by Trigena Halley | May 11, 2016 | Blog, Leadership, News
Salt Lake City — (KUTV) Life Coach Trigena Halley visited Fresh Living to talk about Introverts and Extroverts and what you need to know in order to make the most of your communication. Introverts and Extroverts - What You Need to Know When most of us think about communicating effectively we think about how we show up with others, not necessarily about what energizes others and us in terms of communication. According to the Myers-Briggs Type Indicator - one of the most widely used personality assessments in the world - there are two ways in which we are “energized”. This energy focus has a large impact on how we communicate, like to be communicated with, and, importantly, how we are energized. When most of us hear introvert and extrovert we generally think of the common following definitions: Extroverts - loud, gregarious, talks more than listens Introverts - quiet, shy, listens more than speaks While some of those traits might be accurate, when we think of personality and what energizes someone they are not completely accurate. Individuals who are energized by people and external events are likely to be an extrovert while an introvert is energized by their internal world of ideas and thoughts. When we talk in terms of energy, it has to do with how drained or invigorated we are in regards to our interactions. Extroverts and introverts can both speak in front of groups or spend time working alone on a project and do it equally well - the difference is in their energy levels during and after the engagement. For introverts, a speaking engagement, volunteer group...
by Trigena Halley | Apr 21, 2016 | Communication
Coach Trigena Halley visited Fresh Living to discuss The Optimistic Opportunity: How Our Thoughts Shape Our Behavior. I love Henry Ford’s quote “Whether you think you can or you think you can’teither way, you are right”, it sums up so well the power our thinking has to our well-being. How we think has powerful ramifications to how we show up in relationships, as parents, as spouses and as leaders, and, how healthy we are physically and emotionally. At a more micro level it has to do with our perspective on Optimism. What is Optimism and Why is it Important? According to the Multi-Health Systems (MHS) Emotional Intelligence model Optimism is an emotional intelligence skill. We don’t usually think of optimism as a skill much less a survival skill. Consider individuals who are survivors - cancer, war, wilderness, etc. - and you will find a common thread of optimism. Think about every day decisions, goals and events in your life, you generally have two ways to respond, you can: Resist the situation Support the situation The first option is pessimism, where you see the situation as incompatible. The fear is usually if the situation changes, the effect will be unpredictable and most likely “bad”. The second option is optimism; you see the situation as an opportunity that will have a positive effect on your situation. With optimism you are willing to explore the situation, even if you don’t understand it. According to the article Why Optimism is the Ultimate Survival Skill there is a scale of beliefs as it relates to optimism. Cynicism - “Everything is bad, doomed, and untrustworthy.”...
by Trigena Halley | Apr 19, 2016 | News
I love Henry Ford’s quote “Whether you think you can or you think you can’t…either way, you are right”, it sums up so well the power our thinking has to our well-being. How we think has powerful ramifications to how we show up in relationships, as parents, as spouses and as leaders, and, how healthy we are physically and emotionally. At a more micro level it has to do with our perspective on Optimism. What is Optimism and Why is it Important? According to the Multi-Health Systems (MHS) Emotional Intelligence model Optimism is an emotional intelligence skill. We don’t usually think of optimism as a skill much less a survival skill. Consider individuals who are survivors - cancer, war, wilderness, etc. – and you will find a common thread of optimism. Think about every day decisions, goals and events in your life, you generally have two ways to respond, you can: Resist the situation Support the situation The first option is pessimism, where you see the situation as incompatible. The fear is usually if the situation changes, the effect will be unpredictable and most likely “bad”. The second option is optimism; you see the situation as an opportunity that will have a positive effect on your situation. With optimism you are willing to explore the situation, even if you don’t understand it. According to the article Why Optimism is the Ultimate Survival Skill there is a scale of beliefs as it relates to optimism. Cynicism - “Everything is bad, doomed, and untrustworthy.” Pessimism - “Things are likely to have negative results.” Realism - “Things just are what they are.”...
by Trigena Halley | Mar 24, 2016 | Communication, News, Resiliency
Giving feedback is one of the most common things we do as parents, spouses and co-workers. When feedback is done well it leads to increased satisfaction, performance and motivation, when not done well it can cause conflict, stress and confusion. As parents one of the best things we can do for our children is to provide both motivational and developmental feedback that contributes to their success. There are typically two forms of feedback - motivational and developmental. Motivational feedback identifies what was done well and why it was important - the individual receiving the feedback understands the positive impact and how to replicate the behavior or action in the future. Developmental feedback identifies what needs to be improved or changed and why that change is necessary. Giving feedback can either be a distributing or contributing process. Distributing feedback is a one-way communication process whereby on person provides their viewpoint while contributing feedback is where a discussion occurs and both parties provide input. Two questions to consider as we give feedback: Am I doing it effectively so behavior can be replicated or changed? Is my feedback distributing (telling) or contributing (designed to impact behavior)? A good feedback model is the STAR approach: S/T (Situation or Task) - Situation or Task - the behavior, action or task. A (Action) - the action taken or not taken R (Result) - the result of the action taken or not taken Emotional vocabulary also gets us in trouble when we give feedback - these are words such as always, never, everybody and nobody. These allness words tend to over exaggerate and cause the other...
by Trigena Halley | Mar 19, 2016 | Blog
Giving feedback is one of the most common things we do as parents, spouses and co-workers. When feedback is done well it leads to increased satisfaction, performance and motivation, when not done well it can cause conflict, stress and confusion. As parents one of the best things we can do for our children is to provide both motivational and developmental feedback that contributes to their success. There are typically two forms of feedback – motivational and developmental. Motivational feedback identifies what was done well and why it was important – the individual receiving the feedback understands the positive impact and how to replicate the behavior or action in the future. Developmental feedback identifies what needs to be improved or changed and why that change is necessary. Giving feedback can either be a distributing or contributing process. Distributing feedback is a one-way communication process whereby on person provides their viewpoint while contributing feedback is where a discussion occurs and both parties provide input. Two questions to consider as we give feedback: Am I doing it effectively so behavior can be replicated or changed? Is my feedback distributing (telling) or contributing (designed to impact behavior)? A good feedback model is the STAR approach: S/T (Situation or Task) – Situation or Task – the behavior, action or task. A (Action) – the action taken or not taken R (Result) – the result of the action taken or not taken Emotional vocabulary also gets us in trouble when we give feedback – these are words such as always, never, everybody and nobody. These allness words tend to over exaggerate and cause the other...
by Trigena Halley | Feb 24, 2016 | Change Management, News
Life Coach Trigena Halley from Peak Performance visited Fresh Living with great tips on how to navigate the changes and transitions in life. One of the great things about Utah is the four seasons; my favorite is Fall because it is the season that signals the most change.change in schedule (for me, kids are back in school), temperature, color, winter is coming (which brings ski season) etc. As I think about the seasonal change it draws my thoughts to how we think about, approach and go forward when change occurs in our lives. Much like life, nature doesn’t give us a choice in change, it happens whether we are ready or not! Watching the mountains change with the seasons made me think how the mountains don’t necessarily change but the seasons themselves change the look of mountains. Much like us, who we are generally stays the same, how we approach the “seasons of life” are what changes and grows. William Bridges, author and expert on change leadership makes a distinction between change and transition. According to Bridges, “change is external and tied to a certain situation, transition is the internal, emotional process of how you respond and come to terms with that change.” The understanding between change and transition is key to working with change and helping others navigate change successfully. William Bridges following perspective: The Ending (Change Occurs) Neutral Zone (Evaluation Time) New Beginning (New Normal) Whether good, bad or indifferent, driven by us or happened upon us, change requires a new pattern of doing, thinking and behaving. The Ending (Change Occurs) - most of us know when...
by Trigena Halley | Feb 19, 2016 | Blog
One of the great things about Utah is the four seasons; my favorite is Fall because it is the season that signals the most change….change in schedule (for me, kids are back in school), temperature, color, winter is coming (which brings ski season) etc. As I think about the seasonal change it draws my thoughts to how we think about, approach and go forward when change occurs in our lives. Much like life, nature doesn’t give us a choice in change, it happens whether we are ready or not! Watching the mountains change with the seasons made me think how the mountains don’t necessarily change but the seasons themselves change the look of mountains. Much like us, who we are generally stays the same, how we approach the “seasons of life” are what changes and grows. William Bridges, author and expert on change leadership makes a distinction between change and transition. According to Bridges, “change is external and tied to a certain situation, transition is the internal, emotional process of how you respond and come to terms with that change.” The understanding between change and transition is key to working with change and helping others navigate change successfully. William Bridges following perspective: The Ending (Change Occurs) Neutral Zone (Evaluation Time) New Beginning (New Normal) Whether good, bad or indifferent, driven by us or happened upon us, change requires a new pattern of doing, thinking and behaving. The Ending (Change Occurs) – most of us know when we are here, it happens - we move, change jobs, have kids, get married, get divorced, lose our job, start a job….the list...
by Trigena Halley | Jan 13, 2016 | Change Management, News
We set goals with excellent intentions, however most of us tend to fall short of those life goals and not necessarily because they are unrealistic, but because we fail to make room in our life to achieve the goals and we fail to address where we might have in-congruence either internally or externally with our goals. Five key approaches that support successful goals: Establish Goals - Determine what you want to achieve - make sure it is clear, achievable and desirable. Define Success - Define what success looks and feels like, must know what it is to achieve it. Release Assumptions, Beliefs, Habits and Behaviors - determine what you need to release in order to make room for new behaviors, habits, etc. Design and Execute - design your plan and begin executing the plan. Check Ecology - check where you internally or externally are incongruent with our goals and execution plan. Most of us stop at tactic 4 in the process of setting goals. Then 6 weeks later we wonder why we are not moving forward in accomplishing our goals. Ecology takes into account the consequences of a planned action or change. Ecology considers the outcomes of the goal and whether it is positive for the individual, supports the overall goal of the group as well as the relationships important to us. To be successful, conducting an ecology check before you move forward will greatly enhance goal achievement. If there is in-congruence or negative type of outcomes that will happen if you execute on your goals which are not addressed and considered you will be far less likely to...
by asenath | Nov 1, 2015 | Leadership
November brings us the tradition of being thankful…a time for giving thanks, doing our 30 days of being thankful on Facebook (okay, Facebook isn’t exactly a tradition) and sharing our blessings around the table on Thanksgiving with family and friends. When I think of being thankful I think of the obvious – family, health, friends and the general blessings of everyday life. But this year, my mind went to something different…what does it look like to be thankful for what we might not always consider or appreciate as a blessing or a gift? Here are a few things I came up with as I considered unconventional thankfulness. Honest Feedback - A love/hate relationship for many of us, and usually most of us don’t see or treat it as what is really is – a gift. Like most gifts, honest feedback has a giver and a receiver, the giver gives of their time and sometimes pays a high price, especially if not taken well by the receiver. For the receiver, at the most basic level, it means someone cares about you. Good or bad, agree or disagree honest feedback offers information to consider. It provides a glimpse of how others view you and allows you the opportunity to compare that viewpoint with your impression of yourself and/or the situation. I have seen honest feedback save careers, improve relationships and be the catalyst for success. Whether honest feedback provides a chance for re-evaluation or simply a different viewpoint, we need to remember it is a gift, for which we should be thankful. Sacrificing to Serving Others - Most of us welcome...
by Trigena Halley | Feb 19, 2015 | Blog
Giving feedback is one of the most common things leaders do in support of their team members, yet it can be on of the quickest ways to put team members into threat mode. According to Dr. David Rock, founder of the Neuroleadership Institute and author of several books on the topic, leaders unknowingly put their teams into a threat mode. The latest information regarding neuroscience suggests the brain craves “rewards” and works to stay out of what it perceives as “threats”. Practically speaking, this means the brain does best in situations producing “reward” status. Reward status is found in situations where individuals experience autonomy within their jobs, situations in which they are treated fairly and the development and sustainment of strong relationships with those in their life. Conversely, brains work to avoid situations perceived as “threats”. Threat status is experienced when individuals receive developmental feedback, conflict situations that threaten relationships between one or more individuals or individuals perceive other individuals are treating them unfairly and/or the situation is unfair. When the brain goes into threat mode the pre-fontal cortex (where higher level thinking occurs) is overridden by the amygdala (where fear circuitry is located) and resources go toward restoring reward status thereby reducing the ability of individuals to be productive and creative. As leaders how do we give feedback in a manner that supports the needs of team members and minimizes possible threat responses? Here are a few guidelines: DISCUSS vs LECTURE – How the request for the meeting is made is as important as the meeting itself. Set the stage for a discussion, not a lecture, by inviting...
by Trigena Halley | Sep 10, 2009 | Resiliency
Welcome to the UPDATED Peak Performance website that has some new some blogs and videos! * Peak Performance Website - www.peakperformancecct.com I hope to stay in contact with each of you. I will be sending out periodic communications to share blog updates as well as service offerings and specials through Peak Performance and Peak Adventures. Remember to LIKE my Peak Performance Facebook page and connect with me on LinkedIn. Thanks for supporting Peak...
