PGAs of EuropePersonal Development – PGAs of Europe http://www.pgae.com Home of the PGAE Mon, 13 Nov 2017 12:01:26 +0000 en-gb hourly 1 https://wordpress.org/?v=4.8.3 “If Disney Ran Your Hospital…The Things You Would Do Differently” http://www.pgae.com/ask/if-disney-ran-your-hospital-the-things-you-would-do-differently/ Fri, 27 Oct 2017 07:00:05 +0000 Tony Bennett http://www.pgae.com/?p=20277 "Author Fred Lee gives his advice on the five behaviours that customers really value in those who provide them with services..."]]>

On my latest read of the thought provoking, “If Disney Ran Your Hospital: 9 1/2 Things You Would Do Differently”, author Fred Lee, gives his advice on the five behaviours that customers value in those who provide them with services.

Fred observes that hospital patients judge their experience not only by the way they are treated for the disease but also, and more importantly, by the way, that they are treated as a person…

If Fred is right, and incidentally I think that he is, and if this concept transfers across into golf, which I think it does, then the ‘how’ is perhaps more important than the ‘what’? This is an essential point for all, coaches, managers, and leaders to recognise. By the way, the great ones do; that is one reason that they are great.

Content, or perhaps we should call it knowledge, can be learned. In fact, content can be learned by almost anyone on almost any subject. Certainly, there is always content to learn or be updated on, that is the nature of progress. Often people have a fascination for content, and yet they have a hard time sharing that knowledge in a way that can make a difference in the life of someone else. I believe that it is possible to learn enough content for whatever role you have in a short period of time to become good at almost any subject. Learning to share that knowledge however is altogether different.

Back to Fred Lee and his five behaviours. Fred conveniently created the acronym S.H.A.R.E. Essentially these behaviours boiled down to the following values: using initiative, being part of a team, understanding the customer’s feelings, treating them with courtesy and making sure that communication is open and honest.

  • S – Sense people’s needs before they ask (initiative)
  • H – Help each other out (teamwork)
  • A – Acknowledge people’s feelings (empathy)
  • R – Respect the dignity and privacy of everyone (courtesy)
  • E – Explain what is happening (communication)

So if the ‘how’ is so important then how can golf focus more on how to share experience and knowledge so that it is relevant, timely and useful? There are many answers to this question, and I would love to hear your thoughts on the subject.

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“If Disney Ran Your Hospital…The Things You Would Do Differently”
Top 10 Practical Tips For Organising Your Job Search http://www.pgae.com/ask/top-10-practical-tips-for-organising-your-job-search/ Mon, 23 Oct 2017 11:00:19 +0000 Coaching4Careers http://www.pgae.com/?p=11017 Like it or not, job hunting in the 21st Century is very much a full-time job. And like any job, it involves proper planning and organisation...]]>

Like it or not, job hunting in the 21st Century is very much a full-time job. And like any job, it involves proper planning and organisation of time and resources.

You need to make sure your efforts are being mirrored in the results you see, which means having a system in place to allow you to understand what’s working and what isn’t. Here are our top 10 tips for a systematic, successful search:

1. Take some time out

Start by giving yourself 24 hours off from your search to create some space in your head to start organising yourself. A small time investment now could save you hours in the long-run.

2. Create a workspace

Having cleared some space in the temporal sense, set aside a room or desk that’s clear and clutter-free. Doing this will automatically make you feel more focused.

3. Clarify your goals

Draw up a list of your main goals: what kind of position do you want, when do you want it by and what salary are you willing to accept? Then have an alternative plan in place for each of the above.

4. Have a set schedule

It’s been said that the difference between a dream and a goal is a deadline. Commit a certain period of each day to working on your applications and stick rigidly to this.

5. Sharpen your search materials

You need to be ready to roll with your application at short notice. This means maintaining an up-to-date CV and cover letter template as well as keeping your professional profile ticking over on sites such as LinkedIn.

6. Soup-up your inbox

The email account is the jobseeker’s command HQ. Sorting your emails into different categories – jobs applied to; open positions etc. – will help you stay on top of things.

7. Create a system

Alongside this, you’ll need a tracking system that lets you know where you are with each application at quick glance. It needn’t be an elaborate spreadsheet, but should have all the information you need clearly laid-out.

8. Then use it

The best data management system in the world is no use to you unless you keep it regularly updated. Make sure your version includes a ‘next step’ section to encourage you to follow up on any developments.

9. Map your networking

Monitoring your informal job enquiries is no less important. Stop trails from going cold by keeping a note of any meetings or encounters you have while setting reminders for when to follow up.

10. Review your progress

Taking stock of your search is more important now than ever. Review what’s been working well and what hasn’t. Then decide how you’re going to improve things.

Job hunting can be a relatively painless business or it can be a long, hard slog. While there are usually a number of factors involved, often some simple organisation and forward planning can prove the difference.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Graduate Fog; Quint Careers; Business Insider

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Top 10 Practical Tips For Organising Your Job Search
PGA Professional Spotlight: Marie Jeffery (PGA of Austria) [PODCAST] http://www.pgae.com/ask/pga-professional-spotlight-marie-jeffery-pga-of-austria-podcast/ Wed, 18 Oct 2017 10:07:43 +0000 PGAs of Europe http://www.pgae.com/?p=20084 Marie Jeffery tells us about how she got into golf, her work in the world of 'Communicology', and her views on female participation and development in golf...]]>

Marie Jeffery is a Member of the PGAs of Europe Golf Development Team and a PGA of Austria Member. We spoke to Marie to find out more about how she got into golf, her work in the world of ‘Communicology’, her experience with the Austrian Girls National Team and views on female participation and development in golf.

“I think women’s golf has a great future if it can market itself correctly. For me it’s as exciting watching a ladies’ tournament as it is watching a men’s tournament. Sometimes people get a bit drawn to how far the ball flies and they attack impossible pins and take on impossible shots, but the ladies play really clever golf too.

“I was at the Evian Championship last year and what I saw was very impressive – they had a very professional attitude and were really focused on the range so there’s no difference between them and the guys. I would like to see ladies get much more TV time and more acknowledgement for what they are doing.”

Interview Highlights:

00:29 – How Marie got into golf…

01:39 – Entering a golf club as a young girl golfer…

02:21 – The changes in golf in Austria…

03:23 – Marie now works at the same facility that she started her golf career at…

06:25 – Being driven by those that originally discouraged her golf…

08:23 – Getting the Austrian National Team Coach job…

09:20 – Becoming involved in ‘Communicology’…

11:25 – Using ‘Communicology’ to break things down and not get lost in the detail…

12:10 – Key learnings from Marie’s career so far…

14:19 – The difference between teaching & coaching…

16:00 – What changes has Marie seen over the time she worked with the Austrian Girls squads…

18:49 – Working as a National Coach is a 24/7 role…

19:41 – What is the future of girls’ golf…

20:48 – The challenges face in women and girls’ participation…

23:01 – The difference between girls and boys’ sport …

24:26 – What are the mistakes most beginner golfers make…?

28:15 – Who is the best lesser-known coach Marie has worked with…?

30:19 – What advice would you give your 25-year-old self…?

31:09 – Marie’s views on who she feels are ‘successful’ people…

32:05 – Marie’s favourite book…

33:01 – The advice has Marie found beneficial up until now…

35:01 – What might surprise listeners about Marie…

35:19 – The golf equipment that gives Marie the most joy…

35:55 – Marie’s dream Fourball…

36:34 – Advice for aspiring PGA Professionals…


Find out more about Marie at www.functionalgolf.at and at functionalgolfat on Facebook.

Find out more about the PGAs of Europe Golf Development Team at http://eur.pe/GolfDevelopmentTeam

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PGA Professional Spotlight: Marie Jeffery (PGA of Austria) [PODCAST]
What Are Intercultural Skills? http://www.pgae.com/ask/what-are-intercultural-skills/ Sun, 08 Oct 2017 15:44:03 +0000 PGAs of Europe http://www.pgae.com/?p=20019 Broadly speaking, intercultural skills are those that describe your ability to effectively communicate with people from different cultural backgrounds...]]>

Broadly speaking, intercultural skills are those that describe your ability to effectively communicate with people from different cultural backgrounds.

On the one hand this pertains to language, i.e. whether or not you speak a second or maybe even a third language. More importantly though, it’s about understanding and accepting that customs, standards, and values differ between cultures, and being willing to learn and adapt to them.

Research undertaken by the British Council showed that employers value intercultural skills just as much as they do formal qualifications. The Council surveyed employers from nine different countries operating within the public, private and non-profit sectors. When asked about their reasons for valuing intercultural skills, they stated that employees who successfully display these skills were more likely to secure new projects, worked better within diverse teams and were more successful in representing the company brand and reputation.

In fact, a lack of intercultural skills was perceived as a risk to the company, possessing the potential to seriously damage client relations, team productivity and ultimately the company’s reputation.

While there might not be a straightforward way for employers to test your intercultural skills in an interview, they might ask you questions like: have you ever worked abroad? Do you have experience working in a diverse team? Do you speak any foreign languages?

They can also learn a great deal from how you communicate throughout the application process and during the interview: are you easy to talk to? Are you able to see things from someone else’s perspective? Are you willing to learn from them?

Ultimately, intercultural skills are something you show. Simply listing it on your CV won’t do; you’ll have to convince people you possess the eagerness to learn and the ability to adapt. So start doing: read, travel, learn a new language, talk to different people and, most importantly, be curious.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: British Council; Skills You Need

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What Are Intercultural Skills?
How to Keep Your Brain Sharp http://www.pgae.com/ask/how-to-keep-your-brain-sharp/ Wed, 27 Sep 2017 12:43:11 +0000 Coaching4Careers http://www.pgae.com/?p=12215 Coaching 4 Careers reveal 4 ways you can keep your brain sharp to preserve healthy cognitive function and sharpness across all the right areas...]]>

The brain. The body’s most powerful organ. Only a brain surgeon could fully understand its inner workings or how it does what it does. One thing’s for sure, though: you’ll miss it when it’s gone.

With Alzheimer’s and other forms of dementia on the rise, ‘brain-training’ is very much in vogue among retirees and younger whippersnappers alike. As game developers have been quick to appreciate, preserving healthy cognitive function means maintaining sharpness across all the right areas, from memory and recall to problem solving and planning. There’s enough there for a bi-annual upgrade and then some.

Video games aside, there are plenty of equally as efficient but less costly ways to keep your grey matter firing on all cylinders. Here are some top tips for successful cerebral conservation:

1. Learn something new

Be it the cello, Ancient Greek or Chinese calligraphy, teaching yourself a new skill is a great way to keep the old brain cells ticking over. A recent study of retirees showed that a challenging mental activity one a week reduced the risk of dementia by 7%.

2. Get physical

Work the rest of your body while you’re at it. Research suggests that 30 minutes of exercise three times each week can reduce dementia by 40% and cognitive impairment by 60%. The secondary benefits should also be obvious.

3. Food for thought

You don’t need a PHD in nutrition to know some foods are better for the brain than others. Indulge in vegetables, nuts and fish – staples of the Mediterranean diet that promote blood-flow to the brain. Drink plenty of water and stay off the junk food!

4. Take a load off

From catching enough ‘Z’s each night to meditative techniques, giving your brain some much-needed down time is essential in reducing wear and tear. It will also help you maintain skills such as problem solving, concentration and memory. Aim for 7.5 to 8.5 hours a night for optimum brain function.

Whether happily retired or gainfully employed, whatever your age, looking after the stuff upstairs should be a top priority. The good news is that keeping your neurotransmitters nimble needn’t cost the earth and can slot fairly easily into your day-to-day lifestyle.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Forbes; NPR.com; Time

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How to Keep Your Brain Sharp
PGA Professional Spotlight: Alastair Spink (PGA of GB&I) [PODCAST] http://www.pgae.com/ask/pga-professional-spotlight-alastair-spink-pga-of-gbi-podcast/ Mon, 25 Sep 2017 14:45:15 +0000 PGAs of Europe http://www.pgae.com/?p=19589 We speak to PGAs of Europe Golf Development Team Member, Alastair Spink, about his journey as a PGA Pro & how he has become a leader in women's golf development]]>

Alastair Spink is a Member of the PGAs of Europe Golf Development Team and a PGA of GB&I Member. Here we speak to Alastair about his how he made it into golf to eventually become a PGA Pro, along with how he has become a leader in women’s golf development and participation taking an academic approach to his work in creating the hugely successful Love.golf programme.

Interview Highlights:

01:14 – Early beginnings in golf…

04:38 – Alastair’s first golf coach…

07:58 – How has the way Alastair learnt golf shaped his coaching style…

08:48 – Turning Professional…

12:58 – Working at Hintlesham Hall Golf Club in Ipswich…

16:16 – An increased in development and working as a County Golf Development Officer…

22:24 – Taking an interest in gender disparity in clubs and golf in general, creating an interest in women’s golf development…

23:54 – How did Alastair create a women’s participation-led programme…

27:37 – Barriers to developing women’s participation programmes…

29:06 – How will female participation help the industry in general?

30:32 – Learning from the stories and communities developed at ‘Park Runs’…

33:12 – What changes have you seen in golf across your career?

35:00 – What’s the main mistake golfers make when taking up the sport?

37:05 – What would you tell your 25 year old self?

38:57 – Alastair’s favourite books…

39:34 – What might surprise us about Alastair Spink?

40:21 – Alastair’s dream fourball…


Follow Alastair on Twitter at @Thegolfcoach and find out more about Love.Golf at www.love.golf.

Find out more about the PGAs of Europe Golf Development Team at http://eur.pe/GolfDevelopmentTeam

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PGA Professional Spotlight: Alastair Spink (PGA of GB&I) [PODCAST]
The Value to Organisations of Offering Career Support to Staff http://www.pgae.com/ask/the-value-to-organisations-of-offering-career-support-to-staff-2/ Wed, 06 Sep 2017 11:05:52 +0000 Coaching4Careers http://www.pgae.com/?p=19679 With global employment trends changing all the time, the need to keep and develop staff should be at the top of an organisations agenda...]]>

There is little recent data about career management conversations in the workplace:

Kelly Global Workforce Index – August 2014 (230,000 people across 31 countries participated)

  • 57% people agree that career development discussions are beneficial in terms of the opportunity to acquire new skills
  • Only 38% had these discussions with their employer in the past year
  • Only 29% are satisfied with the career development resources provided by their employer

With global employment trends changing all the time, the need to keep and develop staff should be at the top of an organisations agenda.

Whether the organisation is a school, SME, Not for Profit or Corporate, many seem frightened to invest in the career management of their staff, they think staff will be unsettled, leave, or want more than they can offer. Some work very well with their staff, helping them manage their careers and reap the reward. The reality is that staff who feel valued and invested in are more likely to stay with an organisation and be motivated to work harder.


“Managing human capital is a misnomer. Humans are ‘beings’. We want to be known and valued for who we are, and our aspirations and ambitions recognised and seen as important. It’s a missed opportunity for an employer not to attend to these needs and thereby reap the productivity gains that accrue from more motivated, loyal employees”

(Talent, Careers and Organisations, What Next? Corporate Research Forum)

The value an organisation can reap when investing in their staff:

  • Staff are more settled and less distracted as they have plans for their future
  • Organisations can plan their future if they know what their staff want and plan to do
    • Demographics
    • Succession planning
    • Recruitment
    • In house development of staff
  • An organisation planning what will happen with regards to its staff must be more cost effective
  • Fewer surprises
  • Less need for interim, agency or contract staff
  • Better ongoing communication between staff and employer
  • Staff more likely to say if they are looking for a new role
  • Organisation able to deliver a more structured handover if they know a member of staff 
is/wants to leave
  • Employers who cannot afford financial rewards/bonuses, can support the development and 
career management of staff, which can be a cost-effective reward process.

The ability to manage your career and future is a life skill, if organisations don’t invest in their staff to give them these skills, how can they then pass on these skills to the people who work for them and to the next generation who they might educate and/or influence.

There are many processes for managing careers and these can be integrated into a workplace environment, below is a cycle often used to develop process that works within different organisations, depending on what is needed and required by the organisation and their staff.

Often employees find it easier to have these conversations with someone external first.

“My volunteers felt better placed to plan an effective conversation with their manager once they’d been coached, which is a win-win for the organisation”

(T Delamare, An action research study on the barriers facing women developing their careers and how they can be supported using a coaching framework. MA Dissertation, Oxford Brookes University, 2016)

“Internally focused workplace development opportunities are likely to ensure that a particular employer realises investment in development for the organisation. Yet, the worker might not have the skills transferable to other organisations. This is in contrast with the premise of the type of ‘deal’ where enhancement of employability is the key value derived from the employment relationship by the worker. Instead, they may be receiving only the development that is relevant to their current employer, without the promise of job security.”

(CIPD – Attitudes to Employability and Talent, Sept 2016)

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The Value to Organisations of Offering Career Support to Staff
What Does ‘Investing In Your Career’ Actually Mean? http://www.pgae.com/ask/what-does-investing-in-your-career-actually-mean/ Mon, 26 Jun 2017 15:46:00 +0000 Coaching4Careers http://www.pgae.com/?p=12680 It means you have to spend some time and money on your career. It means taking control of your career and being accountable for your own success.]]>

It means you have to spend some time and money on your career. It means taking control of your career and being accountable for your own success.

Here are some good examples of where you could make more of an investment career-wise:

  1. Build relationships. Create your own circle of influence; find a mentor. Make time to make connections, pay attention to and nurture meaningful relationships.
  2. Do the career management thing: make a plan, devise some goals. Take time to review your objectives and challenge your own commitment levels daily.
  3. Recognise what you are good at and get better at it. Spend time observing yourself and your colleagues in meetings or just day to day and notice what you uniquely bring. Then invest some time and money getting better at it.
  4. Be prepared to take a step backwards. It may be that to move forward long term you need to forego some short term gratification. A lower salary now could mean great things in the future.
  5. Get a qualification/attend a course/learn something new.
  6. Build your online brand. Create a webpage to showcase your work or simply keep your social networking profiles updated and constantly be on the lookout for anything that could be perceived as negative.
  7. Raise your professional profile. Spend time on a committee or board or take on a challenging new project. Find ways to gain valuable, marketable experience.
  8. Ask for feedback. And learn from it.
  9. Take a risk. If you don’t really have to think about risk it probably isn’t the life changing or breakout move you were looking for.
  10. Make time for that which balances you: your family, your friends, your hobbies. They will offer you perspective, different experiences and a much needed escape from the world of work.

If you think about it you probably invest more time and money in your choice of holiday than you do in your career. Given that you spend two-thirds of your waking life at work and your career goes a long way to determining your quality of life, it may be worth reassessing your investment portfolio.

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This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Forbes; HBR; LinkedInInvestopedia

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What Does ‘Investing In Your Career’ Actually Mean?
Resilience is a Key Career Skill http://www.pgae.com/ask/resilience-is-a-key-career-skill/ Thu, 15 Jun 2017 14:58:51 +0000 PGAs of Europe http://www.pgae.com/?p=19020 Resilience might be way down your 'list of skills to be aware of' if you are job hunting right now, but it is a vital requirement for modern professionals...]]>

Resilience might be way down your ‘list of skills to be aware of’ if you are job hunting right now, but it is a vital requirement for modern professionals.

With job security and a standard career path less and less attainable across many industries, a capacity to handle uncertainty and adversity has never been more important (or in demand).

Such is the case that many employers will try to find out about your resilience through interview questions on how you’ve handled stress, pressure and failure in the past. Additionally, job hunting itself can be an incredibly demoralising experience if you let it. Focussing on building your resilience can make all the difference to your inner confidence and success rate across many areas in your life.

This might be easier said than done though – to achieve resilience means possessing the right blend of self-awareness and inner strength, and the flexibility to adapt to changes in circumstances and surroundings. It’s rather like a palm tree: a strong, firmly rooted base supporting an element that’s far more flexible and able to cope with being blown around by different winds.

Here are three key building blocks that can help you towards developing a resilient professional persona:

1. Positivity

Having a positive view of yourself and the world around you is the basis for developing resilience. Pay attention to the messages you send yourself throughout the day. If you find yourself making negative assumptions about yourself or anything around you, consciously switch to a positive thought. With practice this should become automatic. That will keep you grounded, rooted like a tree, and give you the stability you need for a positive mindset.

2. Commitment

Get to know yourself and recognise what is important to you. Have a clear idea of your future aspirations and where you want to go in your career. You need to be willing to commit to your goals and invest in making them happen. Knowing what is important to you and being committed to your goals strengthens you in your core. Don’t forget however, that even the best-laid plans can sometimes go off course or need to be abandoned altogether. Make like a palm tree and allow yourself flexibility to go with the flow when things don’t go to plan.

3. Control

Control means being aware of the situations or areas in your life you can influence as well as recognising those that you can’t. Being able to distinguish between the two will allow you to focus your energy on the things that are most important or achievable. It will give you the flexibility to prioritise your goals and adapt to different circumstances.

Remember that in order to be resilient you also need to be healthy in mind and body so pay attention to your general well-being, take proper breaks, eat well, and look after the relationships that support you. When it comes to resilience it’s about knowing that you can’t stop the waves, but that you can certainly learn how to surf them.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

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Resilience is a Key Career Skill
5 Ways to Get MORE Out of Your Work Week w/ Will Robins http://www.pgae.com/ask/5-ways-to-get-more-out-of-your-work-week-w-will-robins/ Thu, 15 Jun 2017 07:03:50 +0000 Golf in the Life of http://www.pgae.com/?p=18943 Will Robins and GolfIntheLifeOf.com discuss some of their favorite mindsets and habits to help you get more out of you day / week / year...]]>

Sometimes it feels like time can just fly by and we’re not really sure what happened or what progress was made. Will Robins and I sat down to talk about some of our favorite mindsets and habits to get more out of a day / week / year.


Subscribe iTunes | Android | RSS

Read the entire story behind this here from James Clear.

Will’s first suggestion – The Ivy Lee Method

  1. At the end of each work day, write down the six most important things you need to accomplish tomorrow. Do not write down more than six tasks.
  2. Prioritize those six items in order of their true importance.
  3. When you arrive tomorrow, concentrate only on the first task. Work until the first task is finished before moving on to the second task.
  4. Approach the rest of your list in the same fashion. At the end of the day, move any unfinished items to a new list of six tasks for the following day.
  5. Repeat this process every working day.

Read the entire story behind this here from James Clear.

The biggest killer of everyone’s day is opening up emails first things in the morning.

Everyone is always asking “how” questions. What really matters is the “why”.

Take some time to improve your business / sales skills if it’s something you struggle with and go outside of the typical education / certifications. Give yourself permission to try some new ideas out with the framing of an experiment or challenge.

3 Morning Questions:

  • What happened yesterday?
  • How do I feel about that?
  • What am I working on today

Will’s past episodes on coaching programs:

Group Coaching Q&A part 1
Group Coaching Q&A part 2
Working with Groups

Links / Resources

Charles M. Schwab productivity story – Ivy Lee Method
2017 Coaching Workshop in Orlando
Will’s Consulting Company RGX
BJ Fogg – Tiny Habits

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5 Ways to Get MORE Out of Your Work Week w/ Will Robins
Changing Limiting Beliefs: Do You Focus On Your Character Or Your Reputation? http://www.pgae.com/ask/changing-limiting-beliefs-do-you-focus-on-your-character-or-your-reputation/ Tue, 30 May 2017 15:21:56 +0000 Dr. Brian Hemmings http://www.pgae.com/?p=11946 The great American basketball coach John Wooden once said that sportsmen and sportswomen should focus more on their character rather than on their reputation...]]>

The great American basketball coach John Wooden once said that sportsmen and sportswomen should focus more on their character rather than on their reputation. Wooden remarked that character was ‘what you are’, whereas reputation was merely ‘what others think you are’. 

In nearly two decades of working in golf with PGA Professionals and elite players I hear a lot about pressure and see where coaches and players become overly worried about their ‘reputation’ rather than knowing and trusting in their own ‘character’.  Here I witness the limiting beliefs people have about themselves and the perceived consequences of poor results.

Often players will underperform because they feel pressure about how they might be viewed by others if they fail.  This can also affect coaches as they sometimes feel their own reputation is determined by the performance of those they coach, when in reality performance has so many variables, and the coach only contributes in specific ways.

In essence being overly concerned about your reputation creates instability as it is not under your control as it involves the perceptions of others.

Knowing the impact of limiting beliefs should give you the motivation you need to change them for yourself or to help players when you sense this is an issue. A healthy belief puts you into the right frame to have the best chance of success. It is also true that negative beliefs and thoughts have a huge impact on performance, so if we find it difficult to be positive then we must at least learn ways of managing negative thinking to keep it to a minimum and hence give ourselves a chance.

In the previous two articles I have written about the need for effective listening in coaching. Particular words to look out for are must, should and got. For instance, ‘I must make the cut; ‘I should beat this opponent’; or ‘I’ve got to win’. These words reveal very rigid, inflexible beliefs and create unnecessary pressure as they result in patterns of ‘all or nothing’ negative thinking.   It is much better to frame performance beliefs with a prefer approach.  For example, ‘I’d prefer to make the top ten’.

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Often these beliefs hinder players’ views of themselves, their golf, and of their potential success.   So in future improve your coaching by listening carefully to the words your players use. They will reveal much about their thinking patterns and the performances that follow.

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Changing Limiting Beliefs: Do You Focus On Your Character Or Your Reputation?
The Benefits of Teasing Your Brain Regularly http://www.pgae.com/ask/the-benefits-of-teasing-your-brain-regularly/ Thu, 18 May 2017 10:53:47 +0000 Coaching4Careers http://www.pgae.com/?p=18832 Sometimes we need to trip our brains up and remind them to look beyond the obvious patterns, outside of what we already know works and not expect one situation]]>

Do you make assumptions that turn out to be incorrect? Do you miss information that didn’t fit the pattern you expected?

We all do. It’s the way our brains work. We look for patterns, use our previous experience and rely on what we already know works. It’s an efficient way to work…most of the time.

Sometimes however, we need to trip our brains up and remind them to look beyond the obvious patterns, outside of what we already know works and not expect one situation to turn out pretty much like the last one. If we don’t occasionally abandon our preconceptions there is a chance we may miss opportunities or changes in customer needs or market demands.

For example, what’s your first answer to this question?

Johnny’s mother had three children. The first child was named April. The second child was named May. What was the third child’s name?

Most people will reply June. Be honest. Did you? Of course if you re-read the question you’ll realise the answer is Johnny. But how many times do you make assumptions (that fit a known pattern) like this at work?

Try these three:

  1. Before Mt. Everest was discovered, what was the highest mountain in the world?
  2. How much dirt is there in a hole that measures two feet by three feet by four feet?
  3. If you were running a race and you passed the person in 2nd place, what place would you be in now?

You know by now that these are trick questions so it’s unlikely you assumed the first answer you thought of was correct i.e. K2, 24 cubic metres, 1st place, for example. That’s the first step in realising that what your brain expects to see may not, in fact, be the right answer.

Think about the words that are used: ‘before Mount Everest was DISCOVERED’; ‘How much dirt in the HOLE?’ The third one may require you to actual visualise yourself overtaking the person in SECOND place.

You may face questions like these at an interview because the hiring manager wants to see if you can think calmly, logically and perhaps differently from other people. They may want to see if you will take the time to read the question a little more carefully and think long enough before blurting out the first answer that comes into your head.

There are loads of these questions online to try and even if you’re not going for an interview, it’s good to tease your brain occasionally and get it to look at things differently. These questions are designed to challenge your critical thinking abilities, and to test specific skills like creativity and logic. The more you practise, the better equipped you will be to deal with and find solutions for tricky questions and situations that might come up at work.

P.S. The answers are Mount Everest – it was still there before it was discovered; None – because it’s a hole – and 2nd place – you’re still behind the person in first.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Forbes; The Muse

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The Benefits of Teasing Your Brain Regularly
VIDEO – How to Balance Projects With Jason Glass http://www.pgae.com/ask/video-how-to-balance-projects-with-jason-glass/ Tue, 09 May 2017 14:22:17 +0000 Golf in the Life of http://www.pgae.com/?p=16618 Learn from Jason Glass about how to balance projects and do them all at a very high level. Great info for the entrepreneurial coach...]]>

Learn from Jason Glass about how to balance projects and do them all at a very high level. Great info for the entrepreneurial coach.

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VIDEO – How to Balance Projects With Jason Glass
Top Skills For Job Hunting Success in 2017 http://www.pgae.com/ask/top-skills-for-job-hunting-success-in-2017/ Tue, 11 Apr 2017 14:11:13 +0000 Coaching4Careers http://www.pgae.com/?p=18610 Coaching4Careers assess LinkedIn's list of the top skills employers are looking for in 2017...]]>

Having canvassed a wide cohort of global businesses, the social media platform LinkedIn has released its list of the top skills employers are looking for in 2017. With the New year just around the corner and resolutions beginning to surface for consideration, this is a list worth consulting. However, if you’re a technophobe you might want to look away now…

Not surprisingly, there is a strong technology bias to the list, with 19 out of the 25 competencies listed carrying a clear tech focus. The upper-end of the list, in particular, is dominated by cutting-edge technical disciplines including cloud computing, software development and online security.

The more traditional skills of previous years have been bumped down to make room: marketing campaign management, SEO/SEM, and channel marketing were in high demand among employers going into 2016; however, most have since fallen out of the top 10.

Without further ado, the top 10 skills (according to LinkedIn) are as follows:

  1. Cloud and Distributed Computing
  2. Statistical Analysis and Data Mining
  3. Web Architecture and Development Framework
  4. Middleware and Integration Software
  5. User Interface Design
  6. Network and Information Security
  7. Mobile Development
  8. Data Presentation
  9. SEO/SEM Marketing
  10. Storage Systems and Management

You could be forgiven for assuming the skills listed above are reserved for those from an IT or computer science background, but, nowadays, technological proficiency is now a key requirement across most industries and roles.

For example, analysis by PayScale, suggests that HR workers familiar with Workday software can expect an additional 10% in their pay packet each month.

The good news for those coming from a non-technical background (eg your typical arts or humanities graduate) is that achieving a good level of proficiency in these areas is not as far-fetched as it might seem.

LinkedIn now offers its own learning portal, with 5,000 different course options on offer, catering to the whole spectrum of technology users, from digital novices to IT specialists. This platform is just one of a growing selection technical courses that today’s job seekers can avail of, either online or offline.

To be sure, regardless of how and where you ply your trade, the need for technically-proficient workers is only going to grow and grow over the coming years. For those willing to broaden their skill set, a blend of technological and business-friendly competencies – such as critical thinking, problem-solving and communication – can prove a potent, career-boosting combination. If you’re stuck for a new year’s resolution to focus your efforts on, you could do a lot worse than invest in a spot of upskilling.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: We Forum; Business Insider; Time; Laser Fiche

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Top Skills For Job Hunting Success in 2017
PGA Professional Spotlight: Adam Kritikos (PGA of Greece and GB&I) http://www.pgae.com/ask/pga-professional-spotlight-adam-kritikos-pga-of-greece-and-gbi/ Thu, 02 Mar 2017 09:03:04 +0000 PGAs of Europe http://www.pgae.com/?p=18310 Adam Kritikos is a PGA Professional coach at Costa Navarino in Greece assisting with the growth of golf in the Messinia region and Greece as a whole...]]>

Adam Kritikos is a PGA Professional coach at Costa Navarino golf resort in Greece and is one of the PGA of Greece’s leading lights, assisting with not only the growth of golf in the Messinia region but also throughout the country with his educational role with the PGA of Greece itself.

Our PGA Professional Spotlight is cast over Adam and we find out more about what he gets up to on a day-to-day basis and how he got there…

IGPN: How did your career as a PGA Professional first begin?

Adam: Following my years of representing the Greek National Team as an amateur, and having completed a BA(Hons) degree in Golf Management at the University of Central Lancashire, I was approached by Costa Navarino to take on the role of Assistant Professional and to also grow the game in our local region.

IGPN: How did you end up in your current position?

Adam: I got a job offer from Costa Navarino to work as the Pro properly – I was lucky as my reputation as a player was known and then my qualifications from the UK with the PGA of GB&I.

IGPN: Explain a bit about your business that you run now…

Adam: As the PGA Pro at Costa Navarino I cater to giving lessons to customers, as well as organising club competitions and other operational needs of the club.

I am also in charge of the ‘Costa Navarino Junior Golf Academy’ – a scholarship programme aimed at developing local kids into elite golfers. After 5 years, the programme has reached 55 junior members.

IGPN: What does being a PGA Professional mean to you?

Adam: For me a PGA Professional is an ambassador for the game in every sense. Things like dress code, behaviour, playing ability, attitude and work ethic are things that being a PGA Professional is all about and I’m very proud to be able to say I am a PGA Professional.

IGPN: How important is it for PGA Professionals to strive to continually improve their skills, knowledge and development in general?

Adam: It’s important to stay up to date with the ever-developing trends and skill-sets in today’s job markets. Being up to date with social media trends, equipment news, technology, like Trackman or FlightScope, and CPD, like workshops, are important to add value to your profile as a PGA Professional.

IGPN: What would the biggest top you could give a PGA Professional looking for a news job or trying to develop themselves and their skills?

Adam: Attention to detail – and make sure the service you provide is the best possible.

IGPN: What would your advice be to someone looking to work abroad?

Adam: Do your best to adapt to the local way of life and try to learn the local language – both of these things help you integrate more with colleagues and customers and ultimately you will enjoy yourself more and get more from it if you can do that.


For more information about Costa Navarino visit www.costanavarino.com.

This article originally featured in International Golf Pro News. Visit the IGPN Page to find out more and subscribe for free.

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PGA Professional Spotlight: Adam Kritikos (PGA of Greece and GB&I)
Do What You Do Best But DON’T Forget the Rest! http://www.pgae.com/ask/do-what-you-do-best-but-dont-forget-the-rest/ Thu, 01 Dec 2016 08:03:46 +0000 Jeremy Dale http://www.pgae.com/?p=14633 Switch-hitting trick shot artist, Jeremy Dale, explains that specialising and THEN diversifying can help maximise your opportunities as a specialist...]]>

‘’Do what you do best and forget the rest’’ was the advice once given to me by a businessman at a golf day in Australia.

In a way, it is good advice (to start with anyway) because once you are a specialist, you have authority, can build a reputation and are likely to be paid more.

For the modern PGA Professional this makes perfect sense, we have seen a trend over the last 20 years towards specialist players, coaches, golf psychologists, retailers, club-fitters, club managers, corporate event organisers etc and away from the traditional club professional model – although, of course, that quite rightly still exists.

So how do you maximise your opportunities as a specialist?

It might seem contradictory but my solution was to specialise and THEN diversify.

The day golf finally met business for Jeremy Dale

I am quite certain that no professional golfer ever set out to become a trick shot artist.

Everyone dreams of playing for a living BUT, when you see a new opportunity, it is a good idea to explore the potential.

My big chance came in the summer of 1991 at the Rijswijkse Golf Club in The Hague when Head Professional John Woof unwittingly gave me the opportunity of a lifetime – an opportunity that quite literally presented me with a fork in the road of my career.

Find yourself a business model (or mentor) BUT make up your own version

As an assistant, I saw a really good future business model in John.

He was earning from a few different areas of the golf business but was really well known at that time in Holland for the quality of his play.

As well as winning tournaments (both nationally & internationally) and making the PGA Cup team, he was also a successful coach, had some sponsors and, importantly for me, he performed a really good trick shot golf show. It was the first one I had ever seen and I liked the combination of entertainment mixed with a high level of skill and accuracy.

John also ran events (for his sponsors & featuring his show), sometimes took them on private outings to famous courses, and later in his career, despite being a foreigner, he became a golf commentator on Dutch TV.

It was especially obvious to me that John was able to carry over his reputation for tournament golf into everything else he did.

I concluded that to have a good career in golf, you should be really good at one thing (whatever your speciality might be) but ALSO diversify your range of products AND be good at selling them……..by the way, don’t forget that last one!

(If you are a coach read Ian Clark’s excellent blog on making sales and creating a client base)

Look out for a life changing opportunity

I decided that I needed to put together a golf show………….….if I could become really good at that then it would do for my business what playing had done for John.

The problem was that I did not want to copy anyone, I needed a USP of my own and was well aware of the importance of being my own person.

I had no idea what that could be until that day at Rijswijk in 1991 when John asked me to give a lesson to one of his sponsors, who happened to be left-handed.

After the lesson, I asked if I could have a go with his club since I had never hit a shot left-handed. It felt quite good and I was very surprised at the quality of my best shots so I spent the whole evening on the range.

This did not have to be a life changing moment, but that is exactly how it turned out.

I decided there and then that I was going to relearn the game left-handed so that I could put together a switch-hitting golf show, something that, unsurprisingly, had never been done.

I was about to find out why.

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Left-Handed Golf – my hard won USP

John said: ‘’Give yourself two years’’ and (cryptically) ‘’You never know’’.

He was right on both counts.

My father always used to say ”We never give in’’. He was only partly joking, it’s great advice.

Everyone else thought I was nuts and looking back, I can see what they meant.

My good friend and co-assistant at the club, Michael Unsworth, had seen almost every shot of my left-handed experiment, from hitting air shots to making cuts in Dutch PGA events.

I knew I was making progress when he said to me:

‘’When you started playing left-handed I would always hope you’d hit a good shot off the first tee……..now I kind of hope you don’t!’’

It was a frantic time. Somehow, within two years, I learned to speak Dutch fluently, made the required scores in professional tournaments (left-handed) and passed the exams with the Dutch PGA. Later, having contacted Lawrie Thornton at the PGAs of Europe, I passed the British PGA exams too.

I was all set for a career in golf as a trick shot artist and did my first proper show in April 1994 at Golf & Country Club ‘t Sybrook in the Netherlands.

You never know!

Wind the clock forward and these days people assume that switch-hitting was just something I could always naturally do but nothing could be further from the truth.

It had seemed impossible to me that I would make a living from golf but it has somehow happened.

So far I have performed my show in 39 countries in front of business people and top golfers from all parts of the globe. I have also met and performed with many of the great golfers I grew up watching on TV. Gary Player, Seve, Nick Faldo, Colin Montgomerie, Tony Jacklin, Padraig Harrington, Ian Woosnam and so the list goes on.

Specialise in one thing – but diversify your business too

What I have also done is (like John Woof) use the golf show to develop other areas of my business.

Here is a list of the other things I have done in the last 20 years in golf:

  • PGA Coach – individual coaching, golf schools and golf holidays
  • TV presenter
  • Organiser and Promoter – World Golf Trick Shot Championship
  • Writer
  • Charity event organiser
  • After Dinner Speaker
  • Brand Ambassador
  • Master of Ceremonies
  • Agent
  • Charity Auctioneer
  • Business and Marketing Consultant for other PGA professionals

I even won a trick shot competition in America in 2015 and finished No. 2 in the World Golf Trick Shot Championships in 2005.

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Specialists really do get paid more

My advice to any golf professional is to find the thing you do best and specialise.

Work hard to gain the knowledge and expertise you will need – invest in yourself, go on courses, ask other PGA Members and read everything you can find on your subject.

It does not matter what your specialist area might be. As long as you are (and are seen as) one of the market leaders, you’ll have an advantage you can really use.

Being an expert gives you credibility and a chance to make a reputation that you can THEN exploit into other areas.

I think it is a winning formula.

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Do What You Do Best But DON’T Forget the Rest!
[PODCAST] Work Walking Into Your Schedule http://www.pgae.com/ask/work-walking-into-your-schedule/ Wed, 30 Nov 2016 02:25:23 +0000 Coaching4Careers http://www.pgae.com/?p=11024 Walking rarely gets the recognition it deserves, especially when it comes to the world of business and management.]]>

Walking rarely gets the recognition it deserves, especially when it comes to the world of business and management.

Unlike its publicity-courting cousin, running, walking is rarely associated with leadership and success. There are relatively few examples of Fortune 500 CEOs ‘powering through’ a 20k stroll on their way to work, nor prime-time comedians ‘sauntering’ through the Sahara Desert for their latest charity/publicity drive. Walking is an also-ran in more ways than one.

And yet, a quick flick through the history books reveals enough famous walkers to more than rival their more fleet-footed counterparts.

From Beethoven to Steve Jobs and the Queen, walking has helped many a historic heavyweight to achieve success in their chosen field, even if they haven’t yet felt the need to brag about it to their favourite financial journal.

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As scientists will attest, walking offers an array of benefits for regular practitioners.  Aside from the obvious physical perks of regular exercise, there are the various mental benefits to consider.

Walkers tend to enjoy lower stress levels, as well as increased cognitive function.  To add to this, a recent study by Stanford University found moving around led to an increase in creativity in 81% of participants who had previously been seated.

The only area where walking really falls short (aside from the crummy PR team behind it) is the obvious time commitment involved.  This may explain why it’s rarely the activity of choice among time-pressured modern professionals.

The flipside to this is that, contrary to more aerobically challenging activities, it can be crow-barred relatively easily into the working day.  As well as being the perfect option for a reinvigorating, yet sweat-free lunch break, it is a great way to put a new angle on interviews, one-on-one meetings, and brainstorming sessions.

The most potent pro-ambulatory argument, however, is perhaps the fact that walking is what we humans are originally designed to do.  Not pounding the pavement clad in lycra or expensive running shoes, or – worse still – wedged in behind a computer screen for 10 hours straight.

Walking may not win you any awards in the image stakes, but your body (and possibly career) will thank you for it.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: LinkedIn; Design School; Inc.com

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[PODCAST] Work Walking Into Your Schedule
PGA Professional Spotlight: Craig West (PGA of Germany) http://www.pgae.com/ask/pga-professional-spotlight-craig-west-pga-of-germany/ Wed, 16 Nov 2016 12:57:53 +0000 PGAs of Europe http://www.pgae.com/?p=13761 South African-born Craig West has been a PGA of Germany Professional for 22 years and in that time has overcome the challenges of moving to another country and]]>

South African-born Craig West has been a PGA of Germany Professional for 22 years and in that time has overcome the challenges of moving to another country and not knowing the language to build his own business, West Golf.

IGPN spoke to Craig to find out how he built his career and how what he learnt is now shaping how he employs people and advances his business.

IGPN: How did your career as a PGA Professional first begin?

Craig: I started as an Assistant Professional at the Fancourt Resort in South Africa in 1992, under Jeff Clause, the American Director of Golf there. After moving to Germany in the mid 90s, I did the PGA of Germany program, which was a very thorough experience and one that I am very glad to have done.

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IGPN: How did you end up in your current position in Germany?

Craig: At Fancourt we had many German guests staying in the hotel. They were always telling me how the game of golf was booming in Germany (Bernhard Langer had won the Masters in 1985) and there was great potential for Professionals who wanted to teach or run golf clubs.

The owner of a driving range was a guest at the hotel and after we had spent a round of golf or two together he asked me if would consider coming over to Germany and working for him. He didn’t have to ask twice and six weeks later I was on a plane to Germany.

IGPN: What was it like moving to, and working in, a new country where you had to learn about the culture and the language?

Craig: A lot tougher than I was expecting, that’s for sure! The language was tough and the German attitude and way of doing things was very much more structured than in South Africa.

The weather was also a shock. I will never forget the moment I walked off the plane (in February) and was “hit” by the coldest wind I would not even have been able to imagine. And then realising that it was a typical winters day!

IGPN: What was the biggest challenge you faced when deciding to work in another country?

Craig: Leaving the country you have grown up in is about as tough a decision as you’ll ever make. Not being able to speak the language properly in the first year or so is very tough and your self-confidence takes more than its share of knocks.

IGPN: What would your advice be to someone looking to work abroad?

Craig: It’s great if you have someone there that can help you in the beginning. Going to a governmental department to go and get yourself registered when you cannot speak the language is an experience you either take with humor or you’re in for one hell of a day!

If you are moving to country where they speak a language you can‘t then I strongly suggest doing a language course as soon as possible, maybe in your own country before leaving.

Being able to communicate in your “new” country is THE most important tool to getting ahead in everything else. You need to get integrated as fast as you can make friends from your “new” country as fast as possible, which as a golf Professional is normally quite easy to do.

IGPN: Explain a bit about your business that you run now.

Craig: I always had the dream of building my own course (what golfer doesn’t!) and in 2007 I managed to get the piece of land and found an investor to finance the building of the course.

In September 2009 we opened West Golf (www.west-golf.com) and we had 300 members even before the course was opened. It’s a public facility, where golf is not expensive and we cater to a younger crowd, making it also attractive to families.

I manage the facility and also run the Golf Academy, which turns out about roughly 350 new golfers every year, where we then get most of our members.

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IGPN: What do you look for when you are hiring PGA Professionals?

Craig: I have had several Apprentices and Professionals come through the Golf Academy and to be honest, the most important thing I look for is that someone truly loves the game. Everything else takes care of itself after that. I have never had the feeling of having an actual job; I just love what I do and get to do it everyday if I want to.

I also look for someone who is keen to learn, willing to take advice and spend time learning from the best teachers, not thinking that what they do is “good enough” for the people they teach.

Being able to communicate and thoroughly enjoy people is also very important. If you have to pretend to be friendly then teaching golf is going to be a tough business!

IGPN: What would be the biggest tip you could give a PGA Professional looking for a new job or trying to develop their skills?

Craig: You have to sell yourself! What can I offer this Golf Academy? Am I good with kids? Not all pros are. Can I teach better players? Can I teach teams? Do I just want to teach private lessons?

Everybody has their strengths and when hiring I look for someone who can give me something that I don’t have.

I also like having different personalities in the Academy, some people like a Professional who talks a lot, others are happy the less they say. Some Professionals are great with groups and entertaining people, others are happy to go the whole day just having one student per hour in front of them. There is a niche for everyone and you just have to find it.


For more information about Craig and West Golf visit www.craigwest.de or contact office@west-golf.com.

This article originally featured in International Golf Pro News. Visit the IGPN Page to find out more and subscribe for free.

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PGA Professional Spotlight: Craig West (PGA of Germany)
How to Identify & Demonstrate Your Skills http://www.pgae.com/ask/how-to-identify-demonstrate-your-skills/ Mon, 14 Nov 2016 22:44:51 +0000 Coaching4Careers http://www.pgae.com/?p=10357 Your CV is not the place to be modest! It is usually the initial and is sometimes the only opportunity you have to create a positive impression and will be the]]>

Your CV is not the place to be modest! It is usually the initial and is sometimes the only opportunity you have to create a positive impression and will be the thing that gets you an interview – or not.

The trick is to establish a strong sense of what you have to offer without being boastful and making grand, empty claims. The way to achieve your goal of impressing employers and making them want to meet you is to back up your claims with hard evidence. Don’t just say you are good at something; provide examples to show you are.

Therefore, the most effective CVs are those that have a strong Skills evidence. Past experience and application of skills is a good indicator for employers of your potential abilities and actions. This focuses attention on what you can do, have done and are likely to do.

It is a good idea to back up your claim that you possess excellent skills in, for example, communication by giving specific examples of the particular form of communication you have used, where (context) and why (for what purpose and for whom). Try to start each bulleted point with a verb to emphasise real life experience. Follow with an example from work, study or extra-curricular activities. For example:

Skills

Communication

  • Presented reports to tutorial group of 20 about research findings in Economics
  • Wrote articles for university magazine about mountain-walking club activities
  • Liaised with customers of various backgrounds at Tesco’s Supermarket as part-time cashier for 3 years

Teamwork

  • Co-operatively planned work schedules with four staff at JJB Sports
  • Negotiated with colleagues regarding task allocation for major projects at university
  • Played an active role in attaining customer service goals at Tesco’s

What skills do you have?

If you are really not sure, as opposed to being modest, perhaps you could ask friends, family and colleagues or speak to a careers coach . A personal skills audit might suggest the following. Note sub-sections of the major skill areas and use them as a guide to the bullet points you could include.

Communication

  • Presenting information and ideas in written form
  • Editing
  • Giving and receiving feedback
  • Explaining
  • Active listening and asking clarifying questions
  • Expressing ideas, feelings and opinions
  • Speaking fluently and accurately
  • Foreign language competence
  • Persuading and influencing
  • Negotiating
  • Non-verbal communication

Flexibility

  • Attitude to new tasks
  • Readiness to change
  • Enthusiasm
  • Ability to transfer skills
  • Commitment to ongoing improvement
  • Desire to learn new skills
  • Acceptance of constructive criticism

Teamwork

  • Ability to work co-operatively
  • Delegating skills
  • Constructive confrontation and resolution
  • Empathising
  • Recognising and valuing difference

Resilience

  • Coping with uncertainty
  • Dealing with difficult people
  • Ability to work under pressure
  • Ability to set and achieve goals

Assertiveness

  • Decision making Problem solving
  • Independence
  • Leadership
  • Level of ambition
  • Inclination to initiate ideas and plans

Entrepreneurship

  • Self-promotion
  • Ability to create opportunities
  • Networking skills
  • Customer focus Business acumen

Some of these sub-headings could be major skills themselves, such as Negotiating and Leadership. Some elements may fit under more than one skill. You will have to make choices about how best to use your material. Be guided by the Key Selection Criteria for specific jobs as your aim is to show how your skills fit with the employer’s needs.

When describing your skills, it is possible to ‘value-add’ by making reference to aspects of your experience and your personal qualities, interests and values. This can provide a lot of information about you in a very brief and concise way. For example, ‘Wrote articles for magazines about mountain-walking club activities’ informs readers about your interest, skill and success in writing as well as your active, healthy and sociable lifestyle. These are highly valued traits in the workplace and they have been communicated efficiently and effectively.

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How to Identify & Demonstrate Your Skills
[PODCAST] 6 Ways to Leverage Social Media & the Internet in Your Job Search http://www.pgae.com/ask/6-ways-to-leverage-social-media-the-internet-in-your-job-search/ Tue, 01 Nov 2016 11:35:19 +0000 Aston Ward http://www.pgae.com/?p=13746 Here are some tips to promote yourself better online and ensure a search of your name makes it more likely that you will be hired…]]>

In the 21st century the job-seeking process is complex and quick.  A career path can present itself to you in the blink of an eye, and can disappear just as quickly.

The development of platforms such as LinkedIn have shown that it is not just a paper CV that shows off who you are and what you can do.  It’s now possible to find out every bit of detail needed about a potential employee to make an educated decision as to whether they should get a job or not.

It is widely accepted that employers will likely Google an applicant as soon as they get their name.  What comes up in the search can be a window into their lives – whether you like it or not.  To ensure your results are ones that play in your favour, here are some tips to promote yourself better online and ensure a search of your name makes it more likely that you will be hired…

1. Google Yourself

The best place to start – do what an employer might do (ideally on a different computer than your own to see what someone else might see).

This will show you what they might see and could give you a good place to start when identifying where you are visible and what you should do about it.

2. Optimise Your LinkedIn Profile (Or Create One First!)

Firstly, if you are not on LinkedIn then you’re doing it wrong. Join LinkedIn.  It is a fantastic [FREE] resource where you can lay down as much or as little information about yourself, connect with people you know and people you want to know, and ultimately use as a live, digital and interactive CV.

Second, make sure your profile is complete using LinkedIn’s built-in step-by-step guide, add a great photo and take your time on your bio.  Then get connecting – sync your account with your phone or contacts and start by adding people you know.  Then once you have a network the platform will automatically start suggesting jobs and new connections for you – then you can start to action these connections and see where leads might come from.

3. Write a Blog

What better way to express yourself and show-off your expertise and knowledge in your area than writing about it.  You can write anything you want and tailor it to your intended are of work to show a) that you care about what you do/want to do, b) are knowledgeable and have an opinion on it, and c) you are computer/digitally savvy enough to get out there and set it up [but don’t worry it’s actually pretty easy to do with services such as WordPress and Tumblr].

4. Check Your Settings

Go through all of your social accounts and check your privacy settings – you may be happy for someone to discover your Facebook profile through a Google search, but are you happy that they can look at your 10-year old photos from University parties? Probably not.

Settings can often be tucked away or a little tough to root out, but platforms nowadays have great flexibility and control for their users when it comes to privacy – take time to work out what the different on and off switches mean.

5. Make the Most of Your Biography

Your Twitter bio, LinkedIn short biography and any other place where you can add a public biography are what people will see first.  Take time to make this as good as possible – you shouldn’t judge a book by its cover, but people often do anyway so make sure yours looks great.

6. Reverse Engineer The Search

Work out what an employer might look at that is connected to you – go through the process yourself and make sure everything is as you wish at each stage of a search.  Think about what they want to see and tailor your profiles to that.

Plus, turn the tables on a potential employer and look at their company profiles, connect with people from that company, or even explore their LinkedIn profiles.  They will no doubt do it to you, so you can do it to them.  Going into an interview with knowledge and info on the bosses, co-workers or interviewees will almost certainly be useful in your search.

This article originally featured in International Golf Pro News. Visit the IGPN Page to find out more and subscribe for free.

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[PODCAST] 6 Ways to Leverage Social Media & the Internet in Your Job Search
A Better Way to Coach Employees http://www.pgae.com/ask/better-way-to-coach-employees/ Tue, 01 Nov 2016 08:25:35 +0000 Inc.com http://www.pgae.com/?p=9135 Coaching is the process of preparing your employees to succeed. Good coaches can create the mental resources, emotional resilience, business skills, and more.]]>

GEOFFREY JAMES did a lot of business stuff and wrote a slew of articles and books. Now he writes this column. Preorder his new book, Business Without the Bullsh*tby May 12 and get an exclusive bonus chapter and a signed bookplate.

@Sales_Source


Coaching is more than just giving advice. Use this process to help your team members hone their own behaviour.

Coaching is the process of preparing your employees to succeed.  Good coaches can create the mental resources, emotional resilience, business skills, and career development that employees need to achieve their goals.

Unfortunately, while coaching is a well-established part of the sports world, it’s a neglected art in the world of business. Much of the time, coaching is relegated to a five-minute conversation at the end of a yearly performance review.

There’s a better way to handle business coaching. Try this five-step process, based on a conversation with Linda Richardson, founder of the huge sales training firm Richardson:

1. Ask for a self-assessment.

Ask the employee’s opinion of a recent event (e.g. meeting, interaction, project) in which the employee was involved.  Don’t accept a pat response like, “Uh, it went fine.”  Instead, ask additional questions that help lead employee to discover both the strengths and weaknesses of the employee’s performance. If the employee says something like “You’re the manager, what do you think?” respond with, “I want you think this through, then I’ll give my ideas.”

2. Give balanced feedback.

Start with honest praise for the employee’s strengths and your perspective on how those strengths were an asset during the event in question. Then identify one or two key areas where you feel improvement would have helped the employee’s performance. You’re not providing advice, just identifying areas. It’s important to limit the discussion to one or two areas, by the way – more than that and you’ll be “flooding the engine.”

3. Check for agreement.

Resolve any differences between your understanding of the event and the employee’s perception of the event.  Gain agreement on the area where there was a gap between the employee’s performance and how the employee would have liked to have handled the event.  It’s crucial to come to agreement at this point, because otherwise the subsequent steps will be off-kilter.

4. Identify the obstacle.

Ask the employee to identify the obstacle that he or she feels is keeping him or her from better performance.  Ask what he or she suggests to remove the obstacle, and what might be done to address that aspect.  Then provide your perspective on the obstacle and your ideas to address that obstacle. Decide together what needs to be done in order to improve the performance.

5. Set the next step.

For each obstacle that’s identified, establish an action step with a time frame for follow-

up.  Provide positive input and express confidence in the employee’s ability to succeed.  Then revisit the issue at the agreed-upon time.

According to Linda, this coaching method works for several reasons:

  • It reduces the amount of time that the manager must spend coaching.  Because the coaching process addresses only one or two of the most important skill areas, a typical coaching session need take no more than 15 minutes.
  • It encourages the employee to become more independent, because the employee gradually learns the self-assessment technique and is more likely to buy into the solution.
  • It puts the action items in the hands of the employee, leading your worker to become more independent and more likely to internalize the training into daily habits.
  • It strengthens the relationship between the manager and the employee through mutual success, and builds rapport throughout the entire process.
  • It provides a structure that’s easily followed and can apply to virtually any business situation or problem.
  • It is not confrontational, thereby making it much easier for the manager and employee to participate in the process.
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A Better Way to Coach Employees
How to answer…’Tell me why you want this job’ http://www.pgae.com/ask/how-to-answer-tell-me-why-you-want-this-job/ Thu, 27 Oct 2016 08:35:50 +0000 Coaching4Careers http://www.pgae.com/?p=17105 Unlike some interview tests, there are no traps or hidden agendas; it's about answering truthfully but in a way that reflects well on you and on the role...]]>

Whether you’re new to all this or an experienced career professional, this represents one of the more important interview questions you can expect to face as a job seeker. Unlike some interview tests, there are no traps or hidden agendas to be worried about; it’s about answering truthfully but in a way that reflects well on you and on the role itself.

Here are some DOs and DON’Ts to be aware of in forming your answer:

DO

Understand what they’re looking for

Whatever the specifics of your answer, it needs to align with what the employer is hoping to gain in advertising for the position. Research the organisation, their recent activity and where they’re headed. For example, if the firm has recently gained a new client or entered a new market, you could refer to recent projects where you’ve helped break new ground.

Show your passion

Above all else, a recruiter or hiring manager is looking for genuine enthusiasm for the position and for the organisation itself. Try to work a little of your personal ‘story’ into your response; a typical answer might read: “I’ve always been ambitious and curious and I wanted my first full-time position to be with a firm at the forefront of harnessing new technologies, like cloud computing.”

Talk about your goals

Accompanying this should be a logical argument about what you hope to achieve with the organisation over the coming years. You want to demonstrate that you’ve thought clearly about your decision to apply and how it fits into your long-term aspirations – e.g. “I’m looking to add emerging market experience to my CV and I’d be excited to help the company expand in this region.”

DON’T

Give generic answers

Be careful not to rely on stock answers you may have heard others give, which can be a common pitfall, particularly when reaching out to a number of employers in the same field. Try to express specific qualities about the firm rather than relying on buzzwords like ‘dynamic’ or ‘market-leading’.

Focus on the wrong areas

While the compensation, holiday allowance and other perks you may receive will naturally be at the back of your mind, allowing these concerns to take centre stage could undermine how you feel (or what the recruiter thinks you feel) about the role.

Offer irrelevant information

Likewise, talking about skills or interests that bear little relevance to the job may also detract from your hiring chances and may imply you haven’t spent sufficient time investigating the role or employer. A classic case might be talking about a university research project you worked on in isolation when teamwork is critical to the role.

To summarise, your response to this age-old inquiry should be an opportunity to showcase what you understand about a job position and how it relates to your skills and passions. So long as your interest in the role is genuine, with a little thought and time investment there’s no reason you can’t make this question work to your advantage.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Abintegro.com

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How to answer…’Tell me why you want this job’
Controlling Your Interview Body Language http://www.pgae.com/ask/controlling-your-interview-body-language/ Wed, 26 Oct 2016 08:32:40 +0000 Coaching4Careers http://www.pgae.com/?p=13200 Working on your body language prior to an interview, client meeting or any other stressful public event can have considerable benefits]]>

Unless you’re someone who dreams of being on The Apprentice, a job interview can potentially be a nerve-racking and uncomfortable experience. The stress it generates can cause your body language to go haywire and send out unintended signals to the person reading them. Your feeling nervous or shy, for example, may be interpreted as defensiveness or aloofness.

Working on your body language prior to an interview, client meeting or any other stressful public event can have considerable benefits. Just acting more relaxed and confident can trick your mind into following suit. Here are some techniques for getting your body onside for when it matters.

Plan Your Entrance

30 seconds is reportedly how long it takes for some hiring managers to make up their mind, so how you greet your interviewer is crucial. A strong handshake goes without saying, while smiling and maintaining eye contact also helps to display confidence. Practice your entrance in the mirror (preferably when no one is watching…).

Develop Your Eye Contact

If you don’t make eye contact people don’t trust you, but for many of us it’s a struggle, particularly when we’re nervous. Also if you are deliberately trying to hold eye contact with anybody it can make you feel incredibly self conscious and more likely to start looking at the ceiling. So practice when you’re out with friends by choosing a point on the centre of their face to look at, round about the bridge of their nose. It’ll help you to relax and become less self conscious; they will never know and you’ll find yourself making eye contact effortlessly.

Aim For a Relaxed Approach

Crossing your arms, sitting too far back or forward and averting your gaze can mean you come across as defensive, arrogant or disinterested – unlikely to be what you are going for! So along with your new-found eye contact skills, use some relaxation techniques such as controlled breathing just before the interview to help keep your nerves in check. And remember to sit up, keep your posture open and smile. It will make you feel more ‘in the zone’ and happier.

Stay Focused

Feeling nervous or self conscious can lead to involuntary movements – shaking your foot, rubbing your neck or rocking back in your chair – which can undermine the composed image your are trying to portray. Becoming aware of your body language in group situations should give you an idea of the kind of things to watch out for. Find an alternative action, such as taking a deep breath and adjusting your posture when you catch yourself making one of these unwanted movements.

Hopefully, a little pre-planning and preparation can take much of the stress out of the big day. With your body language in check, all that’s left is for you to wow your interviewer into believing you’re the right person for the job. Piece of cake, right?


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: LinkedIn.com; CareerBuilder.com

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Controlling Your Interview Body Language
Managing Multicultural Teams http://www.pgae.com/ask/managing-multicultural-teams/ Fri, 16 Sep 2016 07:02:25 +0000 Coaching4Careers http://www.pgae.com/?p=11030 It's a small world, or is it? For all the talk of globalisation and the homogenisation of cultures, we still have our own, unique ways of working & conversing.]]>

It’s a small world, or is it? For all the talk of globalisation and the homogenisation of cultures, we still have our own, unique ways of working and conversing with each other.

Language barriers aside, communication styles and social hierarchies can differ greatly between cultures and regions. As organisations expand and remote working becomes common practice, these are just some of the many challenges facing managers overseeing teams comprising multiple nationalities and backgrounds.

While a certain degree of inter-cultural understanding comes down to the life experience of the individual themselves, multicultural leadership is a skill that can be learnt and honed like any other. Here’s how to begin:

1. Know your own style…

As the manager you are the cultural bridge between all those working under you, so you need to have a clear understanding of your own leadership style before you can attempt to synthesise those of others. Are you someone who prefers a direct or indirect form of communication? Do you believe in strict hierarchies or a flat structure? These are all things you first need to have clear in your own mind.

2. …then learn those of others

The next step is to invest time in understanding the different cultural sensitivities and expectations of your team. Don’t rely on pre-conceptions. While it’s easy to assume there will be a strict Western, non-Western demarcation between employees in terms of cultural practices, often the differences are far more nuanced and will depend on the individuals themselves.

3. Find common ground…

While a ‘one size fits all’ approach is unlikely to suit all contexts, it may be useful to establish a common set of standards for communication and working together, which can help to avoid confusion and mixed messaging. This should be drawn from each of the different nationalities and cultures represented in the team so as not to alienate any one individual or group.

4. …but be willing to adapt

Flexibility will still be key, however; you can’t expect to fully homogenise a wide range of different working styles and traditions within a short space of time. Employees will need to be willing to compromise and adapt to others; while encouraging a flexible, fluid work environment will make it easier to deal with issues and challenges as they arise.

Fostering cross-cultural working is one of the more challenging demands placed on modern day managers. However, with some careful planning and forethought multicultural working needn’t be a significant barrier to success.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Harvard Business Review; LinkedIn; Internations

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Managing Multicultural Teams
Help! I Don’t Know How to Achieve My Goals http://www.pgae.com/ask/help-i-dont-know-how-to-achieve-my-goals/ Fri, 09 Sep 2016 10:44:10 +0000 Coaching4Careers http://www.pgae.com/?p=16590 Decades of research on achievement suggests successful people reach their goals not simply because of who they are, but more often because of what they do...]]>

You may find that you’re really good at reaching certain goals, but not so good at achieving others. And you may have accepted that. You may have assumed that the people who seem to be good at everything just are, intuitively, like that.

However decades of research on achievement suggests that successful people reach their goals not simply because of who they are, but more often because of what they do.

These are some of the things you should do if you want to achieve your goals:

1. Be specific when you set your goals

Knowing exactly what you want to achieve keeps you motivated until you get there. Having a goal to ‘lose some weight’ is not nearly as helpful as ‘lose 5 pounds’ because you know exactly what you’re aiming for. Giving yourself specific actions, such as ‘be in bed by 10pm on weeknights’ to reach your goal of ‘sleep more’ is useful too. It leaves no room for doubt about what you need to do, and whether or not you’ve actually done it.

2. Seize the moment to act on your goals

How many new year’s resolutions did you break and then ‘not have time’ to go through with them? Change is never very convenient in a busy life, but studies have shown that if you plan when you’re going to take action to achieve a goal your chances of actually achieving that goal increases by about 300%! Seize the moment by deciding when and where you will take each action you want to take, in advance. Again, be as specific as possible (e.g., “If it’s Monday, Wednesday, or Friday, I’ll work out for 30 minutes before work.”)

3. Know exactly how far you have left to go

Achieving any goal also requires honest and regular monitoring of your progress, if not by others, then by you yourself. If you don’t know how well you are doing, you can’t adjust your behaviour or your strategies accordingly. Check your progress frequently — weekly, or even daily, depending on the goal.

4. Be a realistic optimist

Most goals worth achieving require time, planning, effort, and persistence so don’t underestimate how difficult it will be to reach it. Do engage in lots of positive thinking, but make sure you’re prepared for the journey ahead. By thinking ‘it’s just going to happen’ (studies have shown) you are significantly increasing your chance of failure.

5. Focus on getting better, rather than being good

Believing you have the ability to reach your goals is important, but so is believing you can get the ability. Many of us believe that our intelligence, our personality, and our physical aptitudes are fixed and that no matter what we do, we won’t improve. As a result, we focus on goals that are all about proving ourselves, rather than developing and acquiring new skills.

Fortunately, research suggest that the belief in fixed ability is completely wrong; abilities of all kinds are profoundly malleable. Embracing the fact that you can change will allow you to make better choices, and reach your fullest potential. People whose goals are about getting better, rather than being good, take difficulty in their stride, and appreciate the journey as much as the destination.

6. Be determined

Those that have a willingness to commit to long-term goals, and to persist in the face of difficulty achieve more in their lifetime than those that don’t. If you believe that you just don’t have the innate abilities that successful people do then you are wrong: effort, planning, persistence, and good strategies are what it really takes to succeed. Embracing this knowledge will help you see yourself and your goals more clearly and give you the determination you need.

You are more capable than you think of achieving your goals. It just takes preparation, perspective and a willingness to act along with a huge dollop of self-belief. So start believing.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Abintegro.com

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Help! I Don’t Know How to Achieve My Goals
Advice For Advancing – Top Careers Tips from Across the Industry http://www.pgae.com/ask/advice-for-advancing-top-careers-tips-from-across-the-industry/ Wed, 24 Aug 2016 17:32:56 +0000 PGAs of Europe http://www.pgae.com/?p=13750 What better way to get tips on advancing your career than from those who have been there and done it! IGPN collected some excellent tips from across the PGAs o]]>

What better way to get tips on advancing your career than from those who have been there and done it!  IGPN collected some excellent tips from across the PGAs of Europe’s network to help you achieve your career goals…


Eva Zitzler [Via LinkedIn]

“Do what you really love, not just the job in which you might earn the most.”


Richard Lane – Chairman, PGA of Bulgaria

  • Stay with something you are good at and then you are more likely to sustain effort and perform well
  • Research all the areas relative to your subject matter
  • Enrol on CPD courses and make contact with specialists in the field you work
  • Always keep an open mind to learning
  • In interviews – Great body language, eye contact with the person you speak to at any given time, whilst doing the same with the group and smile. 90% of what you say does not come from the mouth

Martin Hasenbein – Education Coordinator, PGA of Germany

“Never stop asking yourself if you have done your best!”

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Matthew Ellis [Via LinkedIn]

“For career development, for me, it’s about looking at a long-term goal and working towards developing a strategy to achieve it.  Be clear on your goal, really think as to what area you would like to work, who you would like to work with and what position you would like to attain.

“You could also think as to what skills, capabilities, qualifications and knowledge you might need to acquire such a position. This will help you to determine today, on the path you need to take to start your journey towards this goal.”


Tony Westwood [Via LinkedIn]

“Along with the necessity of organisations looking for people who are well qualified, there is a growing need for people showing the right attitude and behaviours needed to perform and succeed in any business environment.

“Having the ability to think flexibly and appropriately. Show a level of emotional resilience and competence. Be driven with a real sense of purpose and be able to connect meaningfully with others. If you can tick all of these boxes then success will never be too far away.”



Stephen Dundas [Via LinkedIn]

“If you are looking for a job make sure you research your potential employers, get to know who they are, what core values they have and basically show any potential employer that you are prepared, motivated and organised. 
If you are trying to develop your career that’s easy. Find out everything you can about your competitors and make sure you are better in every department!”


Emma Ford [Via LinkedIn]

“Think about your long goals and aspirations for your life not just your career and then develop a strategy. Remember your next job should deliver the skills, experiences and contacts you need for the one after that. And never forget to network.”

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Adam Keable ‏‪(@adam_keable) [Via Twitter]

‪”Find a mentor who can act as sounding board for your career decisions. Learn from their experiences & let them challenge you.”


David del Cerro ‏‪(@delcerrogolf) [Via Twitter]

“Start at the bottom of the ladder you want to climb and take every opportunity from there.”


Nick Solski ‏[Via LinkedIn]

“Know your personal brand and be honest about what you are good at, what are your weaknesses, what you enjoy doing and also what you don’t! This way you won’t waste your own time applying for jobs that you know don’t suit you. You should identify your dream job based on your self analysis and this will allow you to follow your career plan in a more structured way.”



Mark Henderson [Via LinkedIn]

“Lets get back to basics similar to learning golf. Make sure your CV is less than 2 pages and ensure your content is truthful, described well, and not repetitive. Additionally ensure your cover letter / application states your great interest in the position, why you are interested in the role, keep it short and precise. Ensure your grammar / spelling is flawless.

“Create a strong network and make contacts throughout your career, stay in contact with them, try to help them in times of need “in advance” this is called creating relationships.”


Ed Chapman [Via LinkedIn]

“When going through 150+ CVs anything over 2 pages or with mistakes tend to get dumped. Network of relationships is super important of being in the know for the best jobs. And I’d add if applying through official route of HR use LinkedIn to find the managers name (eg. Director of Golf) and address it to them.”


Lincoln Birch [Via LinkedIn]

“Take yourself seriously. Health and Environment first. Pay attention, listen and be inquisitive. Show interest, engage and watch details (e.g. CV, clothing, language etc.)…and ask for advice or an opinion.”


For more information and articles on career development, and to view and add your own vacancies, visit the JobZone at www.pgae.com/careers-and-jobs

This article originally featured in International Golf Pro News. Visit the IGPN Page to find out more and subscribe for free.

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Advice For Advancing – Top Careers Tips from Across the Industry
4 Tips for Working Across Time Zones http://www.pgae.com/ask/4-tips-for-working-across-time-zones/ Wed, 24 Aug 2016 12:17:03 +0000 Coaching4Careers http://www.pgae.com/?p=11837 With all the recent technological advances society has to offer, working across different time zones has become a relatively accepted and manageable practice.]]>

With all the recent technological advances society has to offer, working across different time zones has become a relatively accepted and manageable practice.

This doesn’t mean there isn’t potential for confusion and dissatisfaction, however, and so excellent project management is needed. Here are our top tips for making all those disparate circadian rhythms work in unison.

1. Plan accordingly

Clear communication is one of the pillars of successful teamwork, but what happens when opportunity for regular discussion is limited? One solution is to try to have individuals or teams in separate locations work on self-contained activities. This means assigning clearly defined responsibilities prior to the project’s get-go.

2. Have a common clock

Switching between different time zones in your correspondence is a sure-fire path to confusion. Agree on a master time zone for everyone to work from (e.g. Central European Time) and stick to it. Some people still like to note their colleague’s local time alongside the master, which is fine as long as you get the time difference right. Use a reliable site like timeanddate.com to avoid slip-ups.

3. Be reasonable

5 a.m. briefings or midnight emails are likely to grate if experienced repeatedly so make sure communication and deadlines are organised on a fair and/or alternating basis. If a meeting or call needs to be at a set time each week, make sure it’s arranged for a time that’s mutually acceptable, even if that means some people having to divert from their usual routine.

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4. Use it to your advantage

If managed well, dovetailing between different time zones can be an effective strategy for stretching out the workday. For example a team working on a draft or project outline in London are well placed to hand over to someone five hours behind in New York for reviewing or final touches. Again, it all rests on strong planning and organisation.

While splitting teams or organisation between time zones may feel like a challenge at times, remember there is help at hand. From DropBox, to Google Plus, Skype and various project management tools, there is technology out there designed specifically for this type of work environment, so don’t be afraid to use it.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Forbes; The Guardian; LinkedIn

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4 Tips for Working Across Time Zones
3 Hot Tips For Negotiating Salary http://www.pgae.com/ask/3-hot-tips-for-negotiating-salary/ Tue, 23 Aug 2016 12:49:29 +0000 Coaching4Careers http://www.pgae.com/?p=16403 Negotiating can be a tricky business - so here are 3 simple, but top tips to help you get your negotiating head on...]]>

Accepting any deal when you feel you could have got more can leave you with an unpleasant “if only” taste in your mouth, but negotiating is a risky business. It’s easy to offend somebody during the process so it’s understandable that many people feel anxious about entering into a negotiation and as such avoid it. However, there are ways to do it effectively and successfully, without upsetting the other side and without giving away more than you really feel you should.

Here are three simple, but top tips to help you get your negotiating head on:

1. Ask yourself whether you should be negotiating?

The first step is to identify if there is really any reason to negotiate. To understand this, research the going rate for your position, and do your homework on the company you are interviewing for. Are they profitable, are they growing, do they have high turnover or have a reputation for under paying employees? Don’t blow your credibility by asking for a rate that is simply out of line with the market.

2. Define exactly what you want

Having researched the market and understood what the market is likely to pay, you need to set yourself an ideal rate, an acceptable rate and a bottom rate that you will not go below no matter what. Knowing this in advance of any negotiation is crucial, allowing you to talk confidently when put on the spot and stand by your numbers.

3. Try to understand exactly why they want you

If you’re negotiating then it’s good news: they are likely to be offering you the job. If you can establish exactly why they are picking you, this will give you leverage to negotiate. If they think your experience is a huge asset, you have good connections (etc) then you can probably be very bullish in your negotiation strategy. If it is because they think you have the aptitude to learn, then your leverage is weaker.

Negotiation is about understanding the reality of your position and being very clear about your own requirements and boundaries. Spend time thinking before you start negotiating and you will nearly always get more of what you need.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: Business Insider; Abintegro.com

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3 Hot Tips For Negotiating Salary
17 Ways to Ace That Interview http://www.pgae.com/ask/17-ways-to-ace-that-interview/ Wed, 06 Jul 2016 21:26:45 +0000 Coaching4Careers http://www.pgae.com/?p=10351 Interviews are an opportunity for both you and the employer to evaluate each other- it’s a two way process!]]>

Purpose of Interviews

Interviews are an opportunity for both you and the employer to evaluate each other- it’s a two way process!  Through an interview you can gain valuable information which may assist you in assessing the prospective job, employer or industry.

Prepare for Interviews

  • Identify your transferable skills and abilities (eg. writing and organising information, managing events, leading a group, working as a team player)
  • Look at the selection criteria for the position or the job description. Make simpler headings under which you can provide examples of how your skills, abilities, qualities and experience match the employer’s requirements.
  • Think about your past achievements.
    • These could be problems you have overcome, critical incidents you have been involved in, issues you have resolved, or demands you have met.
    • Consider your role in these achievements, the actions you took and the result of your involvement and what you have learnt from it.
    • These can involve study, part-time work or extra-curricular activities.
  • Research the organisation – it might sound obvious, but make sure you know about the job you are applying for and about the organisation itself.
    • What internal or external influences are affecting it?
    • Is it in a state of growth or decline?
    • How is the market changing or developing?
    • How are organisations in the sector responding?
    • Keep up with current affairs, particularly local/global issues affecting the organisation. It is a good idea to listen to news programs or read good quality newspapers or relevant journals everyday in the lead up to your interview. This will impress the employer and demonstrate commitment to and interest in the organisation to which you are applying.
  • Practise for the interview with family or friends – it is important to verbalise the answers to questions, not just think about them, so your explanations will run smoothly.

The Interview

Be on time – check how to get there in advance by doing a practice run. Allow time for unexpected delays. Don’t be afraid to call if you are running late.

Wear what is appropriate for the role and the company – if in doubt always opt for a suit.

Be positive; try to make others feel comfortable. Greet others with a firm handshake and a smile.

Relax. Think of the interview as a conversation, not an interrogation.

Establish a rapport with the interviewer – make eye contact and answer clearly.

Be yourself – sounding too rehearsed or like someone else is off-putting for the employer.

Listen. If you are talking too much you will probably miss cues concerning what the employer feels is important.

Reflect before answering a difficult question – if unsure ask for clarification.

Be honest – it is all too easy to get caught out by exaggerating your skills or experiences.

Show you want the job – demonstrate how your skills could contribute to the company.

Avoid negative body language (eg. frequently touching your mouth, gnawing on your lip, folding your arms, etc.)

At the end of the interview, shake hands and thank them for their time.

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17 Ways to Ace That Interview
Are You Addicted to Interruptions? http://www.pgae.com/ask/are-you-addicted-to-interruptions/ Tue, 05 Jul 2016 19:06:31 +0000 Coaching4Careers http://www.pgae.com/?p=12923 It's really hard to ignore the beep/ring/bark of an incoming message. It's almost like an addiction.]]>

It’s really hard to ignore the beep/ring/bark of an incoming message. It’s almost like an addiction. In fact, the side effects of constantly being distracted by emails, phone calls and texts are similar to drug addiction.

A study by the Institute of Psychiatry for Hewlett Packard found that constant distractions resulted in a 10-point drop in the IQ of workers. That’s twice the impact of marijuana!

According to another study of Microsoft workers it took them 10 minutes to deal with a distraction, caused by an alert, and then another 10-15 minutes to get back into their primary task. Many workers also used the alert of an incoming message as an opportunity not only to check their messages, but then to look at several other applications, which sometimes resulted in a two-hour gap before the primary task was resumed.

Sound familiar?

How often do you get to the end of the day having achieved a tiny percentage of what you set out to do because you’ve been ‘multitasking’ all day? Did you realise that the effect on your mind of these constant distractions is equivalent to missing a night’s sleep? So to top a frustrating day’s worth of unproductiveness you’re probably damaging your brain cells too.

If you recognise that maybe you’re just a bit addicted to the beep, then you can deal with it. Switch the sound off, cover your phone up or just use good old fashioned will power and finish what you’re doing before you check your messages. It’s probably just an email offering you 10% off your next airport transfer anyway.


This content appears courtesy of Abintegro, experts in career management, transition technology & e-learning for today’s modern, mobile and technology-savvy workforce – Find out more at www.abintegro.com

Credit: HBR; MicrosoftBBC

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Are You Addicted to Interruptions?