Skills development

It’ll be all right on the night - or will it?

The River Alde which runs by Snape Maltings

The River Alde which runs by Snape Maltings

I had the great pleasure of singing at Snape Maltings earlier this month. After 7 years’ membership of Trianon Music Group choir I was in the fortunate position of performing something I had already done - so I could relax as one of the pieces was already ‘in the bag’!

Realisation had came quickly at the first rehearsal when I found I had very little recollection of the piece. Yes, it was 7 years ago and as it turned out I had sung a different part then but surely it wouldn’t be that tricky to pick it up again? Then came the angelic chorus bit and I knew I was doomed. This was not in the part I’d performed before - in fact on that occasion we had the beautiful, pure voices of a girls’ choir who sang these small sections beautifully. Now it was up to me and few others whose voices are a little more mature ....

At this point some of you may be recalling other, maybe non-musical, experiences where you have felt a similar level of dismay at being asked to do something you don’t feel quite up to. And perhaps you have a number of thought processes and choices:

1 Let’s just forget about it - I’m sure it will be Ok when the time comes
2 Maybe there’s some skilling up I need to do
3 I know - the others are probably better at it than I am, so it will be fine
4 Let’s see if I can try and understand the aspect of it I’m really concerned about and work on that
5 All of the above

Rehearsals came and went and the piece developed well. Memories of singing this requiem at the Chapel of the Royal Hospital School in Holbrook came back to me and I started to get into the piece. Apart from a few sticky bits, of course, but I’d soon pick them up. Option 1 was in full swing.

Option no 3 was rapidly destroyed in the following week’s rehearsal. “First sopranos - you’re flat!!”, barked the conductor when we were wafting beautifully through the high notes. No, surely not - nowhere to hide so now! Horror of horrors and now I had to take responsibility along with the others to make sure we got it right.

I’d realised a few months back that I needed some vocal coaching. My singing voice is OK - some people tell me it’s very nice (thank you) but at the end of a period of singing it was developing a roughness to it, which needed attention. So I talked about high notes with my singing tutor and in the run-up to the concert she focussed on exercises to help with this. Option 2 progressing - skilling up to ensure I could hit the notes was therefore under way.

The interesting learning point is that once I took action on one aspect of my shortcomings, I began to look more clinically at the other aspects which were causing me concern - how do I fit the latin text into the music smoothly? It’s one thing to see it on the page and quite another to have it pour accurately out of your mouth! Which sections of the music were the problem - in many cases it was timing. In this work there is a changing rhythm (known in the trade as the time signature - 3/4 to 4/4 to 7/8 for those of you who know about these things) so my strategy here was to mark up the bars where this was causing me problems to that I knew when to come in and what speed we were going at. It’s common practice but I’m not particularly diligent about doing it. Option 4 - focus on the problem areas - ticked. All good.

Then we had the rehearsal with the orchestra.

Just by way of explanation, choirs practise with a rehearsal accompanist who plays some of the orchestral part on the piano - even if you could find a big enough place to meet, it would be expensive and messy if we all learned everything together from scratch, so separating choir and orchestral rehearsals is a practical way of going about it. So the choir doesn’t hear the full orchestral part and the orchestra doesn’t hear the choir sing until that first, magical meeting.

At this stage it became clear that the magic wasn’t entirely present. Any remaining clinging on to option 1 - just to remind you that’s the one which says it will be all right on the night - evaporated! Most of the programme was good - however Durufle’s requiem is a moving, flowing piece with changing rhythms, different speeds with carefully timed entries and it was clear to most of us that some more work needed doing. Back to work on option 4 - focus on the troublesome bits.

It was a lovely, sunny morning for the Saturday pre-concert rehearsal at Snape Maltings.  Arriving feeling not particularly bright but spectacularly early, 3 of us sat in the sun overlooking the river with our coffees. Then Martyn said : « So which are the bits you’re particularly worried about then, Izzy? ».

Sitting in the sunshine we pored over the music, checked over the bars I’d marked up and which were still tripping me up, sang through the words separately and together and noted the “entry points”. Even in singing it’s recognised that (occasionally!) you may get lost and need to be able to pick up where you are and join in again, so you need to identify the points at which you can do this. Some people call them “muster points”. Last minute work on option 2 - work on the difficult bits.

The concert that evening was wonderful and well attended. In the space at Snape Maltings the sound is truly magnificent and it’s a great joy to perform there. And as the final In Paradisum words (the dreaded high bits) came through well and wafted up in to the rafters of the old Maltings as we sang:

"May the angels lead you into paradise; may the martyrs receive you at your arrival and lead you to the holy city Jerusalem. May choirs of angels receive you and with Lazarus, once a poor man may you have eternal rest."

So should I have spent more time preparing for the concert? Interesting question. Most things which we want to achieve, whether they are a full-blown project or programme of work or something relatively small like taking part I’m a concert, are bounded by constraints - time, money, availability of others, competing demands. So the way we cope as human beings may be by denying, procrastinating, planning, rationalising, identifying the aspects which need work, sourcing or learning the necessary skills and support or indeed all of the above. And by a combination of these it will probably be all right on the night.

Note

For those who are interested, the latin, which we sang for the In Paradisum goes like this:

”In paradisum deducant te Angeli; in tuo adventu suscipiant te martyres, et perducant te in civitatem sanctam Jerusalem. Chorus angelorum te suscipiat, et cum Lazaro quondam paupere æternam habeas requiem.”

Trianon Music Group’s website is at www.tmg.org.uk

For more information about Snape Maltings visit https://snapemaltings.co.uk/

Izzy Ixer
Blue Pebble Coaching Ltd

90 year old talks about resilience

Disused building at Orford Ness, Suffolk - but it's still standing

Disused building at Orford Ness, Suffolk - but it's still standing

By the time most of you read this, the person I was talking with this morning will be 90 years old.  I’ll call her Ann.  Over a cup of tea I asked her a question:

“Why do you think some people are more resilient than others at managing life’s challenges?”

Ann’s answer was very interesting and I’ve captured her responses here:

Understanding and building resilience starts very early in life

 When you are young you hear conversations around you, almost without realising what you are hearing.  You see the way people behave and the way they react to situations.  Friends and relatives around you discuss life issues, the effect they have on people and the way some people manage to get through these issues and overcome adversity.  The culture you find yourself in is a powerful influence and helps you to realise what is possible and achievable in life and how your own resources form a key part of your success.

One of the great influences Ann is talking about is what in today’s language we would call role models.  These are people in your life who you look up to and see as the kind of person you would like to be.  We cam probably all recall someone from our childhood who we remember being influenced by in a positive way and thinking that we would like to be like them when we grow up.     

Observe and take time to reflect on what you see

Ann talked about observing the behaviours you see and “keeping your mouth shut”, which I interpret as taking time to reflect quietly on what you have heard and seen rather than broadcasting it immediately.  The way people tackle life is a great source of learning and this learning forms the bedrock of how we develop over the years.  We start to form a view of whether or not we agree with the way the person went about managing their personal challenges.  And our view may change over time as our own experience of life broadens.

Finding role models is not just for childhood and teenage years though – it can continue throughout your life.  Observing people who you consider to be successful and learning how they got where they are, what survival skills they have and how they sharpen these skills depending on the role they are in is a great way of reflecting on your own strengths and weaknesses.  What is it about them that enabled them to secure that role?  And what can you learn from them?

Absorb your experiences – good and bad

I find Ann’s word “absorb” interesting.  And I think it’s at the heart of our journey towards building resilience.  Good and bad experiences will happen.  We will be caught out one day if we haven’t prepared properly.  We may receive unexpected congratulations and thanks for a job well done.  We are likely to find ourselves “no longer required” in a role, which we’ve given our heart and soul to creating.  An exciting new job or promotion is likely to come our way at some stage in our work life.  The organisation we work for will change into something different with new processes to adapt to or a re-structured team to work with.  These things will happen. 

So it’s a useful strategy to try and accept all experiences equally and to learn from them.  When things are not so good, could we have done something differently and influenced the outcome?  When things went well, how did it happen?  What did we do to prepare ourselves, advertise ourselves, skill ourselves up or influence others?  Take time to accept the situation, absorb the experience, take the learning and be prepared for your next challenge.

Conclusion

Looking at Ann’s 3 observations about resilience, there seems to be one underlying thread.  The words she uses: observe, reflect and absorb.  These have something in common – they are all aspects of the art of disciplining the mind.  Developing the ability to manage the activity of the mind, to speed it up, slow it down, focus it and rest it is a core skill set.  We hear about Mindfulness, meditation, Yoga and other techniques for quietening and mastering the mind.  And there is plenty of research out there on the impact of early influences on the development of resilience in children as well as useful resources to help us learn how to develop our resilience as we grow older too.  And one thing is certain – resilience and adaptability are key skills for today’s world of work.

I enjoyed my cup of tea with Ann and I thanked her for sharing her insights with me.  Inspired by what she said, I have found some further reading sources, which I hope will help you as you look for ways to understand and build your own personal resilience.

The Science of Resilience

Why some children can thrive despite adversity

https://www.gse.harvard.edu/news/uk/15/03/science-resilience

Harvard Business review: 5 ways to Boost your Resilience at Work by Rich Fernandez, June 27 2016

https://wisdomlabs.com/5-ways-to-boost-your-resilience-at-work/

Izzy Ixer, Blue Pebble Coaching

 

Face your business challenges head-on with coaching!

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What do you do when your organisation is facing major challenges and you don't have a budget to develop your people?  How do you get people to step up to new roles without sending them on expensive training courses?  The answer to these questions may lie closer to home than you think.  

I've been speaking with a number of small businesses lately and this is exactly the situation in which they find themselves.  Pressure to manage changes in legislation, develop new markets and anticipate the impact of Brexit on their current markets is eating up their energy.  And with many people fearful of change and not always sure how they will cope it's a testing time for organisations of all types and sizes.  Have you ever wondered how some businesses survive?

Learning by example, developing new skills on the job and asking for advice and guidance have been traditional ways of getting to grips with a new role. Experienced business owners and managers sharing their knowledge and encouraging less experienced employees to step up to new challenges is nothing new.  These approaches are all forms of mentoring. And if you've ever asked someone how to do something and got a sense that they are drawing the answers from you rather than telling you what to do, then you've experienced coaching too. 

The companies I spoke to work very much along these lines.  Sharing knowledge, working together on problems, supporting each other and accepting a level of challenge from each other are the norm if they are to survive and thrive with little help.

However, once an organisation grows it may become more structured, less informal, more target driven and the Finance Director will have a keen eye on the bottom line.  As structures become more rigid, some of the knowledge sharing, which the organisation previously benefitted from, can fall by the wayside.  The "coaching culture" or mutual support, which was once so strong, can become less apparent as people compete with each other to succeed and improve their position.

So what is a coaching culture?  How can it help your business?  And how can you create it?

“Coaching is a predominant style of managing and working together, and where a commitment to grow the organisation is embedded in a parallel commitment to grow the people in the organisation”.   These are the words of Clutterbuck and Megginson, in their book 'Making coaching work: creating a coaching culture'.  

Here are some real life examples of situations in a business where there is resistance to change and where coaching and mentoring can help to grow people as well as growing the organisation:

The culture of an organisation

Where an organisation is generally resistant to change and does not see the value of it, sponsoring and committing to a coaching and mentoring programme will help to promote and encourage people to stretch and challenge themselves

Individuals feeling threatened by the need to change

This sometimes happens when those who are leading the change have not engaged people’s energies.  These leaders are focussed on making things happen and can benefit from coaching and time to think about how they raise the energy of the colleagues and employees they depend on to make it happen.

Lack of understanding about why a change needs to happen

The nature of the change may be an issue or the process of change may be an issue.  Employees may not understand the benefits and need to be engagedthrough coaching conversations and encouraging feedback.  They probably have ideas which will help.

Lack of communication or trust

People inside and beyond the business aren’t seeing the benefits of making the changes, so confidence in the need for change falters.  It's important to celebrate achievements and share success and get everyone involved.

Employees fearing the unknown

If successes go unrecognised it may reinforce a culture of being risk averse.  Businesses take risks in order to evolve and grow and a well supported coaching and mentoring approach can help to raise skills and confidence in the ability of the organisation to adapt.

If any of these scenarios look familiar to you, perhaps you should consider encouraging and building a culture of coaching in your business?  And maybe you can identify some people who are natural mentors in your organisation – those with influence and a way of supporting others and introducing them to new challenges? 

At Blue Pebble Coaching we have experience of running workshops to help you get started on introducing a coaching culture into your workplace.  A series of interactive, practical activities highlight the value of coaching and how it can get results, giving you the tools you need to get started. 

During our workshop you will:

  • Discover what motivates different generations of your employees and why some people seem less engaged than others
  • Learn how the coaching process supports setting and achieving goals
  • Recognise the difference between coaching and mentoring and how to use them effectively in your business to get results
  • Understand how to lead a successful coaching session and follow it up

Investing a few hours to discover how a culture of coaching could help your business may be one of the best investments you make.

Contact info@bluepebblecoaching.co.uk to find out more or call 01473 625115 and we’ll be happy to visit you and talk about how we can help.

Izzy Ixer

Director and Principal Consultant, Blue Pebble Coaching Ltd

March 2017

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5 ways to survive a training course

New year, new you – and maybe you will be going on a training course or attending a workshop?  This could either be for work or for your own interest and whichever it is you may find yourself feeling slightly apprehensive! 

A couple of months ago I overheard two people talking about a training course they were traveling to.  They were clearly both anxious about it and felt concerned about the course and what would be expected of them.  They were worried about being on time and already nervous about introducing themselves at the beginning of the course, which is something many people fear.

If you only attend training courses occasionally, then there are some easy steps you can take to build your confidence by planning ahead. 

Here are a 5 things you can do:

Dress correctly

The way you dress for training courses matters.  We all know that first impressions count, so it’s worth getting it right so that you feel confident from the start.  If the dress code isn’t stated, you can contact the organiser beforehand and find out what’s expected.  Smart/casual dress is popular, but you may feel awkward dressed like this if everyone else arrives in suits or dresses down. 

Plan your travel

Allow plenty of time for traveling.  It’s better to arrive early and go for a short walk or have a coffee than to arrive late.  Information about travel times is available from apps and websites and it’s worth checking if there are any events on which may impact these times.  Allow plenty of time for finding somewhere to park and if you’re traveling by public transport check and re-check your journey times.  Traveling with a friend is a great way to feel more confident.  And if you are really uncertain about where you are going, it’s worth doing a practice run!

Find out more about the course facilitator or presenter

Learning works best when the group shares knowledge and interacts well.  Your joining instructions may provide more information about the course content and the course facilitator.  Go online and see what else you can discover.  This gives you a chance to check on any technical terms or professional “jargon” and work out beforehand what it means.  You can learn something interesting about the subject and maybe even prepare a question, so if you find you are on the spot you have something prepared which you can say or ask.

Decide what you want from the course

We all have different reasons for attending courses.  Apart from learning new skills and gaining knowledge, there are opportunities for networking, friendship, professional development and a host of other benefits.  You may find it helpful to think about what you would like from the course or workshop yourself.  This could be specific information, clarification on something you’d like to understand better, an opportunity to study further or a desire to connect with others in order to gain support.  Thinking about your own aims will help to shape the way you interact in the sessions and will keep you engaged during the course.  And you may be asked at the beginning of the course what your own personal objectives are, so it’s another bit of preparation which will help you to feel in control and confident on the day!

Prepare your introduction

Sometimes known as the “creeping death” the start of most group sessions includes the opportunity to introduce yourself.  Some course facilitators are kind and pair people up then ask them to introduce each other.  But whichever way it goes, you’ll need to have a few things to say by way of introduction.  You may not have too much difficulty with your name, but a job title and role can be a little trickier, especially in a mixed group where your words and descriptions may not help others to understand what you do.  Think about this beforehand and decide how you want to be known and practise a clear way of describing what you do.  And you can always add in something interesting like an unusual hobby to spice things up!

And finally

Confidence can be a fragile thing.  When life is going well and we feel on top of our game, then we achieve the things we want and this builds our confidence for the next challenge.  It’s a good feeling.  However, if a few things start to slip, if we run out of time, if we don’t prepare adequately then we can get caught out and this make a dent in our confidence.  Stay positive!  It happens to us all.  The question is what to do about it? 

My clients tell me that setting aside time to reflect and prioritise what is really important in their lives is one of the most rewarding things that they can do.  Clarity comes from giving yourself space in your busy life.  We believe that “doing” is important.  And it is.  But "not doing" for short periods of time is even more valuable.  So maybe one of the small changes you can  make for 2017 is sometimes to do a little less.   Now there’s something to reflect on.

Izzy Ixer MCMI. Blue Pebble Coaching Ltd

Coaching and Mentoring in Woodbridge, Ipswich, Saxmundham in Suffolk