Category Archives: NLP

What does it mean to be a Professional Certified Coach?

Posted on December 24, 2011 by Cherry Potts

When I got to my emails this afternoon, there was a solstice present which had been sitting there from the night before (apparently the solstice was a day late this year… should we worry?): The ICF have awarded me my … Continue reading →

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Pace Yourself

Posted on May 27, 2011 by Cherry Potts

I haven’t been blogging recently, having had some enforced idleness due to two bouts of chest infections in three months. The connection between wheezing coughing and not being able to speak (or ‘General ghastliness’ as my GP described it), and … Continue reading →

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Leadership Styles

Posted on March 18, 2011 by Cherry Potts

What kind of leader do I want to be? Nearly all men can stand adversity, but if you want to test a man’s character, give him power. Abraham Lincoln Introduction Cleverer people than me have spent their entire working lives … Continue reading →

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Lost: one voice

Posted on February 25, 2011 by Cherry Potts

… last heard failing to communicate effectively with a client on the phone Wednesday evening. Actually I think this is down to going out to protest in song against local cuts to services: Library and traditional folk-y protest songs on … Continue reading →

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Resolution … Evolution

Posted on January 4, 2011 by Cherry Potts

It’s that time of year. I get bloody minded about new year resolutions: you won’t catch me in the gym in January, it’s too full of people regretting that final slice of Christmas cake. And really, it makes better sense … Continue reading →

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Compromise

Posted on December 1, 2010 by Cherry Potts

What do we mean when we talk about compromise?  I get the feeling it can be rather a negative idea. The OED definition is: To settle a dispute by mutual concession; or to bring under suspicion or into danger by … Continue reading →

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Surviving the ‘RE-organisation’

Posted on November 28, 2010 by Cherry Potts

I’ve been thinking some more about redundancy, and its impact, not on the people who leave an organisation, but on those left behind. In the days when I worked for big organisations, there would be a reorganisation about every three … Continue reading →

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