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Matrix,Theta Healing and Coaching: A Comparision

January 31, 2013 in Matrix, Personal Growth, Personal Transformation, Theta Healing, Uncategorized

vortex4After attending a seminar in Matrix Energetics - the science and art of transformation, I have this urge to elaborate on the difference between Theta Healing and professional coaching. Its now many years ago since I was trained as a Co-Active Coach and I think its fascinating today to experience how this original training have taken me further on my personal development. A few year ago my life changed dramatically when I discovered the power of Theta Healing. Both coaching and Theta Healing are highly valid methods for working with individuals that are engaged in self-doubts, disbeliefs; its very common that we as human beings have various form of fears that prevents us from living the life we truly want.

Coaching serves as a way to guide individuals to create an awareness of themselves, where clients via powerful questions learns what is preventing them from achieving what they want, they learn how to overcome obstacles, to set goals, create new routines etc. Coaching is a great methodology that serves for taking individuals from a re-active mode into a pro-active state of being. The way to reach the pro-active state and success is to develop the act of courage. When you have the couarge to take responsibility for yourself, who you are and the values you have, and when you know what your life goal and mission is, then you are in your personal leadership. I think it’s here where you get more interested into what it means to truly be a human being in the self-discovery.

Since a few year ago I’ve been using Theta Healing as a complementary methodology. I can choose to use it in situations when clients demonstrates various forms of fears. It usually comes in what we call the 3 Rs: resentments, regrets and rejections. All these fears and resistance is draining our energy. It prevents us from fully being in the flow of who we are and what we can become. While coaching works on the mind, I can see how Theta is working at your subconciousness and energy level. The transformation with Theta is fast and efficient. Fears that may take weeks to overcome in coaching can be released in minutes with Theta Healing. It’s all about accessing your subconcious mind. However, irrespective of the efficiency of this methodology, I’ve learned that not all clients are ready for the quick transformation that Theta Healing can offer. Also as human beings its natural to have judgments and prejudices. In order to be able to receive the energy downloads you need to be willing to accept and say yes. Since you have a free will, your consent is needed.

It’s also natural that some people are not ready for the rapid change that takes place. Many times it goes deep and that is for natural reasons vulnerable. Change as I’ve wrote in a previous blog post, can create more or less discomfort. While some might fear change others seems to deeply desire the  profound breakthrough they experiences as a result of Theta Healing. When I hear stories how the usage of Theta Healing have impacted clients in their life, I’m always amazed of the change it can create. And it is so much faster compared to coaching.

If we go to describe what Matrix is we can see it as a model to play with when individuals are ready to transform into a new state of being. In the philosophy of Matrix you are representing conciousness. What you see in your reality is patterns of information that appear in form of physical conditions. At some point, what you see in your life is what you have chosen. When you begin to create and  embrace a consciousness model that allows you to transcend the limitations of your physical reality, you can tap into the physics of miracles. Matrix can in that way help you transform in a whole new way as a human being. What you see of your outside is an reflection of your inside. I’m still learning how to integrate Matrix with Theta Healing and how to use it with coaching. For that reason I’ve been playing with specific downloads for clients in personalised videos. If you are interested to play with me, you can send me a e-mail with a few sentences on what you like to have changed. Matrix is based on the research from neuroscience and quantum physics. In this video one of the most fascinating test in quantum mechanics is described. Enjoy!

 

 

Picture: www.reconnections.net

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Reality is an illusion

August 30, 2012 in Energy, Frequency

This video describes the recent science that describes how we as humans are atoms, meaning we are part of energy patterns. Everything is interconnected. We are all in relationship. When you understand this, you have the secret how you can create your life they way you want it.

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Organizational Change: Human Skills

July 30, 2012 in Change, Leadership, organizational learning, Personal Transformation

Previously, I’ve been talking about conceptual and technical skills for change.  This time I’d like to talk about the most important skills necessary for organizational change: human skills.  This is described as the ability to work as a group and to build cooperation within the team. Human skills are concentrated on working with people.

A leader with highly developed human skills is aware of his/her own attitudes, assumptions and beliefs about other individuals and groups.  They know themselves. They have done the work on themselves.  Therefore they can lead others into who they are becoming and it is here we create real organizational change.  Organizations that have ignited employees are on fire, they excel in every way.

Human Skills

Leaders with developed human skills create an environment where employees feel:

  • safe
  • secure
  • motivated
  • open attitude
  • ability to express opinions
  • a courage to speak the truth

To create motivation is also a leadership skill.  Motivational leaders formulate tasks in an exciting and attractive way, to create a vision that employees can pursue. Motivation and change comes hand in hand.  Vision and clear objectives are key ingredients.  Other factors that contribute according to Angelöw (2010):

  • knowledge and information – improves motivation when employees can access information
  • belief in one’s ability – the importance to feel confidence that I can make this happen
  • security – employees must feel secure and not threatened by the change

Source:

Angelöw B (2010) Framgångsrikt förändringsarbete : om individ och organisation i förändring, Stockholm: Natur & Kultur

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Leadership Styles

July 23, 2012 in All, Leadership, organizational learning, Success

What characterizes a great leader?  What are some leadership styles that some of your favorite leaders possess?

There are differing opinions on how a leader should be and how they should behave in different situations. Essentially, people prefer different leadership styles.

There are three features that, according to Nilsson (1993), characterizes good leadership: maturity, experience and knowledge.  Maturity and experience is something that we get with age and cannot be obtained with theory.  For instance, it’s common that it is seen as an advantage for women to have the experience of being a mother.  Raising children, or several children, gives you leadership experience.

The issue of leadership is interesting.  The ultimate existence of it might become triggering to people.  As a coach I have a mission and that is to bring out the develop the leadership styles in each and everyone, to ignite that spark that takes them to the next level of where they want to be in their career, business and life.  Some individuals seem to be natural leaders, while others, seem to be more comfortable in the role of follower.

For an organization to thrive there is a need for a mixture of leadership styles.  In a previous blog post, I talked about my passion for transformational leaders.  Clearly, today we talk about a variety different types of leadership styles:  transformational, emotional, situational, authentic and many more.  This new information about what it means to be a leader is something that can be characterized into the four specific forms of leadership styles, here formulated by House (1974) in his Path-Goal Theory.

Four Leadership Styles

The directive leadership style is task oriented, clarifies the goals and what has to be done in order to reach them.  It explains the consequences that will happen if goals are not achieved on time or not at all.  Discipline is used in order to get things done.  Usually by reward and/or punishment.  This style of leadership is more common in organizations like the Armed Forces.

The supportive leadership style is interested in how the employees feel.  They identify various needs and tries to satisfy them.  The supportive leader is trying to create a supportive and comfortable environment for employees so they will feel good at work.  This style of leadership would be representative for a HR division in a larger company.

The participatory leadership style gives space for employees to take responsibility and be more involved in decision making.  It is about creating a dialogue with employees in regular meetings where the possibility for feedback and communication can take place between leaders and employees.  This style seems to be very common in academic organizations where nobody really stands out as a leader, rather, it’s someone responsible that brings the others in for communication and common decisions making.

The achievement oriented leadership style is focused on the performance of the employees.  This might characterize sales organizations where the leaders expect the employees do as well as possible on a both an individual and organizational level. This leader believes that the work should be challenging and that employees take personal responsibility for achieving goals.

While theory teaches us the doing of leadership, today we know that there is something more that is needed.  It is who you are and where you come from in your leadership, your way of being a leader, that is important.  Most leaders don’t think about this.  They are just doing what they need to do and not thinking about who they are and how they are communicating when they want things to happen.  In order to really create change, you need to have the capacity to transform peoples attitudes, in order to do that you need to have done the work on yourself.  That is why leaders need coaching.  One of the most impressive tools I know, as a starting point for coaching leaders, is The Leadership Circle.  Contact me for more  information.

 

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Change: Tools Needed for Organizational Change

July 16, 2012 in Change, organizational learning

For the last few weeks I’ve been talking about change.  Today is about what we can learn from theoretical tools for change that are developed from previous studies of organizational change.

Change Process

Kotter (1995) made a study of over 100 companies in various industries and their approach to create change processes.  He claimed that its important that the companies divide the process into different phases and assign the change enough time.  The different phases is seen as an eight step process that assists in organizational change.

Step 1 – Establishing a sense of urgency

Step 2 – Forming a strong guiding coalition

Step 3 – Creating a vision

Step 4 – Communicating the vision

Step 5 – Empowering others to act on the vision

Step 6 – Planning for and creating short-term wins

Step 7 – Consolidating improvements and producing still more changes

Step 8 – Institutionalize new approaches

Here we can see that part of these steps is representative for coaching as well.  The reason why a client wants to hire a coach is that there is a sense of urgency – for instance; I want to lose weight.  We are forming a coalition in what we call designing the alliance.  The next step is to create a vision and have the client communicating and owning the vision.  Who will I become if I’m losing weight?  We are now ready for step 5,  empowering for action to act towards the vision.  In this context a clear strategy is created with long term and short term goals.  We are now together, consolidating improvements and seeing what other results will happen when the client is losing weight.  From this a whole new approach has become realized.  That this may not be an issue of losing weight, it is a question about how I respect myself and how I care for myself.

Other tools for creating change that might be more popular are found in the SMART model, developed by Latham and Locke (1990) who argue that smart, formulated goals facilitate project work and make them concrete.  Concrete objectives allow project members to know where they stand in relation to the project plan.  SMART-model is commonly used by coaches as a way to create accountability with their clients.  The letters symbolize five different criteria:

S = Specific.  The goal should be well defined and clear.

M = Measurable.  The goals need to be measurable in order to evaluate.  When you have something to measure, you will know if the goals are attainable.

A = Accepted and in some circumstances this letter represents Achievable, which means that everybody involved must agree upon the goals when they are set.

R = Realistic.  Goals should be realistic in relation to resources, financial knowledge, time and the project team process.

T = Timed.  There is a specific time limit for the project, where the result could be measured.

For a coaching client the SMART goals could be defined according to the following:

“Before the end of this summer, 31 of August,  I’m going to lose 10 pounds.”

This is a clear goal, losing weight is specific, its measurable, achievable and even realistic with a clear time limit when the measurement can take place (weight control).

Here you see the relationship between organizational change processes and individual coaching.  What I love with coaching is that it has the capacity to transform people’s lives.  It does not focus on changing the behavior, it focuses on changing the value system that exists under your behavior.  Working with someone that uses tools (for instances EFT, Hypnosis or Theta Healing) which can help you with accessing your subconscious values, belief systems and combining that with coaching, then it is an easy way to reach the break through you want to see happen for yourself.

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