A few people have asked me what I do now that I have completed the coaching training. Currently I have just started with two new clients and will soon sign up at a charity to offer coaching as well. I am very excited about it and will provide periodic updates on this journey in the future. Thank you for asking :>

On receiving feedback, here is some good advice from Eric Parsloe and Melville Leedham (Coaching and Mentoring – Practical Conversations to improve learning, 2nd Edition 2009, Kogan Page, p.129)
• Listening actively, concentrating and being receptive; this will make it easier for the giver to be honest;
• Clarifying and testing their understanding of what is being said;
• Not reacting defensively or trying to just their behaviour;
• Spending some time reflecting on the feedback received;
• Thanking the person for the feeback.

I came cross the following material on how to learn from feedback and would like to share it with my readers (Starr, Julie, The Coaching Manual, 3rd Edition 2011, Pearson Education Limited, p.288)
“Now, on your own, sit down with a piece of paper and write answers/notes to the following questions:
> What did I learn about myself from that conversation?
> What will I do differently as a result of that conversation?
> What was good about the way they gave me feedback?
> What didn’t work about the way they gave me feedback?
> What can I learn from that? e.g. what principles will I use when giving feedback now?
Think also about how the conversation was useful to you generally. What was it like seeing yourself through the eyes of the other person?”

1) Drive/Motivation/Determination
2) Talents
3) Hard work
4) Luck (at the right place at the right time)

We often wonder how people became so successful without realizing and acknowledging what is behind it.
It is simple but not easy :>

A couple more thoughts on how to process feedback. Here comes part 2:
3) Differentiate facts from opinions and observations.
4) Look for lesson(s) from the feedback. Sometimes you need to filter it and distance yourself to “discover” interesting elements of the feedback. They may be leads and pointers to other important revelations.

Some initial thoughts on how to process feedback. Here is part one:
1) Though feedback may be personal, don’t take it personal. Each feedback giver comes from a different background and perspective, therefore with all the best intentions in mind, the feedback may not be 100% objective (May I borrow a jar of salt from someone?). Regardless how good or how bad the feedback is, take a step back and don’t get too excited or defensive.
2) Take your time to process the feedback. If you have doubt, simply say “It has been noted” and leave it as that. No need to start a big debate. You don’t have to give your response straight away.

Today is the second day of the London tube strike and I had to walk to work. Many people walked hours to work as the buses were so crowded and roads were congested. We might have to bring Margaret Thatcher back to life to put a definitive end to this mess.

I have reached my personal book sales target of 300 paid copies over the weekend!
A great heart-felt gratitude to my friends and family that have given much more support and encouragement that I could have even imagined. The 12-month target has been reached 3 months earlier (end of Sep is the first anniversary of book publication).

High Fives, Kisses and Hugs :>

To be politically correct and sensitive to my British friends, I will only direct my greeting of “Happy Independence Day” to my American friends and their families. All I will add is a brilliant decision was made on 4-Jul-1776! Did someone say “ouch”?

Today marked the end of my coaching training as I had my last session with one of my 3 clients (volunteers). I was very much encouraged by her kind words (for confidentiality, I can’t disclose more details). In addition, she mentioned she will consider to be my first paid client and spread the good word among her friends. A new chapter will begin soon :>