TRANSITIONS

These past few weeks I have engaged with a number of people on a similar topic: transitions. In one case it was about career satisfaction and a need to do more meaningful work, even for less pay. In another it was about letting go of children moving to study abroad. In yet another it was about saying goodbye to friends who have passed on, and the meaning of life.

Life transitions require you to give up familiar structures that have hitherto carried you through, and then face the world anew.  This can bring on a sense of fragility and vulnerability, leading you to question your choices and values. If you are very uncomfortable with this questioning you may find yourself engaging  in unfamiliar behaviour, in a bid to create familiar experiences.

If, however, you use this sense of discomfort to propel yourself towards your inner self, it can allow you to test the limits of your adaptability and to learn about your coping resources. It is an opportunity to ask yourself what you really want out of life, and to go for it, resulting in a greater sense of equilibrium.

Before this happens, though, you must let go of the old. Submitting to loss, whether of a loved one, or a relationship; a job,  a way of life, or even a way of looking at life, is necessary before you can enter into renewal.  This is not always easy; nor should it mean dismissing the past as if it didn't exist.  In fact, for successful transition, you need to have an appreciation of life lessons garnered from your history.

If you are feeling a lot like being alone to think, or pray or meditate it might be that you are in the neutral phase between the past and the future.  Taking this time to go through that self reflection can lead to heightened awareness.  Do allow yourself to take this time off, whether by taking leave, or avoiding the chatter of people, or keeping off the noise of 'busyness', or just slowing down and doing things differently.  Remember that activity you loved so much as a child, or your dreams of some years back? This is a good time to ask yourself what that activity meant to you, what happened to your dream, and where you are headed today.

During this period

·         Give yourself enough time to think.

·         Arrange new, temporary ways of living if necessary, like spending some time upcountry

·         Expect and tolerate discomfort. It may come from friends and family who don't understand what you are up to.

·         Take extra care of yourself.

·         Find the support that you need.

You will come out of it refreshed and renewed, with a new zest for a more meaningful life.

NTERVIEWING FOR YOUR SMALL BUSINESS

IDEA TO ACTION QUOTE: I am convinced that nothing we do is more important than hiring and developin gpeople. At the end of the day you bet on people, not strategies - Larry Bossidy.

Interviewing is a critical phase in your resourcing plan, as it is at this point that you pick the people who will help you achieve your business objectives. Even if someone you know well and trust recommends an employee to you it is a good idea to interview the person. For a small business you will likely be interviewing yourself, so here are a few tips on what you should ask. Start off by asking for a short personal statement. This allows you to confirm what you probably already have on their CV, as well as beginning to know the person behind the name.

You will also want to know about the person's technical skills. If you are not an expert at the job you are interviewing for, get someone who is to help.   For instance, if you would like an accountant you will need to verify their understanding of the profession and to review their training. If this not enough to rely on what they say in their CV.  A few well placed questions will help you tell if the person knows the job or not. You could also check their understanding of the role you are interviewing for.  This will help you see if your expectations of the role and theirs match.

The third part of the interview should help you identify the person's attitude. Here you could present situations and ask the person what they would do. For example you could ask a person to describe a situation where he or she had to work with a 'difficult ' person, or a situation where he or she did not deliver a task on time, and how they handled it. You might also ask the person to describe achievements they are proud of, errors they regret, their strengths and areas for development.

 If the person seems promising, spend some time making sure that the job would be accepted if it was offered. After all, the person is selecting a new job in the hope that it will last for a while and will want to be confident that your job is really the best choice.

You should make allowances for the candidate to ask questions, and then close by telling him or her when to expect feedback from you.

If you decide to hire the person  be ready with the terms of employment, including when you expect the person to start working. Ensure your terms are fair and within the law. Do not forget to follow up on references before you confirm the person for the job.

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Q: What is the difference between coaching and mentoring?

A: According to the Wellness Council of America, mentoring deals with succession training and seeks to help someone do what you do. Coaching deals with a person's present and seeks to guide them into a more desirable future.

The mentoring relationship is older/wiser to younger/less experienced, where the mentor has the answers. The coaching relationship is a co-creative equal partnership that helps the client discover their own answers.

The mentor allows you to observe his/her behaviour, offers expertise, answers questions and provides guidance and wisdom for the stated purpose of the mentoring. The coach stands with you and helps you identify the challenge then works with you to turn challenges into victories, and holds you accountable to reach your desired goal.

 Q: How long do I need to work with a coach?

A: The coaching relationship is meant to be temporary. Each session is complete in itself, with a series of sessions moving you towards your big goal.  As you work on the commitments you set for yourself at each session you develop your self confidence to discover and implement your own answers. This makes you less and less dependent on the coach.  The self awareness you develop as a result of coaching empowers you to work out your own answers in the future.