Tag Archives: leadership

Happiness, Laughter Yoga and Wake up London, Heart of London Sangha

To begin thank you again to all the people, who give me encouragement and inspiration to write this blog.  Sometimes I think I am lucky, I get to choose how I spend my time and where I put my energy.  Last week I was asked to volunteer at the Museum of Happiness, second event on ‘Exploring Happiness: An Afternoon of Talks, Workshops and More!’.  I  have been to quite a few workshops in my time.  One of my values is learning, so I can overdo it and go to lots of events.  These days I try to go to less events and try to do more by writing, and sharing my work with others instead.  So I debated going to this event on a Saturday.  I was asked by my friend Shamash one of the co-founder’s and author of 7 books, including the latest one  The Mindful Way through Stress .

10714399_10152725248900983_8866355716824582720_o I decided to go and I was surprised that about 60 people turned up, motivated and really wanting to be there.  I got to work with all the volunteers who were interesting and compassionate people, I was thankful to be part of the team.  I listened to the two main talks from TEDx speakers.  The first one was Susanna Halonen ‘Screw Finding Your Passion: Unlock It & Find Happiness at Work’.

She calls herself a happyologist, in the introduction of her book she says:

“ stop chasing your passion.  Instead look inwards and you will see that passion is right there, within you…you’ll notice that people have been engrained with the message that they must find their one and only passion.”  

She goes on to share the five keys that unlock the passionate way of being:

  1. Be the Authentic You
  2. Understand Your Why
  3. Master the Art of Learning
  4. Connect with Your Tribe
  5. Play with Your Strengths

These are the key points for being authentic-

  1. Identify what your values are, what is important to you and why.  Awareness and fully embracing your values is the first step to unlocking your passion. If you want to do this you can take the VIA Survey of Character Strengths.
  2. Have the courage to carry your values in your everyday life.
  3. Acknowledge that being the authentic you at work is what helps you to be your best performing, most passionate you.

If you want to explore this area further this is another interesting resource by Neil Crofts to help you explore What is my purpose?

The second TEDx speaker was Marisa Peer ‘The Happiness Code: Three secrets to make your brain work for you’ with internationally acclaimed  therapist, multiple bestselling author.  From her experience she shares a fundamental rule that all our emotional and personal problems come from us believing that we’re not ‘enough’ and she explains how to overcome it.  She teaches people to say ‘I am enough’ and get’s people to write this on their mirrors and put on their fridge doors.  She shares the stories where this has worked.  To find out more you can watch her TEDx talk-

I got to also meet Esteban there a friend of a friend Ben Rodrigas, who I met at the Wisdom2.0 conference in 2014.  Here I am with some face painting by Livi Lollipop with the wise Esteban.


Later in the week I was going to be running a post-lunch energiser with Julie Whitehead on

Laughter Yoga.  Last year I trained for two days to teach laughter yoga so I suggested it to TMSDI to have this as part of their yearly networking day.  They said yes, so we delivered a surprise Laughter Yoga session to the delegates.  Julie began by asking whether people have enough laughter in their life?  The room was silent and the answer was no.  So they were ready to give it a go.  We shared a little bit about laughter:

LAUGHTER – ho ho ha ha ha
Laughter releases endorphins, giving us the ‘feel good factor’, acts as aerobic exercise providing internal jogging, unleashes inhibitions, encourages better communication.  Great team building tool for colleagues. Helps boost our immune system which fights disease.  Tones muscles, improves respiration and circulation.  Encourages positive thinking and creativity.  Relaxes the whole body by reducing stress and tension. laughter yoga at TMSDI

We practiced quite a few laughter yoga exercises to encourage childlike playfulness, helping us all to let go and connect with the present moment.  There were 40 of us laughing together, there is something about the group energy that makes the laughter experience together even more special than when we laugh alone or with one other person.  We had an extra nice group, ready to give it a go and participate, it was a pleasure to be able to do this, so thank you to the wonderful Julie for saying yes and giving it a go to run the session with me.

This is a poem Julie shared at the end of our session:


“Smiling is infectious, you catch it like the flu.When someone smiled at me today, I started smiling too. I passed around the corner and someone saw my grin. When he smiled I realised I’d passed it on to him. I thought about that smile, then I realised it’s worth. A single smile just like mine, could travel round the earth. So, if you feel a smile begin don’t leave it undetected Let’s start an epidemic quick, and get the world infected!”

Also at the TMSDI network event was Dr Charles Margerison one of the founders of the Team Management Profile.  I have been accredited to use this team psychometric since 2006 and it is always great when you get to meet the creator.  I think his major role from the profile is a ‘creator-innovator’, the same as me.  His presentation was deep and thoughtful around the concept of existentialism and how we use our time.  He shared stories of people that had been successful, bringing to light ‘perception’, people that noticed something of more value than was already there.  For example, Heinz tomato ketchup was made from all the left over tomatoes that were going to be thrown away, Heinz found a different more valuable use for them.

Charles is an advocate of action learning.  He used to think you had to learn to act.  Professor Reginald Revans the originator of action learning said to him “why don’t you take some action and you will learn something.”  Most of the learning we acquire is from our experiences.  What new experiences can you have today, tomorrow, next week?  He ended his talk with saying:  “think about the right thing to do“, sometimes the right thing is not appreciated straight away or even during your lifetime.  He encouraged us all to be a little more daring and take some risks.  He is a unique character and really got into the laughter yoga exercises! maxresdefault

To close the day, I had been invited by Esteban to an evening talk in Covent Garden close by to where I was in Leicester Square.  I went to ‘ A Wake Up and Heart of London Sangha event for Mindful Entrepreneurs: Practising Together’.  This was facilitated by the two leads of the two groups Carol Wilkins and Joe Holtaway.  They both follow the teachings of Thich Nhat Han, a favourite teacher of mine. He encourages people to practice mindfulness meditation together through a sangha:

“In practicing together as a Sangha, as a community, our practice of mindfulness becomes more joyful, relaxed and steady. We are bells of mindfulness for each other, supporting and reminding each other along the path of practice. With the support of the community, we can practice to cultivate peace and joy within and around us, as a gift for all of those whom we love and care for. We can cultivate our solidity and freedom – solid in our deepest aspiration and free from our fears, misunderstandings and our suffering.”

I enjoyed the meditation together and it was interesting to hear about how people are running their business with mindfulness and some of the difficulties they are having and how as a group we could encourage and support each other.  This was the first meeting they had together, with a wish to continue.

Enjoy your weekend and leave any comments you have on my blog if you would like to.

Tagged , , , , , , , , , , , , , , , , , , , ,


This happened to be yet another insightful, inspirational and innovative evening organised by Harpal Dhatt, CEO of the Glow at Work in the Queens Tennis Club in London on 23rd May 2013.

Dr Tomas Chamorro-Premuzic, Professor of Business Psychology at the University College London (UCL), Vice President of Research & Innovation at Hogan Assessments, a visiting Professor at New York University, author of many books and scientific papers and a world authority in personality profiling and psychometric testing, was an invited speaker to deliver the Masterclass on the theme of ‘Identifying & Developing Entrepreneurial Potential at Work.’


At the onset of the event, the message came loud and clear: Entrepreneurship Matters!  We were persuaded by Tomas’s excellent presentation skills that entrepreneurship is the major source of employment, growth and progress, as every successful organisation was once a new venture.  His claim was that the best way to break into a business is to innovate by offering new products or services.

Tomas, also renowned for his successful consultancy work, posed some interesting questions for a debate: What drives entrepreneurial success?  Are there any tools to quantify entrepreneurial talent?  The mini-quiz followed on the line – how much environmental factors, chance or personal factors influence entrepreneurial capacity.  This gave an opportunity to the participants to voice their views and to ask some intellectually stimulating questions.

Tomas successfully ‘planted the seed’ – bad leadership is a major cause of entrepreneurship as there is a lack of value for employees’ creativity or fostering innovation. The healthy debate opened up some new avenues of thinking about the concept of leadership in general and the process of disengagement which might force entrepreneurial talent out of an organisation.

Tomas also offered glimpses of the global outlook on the process of entrepreneurship by stating that Europe does not produce enough innovative companies.  He then moved to passionately discuss the ins and outs of entrepreneurial talent, considered as the ability to create value and stimulate growth and progress via innovation.  This is successfully achieved by shifting resources from low to high productivity areas in order to exploit opportunities.  According to him, the DNA of entrepreneurial talent consists of creativity (generating ideas), opportunism (identifying gaps), proactivity (acting with drive) and vision (having meaningful mission).

The personality profile of talented entrepreneurs is based on openness – being curious and flexible, conscientiousness – being driven and persistent, extraverted – being outgoing, dominant and optimistic, agreeable – being warm and friendly and non anxiousbeing secure, stable and cool-headed.  Research has shown that there is no correlation between IQ and entrepreneurship but there is with EQ.

The final part of this truly engaging evening due to Tomas’s charismatic presentation, was the introduction of his newly developed psychometrics tool – META (Measuring Entrepreneurial Potential – Talent and Abilities).  We were pleased to find out that this tool can find its application on an individual, but also team level (based on similar values and complementary styles) in order to identify, manage and retain entrepreneurial talent.  However, it can be applied in a broader context as well, by looking into how to foster an entrepreneurial culture.  According to Tomas, this can be successfully achieved by boosting innovation, tolerating failure, promoting an opportunistic mind set and looking for vision.

IMG_2660His talk definitely stirred everyone’s thinking towards identifying and fostering entrepreneurship in order to out-perform competitors of organisations and provided food for thought by considering if there is a natural entrepreneur in ANY organisation.

As an added bonus to this truly exciting event, the participants had a chance to complete the Meta psychometric tool (http://www.metaprofiling.com/meta-profiling.aspx), designed to identify their creative and entrepreneurial potential.

While the Curtain went down for this memorable event, some of the participants continued the debate on this hot topic in the nearby pub ‘Curtain’s Up’.

Luckily, not very long left until the next Glow at Work event on the 20th June on ‘Sustaining Engagement at work’ with Emma Donaldson- Feilder http://www.meetup.com/Glow-at-Work-Masterclasses/events/115740382/

This is some of the video footage from last weeks masterclass:

Zorica Patel CPsychol, MSc, PGCHE, BSc (Hons), BA (Hons)

Chartered Occupational and Registered Coaching Psychologist

Senior Lecturer in the HRM Department, Westminster Business School

Tagged , , , ,

The art of generosity – Is giving better than receiving?

It’s the festive period, everybody is busy buying something for the people who are important to them. But, is giving better than receiving? Are you someone who prefers to give or are you someone who prefers to receive?

I came across David Freemantle’s book called ‘How to become the  most wanted employee’, recommended to me by Grace Vanterpool, a guest speaker on the Leadership Empowerment Programme I regularly deliver. One of the suggested tips was to:

“Give something away each day” – my take away was to implement this one action. I began to consciously think about giving something away each day, be this knowledge, time, an item or just saying thank you.

Today the glow at work team had their first Christmas lunch at Dishoom. I want to thank all the team for their contributions – they have all demonstrated the concept of giving without asking for anything in return (all working as interns). We have been developing our strategy and come up with a mission we are all working towards.


Our mission is to: “empower people from within and transform organisations, in order to help the working population achieve more meaningful, satisfying and glowing careers. In doing so, we believe we can also have a positive impact on other areas of people’s lives, helping to achieve a society with a better quality of life. Hence, we are serving a purpose that is greater than ourselves by building strong collaborative partnerships in order to effectively meet this very important objective.”

The research also shows us 5 Ways that Giving Is Good for You (from Jason Marsh, editor in chief of Greater Good & Jill Suttie, Greater Good’s book review editor)

1. Giving makes us feel happy. A 2008 study by Harvard Business School professor Michael Norton and colleagues, found that giving money to someone else lifted participants’ happiness more that spending it on themselves (despite participants’ prediction that spending on themselves would make them happier). Happiness expert Sonja Lyubomirsky, a professor of psychology at the University of California, Riverside, saw similar results when she asked people to perform five acts of kindness each week for six weeks.

These good feelings are reflected in our biology. In a 2006 study, Jorge Moll and colleagues at the National Institutes of Health found that when people give to charities, it activates regions of the brain associated with pleasure, social connection, and trust, creating a “warm glow” effect. Scientists also believe that altruistic behaviour releases endorphins in the brain, producing the positive feeling known as the “helper’s high.”

2. Giving is good for our health. A wide range of research has linked different forms of generosity to better health, even among the sick and elderly. In his book, Why Good Things Happen to Good People, Stephen Post, a professor of preventative medicine at Stony Brook University, reports that giving to others has been shown to increase health benefits in people with chronic illness, including HIV and multiple sclerosis.

A 1999 study led by Doug Oman of the University of California, Berkeley, found that elderly people who volunteered for two or more organizations were 44 percent less likely to die over a five-year period than were non-volunteers. This effect remained even after controlling for their age, exercise habits, general health, and negative health habits like smoking. Stephanie Brown of the University of Michigan saw similar results in a 2003 study on elderly couples. She and her colleagues found that those individuals who provided practical help to friends, relatives, or neighbours, or gave emotional support to their spouses, had a lower risk of dying over a five-year period than those who didn’t. Interestingly, receiving help wasn’t linked to a reduced death risk.

Researchers suggest that one reason giving may improve physical health and longevity is that it helps decrease stress, which is associated with a variety of health problems. In a 2006 study by Rachel Piferi of Johns Hopkins University and Kathleen Lawler of the University of Tennessee, people who provided social support to others had lower blood pressure than participants who didn’t, suggesting a direct physiological benefit to those who give of themselves.

3. Giving promotes cooperation and social connection. When you give, you’re more likely to get back. Several studies, including work by sociologists Brent Simpson and Robb Willer, have suggested that when you give to others, your generosity is likely to be rewarded by others down the line—sometimes by the person you gave to, sometimes by someone else.

These exchanges promote a sense of trust and cooperation that strengthens our ties to others—and research has shown that having positive social interactions is central to good mental and physical health. As researcher John Cacioppo writes in his book, Loneliness: Human Nature and the Need for Social Connection, “The more extensive the reciprocal altruism born of social connection . . . the greater the advance toward health, wealth, and happiness.”

What’s more, when we give to others, we don’t only make them feel closer to us; we also feel closer to them. “Being kind and generous leads you to perceive others more positively and more charitably,” writes Lyubomirsky in her book, The How of Happiness.  This “fosters a heightened sense of interdependence and cooperation in your social community.”

4. Giving evokes gratitude. Whether you’re on the giving or receiving end of a gift, that gift can elicit feelings of gratitude—it can be a way of expressing gratitude or instilling gratitude in the recipient. And research has found that gratitude is integral to happiness, health, and social bonds.

Robert Emmons and Michael McCullough, co-directors of the Research Project on Gratitude and Thankfulness, found that teaching college students to “count their blessings” and cultivate gratitude caused them to exercise more, be more optimistic, and feel better about their lives overall. A recent study led by Nathaniel Lambert at Florida State University found that expressing gratitude to a close friend or romantic partner strengthens our sense of connection to that person.

Barbara Fredrickson, a pioneering happiness researcher, suggests that cultivating gratitude in everyday life is one of the keys to increasing personal happiness. “When you express your gratitude in words or actions, you not only boost your own positivity but [other people’s] as well,” she writes in her book, Positivity. She goes on to write, “and in the process you reinforce their kindness and strengthen your bond to one another.”

5. Giving is contagious. When we give, we don’t only help the immediate recipient of our gift. We also spur a ripple effect of generosity through our community.
A study by James Fowler of the University of California, San Diego, and Nicholas Christakis of Harvard, published in the Proceedings of the National Academy of Science, shows that when one person behaves generously, it inspires observers to behave generously later, toward different people. In fact, the researchers found that altruism could spread by three degrees—from person to person to person to person. “As a result,” they write, “each person in a network can influence dozens or even hundreds of people, some of whom he or she does not know and has not met.”

Giving has also been linked to the release of oxytocin, a hormone (also released during sex and breast feeding) that induces feelings of warmth, euphoria, and connection to others. In laboratory studies, Paul Zak, the director of the Center for Neuroeconomics Studies at Claremont Graduate University, has found that a dose of oxytocin will cause people to give more generously and to feel more empathy towards others, with “symptoms” lasting up to two hours. And those people on an “oxytocin high” can potentially jumpstart a “virtuous circle, where one person’s generous behavior triggers another’s,” says Zak.

What small thing can you give away today to help someone else? An ancient Ubuntu saying from Africa can help us to reframe our thinking about who we are; “I am what I am because of who we all are.” Most successful people have a team of supporters around them. If we all acknowledged each other a bit more and showed compassion for others at work, we could achieve so much more.

If you are looking for more suggestions, go to the acts of kindness advent calendar…because it’s better to give than receive http://www.noomii.com/advent-calendar-2012/

Happy Christmas & New Year to you all from the Glow at Work team

Harpal Dhatt- Chief Executive Glow at Work

Follow me on twitter @Glowatwork

Tagged , ,

Professor Adrian Furnham @ the Glow at work network Masterclass – 24th January 2013: Management Incompetence: Why Managers Fail and Derail?

adrian furnham

Glow at work is very excited to be hosting the closest thing to a ‘household’ name within the field of Occupational/Business Psychology in January. Professor Furnham is a true scientist-practitioner, with over 1000 published articles and 50 books, his wide ranging research interests are complemented by his consultancy work with international organisations. I had the pleasure of hearing an extremely entertaining and thought provoking presentation earlier this year by Adrian at a Psychometrics Forum Conference. As he jokingly referred to himself as a management “guru”, in relation to his articles in the FT, the Guardian and the Sunday Times, he engaged the audience with a chorus of ice-breaking jokes and instantly had us in the palm of his hands. Something to look forward to in January; not only his vast and ranging knowledge of leadership, personality and management but also, his incredibly charismatic style and sharp wit. Adrian discussed the ‘dark’ side of personality and management derailment, two fascinating and interlinked areas. Without giving too much material away, I’d like to give you a taster of some of the issues Professor Furnham emphasised. The rest and more, can be discovered at our Masterclass at the Queen’s Club, London on the 24th January. So book your places early to avoid missing out on what promises to be a great event.

During the introduction, two key points were eloquently expressed by Adrian, as take-home messages. The first was the need for ‘selecting-out’ in recruitment, which referred to the process of looking for traits, qualities or characteristics which you don’t want for a leadership role and eliminating candidates on this basis. This should accompany a ‘select-in’ process, more commonly used, where competencies are set and more evidence of these competencies is advantageous for the candidate in their bid for a vacancy. Secondly, too much of a good thing, is a bad thing. This refers to the idea that extremes of personality traits, based on the Eysenckian Spectrum Hypothesis that they are normally distributed, are abnormal. The key is curvilinearity. An optimum is what is desired, hence too little is incompetence, while too much is derailing.

Adrian later went on to describe his perfect leadership personality profile, based on the Big Five Factors of Personality. You may be surprised at what he asserted, which was very much driven by the abundant research into The Big Five. For those of you familiar with The Big Five, what would you say makes the perfect leader (a little reminder of the traits; Extraversion, Neuroticism, Openness, Agreeableness, Conscientiousness)? No spoiler alert needed. I won’t reveal the profile here, but it did spark a heated debate in a room full of Big Five personality practitioners.

The final part of the talk saw Adrian discuss personality disorders, such as anti-social or psychopathic disorders. The latter were characterised by a lack of remorse, narcissism – associated with grandiose and power need, paranoia – which could be good in some sectors i.e. security, schizoid – which was linked to creative types, histrionic (which Adrian jokingly compared himself to) and finally OCD i.e. the perfectionist. Ultimately, research showed that the higher individuals scored in these personality disorders, the more likely they were to derail as leaders.

If the presentation from earlier this year is anything to go on, let alone his years of experience and obvious thirst for innovation in research, this Masterclass will take us on an unparalleled journey through the complexities of personality and highlight how this powerful construct has the potential to take a turn towards the dark side. I’ll be sitting front and center and hope to see many of you there too. Please see our news and events page to book your place today; http://glowatwork.com/24january.html.

Stay railed,


Trainee Occupational Psychologist

Follow me on Twitter: @Raj_Glowatwork

Tagged ,

Binna Kandola Masterclass Overview – 25th October 2012

After the success of Binna’s intriguing Masterclass on unconscious bias, priming and the importance of diversity, one of our attendees, Sanjay Bhogaita, an independent Business Psychologist has summarised what he took away from the evening:

I was fortunate in that my first Masterclass event was hosted by one of the most respected names in the area of diversity, inclusion and equal opportunities. Binna Kandola’s exploration of valuing difference at work and eliminating bias in organisations was engaging, interactive and thought provoking. On a deeper, more personal level however, I was able to reflect on my own biases and the stereotypes I hold. Binna’s distinction between “knowing, believing and acting” made this process somewhat easier. Just because we may know of certain stereotypes, this doesn’t necessarily mean that we believe these stereotypes nor does it mean we act on them.

Race, culture, age, disability and sexual orientation. These are sensitive issues in the workplace and society in general and we rarely speak openly about them. A discussion emerged in the Masterclass around situations in which individuals are not permitted to talk about such issues. But what are the implications of this? We suppress these stereotypes which paradoxically increase our stereotypical views.

Unconsciously this may manifest in our behaviour and body language creating a tense, anxious environment. Binna cited research that had shown recruiters who were told that their candidate was “elderly”, had walked significantly slower when going to greet them, compared to a control group of recruiters who weren’t told such information. What other connotations come with the word “elderly”? Now consider the use of words that convey the agentic male vs. the communal female in job-descriptions (e.g. ambitious, self-confident and assertive vs. sensitive, nurturing and helpful). What are the implications of this in a recruitment and selection context? The power of language.

Who would’ve thought that the priming phenomenon in the cognitive psychology module back at undergraduate would be so relevant in explaining such rapid association formation.

Thank you to both Binna and the Glow at Work team; for those of you reading this that haven’t been to a Masterclass session, I would strongly recommend it; you may well be surprised at what you may learn and take away with you!

Many thanks,

Sanjay Bhogaita

Independent Business Psychologist

Tagged ,

Glow at Work September Masterclass – “Managing changing teams in a changing environment” with Mark Gilroy

“It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change”

This powerful quote, most commonly attributed or misattributed, as some would argue to Charles Darwin perfectly reflects the underlying theme of the 2nd instalment from the Glow at work masterclass series. Whether it was in fact Charles Darwin who said this, or a paraphrase gone wrong by Dr Meggison of Louisiana State University*, it’s rather ironic that I had to do exactly what the quote suggests in order to ‘survive’. Or allow this blog post to survive that is. And that is adapting to change (new information in this case). I write this introduction in an attempt to appease both parties, those who argue that Darwin did say this and those who argue against it. Trivial (or simply pedantic) though it may seem, it demonstrates the importance of change, and managing it carefully and consciously. Instant application, I know Mark would be proud! But this is particularly important when change is all around us, whether we want it or not. And organisations in today’s knowledge-based, increasingly online economy have important choices to make about how adaptable they want to be.

This was the message Mark Gilroy successfully delivered in his charismatic, personable and very engaging style. As a master-certified trainer in the full suite of Margerison-McCann Team Management Systems development tools, Mark shared with us the practical tools available to help safely navigate teams through the minefield of changes that face them. Change can of course be enforced upon us, and so we are being reactive in dealing with it. But the key is foresight, and being proactive to anticipated change. Mark described a formula for successful change, which illustrates this forward focus:

Change = a next step + wider vision + degree of discomfort (in the current situation).

Mark then took us through the extensive repertoire of tools available to help teams achieve success, in whichever way they define it. He broke down these tools into a useful framework for identifying levels of human behaviour. The first level represents ‘preferences’, or the styles in which we prefer to work. The Team Management Profile, based on a combination of work activities and working behaviours, identifies 1 of 8 possible major types of work we prefer to do. With the full complement of these 8 preferences of working covered, highly functioning teams can be created. The next level is ‘Risk orientation’. Pretty self-explanatory. However, it’s still a multi-faceted construct, as shown by the QO2 tool which measures ‘moving towards goals’, ‘multi-pathways’, ‘optimism’, ‘fault-finding’ & ‘time-focus’. Collectively, these five factors determine the risk orientation of individuals, and hence how comfortable one is in a high risk, change-orientated organisation or team. Finally, at the core of our behaviours lie our values. The real reason, or the ‘why?’ behind our actions. Based around two dimensions, values can be measured on a continuum of organisational constraint (i.e. compliance & conformity) to organisational freedom (empowerment and independence) and self focus (individualism) to group focus (collectivism). A very important implication of values is the fact that if personal values don’t overlap with organisational ones, employees and therefore teams will not be motivated to perform. This congruency is at a fundamental level, the trigger for successful change, as the desire to create a successful organisation stems from a deep personal level of values. Using the appropriate level of tool, Mark has been transforming the performance of teams in a whole range of organisations, across many sectors for a number of years. He offered a very practical approach for all of the attendees, who could take away useful tips and techniques to apply in their own teams and work places.

This blog must finish with some words of wisdom from Mark which really hit home for me… The golden rule – treat others the way you wish to be treated – is not greater than the platinum rule – treat others the way they want to be treated. This highlights the importance of sensitivity for individual differences within work and life. We are all unique personalities, with individual aspirations, strengths and ‘developmental areas’ and this should be recognised by the people we connect with each and every day. The key is realising the true potential that exists in each person, rather than creating an army of robots. Understanding human capital must be high on the agenda of organisations, as in this changing world, the importance and potential of human innovation and talent cannot be overstated.

Posted by Raj Chopra, Trainee Occupational Psychologist at Glow at work. Follow me on twitter – @Raj_Glowatwork

*The Darwin Correspondence Project: http://www.darwinproject.ac.uk/six-things-darwin-never-said

Tagged ,

1st Glow at work network Masterclass – David Taylor, The Naked Leader.

This past July saw the opening Masterclass of the series of monthly Glow at work network  evenings. It was hosted by Harpal Dhatt, CEO of Glow at Work, and the special guest for the evening, David Taylor.  David is the author of the global best-selling ‘Naked Leader’ books, which makes success no longer a matter of chance, but simply a matter of choice. He is also a  European Business Speaker of the Year;  the Business Ambassador for The Prince’s Trust, & the Visiting Professor of Leadership at Warwick Business School.  It was a great success and to provide a first-hand experience of the evening, the rest of this blog is an account by two attendees of this event; Martin Samuel – Specialist Speech & Language Therapist and Junee Sangani – Lead Diabetes Specialist Dietitian:

“The first Glow at work Masterclass was held on the 12th July at the beautifully historic Queens Club, London. The event was organised and hosted by Harpal Dhatt; Occupational Psychologist and Chief Executive of Glow at work.  We both had the pleasure of meeting Harpal after being accepted onto the NHS Leadership Empowerment Programme. This is a series of workshops designed to inspire, empower and improve one’s personal insight into career progression, self-development and so much more!

When we heard that Harpal was due to run a series of masterclasses we were immediately interested, as the speakers she had organised for the Leadership Empowerment Programme were very informative and insightful.  We also felt that the masterclasses would be a great extension to what we had already learnt from the Leadership Empowerment Programme and of course a great networking opportunity!

As always, the event exceeded our expectations. Initially we had some time to mingle, we were greeted with both new and familiar faces giving us a chance to re-connect or meet new people.  The guest speaker David Taylor was delightful!  David’s workshop entitled the ‘The Naked Leader-Formula for Guaranteed Success & Leadership secrets’ was extremely inspirational and thought provoking.  David was able to highlight why many people do not reach their potential by linking various aspects of development, fear and inertia with leadership without being concerned with any particular definition.  He also provided many innovative ways of improving confidence and effectively leading a team.  The evening was a whirlwind of facts, information, honest opinions (truly held, not just saying what someone wants to hear) and lots of engaging with the audience.

The key things that we promised to implement following the masterclass were:

  • To focus on what you want, as opposed to what you do not want and planning how to get it.
  • Be aware of the power of your unconscious mind to make your dreams come true.  “When you believe something is true in your conscious mind, then your sub-conscious mind makes it true”.
  • Think about building trust within your team by being a great role model to the team.
  • Remember to use the rule of 3! Our brains remember 3’s. If you are trying to influence somebody, put the option you want them to take third.

We think we speak on behalf of all that attended by saying a big thank you to Harpal and David for enlightening us and making it an evening to remember. We look forward to attending future Glow at Work masterclasses.”

See a running tweet commentary of the Masterclass on storify by Emma Langman from the Progression Partnership:


Don’t miss out on invaluable learning, dynamic networking opportunities and an intimate audience with leading authorities in their respective fields.  Book your place on the next Masterclass, taking place on September 27th 2012 on managing teams, with Mark Gilroy – A master-certified trainer in the full suite of Margerison-McCann Team Management Systems development tools: Invitation to the Glow at Work Network Masterclasses

Blog posted by Raj Chopra, Intern at Glow at work – Follow me on twitter @Raj_Glowatwork.