Here's an experiment. Listen for (as Peter Drucker reminds us) "what isn't being said."
Could make the holidays much more interesting....
Thursday, December 24, 2009
Wednesday, December 23, 2009
Factoid Re: Men and Emotions
Does this seem true? I haven't read the book.
"Men can take up to 7 hours longer [than women] to process complex emotive data. [They] will not know what they feel at the moment of feeling and will take longer to figure it out. [They] may not be able to put their feelings in words - if they choose a verbal strategy at all."
~Michael Gurian, author of "What Could He Be Thinking" ~
"Men can take up to 7 hours longer [than women] to process complex emotive data. [They] will not know what they feel at the moment of feeling and will take longer to figure it out. [They] may not be able to put their feelings in words - if they choose a verbal strategy at all."
~Michael Gurian, author of "What Could He Be Thinking" ~
Monday, December 21, 2009
Using enthusiasm and joy to motivate others
We can inspire others when we include creativity and joy in our projects.
Friday, December 18, 2009
A Christmas Workplace Carol (A true story)
One of my clients recently had a breakthrough at work. Karen struggled with several colleagues who were allied against her. Because she depended on these other women, Karen often felt stressed and angry. As we examined her interactions, Karen saw her negative patterns of self-defensive behaviors. She wanted to be lighthearted and kind. She wanted to laugh, joke, and smile as she did with others at work. But when she encountered Debra or Elaine, her face stiffened. As Karen grew cold, Debra and Elaine retaliated. Prolonged silence soon led to ignoring each other and even ignoring legitimate work requests. Karen felt scared, sick, and embarrassed. Why did they hate her so much? Each new day added deeper injuries and destroyed trust. Although she prided herself on her “people skills,” Karen felt trapped in her suspicions. She couldn’t talk to either Debra or Elaine. She had to quit. There was no other way out.
When other co-workers realized the depth of Karen’s despair, they began to see their own complicity. The office gossip and intrigues had made Karen a departmental scapegoat. But most of the group loved Karen and didn’t want to lose her. They began to speak to Elaine and Debra on Karen’s behalf.
Before too long, Karen felt a shift. As Debra and Elaine relaxed, she relaxed, until one day all three women spontaneously apologized to each other.
A happy ending? Yes. But more than that…. Several weeks later, Karen asked Debra for a favor and Debra, feeling stressed, snapped back with irritation. In the past, Karen might have snapped back or glared--beginning a new sequence of passive-aggressive withdrawal. But the exhausting struggles of the past months had softened Karen. She was willing to grant Debra some slack. Karen had seen her own imperfections and, most importantly, she didn’t want to go back to a warfare mentality. Her struggles with Debra and Elaine had diminished her need for revenge. She was willing to forgive, not for Debra’s sake, but for her own. Carrying a grunge was hard work! With gratitude at this lesson, she smiled (sincerely) to Debra. What joy! Karen felt freed from her need to retaliate. And instead of feeling guilty for her own rude reactions, Karen now felt proud of her response. It was a wonderful moment. She knew that her corner of the workplace could (and would) stay peaceful. © 2009 Laura Lewis-Barr all rights reserved
When other co-workers realized the depth of Karen’s despair, they began to see their own complicity. The office gossip and intrigues had made Karen a departmental scapegoat. But most of the group loved Karen and didn’t want to lose her. They began to speak to Elaine and Debra on Karen’s behalf.
Before too long, Karen felt a shift. As Debra and Elaine relaxed, she relaxed, until one day all three women spontaneously apologized to each other.
A happy ending? Yes. But more than that…. Several weeks later, Karen asked Debra for a favor and Debra, feeling stressed, snapped back with irritation. In the past, Karen might have snapped back or glared--beginning a new sequence of passive-aggressive withdrawal. But the exhausting struggles of the past months had softened Karen. She was willing to grant Debra some slack. Karen had seen her own imperfections and, most importantly, she didn’t want to go back to a warfare mentality. Her struggles with Debra and Elaine had diminished her need for revenge. She was willing to forgive, not for Debra’s sake, but for her own. Carrying a grunge was hard work! With gratitude at this lesson, she smiled (sincerely) to Debra. What joy! Karen felt freed from her need to retaliate. And instead of feeling guilty for her own rude reactions, Karen now felt proud of her response. It was a wonderful moment. She knew that her corner of the workplace could (and would) stay peaceful. © 2009 Laura Lewis-Barr all rights reserved
Thursday, December 17, 2009
The Power of Optimism
Thank you to Businessballs.com for posting this story. A great reminder of self-fulling prophecies and the power of positive thoughts and words.
A landscape gardener ran a business that had been in the family for two or three generations. The staff were happy, and customers loved to visit the store, or to have the staff work on their gardens or make deliveries - anything from bedding plants to ride-on mowers.
For as long as anyone could remember, the current owner and previous generations of owners were extremely positive happy people.
Most folk assumed it was because they ran a successful business.
In fact it was the other way around...
A tradition in the business was that the owner always wore a big lapel badge, saying Business Is Great!
The business was indeed generally great, although it went through tough times like any other. What never changed however was the owner's attitude, and the badge saying Business Is Great!
Everyone who saw the badge for the first time invariably asked, "What's so great about business?" Sometimes people would also comment that their own business was miserable, or even that they personally were miserable or stressed.
A landscape gardener ran a business that had been in the family for two or three generations. The staff were happy, and customers loved to visit the store, or to have the staff work on their gardens or make deliveries - anything from bedding plants to ride-on mowers.
For as long as anyone could remember, the current owner and previous generations of owners were extremely positive happy people.
Most folk assumed it was because they ran a successful business.
In fact it was the other way around...
A tradition in the business was that the owner always wore a big lapel badge, saying Business Is Great!
The business was indeed generally great, although it went through tough times like any other. What never changed however was the owner's attitude, and the badge saying Business Is Great!
Everyone who saw the badge for the first time invariably asked, "What's so great about business?" Sometimes people would also comment that their own business was miserable, or even that they personally were miserable or stressed.
Anyhow, the Business Is Great! badge always tended to start a conversation, which typically involved the owner talking about lots of positive aspects of business and work, for example:
· the pleasure of meeting and talking with different people every day
· the reward that comes from helping staff take on new challenges and experiences
· the fun and laughter in a relaxed and healthy work environment
· the fascination in the work itself, and in the other people's work and businesses
· the great feeling when you finish a job and do it to the best of your capabilities
· the new things you learn every day - even without looking to do so
· and the thought that everyone in business is blessed - because there are many millions of people who would swap their own situation to have the same opportunities of doing a productive meaningful job, in a civilized well-fed country, where we have no real worries.
And so the list went on. And no matter how miserable a person was, they'd usually end up feeling a lot happier after just a couple of minutes listening to all this infectious enthusiasm and positivity.
If asked about the badge in a quiet moment, the business owner would confide:
"The badge came first. The great business followed."
Tuesday, December 15, 2009
An EI Poem
I love this poem. It succinctly explains the work of Emotional Intelligence.
AUTOBIOGRAPHY IN FIVE SHORT CHAPTERS
by Portia Nelson
I
I walk down the street. There is a deep hole in the sidewalk I fall in. I am lost ... I am helpless. It isn't my fault. It takes me forever to find a way out.
II
I walk down the same street. There is a deep hole in the sidewalk. I pretend I don't see it. I fall in again. I can't believe I am in the same place but, it isn't my fault. It still takes a long time to get out.
III
I walk down the same street. There is a deep hole in the sidewalk. I see it is there. I still fall in ... it's a habit. my eyes are open I know where I am. It is my fault. I get out immediately.
IV
I walk down the same street. There is a deep hole in the sidewalk. I walk around it.
V
I walk down another street.
AUTOBIOGRAPHY IN FIVE SHORT CHAPTERS
by Portia Nelson
I
I walk down the street. There is a deep hole in the sidewalk I fall in. I am lost ... I am helpless. It isn't my fault. It takes me forever to find a way out.
II
I walk down the same street. There is a deep hole in the sidewalk. I pretend I don't see it. I fall in again. I can't believe I am in the same place but, it isn't my fault. It still takes a long time to get out.
III
I walk down the same street. There is a deep hole in the sidewalk. I see it is there. I still fall in ... it's a habit. my eyes are open I know where I am. It is my fault. I get out immediately.
IV
I walk down the same street. There is a deep hole in the sidewalk. I walk around it.
V
I walk down another street.
Saturday, December 12, 2009
Motivation in the Workplace. Who's to Blame?
I'm not close with one of my sisters. This is a painful truth. I could give you theories to explain why we've grown distant but that could take days. When family (or workplace) relationships disintegrate, it takes time. Trust is lost and then more trust is lost until a canyon of suspicion separates us and obliterates bridges of empathy and understanding.
I've been getting requests for training in motivation. Many employers seem mystified-how can they get their workers to care? A complex question! And I'm reminded of my struggles with my sister. It's tempting to blame her but I know that we have both created our relationship. Workplace dynamics are equally complicated. Employers often hope for a magic wand to transform their “lazy” workers into enthusiastic employees. But, unless a disengaged worker is simply unwilling to work (rare), the employer is probably contributing to the problem. To motivate workers, employers may need to start with changing themselves. Have they taken the time to know the employee and see what intrinsically motivates him/her? Is the company creating a product or service that the employee can offer with pride? Has the employee received enough feedback and training to do his/her job? Is this employee the right person for the job?
The bad news is that recovering lost trust and interpersonal harmony is hard work. The good news is--each side has the ability to improve the frustrating situation. For my sister and I--we may achieve only a truce. But at least we know we're both responsible for our struggles. We begin with that knowledge.
Nurturing a positive workplace culture unleashes creativity and enthusiasm. Such a transformation will not be instant, but it can happen if employers seek to change not only their employees, but also themselves.© 2009 Laura Lewis-Barr all rights reserved
I've been getting requests for training in motivation. Many employers seem mystified-how can they get their workers to care? A complex question! And I'm reminded of my struggles with my sister. It's tempting to blame her but I know that we have both created our relationship. Workplace dynamics are equally complicated. Employers often hope for a magic wand to transform their “lazy” workers into enthusiastic employees. But, unless a disengaged worker is simply unwilling to work (rare), the employer is probably contributing to the problem. To motivate workers, employers may need to start with changing themselves. Have they taken the time to know the employee and see what intrinsically motivates him/her? Is the company creating a product or service that the employee can offer with pride? Has the employee received enough feedback and training to do his/her job? Is this employee the right person for the job?
The bad news is that recovering lost trust and interpersonal harmony is hard work. The good news is--each side has the ability to improve the frustrating situation. For my sister and I--we may achieve only a truce. But at least we know we're both responsible for our struggles. We begin with that knowledge.
Nurturing a positive workplace culture unleashes creativity and enthusiasm. Such a transformation will not be instant, but it can happen if employers seek to change not only their employees, but also themselves.© 2009 Laura Lewis-Barr all rights reserved
Thursday, December 10, 2009
Blaming at Work Creates More Blame
Research from the University of Southern California has great suggestions for managers on creating healthier atmosphere's at work. Here's the article and an excerpt below.
“Blame creates a culture of fear,” Fast said, “and this leads to a host of negative consequences for individuals and for groups.”
A manager can keep a lid on the behavior by rewarding employees who learn from their mistakes and by making a point to publicly acknowledge his or her own mistakes, Fast said. Managers may also want to assign blame, when necessary, in private and offer praise in public to create a positive attitude in the workplace.
© 2009 Laura Lewis-Barr all rights reserved
“Blame creates a culture of fear,” Fast said, “and this leads to a host of negative consequences for individuals and for groups.”
A manager can keep a lid on the behavior by rewarding employees who learn from their mistakes and by making a point to publicly acknowledge his or her own mistakes, Fast said. Managers may also want to assign blame, when necessary, in private and offer praise in public to create a positive attitude in the workplace.
© 2009 Laura Lewis-Barr all rights reserved
Wednesday, December 9, 2009
A Common Sense Checklist for Health.
I’ve adapted this list from others I’ve seen. Not rocket science, but how successful are you at maintaining success in all 5 areas? During this holiday season, make the tough choices to care for yourself, NO MATTER WHAT. Daily pressures will tempt you to deny your true needs but remember: you can’t help anyone else if you are depleted physically, mentally, spiritually, or emotionally.
1. Be kind to yourself. Respect your own needs, emotions, and desires, no matter how “crazy or irrational” they may seem.
2. Take care of your health so you’re ready for any challenge the day may bring.
3. Create work and home environments that nurture you.
4. Create a supportive network of friends and colleagues.
5. Spend time daily in recharging activities--quiet time, exercise, hobbies etc.
© 2009 Laura Lewis-Barr all rights reserved
1. Be kind to yourself. Respect your own needs, emotions, and desires, no matter how “crazy or irrational” they may seem.
2. Take care of your health so you’re ready for any challenge the day may bring.
3. Create work and home environments that nurture you.
4. Create a supportive network of friends and colleagues.
5. Spend time daily in recharging activities--quiet time, exercise, hobbies etc.
© 2009 Laura Lewis-Barr all rights reserved
Sunday, December 6, 2009
Friday, December 4, 2009
Practicing Mindfulness--a Rerun of Previous Post. In time for the Holidays.
I love it when “soft” skills (emotional literacy) are confirmed by hard science. I recently discovered more brain research confirming EI principles and the benefits of “mindfulness” (a form of meditation).
David Creswell and Matthew D. Lieberman, from UCLA, conducted brain scans of adults. Their studies found that naming emotions decreases activity in the amygdala (the emotional sentinel of the brain) and increases activity in the prefrontal cortex.
This explains a lot!
When our amygdala is aroused, our body sends out chemicals and hormones that create our emotions. This happens so fast that we may act inappropriately and respond with a fight, flight, or freeze reaction—called an “amygdala hijack.” Conversely, the prefrontal area of the brain is associated with “executive functions,” i.e. the ability to manage emotions and make well-reasoned decisions. Naming emotions then, can calm us down and help us think more rationally. This may be why journaling or talking through our reactions with a friend is often very helpful. Such self-awareness and "affect labeling” is the cornerstone of emotional intelligence competencies.
The study also measured the impact of mindfulness and found that this practice creates the same effect. This isn’t surprising since mindfulness leads to recognizing all our thoughts, feelings, and perceptions. When practicing mindfulness, I'm naming my emotions in each moment--“I’m feeling upset, now I’m feeling relaxed, etc.”
Even five minutes a day of this "being in the moment" can have profound effects on our health and well-being. During this holiday season, give it a try!
For an abstract of the original study seek link below. Lieberman MD, Eisenberger NI, Crockett MJ, et al. Putting Feelings Into Words: Affect Labeling Disrupts Amygdala Activity in Response to Affective Stimuli Psychol Sci. 2007 May;18(5):421-8. [Abstract] © 2009 Laura Lewis-Barr all rights reserved© 2009 Laura Lewis-Barr all rights reserved
David Creswell and Matthew D. Lieberman, from UCLA, conducted brain scans of adults. Their studies found that naming emotions decreases activity in the amygdala (the emotional sentinel of the brain) and increases activity in the prefrontal cortex.
This explains a lot!
When our amygdala is aroused, our body sends out chemicals and hormones that create our emotions. This happens so fast that we may act inappropriately and respond with a fight, flight, or freeze reaction—called an “amygdala hijack.” Conversely, the prefrontal area of the brain is associated with “executive functions,” i.e. the ability to manage emotions and make well-reasoned decisions. Naming emotions then, can calm us down and help us think more rationally. This may be why journaling or talking through our reactions with a friend is often very helpful. Such self-awareness and "affect labeling” is the cornerstone of emotional intelligence competencies.
The study also measured the impact of mindfulness and found that this practice creates the same effect. This isn’t surprising since mindfulness leads to recognizing all our thoughts, feelings, and perceptions. When practicing mindfulness, I'm naming my emotions in each moment--“I’m feeling upset, now I’m feeling relaxed, etc.”
Even five minutes a day of this "being in the moment" can have profound effects on our health and well-being. During this holiday season, give it a try!
For an abstract of the original study seek link below. Lieberman MD, Eisenberger NI, Crockett MJ, et al. Putting Feelings Into Words: Affect Labeling Disrupts Amygdala Activity in Response to Affective Stimuli Psychol Sci. 2007 May;18(5):421-8. [Abstract] © 2009 Laura Lewis-Barr all rights reserved© 2009 Laura Lewis-Barr all rights reserved
Tuesday, November 24, 2009
Creating more effective meetings!
My clients constantly complain about having to attend “useless” meetings. These meetings not only obliterate large chucks of valuable time, they also damage morale.
How can we improve our meetings?
1. First, we must eliminate all unnecessary meetings! This will require a major paradigm shift. Ask yourself: Am I only giving information to my group? If so, use email. Worried that they won’t read your email? Ask them to respond to you within a certain time. (BTW- how do you know they’re listening at a “data dump” meeting? Believe me, they aren’t. ) Even if you can’t eliminate a meeting, you should be able to shorten it significantly. No part of a meeting should be a data dump. That is what emails are for.
2. Only call a meeting when an idea or news requires discussion. If you’re presenting controversial or upsetting information (layoffs, etc.) DO NOT use email. A meeting will allow the listeners to express their feelings, concerns, questions, and thoughts. This is a great use for a meeting.
If you have a problem to be solved or a process to be improved, meetings are an ideal use of the team’s time. But do you know how to lead a discussion so that they best ideas are produced and your time is used effectively?
I’ll tackle this question in my next post. © 2009 Laura Lewis-Barr all rights reserved
How can we improve our meetings?
1. First, we must eliminate all unnecessary meetings! This will require a major paradigm shift. Ask yourself: Am I only giving information to my group? If so, use email. Worried that they won’t read your email? Ask them to respond to you within a certain time. (BTW- how do you know they’re listening at a “data dump” meeting? Believe me, they aren’t. ) Even if you can’t eliminate a meeting, you should be able to shorten it significantly. No part of a meeting should be a data dump. That is what emails are for.
2. Only call a meeting when an idea or news requires discussion. If you’re presenting controversial or upsetting information (layoffs, etc.) DO NOT use email. A meeting will allow the listeners to express their feelings, concerns, questions, and thoughts. This is a great use for a meeting.
If you have a problem to be solved or a process to be improved, meetings are an ideal use of the team’s time. But do you know how to lead a discussion so that they best ideas are produced and your time is used effectively?
I’ll tackle this question in my next post. © 2009 Laura Lewis-Barr all rights reserved
Monday, November 23, 2009
Quote for the Day
Always raise the bar. Hire people who are smarter and more capable than you, and make sure all your employees do the same. As your company grows, early employees should find themselves thinking "Wow, if I interviewed today, I would never get a job here!"
DFJ Frontier Management Company
DFJ Frontier Management Company
Wednesday, November 18, 2009
Gen Y, Social Media, and Empathy
Reading "IBrain" again. Have social media & our heavy-use of computers hurt our abilities 2 develop empathy & other social skills?
Monday, November 9, 2009
Thank you to trainer Chuck Nemer for this list.
An Ideal List—Character Traits to Develop for Work and Life
Do What’s Right
Deference:
- Ability to yield to the opinions or desires of another
Integrity:
- Having appearances and actions consistent with what you really are- “What you see is what you get.”
Reverence:
- Having a deep respect, tinged with awe, for life, nature, and property
Trustworthiness:
- Reliability in keeping promises and following through on commitments
Do Your Best
Cleanliness:
- Respect for one’s self and surroundings
Competence:
- Possession of the capabilities needed to do the job, and the effective performance of one’s responsibilities
Confidence:
- A belief in one’s own abilities to make a difference
Creativity:
- Using the instinctive ability that we all possess, to combine and recombine past experience in a way that results in new patterns, new configurations, or new arrangements that better serve some need
Diligence:
- Persevering and careful work
Motivation:
- An inner drive or impulse that causes one to act
Optimism:
- The tendency to take the most hopeful view of matters
Treat Others as You Would Like to be Treated
Enthusiasm:
- Lively interest; eagerness
Compassion:
- Demonstrating concern for others equal to one’s concern for oneself
Loyalty:
- The ability to be true to another beyond promises and commitments, based on your relationship
Openness:
- Being approachable
Patience:
- Perseverance and persistence
Respectfulness/Considerateness:
- The ability to withhold judgment until you can appreciate the uniqueness in each other
An Ideal List—Character Traits to Develop for Work and Life
Do What’s Right
Deference:
- Ability to yield to the opinions or desires of another
Integrity:
- Having appearances and actions consistent with what you really are- “What you see is what you get.”
Reverence:
- Having a deep respect, tinged with awe, for life, nature, and property
Trustworthiness:
- Reliability in keeping promises and following through on commitments
Do Your Best
Cleanliness:
- Respect for one’s self and surroundings
Competence:
- Possession of the capabilities needed to do the job, and the effective performance of one’s responsibilities
Confidence:
- A belief in one’s own abilities to make a difference
Creativity:
- Using the instinctive ability that we all possess, to combine and recombine past experience in a way that results in new patterns, new configurations, or new arrangements that better serve some need
Diligence:
- Persevering and careful work
Motivation:
- An inner drive or impulse that causes one to act
Optimism:
- The tendency to take the most hopeful view of matters
Treat Others as You Would Like to be Treated
Enthusiasm:
- Lively interest; eagerness
Compassion:
- Demonstrating concern for others equal to one’s concern for oneself
Loyalty:
- The ability to be true to another beyond promises and commitments, based on your relationship
Openness:
- Being approachable
Patience:
- Perseverance and persistence
Respectfulness/Considerateness:
- The ability to withhold judgment until you can appreciate the uniqueness in each other
Friday, November 6, 2009
Great Mind Mapping Video
This is a wonderfully practical video on mind mapping, to help us remember content and to access hidden gems of knowledge.
Thursday, November 5, 2009
Every Emotion has a Purpose
Every Emotion has a Purpose is a basic tenet of Emotional Intelligence. I thought of this today when I heard about a study quoted on national news:
“Bad moods can actually be good for you, with an Australian study finding that being sad makes people less gullible, improves their ability to judge others and also boosts memory.”
Here’s another quote:
“…research suggests that sadness … promotes information processing strategies best suited to dealing with more demanding situations.”
Good to know that my moods can provide some benefits at work!
You can read the entire article here.
“Bad moods can actually be good for you, with an Australian study finding that being sad makes people less gullible, improves their ability to judge others and also boosts memory.”
Here’s another quote:
“…research suggests that sadness … promotes information processing strategies best suited to dealing with more demanding situations.”
Good to know that my moods can provide some benefits at work!
You can read the entire article here.
Wednesday, November 4, 2009
Motivation Tip
You spend 4 hours doing a report. You give it to your boss and hear nothing back about it.
In the future, how motivated will you be to write reports?
Motivation Tip--Give Timely Feedback. Both positive and constructive.
In the future, how motivated will you be to write reports?
Motivation Tip--Give Timely Feedback. Both positive and constructive.
Tuesday, November 3, 2009
If near Elgin, IL--Join us for this Class in Motivating Others.
Motivating Your Team
November 12, 1-4pm $99 includes materials. visit www.elgin.edu/corporatetraining to register or for more info.
Did you know that employee disengagement may affect 80% of your workforce?
How do we remain enthused about our work? How do we inspire others? Explore new research in cognitive science & emotional intelligence; as well as Maslow’s hierarchy of needs. Examine habits of thinking & motivation. Key points in the session include:
· The best & most effective ways to motivate others
· “Flow” and how to achieve it
· The many benefits of an optimistic attitude and how to maintain a positive mind set.
· Effective communication techniques to motivate and inspire your team.
November 12, 1-4pm $99 includes materials. visit www.elgin.edu/corporatetraining to register or for more info.
Did you know that employee disengagement may affect 80% of your workforce?
How do we remain enthused about our work? How do we inspire others? Explore new research in cognitive science & emotional intelligence; as well as Maslow’s hierarchy of needs. Examine habits of thinking & motivation. Key points in the session include:
· The best & most effective ways to motivate others
· “Flow” and how to achieve it
· The many benefits of an optimistic attitude and how to maintain a positive mind set.
· Effective communication techniques to motivate and inspire your team.
Monday, November 2, 2009
Watch for Dates for this Exciting New Program in 2010.
If you'd like to be on the mailing list to receive more info on this or other programs, visit www.training4breakthroughs.com
Express Your Potential!™ Two-Day Workshop.
- Understand the Hidden Messages in your non-verbal signals.
- Build Messages of Authenticity.
- Expand Awareness of your Inner World--Thoughts and Feelings.
- Enhance Your Ability to Express Yourself.
- Develop Charisma.
- Boost your Freedom of Expressiveness--Vocally and Physically.
- Increase Mindfulness, and the Ability to Focus.
- Improve Problem solving, Imagination, Spontaneity, and Creativity.
Using Insights from Emotional Intelligence and exercises from the Theatre, this two-day workshop will transform your communication skills--both intra-personally and inter-personally. Explore your skills in nonverbal communication. Understand your habits and thought patterns. Bring out your best! Meant for all levels. No performance experience necessary. Guaranteed to bring a new understanding of your communication styles and empower you to be more charismatic and authentic.
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