicated 30 mins “interruptions window” just after lunch.
7. Have more face to face conversations and telephone conversations than email. You hear the other person’s vocal tone, stengthen relationships in a way that email cannot and this way you don’t build up a stockpile of emails you have to write, read and then write again which feels like work. Often one real conversation can do the job of a 6 email tennis rally

Just Do It…

8. Just do it – acknowledge any resistance you may have towards certain tasks, situations and people. say to yourself “No, I really don’t want to do this because….” Then, do it anyway. The trick is to not delay and have a whole pointless debate in our heads.
9. Idling time is actually very valuable and a great source of creativity. Just be consciously aware of when you are idling and when you are getting stuff done. Strange to think of this as yielding productivity but don’t underestimate conscious idling time.
10. Clear out clutter – in your office, files etc. keep only that which is absolutely essential. this frees up physical and mental space. Just seeing heaps of old stuff sitting around strangely puts the brakes on progress and productivity.
Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

mindfulness emotionally aware

Mindfulness… How to Be More Emotionally Aware…

Mindfulness seems to be a buzzword of the moment. But putting its “zeitgeistness” to one side, what actually is mindfulness and how can it benefit us?

Amongst an array of definitions, the following is perhaps useful:

“Mindfulness is paying attention to and acknowledging thoughts and emotions as they arise and as they dissipate, thereby savouring the present moment and allowing all else to just be.”

Being In The Moment

Mindfulness is about allowing whatever is taking place within us to take place and to accept that this is happening without judgment and without any internal conversation with ourselves about it. Thereby we live in the only moment that has ever existed, the present moment. To practice conscious awareness is another way of articulating this. Mindfulness is naturally a composite of practices such as meditation, yoga and the martial arts where an inner focus on the breath is fundamental. Thoughts cannot be controlled directly so there’s no point in trying. Equally all thought and emotion is valid and allowable because you are experiencing them.

How To Practice Mindfulness…

So, how does one do it? A simple way to begin is to take 10 minutes first thing in the morning to meditate. Avoid the phone, email, TV, newspaper etc for just a little while. Sit in a comfortable position on the floor, ensure you have quiet around you, place your gaze on a point about one foot in front of you on the floor, smile a little smile and breathe. Now close your eyes and focus on your breathing, allowing all other thoughts, whatever they may be, to come and go like traffic at a roundabout. After a few minutes focus on every sound you can hear around you – breathing, other sounds in the room, the house and then exterior sounds like traffic, passing airplanes etc. Allow your ears to hear these sounds and then let them pass. After 10 minutes, very gradually open your eyes and then slowly get up and begin your day. Congratulations, you’ve just consciously spent very high quality time with yourself and this will act as an anchor throughout your day.
If possible, build a small 5 minute window to do the same as above to help reconnect with that inner peace – especially useful when undergoing stressful times. Many theatre directors will begin a run through in rehearsals with a minute or two of absolute silence before beginning the run, to calm group anxiety. Simple and effective, it seems that often all we have to do is to get out of our own way.
To put in harder leadership terms, conscious awareness or mindfulness refreshes our thought cycle leading to creative thinking and better decision making. We are more prone to listen well to others and practice active listening.

The Benefits of Mindfulness…

1. Enhances productivity, creativity and innovation
2. Fosters a culture of meaningful communication
3. Reduces tension within individuals and within relationships
4. Nurtures the increasingly vital skills of flexibility, adaptability and improvisation
5. Enables us to better manage challenges, pressure and stress
Ask yourself, just how mindful are you? How mindful could you be? Now, are you ready to make the adjustments to gain the benefits?
Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

productivity tips

Productivity – Go Further, Faster Tips Part 1

Productivity and maximising it are essential in a busy world with a multitude of tasks and constantly shifting priorities. Here are a few pointers to help you get more productive.

1. Plan out your list of things to do the night before – you’ll wake up feeling organized and knowing what you have to do

2. Jot down any creative ideas as soon as you wake up – your subconscious has been busy processing information overnight. Trust it. And remember that in order to have good ideas, you first need a lot of ideas
3. Take 3 full slow breaths, hold and then exhale slowly and fully whilst still lying in bed

Meditate

4. Meditate – for 10mins during the day. Sitting down, place your focus on a small object in front of you, close your eyes, breathe, pay attention to your breath as it comes into and out of your body. Allow the myriad of thoughts to criss cross and do what they will. Don’t try to control your thoughts, you can’t. Just acceptwhatever is going on within you and don’t judge it.
5. Hum quietly, imperceptibly as you walk around throughout your day – it keeps you in a good mood and we get more done when in a good mood
6. Delete frivolous apps on your phone – return your phone, tablet, laptop to being a functional device, not your primary source of entertainment tool. Similarily never watch the TV idly – record shows you
7. use the odd 10 minutes here and there to get something done as opposed to checking twitter – make that call or say hello to that new recruit you haven’t spoken to yet.
8. have a proper lunch – not just a rubbish sandwich in triangular plastic wrapping. get out, eat well, meet a friend, move around, have a change of scene

Have Effective Meetings

9. don’t have meetings for the sake of it – half of meetings in business are a pointless waste of time. replace with a quick conversation wherever possible
10. take meetings for a walk wherever possible – mediators often take a heated party in a dispute for a walk and it’s amazing how calming a walk can be. Also, when struggling with a problem and desperately looking for a solution, going for a walk can give a new perspective on the issue
Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

Leadership Development Clients

Emotional Agility… Great Leaders Nurture This…

Emotional agility is a tremendous asset in understanding and influencing others. Great leaders should have the ability to manage their thoughts and feelings. We all have a river of endless thought and emotion flowing through us – there is simply no moment ever, where we find ourselves not having a thought or experiencing an emotion. Managing this flow or nurturing emotional agility is a key attribute of successful leaders.

This never ending inner monologue is composed of all the fundamental emotions, their various deriviatives and a huge menu of contrary thoughts. It took millions of years to create this sophisticated computer system and all these signals are there to support the will to survive – to anticipate issues in advance, adjust in a nano beat our action to suit changing circumstance and ultimately to avoid danger.

Can We Control Our Thoughts & Feelings?

Yet it is impossible to truly control these thoughts and emotions regardless of what many psychologists, kung fu masters or even method actors would possibly have us believe. If we could control our emotions, well we would have nailed it – we would know happiness or euphoria all day, every day. Depression, anxiety and stress would be things of the past and giant pharma conglomerates would have nothing to sell that anyone would want or need.

We don’t fundamentally change who we are in the workplace – some may alter their external behaviour more than others but this repackaging aside, we largely remain ourselves with the same thoughts, emotions, values, actions, reactions, preferences… and so on. In fact with tough deadlines, ambition, competition, limited resources etc all very evident, the workplace is for many a far more pressurised environment where one’s behaviours, based on thought and emotion, become very obvious.

Self-Awareness & Acknowledging Emotions

Picture a manager in an office who routinely becomes angry and screams and belittles his team when a piece of seemingly inadequate work is submitted. Repeated anger when faced with certain trigger points has embedded this behaviour to the point of reflex. This manager could become far more effective, for himself and others, if he could acknowledge the thoughts and emotions that occur, recognise patterns of embedded behaviour, make a conscious decision to accept those thoughts and emotions and then make a conscious decision to behave differently. A clear case of a manager who utterly lacks emotional agility.

Self awareness needs time and space to develop and our manager desperately needs to make that time and space. Only from quiet can come introspection and awareness of the self – the reason there are so many closed eyes exercises in yoga is to take focus deep within oneself. And to some extent he needs to realise that he is stuck in a pattern of behaviour himself. 360 degree feedbacks are well and good but our manager needs to have that realisation for himself if he is ever to willingly make changes.

Pausing, Re-Labelling, Reframing…

Then he needs to be willing to take a giant pause the next time a trigger point takes him to his routine expression of immediate anger. Pause literally for a minute or two and focus on the thoughts and feelings that he is experiencing. It is vital to acknowledge that these thoughts and feelings are taking place. This acknowledging is the basis of mindfulness or meditation and the start point to consciously develop emotional agility.

Equally vital is that he re-labels the thought “my stupid team have screwed up again..” into “I’m having the thought that my stupid team have screwed up again..” Simple but very necessary in creating a little distance between the thought and emotion on one side and the reaction on the other. This re-labelling will allow him to see that these thoughts and emotions are transient. He then needs to accept that they occurred and that he experienced them without any sense of judgement of himself or the team.

Nurture Emotional Agility…

Have the thought, acknowledge that you had the thought, accept the thought and then let the thought leave as freely as it arrived. In doing so our manager would now be able to make a choice in how he behaves, reacts and expresses himself, a choice which hitherto was not available. That is the stuff of emotional agility and of real leadership.

Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

Elevator pitch effectively

Elevator Pitch… How to Pitch Your Idea Effectively…

The elevator pitch strikes many of us as fairly hackneyed and cliched these days. Perhaps we still find it too salesy and pushy as a speculative approach to a potential investor or client who we’ve just bumped into and best left to Americans who generally don’t have the same fear. They, when compared to us Brits at least, can happily steam ahead with their elevator pitch whenever they want. Or so it seems.

There are various approaches to making a favourable impression within just a couple of minutes and that after all is the best you can hope for in a short space of time. So perhaps that should direct your thinking with respect to an elevator pitch.

3 Approaches to the Elevator Pitch

Some choose to give a mini, condensed presentation complete with introduction, middle and ending all within two minutes. A lot for the listener to take on board, can feel stilted and really what are the chances of them remembering all the information that you tried so keenly to cram in.

Others go straight to the heart of the issue knowing that time is pressing in the perfect elevator pitch. This has the advantage of stripping away that which is largely unnecessary given the context but unless very careful in the initial approach, you could come across as overly direct and robust.

Possibly a more effective approach is to establish a two way conversation. After all, dialogue succeeds where monologue fails. This approach favours beginning a natural conversation where you introduce yourself and give just the headline of your idea, project, whatever and then ask an open question and use whatever time there is, regardless of how little, to listen. Remember that it doesn’t need to be over the top flashy or a dramatic performance. Read your audience in the moment – how are they feeling right now? Tired or energised? Adapt your energy to match them and you’ll have a much better chance of being remembered for the right reasons.

Dialogue Succeeds where Monologue Fails…

Do this all in an unhurried manner. In other words aim to have the most effective beginning to a fuller conversation. Far easier for you to do and much better for the recipient. This way, if your idea or pitch was truly of interest, you’ll leave them wanting to know more – which is exactly what you want.

Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication

leader or manager which are you

Manager or Leader… Which One Are You…?

There has been a huge explosion in the number of people with manager somewhere in their job description in the post war period. Everyone’s a supposed manager these days. Arguably, many are under an illusion of importance. When vast swaths of middle management are removed from organisations, usually very little changes begging the question what did they ever do in the first place? But try removing those on the shop floor who actually make the widgets and see how immediately productivity is affected. Also, try to run a large company, football team or school choir without real leadership and notice how quickly the organisation loses its way and stops performing.

There are reams of studies given over to the differences between leadership and management. In brief the manager maintains where the leader develops, the manager administers where the leader innovates and the manager controls where the leader inspires.

Real Leadership

So, perhaps there are only a few positions of real leadership – probably you can only ever have so many cooks – therefore only a few chosen individuals out of the many who call themselves a manager, can ever hope to ascend to the position of a leader. So what are the traits that only those select few have beyond their peers?

The Difference Between a Leader and a Manager

Here’s an attempt at distinguishing the necessary traits between a leader and a manager:

Managers – reactive, controlling, prescriptive, maintaining the status quo, putting in the hours and graft, disciplining, running things, dealing with the nitty gritty, risk averse, authoritarian

Leaders – big picture, creative, inspirational, risk taking, strategic, unique, charismatic, proactive, breaks rules, gives credit.

Many people, possibly most, approach there managerial careers in a manner that means they won’t ever be considered as future leaders. Might be a good manager but leadership is made of rarer stuff it seems.

It almost seems that real leaders have more in common with artists than with hard headed corporate managers which neatly returns us to the notion that art and business have a lot to learn from each other yet.

Sartaj Garewal is the founder of Dynamic Presenting – a creative, leadership development consultancy, adapting theatre training to create leadership programs for business.

Dynamic Presenting – Enabling Powerful Communication