Author Archives: Betska

This Law says, “As I Master my lower self, I become my higher self to access innovative solutions to challenges and goals.”

Most of us continue to live for years in our ‘lower self’ by holding on to feelings of past guilt, shame, negative beliefs and prejudices about ourselves and others. In ‘higher self’ we easily tap into our creativity, wisdom and intuition for instant solutions to challenges and goals. In which ‘self’ do you currently live?

What does it take to live in ‘higher self’? PCMK^TM coaching and
mentoring methodologies provide us with the masterful ability to find Root Cause memories which are keeping us in ‘lower self’. For example, if you are lacking in confidence, you may remember that your Grade 3 Teacher kept telling you how dumb you were. Imagine holding this belief in your subconscious mind for decades!

Too crazy. Get rid of it! We CAN Master our ‘lower self’. We CAN re-write our negative beliefs and experience joy in our hearts. You deserve it.

Read The “God” in Coaching – The Key to a Happy Life.

Betska, The Guru Coach^TM
Sign up for CLI QuickTips^TM and Blog Updates at:
Coaching and Leadership International Inc

This Law says, “Our true needs, wants, desires, hopes, dreams, wishes and their fulfillment are as important as those of any other soul in existence. In the Creator’s eyes, I am just as important as the next person.”

We learn during CLI’s Life Coach Training that we may not feel equal (“Inferior Ego”) because we are busy decrying ourselves which means we believe others are better than we are or “Superior Ego” when we feel we are better than others. When coaching with this law, we face ourselves HEAD-ON. As leaders, employees and parents, we all can create a safer environment at work and at home when we see each other as equals. Let’s apply this Law to create more love, harmony, and abundance for all to make a more equitable world.

Just imagine … wars would disappear, women would feel equal to men, animals would feel safe … such a great world for our children to grow up in, eh? Find someone you discriminate against and show them love today.

Betska, The Guru Coach™
Sign up for CLI QuickTips™ and Blog Updates at:
Coaching and Leadership International Inc

Have you ever wondered what would be the result of a simple experiment of you pasting words like Love and Hate on two separate bottles and freezing the same?

If you further looked through a microscope, like Masaru Emoto, you would see the ice crystals coming from the Love bottle have a higher frequency and therefore, would look like crystalline diamonds. Very beautiful. The ice crystals coming from the Hate bottle have a lower frequency and hence would be ugly, dark and sinister looking. The message is clear. As CLI teaches in our Executive Coach Training Program, water like any matter has cells and energy fields that read and get affected by thoughts as well. Positive thoughts and beliefs are energy giving sparkles.

Hidden Messages from Water

Since the human body is made up
mostly of water, we should be careful
what messages we put into our brain body.
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Betska, The Guru Coach^TM

Sign up for CLI QuickTips^TM and Blog Updates at:

Coaching and Leadership International Inc

All human beings, animals and matter that exist in the Universe created by the Master Creator are unique in their own respect. This Law says, “The more I love myself, the better I can love/service others.” Sitting in the CLI Coaching Certification classroom, you experience and realize the tremendous power of this law as your subconscious negative repetitive belief patterns are removed. You experience boundless joy and happiness about your uniquely endowed self worth. Amazing…

Let’s look at the impact of this law. When a leader loves self and performs to full potential, with full self-confidence they serve their employees by helping them grow. And, how about parents? Did you know that parents usually pass their unconstructive beliefs on to their children? Law#1″What?” you say. How can this be? It happens naturally. Children observe us and mimic us. The best gift we can give to our employees and children is to truly and deeply study ourselves to demonstrate the core competency of “Leading Self First”. How would you rank yourself in this core competency? Rank yourself out of 10, with 10 being high.

Betska, The Guru Coach^TM
Sign up for CLI QuickTips^TM and Blog Updates at:
Coaching and Leadership International Inc

You will remember our discussion from Part I of this article about the importance of creating a win-win situation in the workplace where the employees feel greatly valued and respected. Stephen Covey greatly emphasized “Win-Win” in his Habit #4 of The 7 Habits of Highly Effective People.

In Part I we presented the fact that most people are NOT motivated by money.

In this Part II, I present a chart with three categories of ways to recognize people:  MONEY – OPPORTUNITY – RECOGNITION. The chart is invaluable as it has 50+ ways to inspire/motivate your people to make them feel like winners.

The least expensive rewards fall under the “Opportunity” section. These rewards provide the individual with an opportunity to grow. They recognize him/her for a job well done by trusting him/her to take on more responsibility and more authority.

Survey after survey of a broad range of employees, show us that rewards which are intangible and those which show sincere thought and consideration have a much longer-lasting effect.

Learning how to build a solid recognition program is an important part of leadership skills training.  CLI believes so much in the importance of a recognition program that we feel it should have prominence in every leader’s Employee Strategic Plan initiatives. Once it has been built, the leader has the responsibility to ensure the program is delivered.

We also feel so strongly about it that a good chunk of time is spent on the topic in our Executive and Business Coach Training Program. Once again, this invaluable information is rarely taught in MBA school.

In setting up your reward program, begin by setting performance goals. Then choose the rewards that are best suited to the goal.

Making People Feel Like Winners

“When performance is within acceptable ranges of goals set for the job, use rewards to increase and sustain positive performance and personal motivation.”
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The chart — Making People Feel Like Winners is taken directly from my first Canadian best-seller “Creating Champions”.

Betska, The Guru Coach™
Sign up for CLI QuickTips™ and Blog Updates at:
Coaching and Leadership International Inc

One day one of my Executive Coaching Clients called up for his usual coaching session. When asked what he wanted to work on he almost whispered, “Betska, today I want to work on becoming more charming.”  One might have thought that he was kidding, but Carl was very serious. You see, ‘Carl’ had observed that the Leaders above him exuded a great deal of ‘charm’ and had the employees in rapt attention to the meeting’s topic. Carl wanted to know how to weave that kind of magic himself! In 90 minutes we developed a doable and exciting recognition program for his people as a way to demonstrate his charm.  His people were blown away by the change in his leadership style.  They suddenly saw a part of their Leader they had never seen before – a Leader who showed that he really cared for his people and valued them.

Stephen Covey, in 1996, was listed among Time’s 25 Most Influential Americans. More than 20 million copies of his book The 7 Habits of Highly Effective People have been sold and it was named one of the most influential management books by several organizations, including Time and Forbes magazines. The audio book is the best-selling nonfiction audio in history.

So what did Stephen Covey say about Leadership?  Lots of things, to be sure!

Habit #4 is particularly interesting as it relates to a Leader’s interactions with their people.

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Look for solutions that are beneficial to everyone involved. According to Covey, “This is a frame of mind and heart that constantly seeks mutual benefit in all human interactions. Win-win means agreements are mutually beneficial, mutually satisfying… Most people think in terms of dichotomies: strong or weak, hardball or softball, win or lose. But that kind of thinking is fundamentally flawed.”

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How to Create ‘Win-Win’ a la Covey

Today, we look for both men and women who are hard-working, creative and who go that extra mile. These are the people who get things done, who make decisions and who come up with brilliant ideas. Then, there are employees who simply put in an 8 hour day, who follow their job description to the “T” and then go home. Flashes of creative genius are few and far between. Which type of employee is the most valuable to your organization? The answer is that they are both valuable. The dynamos are required to bring continual effervescence and action to your organization. The steady workers will keep the machinery running smoothly.

Some are motivated by money, others by an opportunity to advance their careers and the remainder by recognition. There are groups of people who are motivated by all three needs and others who work hard only to obtain an opportunity for career advancement.

Therefore, let’s discuss two ways to create “Win-Win”.  One is through hinging compensation to company performance and the second is through recognizing and praising our people.

Hinging Compensation to Company Performance
– 9 Big Benefits –

In a Forbes magazine article 2015, we read that people are, in fact, not motivated by money. They are motivated by a few simple desires as uncovered by social psychologist David MacClelland. Money most certainly can be a sub-motivating factor, however it all boils down to these 3 factors as the dominant desires:  achievement, affiliation and power.  For those who ARE motivated by money, hinging compensation to company performance can be important.  Here are 9 big benefits:

1. Changes the corporate culture – everyone feels important to the company’s success;
2. Focuses employee effort on specific behavioural and business goals;
3. Effects innovation;
4. Inspires a feeling of ownership by each employee-they think and act like owners rather than hirelings who simply put in time;
5. Builds teamwork – everyone helps each other to do a better job;
6. Enhances communication between employees;
7. Encourages everyone to be responsible for sales and profits;
8. Employees pull together spiritually during tough times to ride out the storm;
9. Builds loyalty to the organization.

Make Recognition and Praise a Way of Life –
Be proud of their efforts

For employees motivated by achievement, affiliation and power, recognition can go a long way to creating loyal employees.

Before we can build an effective team, everyone must feel equally important to the organization and therefore we must ensure that we reward the right behaviours. It’s also important to be consistent with how we reward our people as taught by Michael LeBoeuf, author of the Greatest Management Principle in the World. LeBoeuf’s book may be older now but nothing has changed around recognition. He said,

“The things that get rewarded get done.”
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There are numerous ways to reward good behaviour. At CLI’s Executive and Business Coach Training School, Executive Coaches learn how to mentor their Executive Clients on the subject of motivation through recognition. After all, inspiring and motivating staff is not often a subject well taught at our business schools; therefore, Executives are craving this knowledge, just as we have already noted with Carl.

In Part II of this article (coming shortly!) we will present a chart with three categories of ways to recognize people:  MONEY – OPPORTUNITY – RECOGNITION. This chart will contain 50 ways to recognize and praise your people, build loyalty and have some fun.  Watch for it!

Betska, The Guru Coach™
Sign up for CLI QuickTips™ and Blog Updates at:
Coaching and Leadership International Inc