Author Archives: Nabeha

I’m sure you are aware that I have been championing body learning for some time, one of last month’s club sandwiches focused on harnessing emotional intelligence in conjunction with Progressive Muscle Relaxation (PMR) to become a better people leader.

This time, I would like to focus on the work of pioneering body learning coach and my coach educator Boudewijn Vermeulen.

Vermeulen developed a holistic approach to executive coaching that meshed popular communication techniques with body learning. His method led to higher coaching efficacy and speed and to this day is one of the most effective techniques for learning and personal and professional growth.

Boudewijn Vermeulen developed a structured method to improve relationships: the Vermeulen Analysis Model (VAM). His approach involved several aspects that can be grouped into these four areas:

  • structured communication,
  • relationship work,
  • body learning and
  • reflection of experiences.

The VAM builds on the realization that experiences and personal themes materialize in a “critical relationship”. It requires clients to undergo the “experiment”, so to say, and then reflect upon those experiences to form the pertinent theory – this positions the coach as more of a companion than a 1-to-1 dispenser of information.

In light of this emphasis on the journey of the experiment, the self-reflection, and learning, the Boudewijn Vermeulen method is particularly effective at editing relationships which, as previously mentioned, are the mirror of all issues.

When every issue is a relationship problem, it becomes paramount that one understand and analyze relationships all the time with the goal of maintaining and improving them. Under the guidance of a skilled coach, the client writes down their feelings about a relationship: what they regret, what they resent, what they are grateful for, their needs from the relationship and their disappointments and fulfillment.

The coach can then guide and help the client distill these findings to approach the relationship in a positive way again. The method highlights just how crucial it is to dive into the complexity of human relationships. Vermeulen built his method with the knowledge of the deep psychology of Carl Gustav Jung. He also learned from others.

The Vermeulen Analysis Model is something one learns only under the guidance of a coach trained in the method. The key is to incorporate the techniques into your lives through weekly practices and repetition – the only habit can create the kind of self-improvement that lasts.

Communication, enhanced relationships and any type of learning of this sort is something that comes intrinsically to everyone, you just have to listen and learn. That is what effective coaches can teach you: how to listen and learn.

With our busy lives, it can be hard to carve out time in our established routines for these sort of tangential but essential learning activities, which is why I have incorporated all these communications, relationship and body learning methods into the core of the RockMeRetreat

The RockMeRetreat will be offered from 21 November to 28 November 2019. It is a seven-day leadership retreat in Southern Germany, where you will get to network with other Expat Leaders and Professionals and develop your global leader competency.

The RockMeRetreat is designed to amplify your success on your chosen career path and help you move towards the breakthrough you need to become a Rockstar in your chosen field!

Sign up here for entering the conversation with me. If you wish to speak to me directly, please book an appointment by replying to this email.

Kind regards,
Angie.

 

As our workplaces rapidly embrace international professionals and multiculturalism and become more diverse, an interesting development has come to light that I feel needs to be addressed at the earliest: the process of feedback in an intercultural context and how to tackle its many flaws.

These days there is this idea made common in several industries, particularly the tech sector, that abrasive, instant feedback is a way to stop beating about the bush and giving it straight to the recipient, sometimes even in public spaces. The idea being that the pressure created by the ‘tough love’ will motivate employees into bringing out their best, something that even Hollywood has glamorized with films like The Devil Wears Prada.

The reality is that there are issues with providing instant feedback, the most frequent one being that you fail to realize if the issue you are raising is concerning a person’s individual personality, or a cultural trait or was purely situational.

The second common issue is that feedback works differently in different cultures. Basically, your attempt at it may not even register, or come across in a negative manner. Americans, for instance, generally pepper in several positive comments before raising a negative one, while most Europeans are straightforward and critical about the whole thing. In a lot of Asian countries, feedback is discussed implicitly, and only provided in private settings and not in the public workspace. Do you see now how instant feedback could be misconstrued in an intercultural context? In fact, a lot of the latest discussions talk about ending the ‘traditional’ concept of feedback altogether, as it has shown time and again to not help improve performance. You can read about it here.

An important bit from the last paragraph was how feedback was culturally handled in Asian countries, in a one-on-one setting. It is actually now considered a preferable alternative to traditional feedback sheets. Combining that with the continuous feedback style is key to fostering a better relationship between employee and manager. It boosts the turnover rate for improvement as managers no longer have to wait for an arbitrary amount of time to discuss and motivate an employee, then wait another arbitrary amount of time before iterating on that previous session. Any undesirable behaviour or poor performance is not given time to grow as it could evolve into something worse.

One-on-one meetings further help this regular improvement along – these sessions allow for a more candid and diverse discussion that isn’t restricted to whatever rubric was set up on a feedback form. Combined, these two techniques can help managers bring out the best in their employees and build a more positive and constructive feedback cycle that is morale and productivity boosting. It is essential that this entire process be made a conversation, a two-way interaction rather than a session where a manager shares their rating of their employee’s skills. This is especially important as recent research and studies are showing what has been a constant point of discussion: that human beings are incapable of reliably rating themselves or other humans. You can read the thorough breakdown over at the Harvard Business Review, who make a strong case against the current practices of ‘feedback culture’.

Finally, I’d like to build on the concept of feedback but in a slightly tangential way: the idea behind ratings. Specifically, students rating their lecturers or teachers. Ratings have become an integral part of modern culture, we rate everything from food to places to car rides to memes. However, the entire concept is highly reductive and strips context and depth from any situation. For instance, giving an Uber driver driving dangerously a 1-star is not enough of a response, while a 1-star for a shoddy car will not fix whatever was broken in the vehicle. These rating systems are gamifying a complex thing and are fundamentally broken.

Coming back to students rating lecturers, I’m sure you can now easily spot the possibilities of exploiting the system to the detriment of the lecturer. Is a lecturer bad because he gave your essay a poor grade? Does that one poor grade negate an entire teaching period’s efforts? And is the student able to rate the knowledge areas she doesn’t even know existed?

All that nuance is lost when reduced to a rating system. Additionally, most lecturers are working in a gig-based economy, just like those Uber drivers, and they are at the mercy of these broken ratings system. So often those who entertain and let you pass easily will receive good feedback but those who challenge you and make you work harder will get negative feedback. And where do you think you learned more?

Given that we don’t know what we don’t know and our multi-facetted intercultural contexts, don’t you think feedback is overrated and an outdated concept?

Unless there’s an extenuating circumstance, don’t dignify these ratings systems by assuming they’re real feedback.

Let’s work towards reworking the ratings and feedback biases that drive so many of modern workplaces.
In our RockMeRetreat you will learn more about our bias in decision making and how we are less rational than we would like to think.

You will also learn methods that are more effective in helping yourself and others grow to your full potential.

I look forward to having you on board.

Kind regards,
Angie Weinberger

PS: I have a limited number of seats available for the RockMeRetreat 2019. I reserved 28 June and 5 July to discuss your goals and questions for the RockMeRetreat.


Please email l if you wish to have a conversation with me. These meetings are free of charge for readers of the Club Sandwich, RockMeApp users and obviously current clients.

I found myself discussing this topic with a lot of people over the last few weeks, and have decided to break it down for readers in this week’s Club Sandwich. Let’s get right to it!

I want to brief you all about Global Competency and how it is determining the growth of skills in international professionals. As I also describe in the Global Mobility Workbook, ‘Global Competency is the ability to work effectively in a global, complex environment with a high level of stress, while achieving goals sustainably and in accordance with your own resources’. It is a combination of knowledge, attitude, skills, reflected experiences and body learning.

What are these skills? There are a diverse set of abilities that can help your global competency, ranging from developing your language skills (learning a foreign language is great!) to effectively using digital media (Social Media platforms & video conferencing). 

Other skills like analytical thinking, problem-solving and communication skills also help cement your Global Competency. That last one feeds into digital media skills as well, since most modern communication happens over Facebook, Twitter and LinkedIn (and their corporate equivalents). In fact, I believe media competency is critical for any globally active professional in these technology-driven times. As I mentioned last time you can also practice logical thinking through tests and games. My grandma plays Scrabble against herself. She’s doing great and beats me every time with her 97 years of age.

It’s a journey of constant self-improvement that will keep your Global Competency up to scratch! 

You might think you know everything already to get by. I believe though that we all need to engage in continuous, lifelong learning if we don’t want to be replaced by “Virginia Robot” soon.

If you want to develop your skills and keep track of your learning goals you can use the Rockmeapp to do that. As a reader of the Global People Club Sandwich your 12months subscription to the Rockmeapp is free of charge. You will also get a special rate for coaching sessions with me.

I wish you all a productive week.Global Competency also requires rethinking yourself in a global arena. Here are three priorities:

1) Analyze and improve the way you build professional relationships, learn to be an active listener to gain better access to people of other cultures. 
2) Reflect on your unconscious bias. Where could it play a role? Have you potentially disadvantaged a woman or a person with a minority background through your implicit assumptions about gender roles or cultural supremacy?
3) Check and write down stereotypes and work on your attitude towards people of other cultures.

If you want to develop your skills and keep track of your learning goals you can use the Rockmeapp to do that. As a reader of the Global People Club Sandwich your 12months subscription to the Rockmeapp is free of charge. You will also get a special rate for coaching sessions with me.


One of my clients asked me why I did not spend more time explaining tests and preparing you for tests. One of the reasons is that tests are out of my radar a bit. Yesterday I forced myself through a psychometric test. As you know I sometimes go through interviews too. First of all, going through the process helps me sympathize with you. Secondly, I constantly look for new projects and sometimes new projects means to apply for a full-time position.

What I did not know is that nowadays application processes are designed to test your patience and perseverance more than your work experience or actual knowledge of the subject matter at hand. It starts with all the duplication of data you have to enter in the applicant tracking system and ends with the surprise of being invited to an online test that is supposed to last two hours…and then takes up almost your whole Sunday.

I followed the advice of the recruiter and went through all trial tests on my couch in my PJ first thing Sunday morning. I felt like I was not in my right mind and that I could not do most of the math tasks without a pen, paper and a calculator. Then I was disturbed by an alarm clock. I had to get up and lost time. I also felt it took me very long to understand the English texts which made me think that the tests are biased against non-native speakers. I did not know how elaborate this system was. By the time I finally started the real test I only had one wish: Get through this and see it as a self-experiment.

I understood that there was no deduction for giving the wrong answer and sometimes the last questions were the easier ones. I knew I wanted to finish all questions (even by guessing) and I tried to keep an open attitude even though my ego had been hurt already a fair bit.

I started with the personality test as I figured this would be easiest. Then I did the hardest one for me which was the inductive reasoning test, next the numerical analysis test and then a test where you had to read a paragraph and answer questions to it.

I stumbled upon this video. You might find it useful https://www.youtube.com/watch?v=h36cpwlslHk&feature=youtu.be

What I found strange is that there was no communication on when and whether I will see the result of my efforts and my lost Sunday. Companies should tell you such stuff. Also, they should tell you that these tests are made for people with Einstein’s IQ. I wrote down a few first tips for you when you are invited to psychometric tests:

1) Go through all the sample and practice test the same company offers.
2) Sign up to their mailing list for future challenges and new test questions.
3) Read all the instructions carefully and check if they have a version in your native language.
4) Make sure you block about three hours and have ZERO disturbance.
5) Take short breaks between the tests and drink water.
6) Make sure you actually have a simple calculator.*
7) If you expect more tests it might be worthwhile buying preparatory tests or books especially if you are a dinosaur like me who has not been to school for more than 20 years.

Here are also two links that might help you. I am not affiliated with those companies but they look genuine.

If you have further links and tips to share please let me know.

http://www.psychometricinstitute.com.au/Psychometric-Test-Guide/Psychometric-Test-Tips.html

http://career-advice.careerone.com.au/job-interview-tips/psychometric-testing/top-10-tips-to-prepare-for-a-psychometric-test/article.aspx

This week, I would like you to challenge yourself by running a self-experiment on a topic that feels like a challenge for you. Please share your experience with me. Thank you.

A guest post by Nabeha Latif – Social Media Guru at SparkZing


This week I’ll be talking about one of the most important tools in a professional’s repertoire: the LinkedIn profile. With over 500 million users, a LinkedIn profile isn’t just an afterthought, it is a mainstay of modern recruitment. Something that essential needs to be mastered fully, so let’s get to it. Presenting:

Top 10 Tips for a Killer LinkedIn Profile

1 – Get a personalised URL

In my experience, far too many professionals forget to do this, often because they simply forgot about it. LinkedIn provides you the ability to discard the standard URL (which is a jumble of letters and numbers) and have a vanity URL instead. This personalised URL can be used to promote your profile in email signatures, on business cards, portfolios and resumes. It also gives you the ability to target better organic SEO by putting in your job title or industry. Having your profile appear as a top Google search result against a job title keyword is a pretty useful trick! Check out LinkedIn’s own guide on setting up a personal URL for your profile here.

2 – Nail that headline!

You’ve got only six seconds to catch the attention of a recruiter on LinkedIn, which makes your headline absolutely do-or-die. Do make sure your headline contains the necessary keywords that are SEO friendly (that is, they contain certain words that people generally use when searching for the relevant job title or industry) and allow people to identify your industry with ease. Do make the most of the allotted 120 characters, don’t just write your job description. Try being playful (if appropriate) with word choices – sky’s the limit when it comes to creativity. Of course, don’t forget your real purpose: catching a recruiter’s attention. If your profile views drop, a reason could be that your headline needs to be re-worked.

3 – Populate your experience

Just like some people sometimes forget to update our CVs, LinkedIn profiles too can become stagnant. That’s why, every so often, you should sit down and make sure that everything from your summary, work history, projects, trainings and education is up-to-date. It helps to employ the same sort of creativity you used to create your perfect headline to show how you excelled during a particular role. Make sure that you review and plug in any gaps that may have been left in the first time round. The more a hiring manager sees of you, the easier it makes for them to decide if you meet their requirements.

If you have privacy concerns, you can choose not to share details about your career or self that you consider sensitive, as a LinkedIn profile is public and trawled by internet search engines. Concerns about private data stored by LinkedIn can be addressed by going through their GDPR-compliant privacy policy.

4 – Get creative!

This is the third time I am mentioning creativity – that is how important it is. In a sea of automation (LinkedIn now has a feature that autofills your summary), it is very easy to drown in the overwhelming number of similar looking profiles. Learning to showcase your skills and experience in a smart, catchy manner greatly increases your chances of getting noticed by the right people. Put in media from YouTube, your favourite design wireframes or any public mentions or accolades you may have accumulated! You can do that by going to Add Profile Section > Accomplishments and choosing the appropriate section.

5 – Engage, engage, engage

LinkedIn is a social network after all and engagement is key to building a healthy profile. Engaging with peers through endorsements is a positive methodology, not only will you establish a good rapport with your network but will receive endorsements in return. That rapport can help you reach out for recommendations, an important aspect of building your brand and establishing yourself as a significant presence in your industry.
It is also imperative that you join the conversation. On groups, with key influencers, with colleagues and peers. Profiles that engage actively on groups are 5 times more likely to be viewed!

6 – Master the algorithm

A killer LinkedIn profile is one that hits the top of the search results every time someone searches for a certain kind of professional. Want your profile to be the one the LinkedIn search algorithm chooses? Here’s how: Complete your profile, 100%.

LinkedIn’s algorithm is designed to give top priority to profiles which are complete (they are referred to as “All Star Profiles” and only 51% of users have those). This means that if you missed out on any aspect of your profile, you will essentially be invisible in the search results. No one wants that.

On the subject of LinkedIn Premium: spending money on a premium account will not affect your profile in any way, there are no new features there. Those accounts are targeted more towards recruiters and job seekers looking to directly connect with people not on their network. That is why purchasing a premium account will not be helpful in improving the quality of your LinkedIn profile

7 – SEO is king

Some digital specialists posit that the modern Internet is driven solely on SEO. That may be debatable but in the case of LinkedIn, that is very much true! Make sure that your profile is the one found by external search engines: optimize job titles, descriptions and as previously mentioned, in the vanity URL. All these fields are text only and thus will be parsed by search engines, you want to maximise your chances of being the top of those result lists. “Digital Guru” may sound like a catchy job title but people searching for “digital marketer” or “digital marketing specialist” will never know of you! The key is to keep it simplistic so that you can be easily found.

8 – Be pixel perfect!

Having a professional profile picture on LinkedIn is critical – first impressions matter! Questions to ask yourself when selecting a profile picture: Does it have a neutral background? Are you appropriately dressed? Did a professional photographer take the picture or is it just a selfie?

I’m also going to direct you towards how you can elevate your profile by making sure you optimize the technical aspects of the images you use. Hootsuite covers it in great detail if you’re interested, but to summarize: Make sure your images are the right aspect ratio, meet the minimum pixel count and are the correct file types. You don’t want your images to be blurry or misshapen due to incorrect dimensions!

9 – It’s not a sprint, it’s a marathon

You burn through an entire weekend getting your profile into tip-top shape. Great, you now have a killer LinkedIn profile! However, what happens after a week? A month? Six months? Remember this statistic: 40% of LinkedIn’s active user-base logs in daily to the platform. These are the people who take time out every day to post, interact, tweak and improve their profiles, connections and more. Emulate them, make LinkedIn a part of your routine, it will maintain your profile as one of the best and help maximise your chances of catching the eye of recruiters, should you be looking for a new job.

10 – Run a company? Treat the page as you would your profile

If you run your own business and have it listed on your LinkedIn profile, you should make sure that the company page receives the same care and attention as your profile. After all, both must reflect the same values. Rigorously fill in and verify the information pertaining to your company, set up a consistent posting schedule and boost posts from your own employees – all add up to creating an interactive and healthy social space around your company.

***
A reminder: I will be offering this year’s RockMeRetreat from 21 November to 28 November. The RockMeRetreat is a seven-day leadership retreat in Southern Germany, where you will get to network with other Expat Leaders and Professionals and develop your global leader competency.

The RockMeRetreat is designed to amplify your success on your chosen career path and help you move towards the breakthrough you need to become a Rockstar in your chosen field!

Sign up here for entering the conversation with me. If you wish to speak to me directly, please book an appointment by replying to this email.

Kind regards,
Angie.

PS: Meet me to discuss your participation in the RockMeRetreat November 2019 by booking your special Rockstar Session with me now.