24. Mar, 2019

Thank you Aeromexico for inviting me to the Forum.

Definetively Aeromexico is ahead of many other companies. 

As I said during the forum , I wish that in a few years time my daughter is not in one of these panels. That would mean that there is diversity.Noy only of men and women , but LGBT, all religions, races and thoughts.

Let´s look for the talent , no matter other conditions.Full stop.

However, we need to SHOW UP.

I strongly recommend you to watch Sheryl Sandberg's TED Talks:

https://www.ted.com/talks/sheryl_sandberg_why_we_have_too_few_women_leaders?utm_source=tedcomshare&utm_medium=referral&utm_campaign=tedspread

Yes,  we have slowly and steadily made progress, earning increasingly more of the college degrees, taking more of the entry-level jobs, going into previously male-dominated fields, moving up each step of the ladder. But there is one big exception to this improvement -- the top jobs. Thirty years later, we have not come close to holding our proportional share of positions of power in any industry.

We need to ask ourselves what is within our area of control? Should we just complain or should we take an active role and control our futures?

Sheryl offered three messages to women who want to stay in the workforce: (1) Sit at the table -- have the confidence to reach for opportunities; (2) Make your partner a real partner -- share responsibilities at home so you and your partner can both pursue careers; and (3) Don't leave before you leave -- challenge yourself at work so that when you have a decision to make, there are compelling reasons to stay or come back.

I acknowledge it is not easy but if you want to be part of a change , you need to lead the change.

Dedicated to all women. Either with a leader position at home or at work.

Nieves

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8. Mar, 2019

I am a feminist but a feminist , like most, that doesn't want to step over men. It is about diversity and not stepping over the others to make you been heard.

A feminist that wants balance .

A feminist that supports freedom and diversity of thoughts ,sex, religion and race.

I believe in diversity. The diversity I haven't always experienced during my personal and professional life.

Personally speaking I can see there is still much to be done in the world . And , sometimes this unbalance is deeper in some societies that you would call ''developed''... surprinsgly enough.

I am married with an amazing man from a country  that everyone would wrongly assume are macho society. And yes, at the beginning he didn't know how to iron or do things at home ( like most of men and nowadays let's be honest, men and women! ;)) And it took me several years of wearing faded and wrinkled clothes until he learned how to use the washing machine and do the ironing. I could have done it myself ? Of course.That is the easiest thing to do but it is one of the problems a lot of women have. We are perfectionist and we prefer to do it all our way . That doesn't help!

Our previous generations' (mums and dads!) actions brought us here and now it is up to us to make the change we want to see in the world.

Professionally  speaking I can say that since I was 18 I have been surrounded  by men in meetings, preparing strategic business plans , when flying in business class cabins(rarely you would see a women), in business lunches and golf events . And in my first job ,when I was 18, I was told by a colleague to stay at home cleaning dishes! The man who told me that , after few months, became one of my best friends and supporters. And no, I didn't have S* with him. I just had the courage to speak up , sit down in front of the table and continue doing my job always the best way possible way. Like any men or women would or should do.

Even my HR manager was not treating people equally! But there was another reason behind that behaviour . My ex colleagues probably now who  I am talking about;)

Sometimes I wanted  to give up but I didn't.

I had the courage to continue and yes I went to golf and lunches and I even smoke a cigar and wear a tie( I have to say I enjoyed that and even ended up designing my own ties;))

I had 2 pregnancies and after having my 2 wonderful kids for more than 2 years I went to work without having a minute of sleep. Could I have stayed at home during a sick leave to rest during the pregnancy ? Yes. Could I called sick when not having enough sleep? Of course. But I didn’t. I didn’t because we all have an obligation to lead by example for our cause. Whatever your cause it. Feminism , LGBT movement ,life matters or just give a good example to your kids ...

I seated at the front of the table. I went out of my comfort zone.

It hasn’t been easy like many people would think.

I started from the very bottom and I managed to get where I wanted to be, showing up and following my personal and professional values, loving and being loved by my family.

Living in different countries ,having different Leadership roles, leading large ,small and diverse teams, living abroad , opening my business abroad, becoming an author with my first book written in English being a non native English speaker, studying my Master in Corporate and Executive Coaching ( results coach as lots of clients call me now)  and speaker. And first of all partner and mum.

This was not easy. I had to claim diversity and respect. Or I could have given up. But I didn't.

Many women from previous generations, included my mum, had a lot of courage but not the one to speak up. And that’s ok. They won their own battles .It is our time now and we need to do it for them, for our daughters and for our sons so they can grow up in a word with diversity of thoughts, sex, religions and races.

It is the day of the diversity. You can do it as well. We all have a responsibility to make this world a better place. And everything starts with small actions.

I know there are other major problems in the world and by no means I am saying it is easy. I am just saying that every single and small action helps. It is about winning the battles to win the war.

My first post was exactly 2 years ago . I wanted to  launch my business in Women's day.  And here I am again

Thank you for your support and for your courage speaking up for diversity. Men and Women. LGBT community. Any Race. Any Religion.

To help man and women to achieve whatever they want in life, my contribution to the world is to help you reach your destination.  For that purpose I wrote my book

#ScrewProcrastinationTakeAction: 3 SIMPLE STEPS TO GET WHAT MATTERS DONE AND REACH YOUR DESTINATION.

And today  I want to give you a GIFT.

UNTIL SUNDAY NIGHT!!! To celebrate the Day of the Diversity , you can get my Ebook for 0.99 . Amazon doesn’t allow it for free .SORRY !

But If you buy the paperback you get the Ebook FREE!

Let's work together

Good Vibes

Nieves

2. Feb, 2019

Great leaders are known for their vision, their ability to make tough decisions and inspire their staff. But what does this mean in practice? Here are 12 things great leaders never do.

1. They don’t put things off

A real leader knows when to make decisions and to take appropriate action. They also know that keeping all options open is a sign of weakness.

2. They don’t listen enough.

If a leader is not prepared to listen actively, then there’s something wrong. Many so-called leaders are so confident of their infallibility that they never really listen. They also make a pretence of listening which may result in a premature assessment and poor decisions. The result is they lose their employees’ trust, confidence, and loyalty.

Successful leaders know how to listen with empathy. They are also willing to answer questions, clarify issues, and respond to concerns.

3. They don’t sit back and relax

Many leaders seem to be satisfied with achieving moderate success and take it easy, once certain objectives have been reached. The founder of IKEA, Ingvar Kamprad, once said, ‘The most dangerous poison is the feeling of achievement. The antidote is to every evening think what can be done better tomorrow.’ The intelligent leader knows that striving for better results and greater success is the key to a successful business.

4. They don’t know how to communicate

Many managers fail to inspire their colleagues. They lack the skills in communicating the company’s vision, policies and strategies to their employees. The result is that teams work badly.

Great leaders spend some time in organizing what they need to communicate and the best way of doing it clearly. They know that this time is well spent and will pay off handsomely in the long run. They also realize the potential of multi communication platforms such as Facebook, Twitter and Linked In to maximize contact.

5. They don’t know how to delegate

When poor leaders do not know the strengths and skills of each team member, they find it practically impossible to delegate.

Proper assessment of each member’s abilities is the key to successful delegation. Staff feel involved and valued.

6. Their values don’t reflect the company’s ethics

All too often, ineffectual leaders do not share the values and company’s ethics wholeheartedly. No surprise to learn that their teams lack inspiration and are satisfied with mediocrity.

The most successful leaders are totally convinced about their company’s values and are committed 100% to following these through in their business relations. There is total transparency in their staff assessments, business dealings and their hiring and firing.

7.  They don’t view setbacks negatively

‘Obstacles are those frightful things you see when you take your eyes off your goal.’- Henry Ford.

Uninspiring leaders are often fearful of obstacles and this may very well delay their decisions and affect their action plans negatively.

Dealing with setbacks and obstacles is no stranger to the successful leader. He steers clear of those colleagues who were cautious and can now say that they knew X would happen because of Y. He will never play the blame game, either with himself or his staff.

8. They are not emotionally intelligent

Many business leaders and executives display an astounding ignorance or a lack of awareness of emotional intelligence. They are not even aware of EI and what it involves. They fail to realize the damage done by not being able to control their emotions. They fly off the handle at the slightest provocation and they are socially inept. They shout and criticize people openly and they do not make any effort at all to hide negative and harmful emotions. Staff morale plummets and there is a fearful and threatening atmosphere.

Successful leaders know how to control their emotions and they are calm in a crisis. They are also aware of their staff’s moods and emotions when faced with setbacks and know how to praise and encourage them, whether things go well or badly. This is the atmosphere where motivation will thrive and positive staff relations will soar. Learning how to resolve conflict and improve communication will help any business to flourish. You can only do that by being emotionally intelligent.

9. They don’t see the value of feedback

Everyone craves praise and recognition after a job which has required effort, thought, dedication, patience, and sweat. Poor leaders tend to be mean with praise but also cannot be bothered to give constructive feedback.

The best leaders know when a person needs help and they will care enough to give the help and encouragement needed for success. If it is done helpfully, it can transform a mediocre employee into a high performing one.

10. They don’t think outside the box

Poor leaders tend to micro manage and oversee every little detail. This stifles creativity in their employees.

Brilliant leaders know how much leeway and responsibility they can give their employees, without ever having to supervise and suffocate. The results will speak for themselves and employees will respect you for the confidence you showed in them.

 ‘It is better to lead from behind and to put others in front, especially when you celebrate victory when nice things occur. You take the front line when there is danger. Then people will appreciate your leadership.’ – Nelson Mandela.

11. They don’t seek advice

Weak leaders always want to display how much they know and how they are on top of the job. This means, in reality, that they rarely seek the advice of colleagues because they are so intent on maintaining their position of authority.

Wise leaders know instinctively that their employees can be a source of inspiration, ideas, and even sound advice. They know that they need to learn too.

12. They don’t see the value of excellence

‘Be a yardstick of quality. Some people aren’t used to an environment where excellence is expected.’ –Steve Jobs

Simply put, great leaders are dedicated to excellence in everything they do. This can range from innovation, staff relations, communications, goal setting, giving feedback and making tough decisions. The pursuit of excellence is the simplest way to describe great leadership.

I would love to hear from your experiences with leadership. Please share!

All the best

Nieves

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27. Jan, 2019

Most of the times organisations do not recognise how poor leaders affect their company. It is not tangible but they actually cost a lot of money.

See below 7 ways!

1. They don’t set clear goals with their people.


About 70 percent of people want to have goal-setting conversations
often or all the time, but only 36 percent actually do. When
managers aren’t skilled in setting goals that are specific, trackable,
relevant, attainable, and motivating, the result is multiple priorities,
unclear action steps, and poor line of sight on how work contributes
to larger objectives.
“All good performance begins with clear goals,” is a favorite
saying of best-selling business author Ken Blanchard. Blanchard’s
recommendation? Identify 3 to 5 key goals for each employee and
make sure they are written down. Goals that are written down are 18
percent more likely to be achieved. Writing down the goal also makes
it easier to review

2. They don’t align goals to team, departmental, and organizational objectives.


Only 14 percent of organizations report that their employees have
a good understanding of their company’s strategy and direction.
When people don’t know where their company is going, they can
end up working on projects that are out of step with organizational
objectives.
Make sure all team members are working on the highest-priority
tasks. Ask managers to check in and review priorities with
their people. Make sure the work is meaningful, on target, and
contributing to overall organizational goals

3. They don’t check in on progress.


More than 73 percent of people want to have goal-review
conversations often or all the time, but only 47 percent
actually do. And 26 percent say they rarely or never
discuss current goals and tasks.
What gets measured, gets managed.
Research conducted by Gail Matthews, professor of
psychology at Dominican University in California, found
that people who write down their goals, share them with
someone else, and have regular weekly check-ins are 30
percent more likely to achieve those goals than people
who do not.

4. They don’t provide feedback.


Research shows that 67 percent of people want to have performancefeedback
conversations often or all the time, but only 29 percent actually
do. And 36 percent say they rarely or never receive performance feedback.
Without feedback, people don’t have a way to make course corrections or
to know how they are doing until it’s late in the process. No one feels good
when work has to be redone because of a lack of feedback along the way.
According to executive coach Joanne Maynard, a few key attributes of good feedback are
• Focus on observable behaviors, not personality traits.
Feedback should be clear and directive and should focus on
concrete actions.
• Keep a positive end goal in mind. Paint a positive picture of
the desired outcome that gives people a vision to work toward.
• Offer to be an accountability partner. Change is hard. Offer to
provide appropriate direction and support as needed.

5. They don’t adjust their style based on the needs of the employee.


Nearly 54 percent of managers use the same style of
leadership for all people in all situations regardless of
whether a direct report is new to a task or already an
expert. Half the time, this results in a manager either
oversupervising or undersupervising.
The best managers tailor their management style to the
needs of their employees. For example, if an employee
is new to a task, a successful manager will use a highly
directive style with clearly set goals and deadlines. If an
employee is struggling with a task, the manager will use
equal measures of direction and support. If the employee is
an expert at a task, a manager will use a delegating style on
the current assignment and focus instead on coming up with
new challenges and future growth projects.

 

6. They don’t listen.


When The Ken Blanchard Companies asked 1,400 people the
question “What is the biggest mistake leaders make when
working with others?” 41 percent of respondents identified
inappropriate communication or poor listening.
Here’s a three-step model designed to help managers slow
down and focus on what people are sharing.
• Explore—ask open-ended questions such as, “Can you tell
me more about that?” or “How do you think that will go?” or
“What does that really mean?”
• Acknowledge—respond with comments such as, “You must
be feeling …” or “So, if I’m hearing you correctly, what you’re
saying is ….”
• Respond—now that you have a good understanding of the
direct report’s point of view, you can carefully move forward
with a possible response.

7. They don’t change (without training and support).


A majority of new managers—60 percent—underperform or fail
in their first assignments. Worse yet, as Harvard researcher Linda
Hill has found, managerial habits developed by new managers
often continue to hobble them for the rest of their careers. With
two million people stepping into their first managerial position each
year, it’s critical to get people the training they need.
Unfortunately, research by Zenger Folkman shows that most
managers don’t receive formal training until they are ten years
into their career!

 Does it sound familiar?

 

Good vibes.

Nieves- Personal, Corporate & Executive Coach

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20. Jan, 2019

Leadership is not a position or a title, it is action and example

The work world is tough: Wake up, go to work, deal with the boss (or if you are the boss, deal with everyone), make money (ideally to make more this year than last year), come home, manage personal life, go to bed, wake up, repeat. That's plenty to deal with every day. Why get fancy (and waste time) by trying to also understand WHY you need to be a strong leader?

If you are a leader you need to understand how your work impact others and WHY did you become a leader on the first place?

Being a Leader is inspirational and tough at times so here a brief summary of what makes a great leader?

What makes a great leader?

Inspiration. They’re inspiring. They bring out the best in their employees. They don't micromanage. They create a positive workplace culture and give people wings to soar.

Integrity. It’s one thing to rouse employees with a moving speech, but to actually get employees to trust them is another thing. Great bosses are trustworthy. They’re accountable. They expect everyone to take responsibility for their actions, most of all themselves.

Humility. Great leaders don’t surround themselves with "yes employees." or need their ego to be constantly stroked. They consistently seek opportunities to help and serve others.

Empathy. Leaders who possess this trait are not only interested in the bottom line, but the people responsible for the bottom line. They understand the needs of their followers.

Decision-Making. They are great decision makers. They welcome honest feedback and are not afraid to seek out differing opinions, because their focus is doing what is best for all.

Support. They invest in people. Such managers push employees to grow and develop. They recommend and provide opportunities for staff to reach their full potential.

Humor. Running a business is no joke, but an amazing boss has to be able to see the humor in things. They are strong but light hearted. They don’t take themselves too seriously and put their employees at ease especially in tense situations. They have a great sense of humor.

Appreciation. They appreciate employees. Their passion is people. They make everyone they come into contact with, feel valued. When employees have a boss who truly appreciates them, they are willing to go the extra mile to ensure successful outcomes.

A good boss is better than a good company. A good boss would discipline you, train you, develop you.”  -Jack Ma

A bad boss can make you sick. Studies show having a bad boss raises a worker's chance of having a heart attack by as much as 60 per cent. High levels of stress is directly linked stress with atherosclerosis, the disease of the arteries that in turn causes heart disease. What was it about a bad manager that increased the risk of heart disease? The stress and anxiety caused by unfeasible targets, lack of support, unfair practices and threats of punishment.

There is an abundance of bad bosses in the workplace which account for employee engagement being at an all time low. Self-serving leaders can be both destructive and ineffective. Employees yearn for good bosses. A recent study says that 56% of employees would turn down a 10% raise to stay with a great boss. Most companies don't currently think about great managers as a benefit or publicize that benefit to prospective employees, but this is the best incentive in retaining good employees. All the money or benefits in the world will not retain good staff if they have a bad boss who makes their time on work miserable.

Type YES if you agree!

All the best

Nieves

Author of #ScrewProcrastinationTakeAction: 3 SIMPLE STEPS to get what matters done and reach your destination