Click Here to Read article via LinkedIn Will your business send a book to 1 UK school? Last week I chose Michael Rosen's 'Sad Book' illustrated by Quentin Blake as the book of the week for the LearningTutor.co.uk 'buy a book' literacy initiative. Since its publication in 2004, I have personally gifted many copies of Rosen's Sad Book to my students, colleagues, family and friends except I forgot last year!... So I decided to buy 5 copies to send to 5 schools this year. The book is a gift - to me it's like giving someone (a teacher) a moment to share a story with a class, to learn form it, to accept that we all have bad days, and to appreciate a genuine story from recognised author and an illustrator via the Sad Book. So I took to Twitter and sent a tweet out via @LearningTutorUK on Saturday 9th January 2016 asking for nominations as I was undecided which schools should receive a copy, I had no idea that my tweets would have a reach of over 164,000+ impressions including re-tweets from the Award Wining Author Michael Rosen himself! (Thank you Michael Rosen). Tweet, after tweet, re-tweets and more tweets... If you've read Rosen's Sad Book you will know it is a poignant yet a wonderful teaching and learning aid - my next post will elaborate on the reasons why I chose this book and why I recommend it for all ages. I had no intention of creating a storm of tweets from all over the UK to nominate schools - to be perfectly honest I am still learning how to use Twitter for business! However, on Saturday and Sunday, tweet, after tweet, re-tweets and more tweets bombarded the@LearningTutorUK stream I realised that 5 books was not going to satisfy the rally of tweeters and I did not want to disappoint anyone. I guess after reading Rosen's Sad Book I felt compelled to offer more books to schools... I have now pledged 100 books and am so humbled by the messages and responses from the everyone including the schools, teachers, parents that nominated schools. I cannot wait to dispatch all the books! Having calmed the storm by announcing limited numbers of books '5, 2, last one' I felt quite sad about disappointing people that had missed the opportunity to nominate a school and reluctantly pinned a 'sorry and thank you' to the Twitter profile... I sat up all night thinking about the people that did not get their chance to nominate a school and decided to create the #SadBookChallenge based on the principle that: 'everyone has a story and if one shares, who knows how many more will...' - let's pitch a little kindness. Emphatically this challenge has to be meaningful and not a marketing scheme! Everyday businesses send gifts and engage in marketing activities so I want to ensure that the 'compassionate' element in this challenge is not overseen. In my view, Rosen's sad book is an essential resource for schools. Therefore a note has to be included with the book so that the school is aware of why you have sent this book to them - be aware there are legal implications for businesses sending unsolicited goods and it is in my view not good business practice. Hence the challenge is simple and direct. Anyone can participate in this challenge but I felt I would pitch the idea to all UK businesses and see which businesses would take it up... Without hesitation the UK Business Circle (thank you Gavin Rookyard) and UKBC members raced to the challenge and I am certain at least 10 businesses will and already have sent a book to a school! Here's how it works:
Of course anyone and other countries can take this challenge on too. It's an open choice as long as a book goes to a bonafide school. And you can send more than one book if you wish to a school for their classes or library. So, how do you pitch 'kindness' to a business and who wins? Create a challenge, make some noise and tell them who wins! Businesses be aware of legal implications for sending 'unsolicited goods', it is in my view not good business practice and not moral to think you're going to make a lot of money out of this challenge. My aim is to help raise literacy, creative writing skills, encourage reading and spread a little kindness using Rosen's Sad Book. Sad Book is a great resource for supporting children (and adults) with topics such as grief, sadness and bereavement. Well okay, I guess I also figured by sending 100 books out I can add a business card, sticker or leaflet and personal letter to the envelope (-that's the kindness part) to say why I am gifting this particular book to the school - my next post will explain more about my personal and educational reasons. As aforementioned I personally intended to gift just 5 books... overwhelmed with the tweets, I decided to go for another 25, 10, 20.... eventually gifting 95 more books than I had originally intended! Then the obvious costs and calculations thoughts started to boggle my mind, envelopes, stamps etc. and was I going to purchase these via the business? and how would I justify the spend?... my business mind took over - Pitch the challenge to other businesses get them involved and let's see who else is willing to 'out of kindness' to send a book to a school? I am pleased that 100 schools will receive a Sad Book over the next 5-10 days from me, with 100 personal notes... so who wins? Well, I could add a business card, branded sticker and a leaflet into 95 envelopes - these are after all the books purchased via the business and so the spend could be put down as a 'marketing cost'. In kindness, however, 95 schools will receive an Award Wining Book from an amazing author to share with children. The underlying message of the Sad Book is we all have a bad day and if this book can help others have better days then everyone wins! If the business get's a little publicity for being 'kind' then it also wins. There is no obligation for the school to keep the book or indeed buy more or any service or product from the business - the book is a gift - it's like giving someone a moment to share a story, to learn form it, to accept that we all have bad days, and to appreciate a genuine story from recognised author and an illustrator via the Sad Book. A resource a school can use for many years! #SadBookChallenge begins Tuesday January 12th 2016 Remember: 'everyone has a story and if one shares, who knows how many more will...' - let's pitch a little kindness - Inspired by Michael Rosen's Sad Book. Get involved in the #SadBookChallenge via @LearningTutorUK
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Sometimes I just can't help but have some fun...
“Children are happy because they don't have a file in their minds called "All the Things That Could Go Wrong.”― Marianne Williamson7 Reasons Why You Should Think Like a Child at Work:1. Children have no fear - until it is assimilated (learned) or experienced. How often do you make decisions or take chances (calculated risks) at work? 2. A child thinks of creative ways to take uninteresting objects or thoughts and turn these into mysterious discussion or discoveries. Are you an innovator? What's your next big idea? 3. Children make social connections boundlessly their ability to connect with others is not based on a system of bias or prejudice. How many opportunities have you missed to connect with clients or colleagues because of preconceptions? 4. A child makes unique and unexpected discoveries and then re-visits these for further investigation - children will hypothesize and seek to find answers - the 'WHY' syndrome. How creative are you? How often do you visit those first (and perhaps whacky) ideas you had? 5. Children begin learning journeys of 'information relevant' and 'information irrelevant' everyday. Their quest for interesting and motivational (encouraging, fun or playful experiences) is unlimited. Children are rarely focused on the negative experiences - 'information irrelevant' - notice when a child cries over a toy for a number of minutes (and yes quite possibly hours) yet when the next best thing is visible they'll happily recollect their emotions and play with the new toy. Their lack of stereotypes, bias, prejudice etc. often results in better, pleasant or positive experience - 'information relevant'. Are you open minded or still hung over the last bad decision or negative experience? 6. Children are observant and present in the now miracles or mysteries they are rarely concerned about the future. If you could take your child version of you to work and just focus on the 'business at hand' or the 'now moments’ you'll soon realize that the stresses and strains of the new era or modern times in life are less prominent thus allowing you to be more interested in present ‘business moments’. How often do you really focus at work? Do you listen or are you planning your journey home during that appraisal or meeting? 7. Children have compassionate tendencies - they share and develop. Are you a leader or manager? How often does your inner child remind you to smile or ask your employees or team how they are or feel? Do you include them in your decision making process or at least offer the opportunity? Often children will share their smiles with strangers; notice how this changes you when a child sneaks a smile your way? Do you smile back or think awwww how cute? Well this is their way of reminding you that you're human and sharing a smile or toys (-workplace ideas) could lead to better, positive and productive possibilities or outcomes. Are you a compassionate leader or manager? Do you have a file in your mind for "All the Things I've Wanted to Try At Work..."? If you could take your inner child to work what would you change? Rules of Engagement: Do YOU really ‘engage’?
Read this article on LinkedIn: https://www.linkedin.com/pulse/20140914073101-208872460-rules-of-engagement-do-you-really-engage?trk=prof-post So you want to have it all, the career, that house, a perfect partner, great friends… soaring profits and highly achieving students. A meaningful business, learning or personal relationship begins with YOU. Yes, that’s a given but have you ever really stopped to think even if for a second how things would have turned out on that last sales pitch, dinner date or time with your child if you had been more present? And is there such a thing ‘being more present’? I mean truly engaged? Here are my Rules of Engagement: Personal connection Develop a ‘personal connection’ with your clients, concepts and communication. Get to be more present – almost all research about perception, motivation (e.g. Maslow et al) and engagement suggests if you fail to engage ‘personally’ i.e. with meaningful and purposeful content, criteria or desired outcomes e.g. not asking your clients what it would mean for them to own your next product or asking your students what achievement means to them then you will have only ever engaged with ‘limited potential’. Whether it’s a supplier or parent I have always endeavored to get to know the person or organisation I am dealing with. Yes, it can be time consuming and at times costly – but the true cost of a compliment and stamp are minimal in the long-term when clients refer to me for further business and suppliers are willing to go that little extra step not to disappoint e.g. delivering on time. I recently received a ‘Thank You’ card from iPage.com following an online support ticket submission – for a moment I wondered why a company out in the USA would consider sending me a card surely the card was more costly than the monthly hosting rate I secured… the answer is simply to develop a personal connection and from my view it was great to receive a hand written card from the support agents. A few seconds dedicated to truly engaging with a client leads to a long-term mutually beneficial and profitable relationship. Well done iPage! Do you listen and listen well to your clients? Engagement is about involvement. To get fully involved listen more, demonstrate less and be there! The ‘Engagement’ So you’re reading this thus far, I have you somewhat engaged right? Well, what if I was to have you fully involved in this article, truly, madly and deeply – is this what you desire from your clients? Still reading on huh? Great! Well let’s examine ‘engagement’ – at the beginning of this article I guess I had you at ‘Rules’. The ideology of engagement is that of ‘capture and harnessing’ a relationship, concept or client. Give your clients choice and you have automatically engaged with 50% of them, give them too much choice and you’ll risk losing some the same is true for little choice. So how do we achieve high-level engagement, I mean really get people excited about your product, service or sales pitch are there any rules? The best and recent example is how Apple Inc. engages with their clients – have a look at the recent launch of the Apple Watch by Apple’s CEO Tim Cook (Link at end of section). Observe the features and benefits of the product and how it’s presented to that audience… “Cook tells the crowd: 'we have one more thing.'” How does Apple achieve that standing ovation? Was it the product or the person? One of the perks of teaching is that you often come across misconceptions about words and their meaning, yet I wonder... ‘Miss why do you want us to get engaged, I’m not getting married…’ Well I guess I managed to ‘engage’ with this young man and had the first ‘real and present opportunity’ to actually think about how I was engaging with the class and the possibility of how many others misunderstood the meaning of my ‘engagement’… Apple Watch unveiled by CEO Tim Cook – video link: http://www.theguardian.com/technology/video/2014/sep/09/apple-watch-ceo-tim-cook-video Concept Acceptance: Purpose and Meaning Engagement depends on ‘acceptance’ and there really is a model concerning the ‘most valuable client’ (MVC). Most organisations will have engaged with their MVC’s on a long-term basis and some will have assumed their clients to stay loyal yet when we look at mobile phone market we see volatile shifts and divides. Most noticeably the fall and rise of sales: vendors such as RIM Blackberry, Apple Inc. and Samsung. So how do you determine and engage with your MVCs? Is it the client that spends the most with you? Or continues to be brand-loyal? Could MVCs be an enigma or perception hazard? What I mean is in defining your MVCs are you restricting the potential of your offering? Yes, a great product or service is going to sell well… that is, if the concept is accepted – even loyal clients change their minds. Take for example, life without context – are you willing to live boundless and without purpose? In designing your next product or offer consider that acceptance or concept acceptance is based on recognizing the limits of your control and that of your MVCs. Live presently with your clients, accept that life is full of opportunities – your clients are fully aware in this digitally rich world, they will have compared your product or service in minutes. Don’t hang up on missed opportunities rather focus on what you can change…what’s the best ‘impression’ you left with a client? Was there a purpose and meaning? Importantly did you ‘engage’? Did you engage the right client, at the right time, how did you engage (in person, writing etc.) and what was the level of your engagement? Engagement helps us understand what we desire as a perfect client, partner or student and the mechanism used often used to measure it is ‘acceptance’. Lost a deal recently? Go through the stages of loss with this giraffe, then accept it and move on. Quicksand: http://youtu.be/G_Z3lmidmrY Learning to Change: Motivation, Perception and Action As a teacher and entrepreneur the most imperative rule of engagement is ‘learning’. Really learning: learning about perception, sales, motivation, personality etc. Engage your employees or students in learning about the ‘negatives’ in their lives or job role and then ask them to learn to change positively. One of the most powerful things I have been asked repeatedly over the past few years is ‘what needs to change?’ the answer has always been ‘me, I need to change’. Change is by no means an easy decision or process. Throughout my life I have come across the ‘Serenity Prayer’: “God grant me the serenity to accept the things I cannot change, the courage to change the things I can and the wisdom to know the difference.” You don’t need to be spiritually motivated to understand the meaning of this simple prayer rather see it for what it asks of your organisation, relationships or students: ‘Be still and present. Embrace change and foster acceptance. Take tough decisions and lead courageously. Have wisdom – learn: learn about your business, clients or students… and then Engage (take action).’ Engage your clients in learning more about your product, service or concept. Start a blog, video diary or series of engagement seminars. Lifelong Application Leave an impression, that's when you know you have truly engaged! I love music, occasionally the lyrics too. I have often jokingly said to my students that ‘love’ is such a strong word, how wrong I was, love is an action just as much as engagement is. Take Ellie Goulding’s lyrics: "How Long Will I Love You" … is this not the schematic of a great business plan? Life plan? Your next ‘Engagement’? How long will I love [engage with] you? As long as stars [Sales, Profits, Results] are above you And longer, if I can. How long will I need you? As long as the seasons [Aims, Targets, Objectives] need to Follow their plan. How long will I [engage with] be with you? As long as the sea [Sales, Profits, Results are] is bound to Wash upon the sand. [Agenda, AGM, Reports] How long will I want you? As long as you want [engage with us] me to And longer by far. How long will I hold you? As long as your father [Advisor, Manager, Client] told you, As long as you can. How long will I give to you? As long as I live through you However long you say. How long will I love [engage with] you? As long as stars are above you [Sales, Profits, Results] And longer, if I may. Lyrics & Credit: "How Long Will I Love You", Ellie Goulding Read post on LinkedIn: https://www.linkedin.com/today/post/article/20140807102146-208872460-robin-hood-values-the-collective-gains-formula?published=t Lately I’ve been deliberating over the ideal formula to ‘mutual benefits’ i.e. what’s the ideal win-win situation in this volatile economy? I’ve had to become an optimist faced with many challenges recently, which has led me to wonder how one could achieve that ‘Robin Hood’ principle – i.e. distributing acquired ‘wealth’ [learning & knowledge] amongst us [resource deprived]. I have thought considerably over the past few days about ‘collective gains’ – let’s face it we simply cannot do business on our own! There has to be a mutual ground where the sharing of knowledge (e.g. via blogs, member groups, virtual seminars etc.) meets with fearless and collaborative consideration accordingly enabling all parties involved to make profitable advances (i.e. higher sales, better service, brand loyalty etc.) from which the consumer, producer, supplier benefit and where ‘collaborative consideration’ is that choice and decision to work with unfamiliar territory (products or services). In other words, what my business is or is not doing well may be the strength of another and an opportunity for advancing my firm as well as theirs. So how do we achieve this legendary ‘Robin Hood’ acquisition and distribution formula? In the business and education world, the fear of competitor advances over your progress is inevitable especially in a volatile economy – it’s a ‘dog eat dog’ world [economic climate]. The principle of the fabled Mr Hood was to ‘rob soldiers and convoys that passed through the forest, then distribute the stolen wealth among the poor’. In my view if we were to take what I believe is the ‘Collective Gains’ Formula: Considerate Thinking + Courageous Leadership + Collaborative Wisdom = Continuous Proceeds we could potentially create a wealth of knowledge or returns and where the limitations of ‘continuous proceeds’ could really only be the end life of a product or relationship. Take for example, an inventor he/she designs a product [considerate thinking] he/she takes this product to a leading manufacturer [courageous leadership] and together they develop the idea (e.g. prototype) and create a product [collaborative wisdom] they then market and sell the product following a successful campaign [continuous proceeds] i.e. sales and profits. If the inventor were to act on his/her own, it may take years before the product is actually conceived i.e. via patents etc. so why aren’t we nurturing enough? What’s the danger or fear in harnessing an idea someone else has but you have the capacity to make a reality? Without the manufacturer the student may never conceive the product and we may all lose out on a vital or crucial product or the inventor on his/her livelihood… yes, of course in reality there will be a heap of red tape, negotiation and agreements to consider; however there is certainly an opportunity here for the key players (large corporates [Robin Hoods]) to engage with the (individual, small business, school etc. [poor]) to embrace a collective gains vision resulting in continuous progress (innovation etc.) and proceeds (profits, results etc). Here all parties involved benefit mutually: the inventor, the producer and the consumer. Indeed, in reality everything we do in the business world is subject to review and development. However when I hear the phrase “I know a man who can…” I wonder why it is just ‘know’ and not ‘work with’? Perhaps an opportunity missed? What are your thoughts? Image source: http://www.superbwallpapers.com/tv-shows/oliver-queen-arrow-20304/ In a world saturated by brands in every in sector, how do we truly distinguish those that ‘count, matter, made it’ etc.? I have often stated that the Brand is as good as its owner (the owner is the founder and the entire team or employees). When I look at Brands such as Virgin, Microsoft and Facebook – in my opinion I’m staring at giants! But what about those SMEs out there and the sole-traders who are perhaps not as well known (for now anyways)? How does it all work? Does opinion really matter? How do you know you’ve made it and actually count? Is it just a measure of net-worth and rich lists? Whatever the brand, the consumers before you, have the ability to make choices – choices that in some way benefit them – that is of course and unless they have been enticed or mislead by a brand to believe their choice correct. Its prompted me to take a look into my brand and its positioning, we’re not giants but we are ambitious! I’m wondering where the distinction lies when it comes to a brand and perception… humans have ability to make decisions and choices, rationalise them and act either on impulse, by following others, or by informed decision. Take for example, that exciting moment at a great restaurant, do you take a gamble, ask for recommendations or make your own choice? If we could be the food of your choosing, then you to us are the sustenance we need to build a strong brand and identity. So how does education and knowledge bind the distinguishing substance of a brand or perception today? The availability of information at your fingertips so to speak enables you to network at speeds where choices can be made within seconds. One could argue that being ‘educated or informed’ about brands today is a prerequisite of any future loyalty even before contact is made. So where does one acquire the knowledge that distinguishes the brand? It somehow seems to come back to perception here…. trusted reviews, online blogs, word of mouth, video, academic credibility and media influences etc. If it doesn’t work for you, does this mean it would not work for another? I often look at the Amazon product reviews and wonder how many reviewers actually took the time to distinguish what really matters i.e. did the product work for me or am I reviewing this for the sake of following or am I a competitor who is trying to sway the balance… Take for example, the Tale of Little Red Riding Hood: when Little Red Riding Hood went into the woods, she met a wolf and she naïvely tells him where she is going. He goes to the grandmother's house and swallows her whole and Red is about to walk into something strange… ...Specifically, the tale parallels how one may be taken in and controlled by the giant brands, therefore, mimicking subjection to the brand via perception i.e. isolate consumers by drawing their attention "away from the brand market" where the giant brand entity has complete control over consumer perception and knowledge. The Aspiring Woodpecker: So how did we mimic this Big Bad Wolf (giant brand) strategy? We adopted the philosophy to be ‘Powered by Smiles and Inspired by Learning’ we generate smiles which in turn produces loyalty and we share learning that creates credible lasting impressions. We believe our Testimonials are a testament to this, we have designed the new website with learner input and all those involved with the business (using perception: opinions and insight). But most of all we listened! We may appear to be the tiny Woodpecker amongst the Eagles but we’re always drilling and drumming away… join us, associate with us, partner with us! What is the potential of summer learning? Is summer an opportunity to harness learners and give them opportunities? When learners face a highly competitive and volatile economy - are good exam results sufficient? Most higher education establishments and organisations are looking for candidates who have the grades but can also demonstrate natural aptitudes. How will you encourage a child/young adult to participate in broadening their skills and experience this summer? I'm interested in corporate and education views on this. Your next appointment? Is there scope for corporations to offer summer work experience for young adults aspiring to higher education or employment? If so, what are the opportunities and are these mutually beneficial? Some managers have recruited 'off the cuff' i.e. looking at an individual rather than their academic background and have been highly successful with this strategy. I am aware of a number of law firms working on this principle. Your next applicant? Are Higher Education establishments willing to provide opportunities over the summer break for learners who may not have made the grade but are highly skilled and motivated to 'be someone'? Surely, the University or College does not come to a complete standstill over the summer break - are there opportunities for young people to gain experience in departments that are required to function over the break? Is there potential to hold 'summer seminars'? Your next apprentice? Not forgetting individuals, societies, charities, musicians, artists, authors etc... What could you offer a young learner? Your next opportunity? This is not a marketing ploy, I am passionate about providing opportunities for young people - If your organisation would welcome associating with Learning Tutor to publish opportunities on our website, please get in touch. Our site will not track, monitor or expect any monies for doing so. All we ask for is a logo, a website link, contact details and a brief description. "We need more teachers, and we need them now..." "By the next decade, there will be 800,000 more pupils in secondary schools. Now is the time to study to become a teacher...Rebecca Ratcliffe, theguardian.com, Monday 30 June 2014 13.46 BST, http://www.theguardian.com/education/2014/jun/30/teacher-shortage-in-2020s"
A decade ago when I was training under a highly publicised scheme to attain Qualified Teacher Status (QTS) with my Bachelor's degree, it seemed a great opportunity to have your student loan repaid by qualifying and joining the profession... on reflection, over ten years of service in the public sector I always felt obliged to be the best every day despite illness or the pressures of work related stress, parents, pupils, politicians and being ridiculed for earning less than what I was 'worth' to the private sector (with less work related stress, higher salary and recognition as a professional!). I'm often asked why I chose to teach or indeed continued to do so - there is no simple answer other than the self gratification and knowing that I have made a difference to a young person's life - this is priceless. Consider this, teachers are in 'loco parentis' (in the place of a parent) for the majority of a child's learning journey... the most impressionable years are in the hands of 'teachers' during the day... So now we're looking at recruiting and placing new teachers into classrooms because the economies of scale demand this (again)....I wonder when they say we learn from our mistakes, how and when the 'mistake' (ignorance) of accepting the vital role a teacher (learning practitioner) plays in a young person's life will truly be appreciated i.e. when will teachers be used as professionals and not just pawns on the front line set up to take responsibility for other's mistakes? Where is the support for the rigours of the classroom (21st century battlefield?) Where is the care during and after a teaching career? There are often studies on the number of days lost to work related stress, however there seem to be few on the number of years (life years) lost by a teacher undergoing the stress... Teaching is indeed highly imperative and a rewarding career, however to any person considering entering the profession they should be made aware of the risks to their personal well-being, unless of course there is a radical change to the profession (which in my opinion is unlikely in the short term). Do you agree? We obviously need teachers, so how do we move forward and ensure the safety and well-being of the aspiring teacher? We've had the work life balance reviews, how do we ensure they are really enforced for the true intention to protect an invaluable workforce? What are your thoughts? Would I give up teaching? NO. Would I do it again given a second chance? absolutely! Teaching and learning are keys to progress and evolution depends on it. The following is an extract from: Tackling teacher stress - National Union of Teachers THE EXTENT OF TEACHER STRESS Stress has been described by the HSE as “the adverse reaction people have to excessive pressure or other types of demand placed upon them”. Although stress itself is not a disease, it is recognised that excessive or prolonged stress can be a cause of mental and physical illness. HSE research has found that one in five people – an estimated 5 million workers – is ‘very’ or ‘extremely’ stressed at work, and that stress, anxiety and depression nationally lead to more than 12 million lost working days each year. The International Labour Organisation has estimated that the cost of stress to the British economy amounts to over ten per cent of its Gross National Product (GNP). Over the past ten years, studies have consistently found that teachers are amongst the most stressed workers in Britain. In 1997, Professor Cary Cooper of the University of Manchester’s Institute of Science and Technology (UMIST) surveyed 104 jobs in the UK and found that teaching ranked fourth highest in terms of the prevalence of work-related stress. A 1999 survey by the NUT found that 36% of teachers felt the effects of stress all or most of the time. HSE research in 2000 found teaching to be the most stressful profession in the UK, with 41.5% of teachers reporting themselves as ‘highly stressed’. In 2003 a study undertaken by the Schools Advisory Service, the largest independent provider of teacher absence insurance in the UK, showed that one in three teachers took sick leave in the previous year as a result of work-related stress. A survey on occupational stress, published in the Journal of Managerial Psychology in 2005, ranked teaching as the second most stressful job out of 26 occupations analysed, with only ambulance drivers exceeding the stress levels found in the teaching profession. Finally, TUC surveys of union safety representatives in the education sector have consistently found stress to be the health and safety issue of greatest concern, with nearly three-quarters of safety representatives citing it is as the most significant hazard facing workers in schools and colleges in 2004. The human consequences of this excessive stress on teachers are serious and wide-ranging, and can include physical symptoms such as headaches, raised blood pressure, infections, digestive disorders, heart disease or cancer; mental health symptoms such as withdrawal, poor concentration, anxiety, depression, insomnia, ‘burn-out’ and an increased risk of suicide; and behavioural consequences such as low self-esteem, increased drug or alcohol intake and deteriorating personal relationships leading to family, relationship or career problems. Stress causes difficulties too in terms of teacher recruitment and retention, with many teachers choosing to leave the profession in the face of levels of stress which they find overwhelming. One recent survey found that 40 per cent of teachers currently in the profession expected to have left teaching within the next five years, and of those anticipating leaving, excessive workload was cited as the main reason amongst the under 50 age group. THE CAUSES OF TEACHER STRESS Recent research evidence has shown that the main sources of the current high levels of teacher stress include:
‘Collaborate Meaningfully’ - I founded Learningtutor.co.uk a few weeks ago, I now manage a singer/song writer, sponsor Miss Berkshire/Miss England quarter finalist Aneela Farooq. In addition to collaborating with venues (hotels, restaurants etc.) to promote 'synergistic learning'. A while back I read about motivating learners and the different strategies schools/establishments were implementing from using iPads to Sports. Having written a dissertation around the topic of motivating learners and recent music video endorsement I have observed and strongly believe motivation or motivating learners can only be achieved by reinforcing a collaborative (synergistic) approach in addition to placing emphasis 'purpose' or ‘meaning’. Follow Learning Tutor to see the development of an amazing music video shoot with 3 learners tutored by our team working alongside a singer/songwriter/actor. Aneela, Roseanne & Sabrina worked collaboratively on an impromptu basis. Try something different with your learners take them out of their comfort zone gently, motivate them with purpose and meaning. I am organising a cup cake decoration seminar with our learners at a grand hotel – out of the classroom and into the real world with a talented chef.
Applying ‘Synergistic leadership’ - What does it mean for your business?
Recently I have launched Learning Tutor Limited in addition to my role as a manager for managing a singer/artist. With both hats on its been a encouraging few weeks. Recent meetings with a variety of different leaders’ (directors, managers, CEO’s) have confirmed my belief that leadership simply does not and cannot work by definition alone i.e. “the action of leading a group of people or an organization, or the ability to do this.” Rather it is the interpersonal connections and networks that are crucial to alignment of business objectives in addition to thriving, purposeful and long-term strategic aims. Simply put, a collaborative approach to any 21st century business that inspires innovative, dynamic and symbiotic partnerships thus resulting in consequential mutual benefit. What we know from nature is that evolution is ultimately about progress – the will to survive, learn, thrive and evolve relatively. On observation a bird may build its nest well, yet we assume this is a singular effort. Most birds rely on other species or insects to help protect their habitat for example from egg stealing opportunists. So along comes a spider… the meal in addition to the binding comrade for many bird nests hence enabling birds to effectively nurture their brood. I admire ‘Nature’s collaborative leadership’ - it illuminates the path to deep, meaningful, connected and constituent business (economic) progress. My vision and application of synergistic leadership: Learning Tutor Limited (www.learningtutor.co.uk) "Kids go to school and college and get through, but they don't seem to really care about using their minds. School doesn't have the kind of long term positive impact that it should." -Howard Gardner Perhaps I should begin with the story of the Woodpecker logo! - A few months ago I had my first sighting of the little fellow; he flew down into the garden with his imposing red crown and wings displaying the many shades of green. I had no idea what this magnificent bird was called so I asked someone... it was the kindness of this person to take the time to tell me it was a 'Woodpecker’ and that ‘it has come to eat worms'. I suddenly realised how important learning (cognition) is in the 'present moment' - not before the bell or for an exam, or revision, but for now, for all and always. The Howard Gardner quote above resonates with my passion for learning - extending minds beyond the classroom. I am eternally grateful to the people who have supported me with the launch of Learning Tutor Limited (the children and adults). As learners we tend to forget to focus on what is here and now and how to expand our minds with knowledge not just for the sake of passing an exam but being a well rounded person, citizen or neighbour. I created Learning Tutor to offer children and young adults (learners) of all backgrounds and learning abilities access to education in an open, non-judgmental, personal and innovative way. My first objective was to surround myself with those professionals who have distinguished themselves over their careers as being among the best in the education and care sector. Each member of my team is handpicked personally, or by one of the education professionals who could attest to the other tutor/teacher's reputation. I have tried to build a company that has strong work ethics, family values and a great working relationship with our employees as well as our clients. I am truly passionate about learning and in my previous roles as Leader of Information Technology (Head of IT), Leader of Young Enterprise & Teacher of Business, Marketing Executive and Company Director (Brighter Resources Limited) I have vast experience, knowledge and practice of teaching and learning. I do not consider myself as a teacher but a 'learning practitioner' - I believe that the role of the 'learning practitioner' is to be fully involved with the learning process - it is after all a two way process in the classroom! Our team provides a tailored and learner centred approach to addressing learners' needs. I know this is what many of our clients and learners like most about our approach to learning: we are a 'family' (group) sharing an educational philosophy, yet we are effective and experienced enough to manage any learning project that comes our way. It is a testament to the people I have working with me, who uphold my learning vision and values, to maintain best practices while making sure your requirements are met. Thank you to all our clients and learners for their loyalty to us. Your support enables us to offer more value to the services that we offer, and has helped Learning Tutor Limited continue to develop and expand so that we can effectively respond to a wide spectrum of personal educational needs. Sincerely, Jay Virdee Managing Director Learning Tutor Limited www.learningtutor.co.uk So I’ve been working on developing associate links over the past few days and I seem to have spoken with 40% of our competition… that approached me and were astonished when I offered to help them develop their business. For many months and with thanks to a respectfully knowledgeable person the word ‘compassion’ has stuck with me – so I thought I would test the ideology by taking a closer look at the benefits of working with competitors. Now, this is not a new concept, its been around for centuries however it seems to me that the in the 21st century it comprises of bullies, victims, heroes and villains.
‘The Bullies’ the competitor with the biggest and broadest holds of the market. ‘The Victims’ timid competitors with great ambition and ideas but lack the audacity to impose and impress themselves onto a market. The ‘Heroes’ the champion competition that welcomes collaboration but it comes at a price. The ‘Villians’ the competitors with the merger and acquisition mentality ‘lets take over the market’. How is one to distinguish the best completion to work with? Working with the ‘Bullies’ will certainly get your business recognised, however there is the danger of formality and red tape so one must question how open this group is to real and sustainable collaboration? Bullies are the ‘Decipticons’ of the market, they transform and change rapidly leaving behind credible businesses with worthwhile products and services. I was once told being a ‘victim’ opens you up to scrutiny. As an optimist I chose to believe that mutual benefits are conceivable from sitting around the table with this band of competitors. On reflection, would you be placing your business in midst of negative associated judgement? i.e. you’re collaborating with a cautious competitor who may have missed the boat and barely keeping their head up in the water (market). Is that a good look? and how does one wear it? The heroes are the proud egoists - they’ll welcome talks around a fancy table and boardroom, listen to your propositions and push an invoice under your nose for their services. Now, this type of competition is usually apparent in the financial and legal sectors, however recently I have come to realise they are apparent in all sectors and astonishingly more evident in the education sector (well in the UK anyway). We do it well, we welcome innovation, but we’ll tell you how to do it and how much our opinions count in the market. Last to commence battle with you are the villains, if your market was an amphitheatre they’d aim to show you who the ‘boss’ is – they’re the market entertainers, regardless of expertise or experience this band of competitors would rather own you than work with you. So there we have it, my brief and enigmatic view of the four types of competition – lets decipher this and get to the point. When looking for greater market recognition approach a bully, when looking for expertise within a market side with a victim, when seeking investment meet a hero and when needing a way out shake hands with the villains. OR, take all four into the amphitheatre watch them fight fiercely like gladiators – because one day, just one day, there will be a day when everyone wants you (your business). Bottom line, be compassionate with your competitors and offer to help where you can, ask for recognition and make progress within the market together. Consider the leverage in working with your competition - that old saying ‘If you can’t beat them join them’....…perhaps partially, mindfully and for mutual benefit? Some of your competitors will have the best labs, equipment, expertise and resources - there's no harm in approaching them and working with them to further your offering to the market. Don’t assume the worst… A lesson from The Aristrocats: In Paris in 1910, a mother cat named Duchess and her three kittens, Marie, Berlioz, and Toulouse, live in the mansion of retired opera diva Madame Adelaide Bonfamille, along with her English butler, Edgar. She early on settles her will with her lawyer Georges Hautecourt, an aged, eccentric old friend of hers, stating that she wishes her fortune to be left to her cats, who will retain it until their deaths, upon which her fortune will revert to Edgar. Edgar hears this from his own room through a speaking tube and is unwilling to wait for the cats to die naturally before he inherits Madame Adelaide's fortune, and plots to eliminate the cats…..….Edgar sees Duchess and Kittens coming and captures them, places them in a sack and briefly hides them in an oven….…Madame Adelaide's will is rewritten to exclude Edgar and include O'Malley (after ironically claiming that the will would have included Edgar after all). (Source: http://en.wikipedia.org/wiki/The_Aristocats) What are your thoughts...? |
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