ANDI CHAIDIR

Keluarga Hartono Terkaya di Indonesia

2011-11-24T06:32:00.000-08:00

Liputan6.com, Jakarta: Keluarga Hartono, Susilo Wonowidjojo dan Eka Tjipta Widjaja kembali menduduki posisi teratas sebagai orang-orang terkaya di Indonesia tahun ini, versi majalah Forbes. Total kekayaan mereka bertiga bertambah 7,5 miliar dolar AS dalam setahun, atau lebih dari separuh total kekayaan 40 orang terkaya di negeri ini.

Dalam majalah Forbes yang terbit Rabu (23/11) waktu setempat, dijelaskan, tahun 2011 ketiga konglomerat papan atas itu memiliki kekayaan senilai 32,5 miliar dolar AS, atau 38 persen dari total nilai kekayaan 40 orang terkaya di Indonesia.

Lima besar orang terkaya Indonesia adalah R. Budi dan Michael Hartono berada di urutan teratas dengan kekayaan mencapai 14 miliar dollar AS disusul Susilo Wonowidjojo dengan kekayaan 10 miliar dollar AS, Eka Tjipta Widjaja (8 miliar dollar AS), Low Tuck Kwong (3,7 miliar dollar AS) dan Anthoni Salim (3,6 miliar dollar AS).

Forbes menyebutkan banyak terjadi pergeseran dalam ranking orang terkaya Indonesia. Salah satu yang tergeser posisinya adalah konglomerat batubara pemilik Adaro Energy. Konglomerat lainnya yang ranking kekayaannya anjlok adalah Aburizal Bakrie dan keluarganya yang terpaksa menjual setengah dari sahamnya di Bumi Resources untuk membayar utang. Kekayaannya turun 1,2 miliar dolar AS atau 57 persen.

Sementara pendatang baru dalam daftar orang terkaya di Indonesia ini antara lain Samin Tan, Achmad "Met" Hamami pemilik distributor Caterpilar dan Djoko Susanto pemilik jaringan minimarket Alfamart dengan total kekayaan mencapai 1 miliar dolar AS.

Nama yang hilang dari daftar 40 orang terkaya Indonesia tahun ini antara lain adalah Arifin dan Hilmi Panigoro yang kehilangan hampir setengah keuntungan mereka dari saham MedcoEnergi.

Nama lain yang hilang dari daftar adalah Kusnan dan Rusdi Kirana serta Prajogo Pangestu, lantaran jumlah kekayaan mereka tak memenuhi persyaratan jumlah kekayaan minimal yang ditetapkan Forbes yang dinaikkan dari 630 juta dolar AS menjadi 455 juta dolar AS.

Kekayaan bersih itu dihitung menggunakan harga saham dan nilai tukar pada 11 November. Perusahaan swasta yang dihargai oleh membandingkan mereka dengan peringkat yang sama publik miliarder FORBES companies.Unlike, yang berfokus pada kekayaan individu, daftar Indonesia menunjukkan sejumlah kekayaan keluarga. (Forbes/mla)

Inilah daftar 40 orang terkaya di Indonesia Versi Forbes:

1. R Budi dan Michael Hartono (14 miliar dollar AS)

2. Susilo Wonowidjojo (10 miliar dollar AS)

3. Eka Tjipta Widjaja (8 miliar dollar AS)

4. Low Tuck Kwong (3,7 miliar dollar AS)

5. Anthoni Salim (3,6 miliar dollar AS)

6. Sukanto Tanoto (2,8 miliar dollar AS)

7. Martua Sitorus (2,7 miliar dollar AS)

8. Peter Sondakh (2,6 miliar dollar AS)

9. Putera Sampoerna (2,4 miliar dollar AS)

10. Achmad Hamami (2,2 miliar dollar AS)

11. Chairul Tanjung (2,1 miliar dollar AS)

12. Boenjamin Setiawan (2 miliar dollar AS)

13. Sri Prakash Lohia (1,7 miliar dollar AS)

14. Murdaya Poo (1,5 miliar dollar AS)

15. Tahir (1,4 miliar dollar AS)

16. Edwin Soeryadjaya (1,35 miliar dollar AS)

17. Kiki Barki (1,3 miliar dollar AS)

18. Garibaldi Thohir (1,3 miliar dollar AS)

19. Sjamsul Nursalim (1,22 miliar dollar AS)

20. Ciliandra Fangiono (1,210 miliar dollar AS)

21. Eddy Wiliam Katuari (1,2 miliar dollar AS)

22. Hary Tanoesoedibjo (1,19 miliar dollar AS)

23. Kartini Muljadi (1,15 miliar dollar AS)

24. TP Rachmat (1,140 miliar dollar AS)

25. Djoko Susanto (1,040 miliar dollar AS)

26. Harjo Sutanto (1 miliar dollar AS)

27. Ciputra (950 juta dollar AS)

28. Samin Tan (940 juta dollar AS)

29. Benny Subianto (900 juta dollar AS)

30. Aburizal Bakrie (890 juta dollar AS)

31. Engki Wibowo dan Jenny Quantero (810 juta dollar AS)

32. Hashim Djojohadikusumo (790 juta dollar AS)

33. Soegiarto Adikoesoemo (770 juta dollar AS)

34. Kuncoro Wibowo (730 juta dollar AS)

35. Muhammad Aksa Mahmud (710 dollar dolar AS)

36. Husain Sjojonegoro (700 juta dollar AS)

37. Sandiaga Uno (660 juta dollar AS)

38. Mochtar Riady (650 juta dollar AS)

39. Triatma Haliman (640 juta dollar AS)

40. Handojo Santosa (630 juta dolar AS)

http://id.berita.yahoo.com/keluarga-hartono-terkaya-di-indonesia-101800113.html

Perjalanan Panjang Apple dan Steve Jobs Mengubah Dunia

2011-10-06T14:26:00.000-07:00

REPUBLIKA.CO.ID, JAKARTA - Pendiri Apple Inc Steve Jobs meninggal, Rabu (waktu AS) setelah pertempuran panjang dengan kanker pankreas. Berikut adalah beberapa tonggak sejarah Apple dalam dunia gadget:

1976 - Duo karib sejak SMU, Steven Wozniak dan Steve Jobs memulai Apple Computer. Produk pertama mereka, Apple I, dibangun dalam bentuk papan sirkuit. Mereka memeragakannya di "Homebrew Computer Club" di Palo Alto, California.

1977 - Apple meluncurkan Apple II. Sebuah komputer pribadi pertama dalam desain casing plastik dan grafis internal warna.

1983 - Apple Mulai menjual "Lisa", sebuah komputer desktop untuk bisnis dengan antarmuka yang legendaris. Antarmuka yang masih digunakan (prinsipnya) oleh komputer sampai hari ini.

1984 - Apple merilis debut komputer Macintosh.

1985 - Apple memecat Steve Jobs terkait pertarungan internal.

September 1997 - Jobs kembali sebagai CEO sementara di Apple setelah perusahaan itu merugi lebih dari 1,8 miliar dolar AS.

November 1997 - Jobs memperkenalkan barisan baru komputer Macintosh G3 dan website yang memungkinkan konsumen membeli langsung dari Apple.

1998 - Apple memperkenalkan komputer desktop iMac.

2001 - Apple memperkenalkan iPod.

2003 - Apple membuka iTunes Store, toko online memungkinkan pengguna untuk membeli dan men-download musik, audiobooks, film dan TV.

Agustus 2004 - Jobs mengumumkan ia menjalani operasi yang sukses untuk mengangkat kanker pankreasnya.

Januari 2007 - Apple memperkenalkan iPhone.

2008 - Apple membuka App Store sebagai update ke iTunes.

Januari 2009 - Jobs mengambil cuti karena alasan kesehatan. COO Tim Cook memimpin perusahaan sementara.

Juni 2009 - Jobs kembali ke Apple setelah menjalani transplantasi hati.

April 2010 - Apple mulai menjual iPad, tablet layar sentuh 10 inci, dan memiliki pangsa 84 persen dari pasar tablet di akhir 2010.

17 Januari 2011 - Jobs mengumumkan bahwa ia akan mengambil cuti medis lain.

2 Maret 2011 - Apple meluncurkan iPad 2.

9 Agustus 2011 - Apple dipandang sebagai perusahaan AS yang paling berharga.

24 Agustus 2011 - Jobs mundur sebagai CEO dan digantikan oleh Tim Cook, chief operating officer Apple.

5 Oktober 2011 - Jobs meninggal pada usia 56 setelah pertempuran panjang dengan kanker pankreas.

Kantor CIPD Asia Dibuka di Singapura

2011-10-06T14:13:00.000-07:00

CIPD, satu-satunya Chartered HR professional institute di dunia, resmi membuka kantor pusat Asia di Singapura. Pembukaan CIPD diumumkan oleh Goh Chok Tong, emeretius senior minister yang bertepatan dengan event Singapore Human Capital Summit, 28-29 September yang lalu.

Kantor CIPD sendiri berpusat di Inggris, telah berpengalaman lebih dari 100 tahun dengan 135.000 member di 120 negara. Sementara kantor di Singapura adalah kantor pertama yang dibuka di luar Inggris dan Irlandia. CIPD Asia hadir untuk memberikan akselerasi bagi praktisi HR dan membantu memberikan pengalaman kepada praktisi HR ke kancah global.

Atas prestasi Singapura yang dipercaya sebagai kantor pertama di luar negeri, Goh mengatakan bahwa CIPD akan memberikan kontribusi bagi Singapura yang memang berniat menjadikannya sebagai negara hub atas pengayaan human capital ecosystem.

“Saya berharap CIPD bisa membantu proses bisnis di kawasan dan membawa keunikan tersendiri dari strategi HR di Asia,” ucap Goh.

Sarah Miles, Managing Director CIPD Asia merasa terhormat atas kesediaan Goh Chok Tong meresmikan kantor CIPD di Singapura ini sebagai kantor pusat di Asia.

“Melalui kantor kami di sini, dan gambaran tentang standar kami tentang global professional, kami hadir dengan tujuan untuk mendukung dan memberikan kontribusi bagi pengembangan HR professional di Asia. Seperti kita tahu HR adalah profesi global, dan kami meniatkan diri untuk menggunakan kantor kami ini dalam mendorong pengembangan profesi, serta akreditasi CIPD bagi para praktisi HR di Singapura maupun seluruh Asia,” ujarnya.

Sarah menyambung, pihaknya telah bekerja sama dengan pihak lokal untuk mengusung lebih banyak kualifikasi langsung di Asia. “Kami juga ingin menciptakan HR talent pipeline, serta mendukung penuh dari ambisi yang jelas dari pemerintah Singapura untuk mendirikan kota ini sebagai pusat talent di Asia,” katanya.

Sarah juga mengakui Asia saat ini adalah kawasan yang tercepat di dunia dalam hal pertumbuhan ekonominya, serta di mana banyak ditemukan inovasi-inovasi maupun inspirasi dari praktek HR di dalam sebuah organsiasi. “Kita telah melihat banyak contoh melalui riset kami dalam next generation HR Asia. Kami bertekad bahwa best practice HR di Asia akan berperan penuh dalam mendorong pengembangan profesi HR global,” tukas Sarah.

Lebih lanjut Sarah menjelaskan bahwa prioritas langsung CIPD Asia meliputi empat hal. Pertama, membangun kemitraan dengan lembaga pendidikan tinggi di Singapura dan di seluruh Asia untuk memberikan lebih banyak pelatihan CIPD secara global dan berkualifikasi. Kedua, memperkenalkan CIPD secara global dan diakui sebagai organisasi internasional yang terakreditasi bagi para profesional HR di Singapura dan di seluruh Asia.

Ketiga, lead research, di mana dalam kemitraan yang erat dengan organisasi, CIPD akan mengidentifikasi dan mempromosikan inovasi global yang relevan dan praktek terbaik dalam kepemimpinan bisnis Asia dan praktek SDM, serta bekerja dengan organisasi untuk mempercepat penyebaran yang lebih luas dan pelaksanaan inovasi dan best practice.

“Kami berkomitmen untuk keduanya dengan menginformasikan dan aktif mendukung upaya pemimpin bisnis dan profesi SDM di wilayah ini pada isu-isu yang paling penting bagi mereka dalam hal pekerjaan,” ujar Sarah.

Hal lain yang juga menjadi prioritas, masih menurut Sarah, CIPD akan mendukung pemerintah Singapura yang telah bertekad menjadikan Singapura sebagai “talent hub for Asia” dengan mengembangkan jaringan bakat SDM lokal dengan kemampuan yang terakreditasi untuk berlatih pada tingkat internasional.

http://www.portalhr.com/berita/kantor-cipd-asia-dibuka-di-singapura/

Profesi-Profesi Termahal Masa Depan: Makin Mahal dengan Sertifikasi Standar Global (2)

2011-10-04T21:26:00.000-07:00

Sulit Diperoleh
Namun umumnya sertifikasi profesi berstandar global, dan bahkan yang
nasional sekalipun, tak mudah didapat. Bahkan, papar Hari, dalam ujian
profesi, lebih banyak yang gagal daripada yang berhasil. Sinyalemen Hari
dibenarkan oleh Ario. Misalnya, persyaratan untuk ikut ujian CPM, seseorang
minimal sudah bekerja di bidang pemasaran selama lima tahun, dan
biasanya jarang yang sekali ujian bisa langsung lulus. Umumnya dua kali
ujian baru lulus. "Saya sendiri waktu itu ada yang satu modulnya
tidak lulus," ungkap Ario. Kesulitan makin tinggi kalau mereka tak
punya pengalaman dalam bidang pemasaran. Pasalnya, ujiannya hanya 20%-30%
yang bersifat teori, selebihnya bersifat praktis. Jadi, bagi yang belum
berpengalaman, pasti akan kesulitan.

Seorang penyandang gelar sertifikasi berstandar global tidak boleh hanya
piawai teori, tetapi juga harus mampu mengaplikasikan ilmunya. Misalnya di
bidang hukum, ia harus terampil berperkara di pengadilan. Kalau ia
manajer investasi, ia harus terampil mengelola dana triliunan rupiah.
"Kepandaian mengelola risiko seperti itu tidak gampang," papar Hari.

Walau kesejahteraan penyandang sertifikasi profesi berstandar global
meningkat, gelar itu juga menuntut tanggung jawab yang juga besar.
Menurut Hari, mereka tak bisa berlindung di bawah perusahaan atau
organisasi profesi. "Sebab, pekerjaan mereka kerap kali menyangkut nilai
yang besar," tuturnya. Mereka, lanjut Hari, secara pribadi harus bisa
bertanggung jawab di depan hukum supaya tidak ada malapraktek. "Profesi
yang sudah dilindungi hukum saja bisa malapraktek," cetus Hari.

Oleh karena itu, lanjut Hari, sertifikasi berstandar global bukanlah
lisensi seumur hidup, tetapi terus mendapat pengawasan ketat dari
institusi pemberi sertifikasi. Penyandang gelarnya wajib mengikuti
pendidikan dan ujian berkesinambungan (continual education) untuk terus
meningkatkan kualitas profesionalitasnya. "Bisa saja orangnya malas
mengikuti perkembangan terbaru, sehingga kualitas kerjanya turun dan
opininya tidak layak lagi," urai Hari. Mereka juga diwajibkan mematuhi
kode etik sertifikasi profesi. Kalau tidak, gelarnya bisa dicabut
sewaktu-waktu.

Surdiyanto membenarkan hal itu. Ia memaparkan, apabila pemegang gelar CISA
dalam setahun tak melakukan praktek apa pun yang terkait dengan gelarnya,
ia tidak akan mendapatkan poin kredit sehingga gelarnya bisa dicabut.
Gelarnya baru bisa diperpanjang kalau tiap tahun ia memberikan laporan yang
diakui. Ia juga harus mematuhi kode etik yang ada. "Setiap akhir tahun,
gelar CISA harus diperpanjang dan di-review, tidak bisa seumur hidup
memegang gelar CISA," paparnya.

Ferry Wong juga mengungkapkan bahwa gelar sertifikasi profesi seperti CFA
memang bisa dicabut kalau melanggar kode etik. "Jadi, seperti surat izin
mengemudi," tandasnya. Oleh karena itu, tambahnya, penyandang gelar CFA
cenderung tak berani mengambil risiko melakukan penyimpangan atau
penipuan. "Risiko dan tanggung jawabnya besar."

Biaya pendidikan dan ujian sertifikasi standar global juga terhitung
mahal. "Ini wajar karena kalau murah, isinya tentu tak bisa
dipertanggungjawabkan," papar Hari. Sampai di sini, Hari cemas dengan
makin menjamurnya institusi-institusi yang menawarkan fasilitas pendidikan
dan ujian keprofesian, baik berstandar global maupun lokal, seiring
tumbuhnya permintaan. Hari mencermati, ada gejala banyak orang memburu
sertifikasi sampai ke luar negeri sehingga kalau tidak diantisipasi,
disediakan forumnya, Indonesia akan kebanjiran orang yang bersertifikasi
profesi dari luar negeri yang tak diketahui seperti apa kualitasnya.
"Tidak bisa sekadar menerima selembar ijazah tanpa jelas maksud
kriterianya," tegasnya.

Untuk itu Hari menilai pentingnya peran berbagai organisasi profesi dan
organisasi sertifikasi profesi, bersama dengan semua pihak yang terkait,
seperti pemerintah dan badan-badan independen lainnya, memberikan arah
terhadap perkembangan dunia keprofesian. Bentuknya bisa regulasi dan praktek
di lapangan. "Kalau pengaturan sertifikasi standar internasional sudah ada
di induknya, tapi kalau sertifikasinya berasal dari dalam negeri, saya pikir
memang perlu diatur," tukas Tri Djoko Santoso.

Ferry Wong juga khawatir jika sertifikasi profesi kemudian dianggap
seperti mainan, mudah didapat dan kualitasnya tak dapat
dipertanggungjawabkan. Ia melihat ada kecenderungan tumbuhnya institusi
pendidikan yang sekadar mencari uang dengan memanfaatkan momentum dan
bahkan membuat sertifikasi profesi yang tak jelas standarnya. Akan
tetapi ia yakin, orang akan tahu dengan sendirinya, sertifikasi mana yang
bagus dan layak dihargai.

Ferry mengemukakan, sertifikasi profesi yang bagus adalah yang standarnya
terus dipertahankan dan cenderung makin sulit didapat. Misalnya, gelar
CFA, yang tahun ini tingkat kelulusannya di seluruh dunia hanya 32% dari
total peserta, dan bahkan di Indonesia hanya 10%-15%. "Pokoknya kalau mau
mencari sertifikasi, cari yang susah karena itu yang akan dihargai. Kalau
sertifikasinya mudah didapat, lebih baik tidak usah," tandasnya.

Beberapa Sertifikasi Profesi Standar Global:
1. Chartered Financial Analyst (CFA)
2. Certified Financial Planner (CFP)
3. Financial Risk Manager (FRM)
4. Chartered Financial Consultant (ChFC)
5. Project Management Professional (PMP)
6. Certified Information Systems Auditor (CISA)
7. Certified in Production and Inventory Management (CPIM)
8. Certified in Integrated Resource Management (CIRM)
9. Certified Professional Marketing (CPM)
10. Senior Certified Valuers (SCV)
11. Certified Public Accountant (CPA)
12. Certified Internal Auditor (CIA)
13. Certified Information Systems Security Professional (CISSP)
14. Certified Professional Environmental Auditor (CPEA)

Profesi Termahal Masa Depan Tanpa Sertifikasi
Meski sertifikasi profesi menjadi syarat utama agar pelakunya berharga
mahal, tetapi itu bukan harga mati. Di luar profesi yang makin membutuhkan
sertifikasi profesi yang ketat, muncul beberapa profesi yang sebenarnya
tak membutuhkan sertifikasi khusus, tetapi juga langka sehingga harganya
pun tergolong mahal. Penyebabnya mungkin karena profesi-profesi itu
lebih mengandalkan bakat alam atau keahlian yang sulit didapat dari jalur
pendidikan formal, sehingga tak semua orang bisa melakukannya.

Misalnya, ahli pemeriksa ikan tuna segar. Setiap pagi tugasnya memeriksa
tingkat kesegaran ikan hasil tangkapan agar layak ekspor. "Dia
tugasnya hanya memegang dan membaui ikan tuna, seperti layaknya
menguji biji kopi atau daun teh," ujar Irham Dilmy, managing partner
perusahaan executive search Amrop Hever Indonesia.

Menurut Irham, pemeriksa ikan tuna yang notabene ekspatriat itu per
bulan bisa mendapatkan gaji US$20.000. Dia layak digaji tinggi karena
pabrik pengalengan ikan tak mau mengambil risiko produknya ditolak di
negara tujuan ekspor lantaran tak memenuhi syarat untuk dikonsumsi. Ini
bisa mencoreng reputasi, dan merugikan perusahaan. Sebab, per hari
perusahaan itu mengekspor 100 ton lebih ikan tuna.

Ekspor ikan tuna membutuhkan perlakuan khusus karena tak boleh dibekukan
dan tidak boleh ditangkap dengan jaring agar pembuluh darahnya tidak
pecah. Orang Jepang tak suka mengkonsumsi ikan tuna yang pembuluh
darahnya sudah pecah karena rasanya menjadi tidak enak.

"Jumlah pemeriksa ikan tuna ini cuma segelintir, mungkin tidak sampai 10
orang," papar Irham. Yang menarik, lanjut Irham, mereka itu tak perlu
sekolah tinggi-tinggi agar harganya mahal. "Derajat kesulitan pekerjaan
mereka sebenarnya relatif sama dengan pembau tembakau, tapi bayarannya jauh
lebih mahal," ungkap Irham.

Sertifikasi Profesi dan Profesi Termahal Masa Depan
Kini kian banyak profesi baru bermunculan. Misalnya, profesi di bidang
perencanaan keuangan, audit penerapan TI, audit manajemen mutu, manajemen
lingkungan, manajemen risiko, manajemen proyek, pemasaran, manajemen
pabrik, dan lain-lain. Profesi-profesi itu relatif belum banyak disentuh
orang, dan makin membutuhkan sertifikasi karena profesi-profesi baru itu
umumnya spesifik dan membutuhkan keahlian khusus. Di sinilah
sertifikasi profesi, terutama yang berstandar global, berhubungan erat
dengan prediksi profesi-profesi termahal di masa depan.

Sertifikasi profesi berstandar global makin diperlukan untuk menegaskan
bahwa pelakunya layak diakui, memiliki pengetahuan, keterampilan, dan
pengalaman dengan kualitas internasional. Misalnya, bidang audit
penerapan TI dibutuhkan pelaku yang bersertifikasi CISA. Mereka ini
diprediksi bakal mahal harganya di masa depan.

Pelaku profesi bersertifikasi standar global diprediksi "mahal"
karena beberapa sebab. Pertama, belum banyak orang yang menekuninya.
Kedua, tak semua orang bisa menjadi pelaku profesi ini bisa memiliki
sertifikasi berstandar global. Ketiga, permintaannya yang kian tinggi belum
diimbangi dengan banyaknya pelakunya. Ini otomatis membuat "harga" mereka naik.

Keempat, mereka mahal karena sertifikasinya diakui secara global.
Artinya, di mana pun ia bekerja, standar keahlian atau kompetensinya
diakui, sehingga bisa bekerja di negara mana pun. Sertifikasi standar
global menegaskan bahwa penyandangnya memang memiliki keahlian khusus,
sehingga pantas mendapat bayaran tinggi.

Kelima, keberadaan mereka juga ikut menaikkan nilai perusahaan (corporate
value). Perusahaan yang mampu mempekerjakan karyawan bersertifikasi
standar global tentu dianggap memiliki nilai lebih. Itu sebabnya
perusahaan pun tak segan-segan membayar mahal gaji mereka.

FADJAR ADRIANTO DAN HENDARU

Source :
wartaekonomi.com

Profesi-Profesi Termahal Masa Depan: Makin Mahal dengan Sertifikasi Standar Global (1)

2011-10-04T19:24:00.001-07:00

Kebutuhan dan apresiasi terhadap pelaku profesi bersertifikasi standar
global, seperti CFA, ChFC, FRM, CPIM, CPM, CISA, dan sebagainya, makin
tinggi. Sertifikasi profesi terbukti menunjang karier dan peningkatan
penghasilan para penyandangnya.

Tri Djoko Santoso kini menyimpan dua kartu nama dalam sakunya. Kartu nama
pertama menunjukkan identitas dirinya sebagai wakil presdir PT Panin Life
Tbk., tanpa ada tambahan embel-embel lagi. Adapun kartu kedua mencantumkan
gelar (professional designation) Chartered Financial Consultant (ChFC) di
belakang namanya. "Itu saya perlukan kalau sedang dinas ke luar negeri
atau bertemu dengan kolega saya yang kebetulan orang asing di
Indonesia," ujarnya.

Tri berharap kartu nama kedua bisa lebih mempertebal keyakinan mitra
asingnya bahwa dia dengan orang yang kompeten di bidang asuransi dan
layak dihargai karena menyandang gelar sertifikasi berstandar global,
yaitu ChFC. "Kadang kartu nama itu juga saya tunjukkan ke klien atau
nasabah," ungkap Tri. Meski tanpa sertifikasi ChFC, perkembangan karier dan
gaji Tri cukup baik, karena zaman makin terbuka, pengakuan yang bersifat
internasional seperti gelar ChFC amat diperlukannya.

Sertifikasi ChFC milik Tri diperolehnya dari The American College.
Selain pengakuan internasional, apa lagi manfaatnya? "Banyak sekali,"
paparnya. Oleh karena program sertifikasi lebih bersifat aplikatif, banyak
sekali pengetahuan baru yang tak ia peroleh di bangku kuliah. Selain
itu, apresiasi industri jasa keuangan terhadap mereka yang bersertifikasi
global juga makin tinggi. "Mereka makin dihargai karena keahliannya
berkaliber internasional dan ini akan terus bergulir," tandasnya.

Sertifikasi Profesi Jadi Tuntutan
Menurut Hari Sudarmadji, managing partner Optima Consulting, perusahaan
konsultan SDM, kini sertifikasi profesi memang menjadi tuntutan untuk
melakukan pekerjaan di berbagai bidang usaha, seperti menjadi manajer
investasi atau wakil perantara perdagangan efek. "Saya sangat setuju dengan
adanya sertifikasi profesi, sebab ini penting untuk kejelasan," ujarnya.

Hari mencermati, sekarang makin banyak profesi baru yang belum disentuh
banyak orang dan membutuhkan upaya sertifikasi, baik yang bersifat
global maupun nasional. Misalnya, sertifikasi profesi di bidang
manajemen risiko, corporate secretary, konsultasi manajemen, komite audit
perusahaan publik, audit ISO, audit TI, dan audit lingkungan. "Mereka yang
benar-benar kompeten di bidang itu sekarang banyak dicari," paparnya. Di
bidang hukum juga berkembang sertifikasi profesi mediator profesional
yang memberikan jasa mediasi untuk penyelesaian sengketa komersial di luar
pengadilan.

Ke depan, lanjut Hari, tak semua orang boleh menamakan dirinya berprofesi
di bidang itu karena tuntutan pertanggungjawaban profesi cenderung
makin tinggi, seperti halnya profesi akuntan, advokat, notaris, dokter,
dan apoteker, yang sampai dilindungi UU. Misalnya, dalam kasus pencemaran
Teluk Buyat, seharusnya ada opini dari auditor lingkungan independen
dan bersertifikasi standar global yang layak disajikan dan memiliki
akuntabilitas publik. "Ini belum ada. Namun, lima tahun mendatang pasti
profesi ini banyak dicari, sehingga prospeknya bagus," kata Hari.

Di bidang audit TI, Surdiyanto Suryodarmodjo, presiden ISACA (Information
Systems Audit and Control Association) Indonesia Chapter, membenarkan
bahwa auditor TI yang memiliki gelar CISA (Certified Information Systems
Auditor) yang dikeluarkan ISACA, AS, makin dibutuhkan. "Padahal di sini
pemilik gelar CISA baru 30-50 orang," paparnya. Ia menambahkan,
sertifikasi CISM (Certified Information Security Manager) yang dikeluarkan
ISACA untuk para manajer TI, juga sedang berkembang di Indonesia. Saat
ini belum ada 10 orang Indonesia yang menyandang gelar CISM. "Sebab baru
berjalan tahun lalu dan ujiannya Juli 2004 lalu," ungkap Surdiyanto.

Menurut Surdiyanto yang juga dirut PT Kliring Berjangka Indonesia itu,
audit TI yang dilakukan pemilik gelar CISA jelas dapat
dipertanggungjawabkan karena ia memang dibekali pengetahuan, keterampilan,
dan pengalaman yang berstandar internasional. Tak semua orang kompeten,
berwenang, dan berhak melakukan audit TI untuk meneliti adanya kontrol
dan efektivitas berjalannya sebuah sistem informasi. "Kalau auditor CISA
mengatakan hasil auditnya bagus, pasti memang bagus, sebab dia independen
dan tak ada conflict of interest," tandasnya.

Lebih lanjut Surdiyanto memaparkan, sarjana akuntansi dan manajemen
bisa saja menjadi auditor keuangan, manajemen, dan operasional, tetapi
tidak semua bisa mengaudit sistem informasi, perangkat lunak, dan sistem
aplikasi. Padahal, ujarnya, banyak perusahaan besar makin bergantung pada
TI. "BCA saja sudah mengarahkan transaksi senilai Rp25 juta ke ATM. Dan
ATM-nya sudah bisa untuk membayar banyak hal tanpa harus antre lama. Ini
berarti TI sudah menjadi jantung layanan bisnis BCA."

Di sektor industri manufaktur, tenaga profesional bergelar CPIM
(Certified in Production and Inventory Management) dan CIRM (Certified in
Integrated Resource Management) yang dikeluarkan oleh APICS (American
Production and Inventory Control Society) di AS juga makin dibutuhkan banyak
perusahaan. Gelar CPIM menandakan penyandangnya memiliki kompetensi
berstandar internasional di bidang perencanaan pengadaan, bahan baku,
kapasitas produksi, pengukuran performa, hubungan dengan pemasok,
perencanaan penjualan dan operasional, kontrol kualitas, dan kesinambungan
operasional pabrik. Sementara itu, gelar CIRM menandakan penyandangnya juga
menguasai cara mengelola interaksi antarbagian fungsional di sebuah
perusahaan yang begitu kompleks, sehingga bisa bekerja lebih efektif dan
produktivitas meningkat.

Sertifikasi CPIM dan CIRM, menurut Ahmad Syamil, sangat penting bagi
kalangan profesional yang banyak bergelut di bidang manajemen operasional
perusahaan atau pabrik. Ahmad adalah salah satu penyandang gelar CPIM
dan CIRM. Gelar ini, lanjut staf pengajar di Arkansas State University,
AS, itu, "Juga membantu peluang kerja di berbagai negara."

Di bidang pemasaran, sertifikasi profesi seperti Chartered Marketer
(CM) yang dikeluarkan oleh The Chartered Institute of Marketing (CIM) juga
sedang berkembang. Ario S. Setiadi, marketing & business development
vice-president Medika Plaza International Clinic, mengaku sedang belajar
program CM. "Cuma pakar marketing Hermawan Kartajaya yang sejauh ini
bisa memperoleh gelar Fellow dari CIM," ujarnya. Padahal Ario sudah
memiliki gelar CPM (Certified Professional Marketer) Asia Pacific yang
dirilis APMF (Asia Pacific Marketing Federation), yang di Indonesia baru ada
12 orang yang memilikinya, termasuk Ario.

Sementara itu, di bidang keuangan, Ferry Wong, manajer riset BNP Paribas,
mengamati minat orang untuk memperoleh gelar FRM (Financial Risk Manager)
sekarang makin tinggi, terutama mereka yang bekerja di sektor perbankan.
"Sebab, regulasi perbankan mengharuskan semua bank mengikuti Basel Rule
II Accord," ujar Ferry, yang memperoleh gelar FRM dari Global Association
for Risk Management Professional pada tahun 2002.

Basel Rule II Accord menjadi standar global yang harus diikuti semua bank
dalam hal manajemen risiko dan bakal berlaku pada 2006. Oleh karena itu,
banyak kalangan bankir tertarik mendapatkan sertifikasi FRM. Apalagi Bank
Indonesia juga mengharuskan key person di bank memperoleh pelatihan
manajemen risiko untuk memahami implementasi standar baru itu.

Menurut Ferry, pemilik gelar FRM di Indonesia baru delapan orang.
"Sebagian besar juga penyandang gelar CFA (Chartered Financial
Analyst)," tutur Ferry, yang juga bergelar CFA. Sertifikasi CFA, walau
sudah ada di Indonesia sejak 15 tahun lalu, baru 70-80 orang yang
memilikinya. "Meski yang ikut ujian CFA per tahun 700-800 orang, yang lulus
sangat sedikit," ungkap Ferry.

Th. Wiryawan, marketing communications & business development director
Citibank Indonesia, menilai bahwa masalah sertifikasi profesi memang isu
besar di industri jasa keuangan saat ini. "Seperti untuk menjadi
private banker, sebenarnya juga tidak mudah," ujarnya. Di Citibank,
mereka yang bisa bekerja sebagai private banker harus berada pada level
senior manager dan lulus ujian selama tiga bulan. Standar kualitas
profesional bankirnya juga minimal harus regional. "Jadi, masalah marked to
market yang sempat menghebohkan itu sedikit banyak juga terkait dengan
standar profesional global, yang umumnya menganut pendekatan marked to
market," jelasnya.

Menunjang Karier dan Penghasilan
Hari melihat kebutuhan paling besar profesional yang bersertifikasi profesi
adalah di industri keuangan, asuransi, pasar modal, dan properti. "Ini
lagi tren dan membuat tenaga-tenaga yang memiliki sertifikasi harganya
naik," tegas Hari. Apalagi tenaga-tenaga bersertifikasi juga tak mudah
dicari karena yang bersangkutan sudah mendapatkan posisi dan income
yang bagus. Jadi, kalaupun ada, umumnya berharga mahal.

Berapa? Ungkap Hari, "Per bulan bisa Rp85 juta." Oleh karena mereka
memiliki kemampuan khusus, perusahaan pun diuntungkan. Nilai perusahaan
(corporate value) otomatis meningkat karena mampu mempekerjakan
tenaga-tenaga bersertifikasi global dengan gaji yang tinggi. Hari
menyarankan, tak ada ruginya eksekutif yang masih berusia 27-35 tahun
untuk mengejar sertifikasi. "Tren dunia keprofesian akan makin spesifik
dan ilmu yang dimiliki sangat spesial, bukan umum atau generik," jelas Hari.

Menurut pemantauan Surdiyanto, umumnya auditor bergelar CISA memang
memiliki penghasilan yang bagus dan posisi strategis di perusahaan. "Ia
betul-betul dipakai untuk memberikan pendapatan besar bagi perusahaannya,"
tambahnya. Apabila ada proyek audit perusahaan, ia pasti akan dilibatkan
sehingga penghasilannya juga besar. Posisinya di perusahaan pun lebih bagus
dibanding auditor yang tak bergelar CISA. Makin banyak perusahaan besar
menerapkan TI, harga jasa tenaga auditor TI yang terhitung masih sedikit pun
makin meningkat pula.

Namun, menurut Tri Djoko Santoso, belum tentu seseorang yang
bersertifikasi standar global akan berhasil di karier dan gaji. Hanya,
memang, dengan memiliki sertifikasi, daya tahan untuk tetap memiliki
posisi dan penghasilan tinggi cenderung lebih kuat. "Jika tak punya
sertifikasi, bisa saja ia diganti oleh orang yang bersertifikasi,"
tuturnya. Apalagi, ke depan, persaingan bisnis makin terbuka, termasuk
dengan orang asing. Jadi, jika tak memiliki kredibilitas, lewat
sertifikasi, pasti akan kalah bersaing. "Bank-bank besar, asuransi, dan
pasar modal makin melihat pentingnya sertifikasi ini," tandasnya.

Ferry Wong berpendapat, sertifikasi memang menunjang karier dan gaji,
tetapi tidak menjamin juga kalau pemilik gelar CFA dan FRM pasti akan
menjadi analis yang hebat. "Gelar hanya memberikan dasar atau tools untuk
menjadi analis yang baik," paparnya. Selebihnya tergantung kemauan,
usaha, dan keberuntungan. Namun, Ferry mengakui, rekan-rekannya yang
menyandang gelar CFA dan FRM memang memiliki posisi tinggi. "Oleh karena
jumlahnya sedikit, apresiasi pasar pun makin tinggi," jelasnya.

Hal senada juga diungkapkan Ario. Katanya, penyandang gelar CPM Asia
Pacific di Indonesia umumnya berpenghasilan baik. Apalagi gelar ini
dihargai di negara-negara Asia Pasifik, sehingga penyandangnya, apabila
bekerja di luar negeri, mendapat pengakuan bahwa standar profesionalnya
setara. "Sementara di Indonesia masih banyak perusahaan tak mengerti
makna titel CPM," paparnya. Ario mensinyalir, orang masih rancu antara
gelar formal dan informal, serta adanya stigma bahwa apabila gelar
informal tak disahkan Departemen Pendidikan Nasional, ia dianggap tidak
legal. "Padahal di sini bukan soal legal atau tidak, tapi soal profesi
yang kalau diterima pasar ya bisa berjalan," jelas Ario. Namun Ario
yakin, pemilik sertifikat CPM atau CM bakal lebih berdaya saing dibanding
yang tidak memilikinya.

Di bisnis properti, Thomas Sugiarto, executive service director Century 21
Thomas Mitra, menjelaskan bahwa sebagian broker properti memang belum
memiliki sertifikasi broker atau analis properti. Namun ia mengamati,
mereka yang memilikinya cenderung makin baik karier dan penghasilannya.
Thomas, yang memperoleh gelar CPA (Certified Property Analyst) dari Pusat
Studi Properti Indonesia, merasakan manfaat pendidikan yang ditempuhnya
dalam menjalankan profesi sebagai broker properti.

Ke depan, Thomas melihat sertifikasi profesi broker properti makin
dibutuhkan karena persaingan makin sengit dan tuntutan konsumen makin
tinggi. "Itu baru bisa kami layani kalau kaminya sendiri makin
berkualitas," ujarnya. Thomas menambahkan, karier sulit berkembang kalau
mau mengejar uang tanpa terus belajar.

Sumber:
wartaekonomi.com

Movietivation: Film Untuk Memotivasi

2011-01-08T04:09:00.000-08:00

Salah satu cara untuk membangkitkan semangat atau motivasi adalah dengan menonton film baik yang bertemakan olah raga maupun tema lainnya.

Untuk film bertemakan olah raga maka jenis olah raga yang ada dalam film bersifat bebas tidak harus dari salah satu cabang olah raga tertentu. Hampir semua jenis olah raga mempunyai nilai yang sama, misalnya :
1. Serendah atau sekecil apapun kita diremehkan, kita tetap memiliki harapan/kemungkinan untuk menang.
2. Kerja keras dan latihan adalah sangat penting dan lebih lebih penting lagi adalah memiliki mental juara/mental pemenang.
3. Selama masih ada waktu, masih ada harapan untuk menang.
4. Menang memang harapan setiap orang dan kalah juga harus siap dihadapi oleh setiap orang. Kekalahan merupakan umpan balik untuk berusaha lebih baik lagi di waktu yang akan datang.

Dengan nilai-nilai di atas kita juga bisa belajar kehidupan dan kesuksesan dari film bertemakan olah raga.
Agar film olah raga bernilai motivasi, setelah menonton film bertemakan olah raga, tanya pada diri sendiri, apa pelajaran yang bisa diambil dari film ini untuk kehidupan.

Di bawah ini adalah film-film tema olah raga yang inspiring yang saya pernah tonton.
Artinya kalau saya rekomendasikan, insya Allah Anda tidak kecewa menyaksikannya, jadi Anda gak perlu buang waktu menonton film tidak bermutu.
(Urutan disusun berdasarkan ingatan yang muncul di kepala, bukan dari kualitas film ya)

1. Muhammad Ali (Film Dokumenter)
Ini mungkin satu dari sedikit film dokumentar yang menghibur, lucu dan sangat inspiring.
Melihat film ini membuat kita merasa pencapaian kita dan kepercayaan diri kita tidak ada apa-apanya dibanding
Muhammad Ali. Bahkan menurut saya film diokumenter ini lebih menarik daripada film "Ali" yang dibintangi Will Smith.
Padahal film yang dibintangi Will Smith saja sudah bagus tapi melihat dokumentary Muhammad Ali
akan membuat Anda terkesima.
Awalnya saya mau sewa "Ali" versi Will Smith tapi salah ambil, dan ternyata ini jauh lebih baik.
Rekomendasi: Wajib nonton, kalau perlu dengan anak-anak. Sangat lucu, dan sangat inspiring.

2. Rocky (1976) - His whole life was a million-to-one shot - Sylvester Stallone
Film tentang petinju juara dunia yang membuka peluang bagi petinju amatir yang berani menantangnya.
Film ini sangat sukses sehingga dibuat sekuel beberapa kali (favorit saya Rocky pertama)
Film Rocky termasuk film tema olah raga tersukses dalam sejarah.
Rekomendasi: Inspiring (Rocky is far more than an inspirational tale about the power of the human spirit and
the rise of the underdog. It is also a sensitive and powerful study of modesty).

3. Mystery, Alaska (1999) Russell Crowe
Tentang pemain ice hockey di Alaska yang sangat cinta Hockey tiba-tiba didatangi tim New York yang legendaris.
Rekomendasi: Inspiring, penceritaan tidak klise, lucu juga

4. The Longest Yard (Adam Sandler)
Tentang pemain American Footlball yang terkenal tiba-tiba harus masuk penjara karena pacarnya.
Di penjara ia harus melatih narapidana olah raga tersebut untuk melawan sipir penjara.
Rekomendasi: Lucu banget, inspiring, wajar

5. Cinderella Man (2005) Boxing - Russell Crowe
One man’s extraordinary fight to save the family he loved
Rekomendasi: Inspiring, menyentuh

6. Invictus (Matt Damon dan Morgan Freeman)
Tentang klub Rugby Africa Selatan yang mulai menggabungkan kulit hitam dalam grup kulit putih
Rekomendasi: Sangat inspiring, menyentuh

7. Karate Kid The Karate Kid (2010)
Dibintangi Jaden Smith (anak Will Smith) dan Jackie Chan
Rekomendasi: Lucu dan inspiring
(saya lebih suka versi terbaru ini daripada Karate Kid versi lama yang terlihat usang kalau ditonton sekarang)

8. Remember The Titans (2000) American football - History is written by the winners
Dibintangi oleh Denzel Washington
Tentang football di masa masih ada diskriminasi terhadap kulit hitam
Rekomendasi: Inspiring
9. Million Dollar Baby (2004) Boxing - It’s the magic of risking everything for a dream that nobody sees but you

Sutradara: Clint Eastwood, Cast: Clint Eastwood, Hilary Swank, Morgan Freeman,
Rekomendasi: Inspiring, menyentuh banget

10. Invincible (2006) - Mark Wahlberg

Rekomendasi: Inspiring (diproduksi oleh Disney)
11. Leatherheads (2008) - George Clooney
Rekomendasi: Lucu konyol (ini film yang disutradarai George Clooney).

12. The Blind Side (2009) - Sandra Bullock (Actor), Tim McGraw (Actor), John Lee Hancock (Director)

13. Garuda di dadaku (Indonesia)

14. King (Indonesia)

Selain itu ada juga film sport yang juga inspiring (menurut berbagai resensi) dan akan jadi daftar buruan saya juga karena belum sempat nonton. Kalau sudah ada yang nonton tolong komentarnya ya.

1. Any Given Sunday (1999) American football
Director: Oliver Stone Cast: Al Pacino, Cameron Diaz, Dennis Quaid, James Woods, Jamie Foxx, LL Cool J

2. A League Of Their Own (1992) Baseball - To achieve the incredible you have to attempt the impossible

Director: Penny Marshall Cast: Tom Hanks, Geena Davis, Madonna, Lori Petty, Jon Lovitz, David Strathairn

3. Raging Bull (1980) Boxing - I’m da boss, I’m da boss, I’m da boss, I’m da boss, I’m da boss...

Director: Martin Scorsese, Cast: Robert De Niro,
4. We Are Marshall (Widescreen Edition) (2006) - Matthew McConaughey (Actor), Matthew Fox (Actor),

5. Against the Ropes (Widescreen Edition) (2004) - Meg Ryan (Actor), Charles S. Dutton (Director)

6. Seabiscuit (Widescreen Edition) (2003) - Berkuda - Tobey Maguire (Actor), Jeff Bridges (Actor)

7. Hoosiers (Two-Disc Blu-ray/DVD Combo) (1986)- Gene Hackman (Actor), Dennis Hopper (Actor)

8. Gridiron Gang (Widescreen Edition) (2006) - Dwayne Johnson (Actor)

9. Radio (2003) - Cuba Gooding Jr. (Actor), Ed Harris (Actor), Michael Tollin (Director)

10. Rudy (Special Edition) (1993) - Sean Astin (Actor), Jon Favreau (Actor), David Anspaugh (Director)

11. Prefontaine (1997) Lari - Jared Leto (Actor), R. Lee Ermey (Actor), Steve James (Director)

12. Chariots of Fire (1981) Athletics - Two men chasing dreams of glory Director: Hugh Hudson

13. National Velvet (1944) Racing - MGM’s great technicolour heart drama - Director: Clarence Brown
Cast: Mickey Rooney, Donald Crisp, Elizabeth Taylor, Anne Revere, Angela Lansbury, Jackie Butch Jenkins

14. Brian's Song

Selamat menyaksikan, semoga terhibur, termotivasi dan terinspirasi.

Berjalan di Atas Api

2010-12-15T07:25:00.000-08:00

Bukan sulap, bukan sihir. Rahasia berjalan di atas bara api semata hukum termodinamika. Tak percaya? Profesor fisika University of Pittsburgh di Johnstown, Amerika Serikat, David Willey, telah membuktikannya.

Pemenang President's Award for Excellence in Teaching di universitasnya itu membuktikan berjalan di atas api bukan sesuatu yang mustahil. Jalur bara api biasanya terbuat dari kayu yang dibakar sampai menjadi bara api. Panasnya bisa mencapai 537 derajat Celsius.

Jawaban mengapa manusia selamat dari luka bakar adalah karena panas yang dipindahkan dari bara ke telapak kaki amat kecil. "Meskipun sedang terbakar, kayu adalah konduktor yang buruk," kata Willey.

Konduksi atau penghantar panas adalah cara panas berpindah dari satu material ke material lainnya. Molekul bergetar dari material panas yang bertumbukan dengan
molekul yang lebih tenang dari obyek lebih dingin dan memindahkan energi. Lemahnya daya hantar kayu menyebabkan panas terperangkap dalam bara, dan cuma memindahkan sedikit panas ke kaki. Belum lagi lapisan abu yang terbentuk di atas bara menyekat panasnya.

Itulah sebabnya, para pejalan kaki di atas bara memilih berjalan di atas kayu, bukannya di atas besi baja. Dengan konduktivitas tinggi, logam akan melepuhkan kaki siapa pun yang berani melintasinya.

Sumber : Koran Tempo (25 Agustus 2006)

http://www.fisikanet.lipi.go.id/utama.cgi?cetakartikel&1156507446

Laughter Yoga (Yoga Tertawa) dan 10 Manfaatnya

2010-07-26T20:58:00.000-07:00

Merry Wahyuningsih - detikHealth

Yoga Tawa (laughteryoga.co.uk)

Jakarta, Berapa kali Anda tertawa setiap hari atau jangan-jangan sudah tidak pernah tertawa lagi. Tertawa sebenarnya sangat mudah dilakukan tapi beberapa orang dewasa baru bisa tertawa jika pikirannya setuju hal tersebut lucu.

Saking ingin bisa tertawa lepas, kini banyak orang mengikuti senam tertawa atau yoga tertawa. Dengan latihan ini orang bisa belajar 'tertawa tanpa alasan', bahkan tidak perlu rasa humor, lelucon lucu atau program komedi.�

Orang yang malu atau takut tertawa pun bisa dilatih untuk bisa tertawa. Bila belum bisa tertawa, orang dapat 'berpura-pura, berpura-pura sampai akhirnya berhasil'.

Tubuh tidak tahu perbedaan antara tawa palsu dan asli, yang terpenting adalah berkeinginan untuk tertawa, karena dengan begitu tubuh akan merasakan manfaat kesehatan yang sama dan juga dapat memicu orang untuk benar-benar tertawa.

Dr Madan Kataria, seorang dokter dari India yang juga pendiri Laughter Club International dengan memiliki cabang di 70 negara bagian mengatakan yoga tertawa merupakan kombinasi tertawa dengan latihan pernapasan yoga (pranayama), yang dapat meningkatkan jumlah oksigen dalam tubuh selagi Anda merasa sedang bermain.

Yoga tertawa dapat orang merasa lebih sehat, bersemangat dan hidup. Bahkan, mengubah fisiologi tubuh sehingga orang mulai merasa lebih bahagia.

Yoga tertawa umumnya dilakukan dalam kelompok, walaupun dapat dipraktekkan sendiri. Bila Anda melakukan kontak mata dengan seseorang dan Anda berdua bersedia untuk tertawa, maka akan terjadi tawa yang berlipat ganda.

Dilansir dari laughteryoga.co.uk, Selasa (27/7/2010), ada 9 manfaat kesehatan dari yoga tertawa:

1. Dapat mengambil lebih banyak oksigen untuk membantu tubuh tetap sehat dengan memberi nutrisi pada sel
2. Meningkatkan sirkulasi, yang membuat orang tampak lebih muda
3. Memberi latihan perut sehingga dapat membantu pencernaan
4. Meningkatkan sistem kekebalan tubuh untuk melawan 40 persen penyakit
5. Mengurangi tekanan darah tinggi
6. Mengurangi hormon stres, adrenalin dan kortisol, sehingga membuat tubuh lebih rileks
7. Melepaskan hormon endorfin, yaitu hormon bahagia dan menghilangkan efek negatif dari stres
8. Endorfin (yang berarti membuat morfin dari tubuh sendiri) dapat bertindak sebagai pembunuh rasa sakit dan tawa dapat digunakan sebagai alat menghilangkan nyeri
9. Memberikan rasa aman dan nyaman
10. Membantu mengatasi depresi dan kecemasan dengan merangsang produksi seratonin (antidepresan alami).

http://health.detik.com/read/2010/07/27/100630/1407372/766/yoga-tertawa-dan-10-manfaatnya?l991101755

Four Essentials for Happiness

2010-07-20T00:10:00.000-07:00

By: Brian Tracy

You may have a thousand different goals over the course of your lifetime, but they all will fall into one of four basic categories. Everything you do is an attempt to enhance the quality of your life in one or more of these areas.

The Key to Happiness
The first category is your desire for happy relationships. You want to love and be loved by others. You want to have a happy, harmonious home life. You want to get along well with the people around you, and you want to earn the respect of the people you respect. Your involvement in social and community affairs results from your desire to have happy interactions with others and to make a contribution to the society you live in.

Enjoy Your Work
The second category is your desire for interesting and challenging work. You want to make a good living, of course, but more than that, you want to really enjoy your occupation or profession. The very best times of your life are when you are completely absorbed in your work.

Become Financially Independent
The third category is your desire for financial independence. You want to be free from worries about money. You want to have enough money in the bank so that you can make decisions without counting your pennies. You want to achieve a certain financial state so that you can retire in comfort and never have to be concerned about whether or not you have enough money to support your lifestyle. Financial independence frees you from poverty and a need to depend upon others for your livelihood. If you save and invest regularly throughout your working life, you will eventually reach the point where you will never have to work again.

Enjoy Excellent Health
The fourth and final category is your desire for good health, to be free of pain and illness and to have a continuous flow of energy and feelings of well-being. In fact, your health is so central to your life that you take it for granted until something happens to disrupt it.

Peace of Mind is the Key
Peace of mind is essential for every one of these. The greater your peace of mind, the more relaxed and positive you are, the less stress you suffer, the better is your overall health.

The more peace of mind you have, the better are your relationships, the more optimistic, friendly and confident you are with everyone in your life. When you feel good about yourself on the inside, you do your work better and take more pride in it. You are a better boss and coworker. And the greater your overall peace of mind, the more likely you are to earn a good living, save regularly for the future and ultimately achieve financial independence.

Control Your Attention
Life is very much a study of attention. Whatever you dwell upon and think about grows and expands in your life. The more you pay attention to your relationships, the quality and quantity of your work, your finances and your health, the better they will become and the happier you will be.

Action Exercises
Here are three things you can do immediately to put these ideas into action.

First, take time on a regular basis to think about what would make you really happy in each of the four areas.

Second, set specific, measurable goals for improvement in your relationships, your health, your work and your finances and write them down.

Third, resolve to do something every day to increase the quality of some area of your life - and then keep your resolution.

8 Efek Cinta yang Membuat Orang Lebih Sehat

2010-07-12T02:51:00.000-07:00

Jakarta, Setiap orang merasakan cinta sejak terlahir di dunia dan banyak kebahagiaan yang dirasakan karena cinta. Tapi ternyata tak hanya itu, cinta juga bermanfaat untuk kesehatan
tubuh. Apa saja manfaatnya?

Beberapa studi menunjukkan bahwa orang yang menikah dan memiliki banyak cinta cenderung hidup lebih sehat
ketimbang orang yang melajang. Cinta membuat orang lebih sehat secara mental, fisik, sosial dan spiritual.

Dilansir dari LifeMojo, Jumat (9/7/2010), berikut adalah beberapa manfaat cinta untuk kesehatan:

1. Mengurangi stres
Cinta bisa menjadi cara yang sangat efektif untuk mengurangi tingkat stres. Ketika dalam suatu hubungan intim, kelenjar adrenal menghasilkan dehydroepiandrosterone (DHEA), yaitu suatu hormon yang bertindak sebagai perusak stres. Selain itu, dukungan dari orang tercinta juga akan membantu Anda mengatasi stres.

2. Meningkatkan kesehatan mental
Efek menenangkan dari DHEA pada tubuh dan pikiran meningkatkan pertumbuhan saraf. Hal ini juga bermanfaat dalam pemulihan pertumbuhan saraf yang dihasilkan dalam mengingat memori.

3. Efek anti kanker
Menurut sebuah penelitian di University of Iowa menemukan bahwa pasien kanker ovarium yang memiliki hubungan yang kuat dan memuaskan dengan pasangannya akan mengembangkan sel-sel darah putih yang dapat membunuh sel kanker.

4. Mengurangi sakit
Cinta dapat mengaktifkan bagian dari otak yang mengontrol rasa sakit. Semakin bahagia pernikahan, semakin besar efeknya. Mengurangi tingkat stres juga mengurangi rasa sakit, terutama jika Anda menderita sakit kepala kronis.

5. Melancarkan sirkulasi darah
Ketika bertemu dengan seseorang yang dicintai, otak mengirimkan impuls ke jantung sehingga berdetak lebih cepat dari biasanya. Hal ini menyebabkan peningkatan aliran darah ke tubuh, meningkatkan sirkulasi dan kerja semua organ menjadi lebih efisien.

6. Penyembuhan lebih cepat
Peneliti menemukan bahwa luka sembuh lebih cepat pada orang yang berada dalam hubungan cinta. Menurut penelitian itu, luka melepuh sembuh hampir dua kali lebih cepat pada pasangan yang bahagia dan tenang, dibandingkan dengan hubungan bermusuhan atau tertekan. Peneliti juga menemukan bahwa orang yang sedang jatuh cinta cenderung terhindar dari sakit dari flu dan demam.

7. Mengurangi risiko penyakit jantung
Mengekspresikan perasaan cinta dapat mengurangi kadar kolesterol. Human Communication Research menemukan bahwa orang yang mengungkapkan perasaan kasih sayangnya kepada teman, kerabat atau pasangan memiliki kadar kolesterol yang lebih rendah. Ini berarti menurunkan kemungkinan serangan jantung dan penyakit kardiovaskuler lainnya.

8. Tekanan darah baik
Menurut sebuah studi di Annals of Behavioral Medicine, orang yang menikah dan bahagia memiliki tekanan darah terbaik dibanding dengan orang yang melajang atau menikah tapi tak bahagia.

Jumat, 09/07/2010 08:15 WIB
Merry Wahyuningsih - detikHealth

Pentingnya Membersihkan Emosi Negatif Setiap Tahun Sekali

2010-05-17T01:32:00.000-07:00

by Issa Kumalasari

Para ahli mengatakan bahwa beberapa emosi negatif yang sangat berdampak pada kesehatan, ini tidak hanya membuat anda murung tetapi membunuh anda secara perlahan. Bisa di bilang jarang orang tahu mengenai hal ini. Nah bisa dibilang hal yang tak anda ketahui dapat merusak tubuh dan kesehatan anda loh. Jika anda sudah sadar nah anda harus mennghilangkan nya bukan ?

Dampak dari emosi yang mematikan menurut Dr. Don Colbert

Kemarahan dan kebencian terpendam dapat menyebabkan :

Tekanan darah tinggi

Sakit Kepala migrain

Penyakit jantung

Tukak lambung

Stroke

Kesedihan dan ketakutan dapat menyebabkan :

Depresi

Trauma

Phobia

Kecemasan yg berlebihan

Penyakit mental lainnya

Semua emosi di masa lalu yang tak pernah dibersihkan dan menumpuk dapat menyebabkan penyakit yang mematikan seperti kanker. Mulai banyak para ahli yang menyatakan bahwa kanker bukan hanya di sebabkan oleh faktor pola hidup dan kesehatan tetapi juga disebabkan oleh karena adanya akumulasi emosi negatif yang tak dapat disalurkan.

Dr. Robert Eliot, seorang ahli kardiologi ternama menemukan bahwa ketika temperamen tinggi dan bahkan perasaan marah dan permusuhan terpendam maka tekanan darah naik secara tajam. Bahaya sekali jika melihat dampak dari emosi negatif. Untuk itu Time Line Therapy Indonesia memperkenal kan teknik secara konsisten dengan memberikan sertifikasi/lisensi pada para praktisi nya untuk membantu banyak orang unutk membersihkan emosi negatif.

Pertanyaan nya adalah bagaimana mungkin kita bisa tahu apakah kita punya emosi negatif atau tidak. Sederhana saja, (dilarang melakukan teknik di bawah ini jikan anda mempunyai trauma atau phobia).

Silahkan anda ingat peristiwa dimasa lalu yang cukup signifikan berdampak pada perasaan atau emosi anda, rasakan seperti anada mengalaminya kembali. Jika anda masih dapat merasakan emosi nya artinya anda belum melepaskan nya, dan emosi itu masih tersimpan bukan hanya dalam pikiran anda tetapi di dalam tubuh anda yang dapat mengakibatkan gangguan2 kesehatan.

Kemungkinan kedua adalah, anda mungkin telah berhasil melakukan resolusi dari emosi negatif tersebut dalam hal ini emosi tersebut dapat dikatakan hilang, karena menurut quantum fisika semua emosi adalah ilusi sehigga ketika anda telah mengambil hikmah atas apa yang terjadi maka emosi negatif tersebut tergantikan oleh hikmah psitif atau pelajaran yang dapat menghasilkan emosi positif.

Hal yang sering terjadi kita sebagai orang yang biasa mengoperasikan akal pikiran dan logika serta analisa, dengan rasionalisasi kita terkadang menjustifikasi bahwa kita telah melupakan emosi negatif (baca peristiwa negatif) dan bahkan telah memaafkan nya.

Perlu di ketahui bahwa memori yang ada dalam kehidupan kita disimpam oleh Pikran Bawah Sadar, bukan oleh akal sadar kita. Sehingga ketika menurut anda telah melupakan emosi negatif tersebut, itu baru secara logika, anda merasa emosi negatif nya telah hilang, namun itu masih tersimpan dalam pikiran bawah sadar anda.

Apa itu pikiran sadara dan Pikiran bawah sadar

Pikiran sadar adalah akal pikiran anda dimana anda melakukan segala sesuatu secara sadar. Pikiran bawah sadar adalah pikiran yang anda tidak sadari bahkan saat ini ketika anda mengedipkan mata saat membaca tilisan ini, anda menganggukan kepala, menggeser atau mengganti tempat duduk anda, saat mengambil nafas atau bahkan tadi malam siapakah menurut anda yang menggerakkan detak jantung anda, menjalankan paru-paru anda agar tetap berfungsi.

Selain fungsinya yang sangat dominan dalam keseharian kita pikran bawah sadar anda bertugas menyimpan segala hal yang anda lihat dengar rasakan scara langsung maupun tidak langsung. Dapat di umpamakan seperti gudang. Gudang adalah tempat menyimpan barang dan tidak peduli apakah negatif atau positif semua disimpan. Apa yang terjadi jika gudang tidak pernah di bersihkan dari hal – hal yang tak berguna bahkan merugikan seperti emosi negatif? Semakin lama tak pernah di bersih kan maka semakin banyak hal yang dapat disebakan oleh karenanya.

Setelah tahu betapa sangat merugikan emosi negatif, saya ingin memperkenalkan Time Line Therapy™.

Time Line Therapy™ dikembangkan oleh Dr.Tad James sejak tahun 1985 yang ditulis juga ditulis dalam buku nya yang berjudul “Time Line Therapy and The Basis of Personality “ tahun 1988 dimana sekarang ini sudah dikenal dan diakui di hampir seluruh belahan dunia. Teknik yang terbilang sebagai salah satu dari teknik yang dapat menghilangkan “Negative Emotions ,Limiting Decision/ mental blocked and Andvance Goal setting”.

Mengapa TLT?

Teknik yang sangat mudah dan cepat, satu hal yang saya harus acungkan jempol anda tak perlu menceritakan apa emosi negatif, pada apa anda takut, dengan siapa anda marah, dan mengapa anda sedih atau dikenal dengan content free. Ini yang membuat anda akan mempunyai privacy dan tak takut menceritakan emosi yang anda alami. Disamping itu efek TLT dapat bertahan cukup lama, sehingga anda hanya perlu melakukan nya minimal 1 tahun sekali.

Hanya satu syarat penting dalam melkukan TLT adalah anda harus 100% secara total dan berkomitment unutk melepadskan emosi tersebut. Jika anda bersungguh ingin mengetahui damapk dahsyat dari teknik ini, anda harus merasakan nya sendiri. TLT juga dapat mempercepat proses penyembuhan dan digunakan sebagai pain control, hal ini dikarenakan pembersihan emosi negatif yang dapat meningkatkan metabolisme tubuh secara signifikan.

Anda sudah tahu dampaknya dan anda akan segera tahu fakta mengenai kedasyatan teknik ternama ini jika anda langsung merasakannya sendiri. Itu belum seberapa loh, karena saya baru menjelaskan dampaknya dan pengaruh nya pada kesehatan.

MENGAPA PERUSAHAAN PUN HARUS MELAKUKANNYA ?

20% PRODUKTIFITAS MENINGKAT

Ini jelas adalah alasan mengapa para perusahaan besar maupun kecil harus melakukannya. Disamping saya adalah seorang praktisi TLT dalam kesehatan, saya adalah konsultan bisnis khususnya SDM selama 10 tahun. Saya dapat menggaransi pengaruh dan dampak nya terhadap peningkatan kinerja karyawan sebesar 20%.

Sebuah penelitian di amerika membuktikan bahwa emosi karyawan dapat mempengaruhi performa perusahaan. Emosi negatif memberikan output pada perilakun karyawan yang dapat berpengaruh pada perilaku kerja dan lingkungan kerja. Emosi negatif memberikan perasaan positif yang dapat meningkatkan efektifitas dan produktifitas.

Mengapa TLT dapat meningkatkan 20% kinerja karyawan.

Emosi negatif adalah akar penyebab dari mental blok atau limiting belief yang menyebabkan hambatan diri yang kemudian di manifestasikan dalam hambatan perilaku dalam pekerjaan maupun hambatan –hambatan diri yang disebut limting belief, seperti tidak percaya diri, percaya tak dapat berprestasi dsb. Dalam pelatihan manajemen, saya selalu memulainya dengan TLT yang sering saya sebut dengan cleansing. Proses cleansing atau pembersihan emosi negatif dapat secara alami meningkatkan energi dan membebaskan diri dari hal – hal yang membelenggu kemampuan diri.

Hambatan dalam diri karyawan biasa nya terjadi karena pengalaman negatif yang pernah terjadi di masa lalu yang kemudian menjadi referensi di masa sekarang, contohnya ”saya tidak bisa” ini muncul karena adanya referensi di masa lalu sehingga membuat anda mengeneralisasi bahwa setiap kali anda melakukannya anda merasa tidak bisa.

Pernahkah Anda menginginkan sesuatu, dan anda mendengar suara di dalam kepala atau hati anda :

”Saya tidak percaya saya bisa melakukannya ”

”Saya kurang bagus ,orang lain lebih bagus”,

”Saya tidak layak menduduki jabatan ini”

”Saya tidak PD”

Pengalaman negatif/kegagalan mengandung emosi negatif, melupakan pengalam tersebut adalah salah satu cara, membersihkan emosi negatif adalah pembersihan sampai ke akar-akarnya. Sekali lagi memutuskan bahwa anda ingin memilih bisa melakukan sesuatu ada di tangan anda. Seperti Henry Ford bilang ”Jika Anda percaya Anda bisa anda benar, jika anda percaya anda tidak bisa andapun benar”.

So, jika anda mendengarkan suara dikepala anda yg menghambat anda berprestasi dalam pekerjaan anda, tanyakan pada diri anda :

”Sejak Kapan saya memutuskan memilih …….(tidak pede)”

Nah anda juga bisa mempraktekan teknik cepat tapi ampuh di bawah ini, ketika anda cemas atau khawatir sesaat sebelum anda peresentasi :

Rasa cemas – atau rasa was – was disebabkan karena perasaan takut dimasa lalu yang belum terselesaikan. Karena cemas/khawatir adalah hal yang belum terjadi yang kita cemaskan, jadi pada prinsipnya belum terjadi toh? Kabar buruknya adalah perasaan ini kadanng dapat merusak “mood” yang dapat mempengaruhi performa. Dan kabar baik nya adalah dengan Time Line Therapy™ dapat di hilangkan dengan hitungan menit .

Caranya :

1. Ambil satu peristiwa yang Anda cemas atau khawatirkan. Cari apa sebanarnya yang anda cemaskan, pastikan anda temukan peristiwa yg spesifik.
2. Kemudian pikirkan 15 menit SETELAH peristiwa yang Anda cemaskan tidak terjadi dan terjadi sebaliknya, anda TELAH menyelesaikannya dengan BERHASIL dan SUKSES.
3. Bagaimana dengan Anda yang rasa cemas nya masih belum hilang ULANGI Langkah 1 & 2, pastikan Anda mebayangkan peristiwa yang anda khawatirkan terselesaikan BERHASIL & SUKSES . Karena hal ini adalah kunci dari SUKSES nya latihan ini.

Nah perhatikan dimana rasa cemas atau khwatir tersebut ? SUDAH HILANG?! Selamat, Anda sekarang tahu teknik yang mudah dan dapat digunakan kapan saja, dimana saja Anda merasa khwatir.

SELAMAT MERASAKAN MANFAAT Time Line Therapy™ - ini adalah bagian kecil dari teknik TLT. Ketikan anda datang pada saat 1 hari seminar anda akan merasakannya secara langsung setelah membersihkan emosi negatif sampai ke akar2 nya.

WANITA WAJIB TLT

Mengapa wanita menjadi perhatian saya dalam menggembangkan TLT di Indonesia? Selain peduli terhadap pemberdayaan wanita di Indonesia. Saya ingin menyampaikan fakta. Terjun dalam terapi healing dalam beberapa tahun terakhir membuat saya semakin ingin memperhatikan menjangkau wanita. Penelitian – peneltian telah menunjukkan bahwa wanita memiliki resiko 10-25% mengalami depresi dalam hidupnya, dan pria memiliki 2-12%, yang di peroleh dengan meneliti warga amerika yang terdapati hampir 15.000.000 orang mengalami depresi. Bukan hanya itu emosi negatif yang terpendam dan lama dapat menyebabkan kanker di karenakan perasaan negatif yang terpendam atau kurang penyaluran emosi.

Bagaimana dengan wanita? Lagi-lagi penelitian mengungkapnkan bahwa ibu rumah tangga memiliki peluang 54% lebih besar terkena kanker di banding populasi pada umumnya dan 157% dibanding dengan wanita yang bekerja di luar rumah. Ini juga yang telah mendorong para peneliti suatu zat kimia dalam rumah tangga. Tapi mungkin kah penyebabnya adalah hal yang tak kasat mata? Mungkin saja ibu rumah tangga merasa terperangkap di dalam rumah, merasa tak dihargai, tak berdaya sehingga dapat menjadi penderitaan batin. Beberapa dari mereka bahkan menyembunyikan perasaan yang mematikan itu yang dapat mengakibatkan penyakit jasmani seperti kanker. Namun banyak juga yang menikmati dan menyukai peran mereka dan merasa puas dan bahagia dalam hidupnya.

Satu hal yang masih jadi pemikiran saya, mengapa penyakit rheumatoid artritis (baca : rematik) lebih sering menyerang wanita daripada pria. Kemudian saya mulai mengamati dan memperhatikan penelitian-penelitian yang menunjukan bahwa pria biasanyta mampu mengungkapkan perasaan/emosinya sedangkan wanita cenderung menyimpan nya dan menjadi depresi. Mugkin kah semangat yang patah dapat menyebabkan persendian tulang meradang dan lemah. Lagi2 ini tak kasat mata bukan?

BEAUTY REVOLUTION

Sebuah hal yang cukup di bilang fenomenal, sebuah pendekatan kompleks yang dapat menjadi sebuah HARAPAN BARU untuk para wanita yang ingin awet cantik dan bersahaja. Ini saya lakukan dengan tim dari Starfield Institute, lembaga yang mensertifiaksi praktisi dan master praktisi TLT, NLP(NEURO LINGUISTIC PROGRAMMING) & Coach yang di dukung oleh BOTULIKE produk perawatan wajah yang menggunakan bahan bahan alami. Ini satu pendekatan baru dalam pemberdayaan wanita yang menyeluruh bukan hanya menghilangkan emosi negatif dan menyehatkan tubuh dan pikiran tetapi juga dapat mengurangi kedalaman kerutan sebesar 83% dalam SEHARI. Hal yang menakjubkan terjadi, berangkat dari beberapa klien saya dengan masalah kulit (baca jerawat yang menahun) yang melakukan TLT dan kehilangan jerawatnya, saya mulai memperhatikan dampak TLT dalam mengurangi kerutan dengan sangat signifikan, bisa dikatakan fenomenal.

Deepak Copra seorang dokter India yang terkenal dengan konsep body and mind connetion menuliskan dalam bukunya bahwa kulit mampu melakukan memproduksi kulit baru dalam 30 hari. Contohnya saja ketika kulit anda tergores dalam beberapa hari akan pulih kembali. Dr Copra mengatakan masalah kulit yang lebih darin 30 hari bukan hanya disebabkan oleh faktor fisik namun juga faktor psikologis.

Emosi negatif merupakan salah satu faktor utama yang menpercepat proses kerutan selain faktor alami tubuh yang mulai kehilangan zat2 yang di butuhkan kulit. Mari kita tengok para leluhur kita yang tak banyak mengalami sterss sperti kita sekarang ini, mereka masih mempunyai kwalitas kulit yang jauh lebih baik dari kita bukan bahkan mereka bisa awet muda dan sehat.

Bukan hanya itu faktor perawatan merupakan tindakan nyata yang harus dilakukan bagi para wanita yang ingin tetap tampil cantik dan bersahaja, tanpa perawatan kulit anda bisa bayangkan sepeti anggur di peras, maka akan menjadi kismis, apa yang terjadi jika kulit anda di peras, yang terjadi adalah kerutan. Ini penting merawat kulit dari luar dan dalam, ini uuga yang membuat TLT menggandeng BOTULIKE sebagai produk alami dengan waterbased ingridient yang dapat membantu anda mengurangi kerutan dan penuaan dini.

Time Line Therapy ™ For Business???

2010-05-17T01:23:00.000-07:00

Time Line Therapy™ dikembangkan oleh Dr.Tad James sejak tahun 1985 yang ditulis juga ditulis dalam buku nya yang berjudul “Time Line Therapy and The Basis of Personality “ tahun 1988 dimana sekarang ini sudah dikenal dan diakui di hampir seluruh belahan dunia. Teknik ini sebuah integrasi dari dua teknik; Neuro Linguistic Programming dan Ericsonian Hypnosis yang terbilang sebagai salah satu dari teknik dapat menghilangkan “Negative Emotions ,Limiting Decision and Andvance Goal setting yang dapat mengijinkan kita mendapatkan apa yang kita INGINKAN.

MENGHILANGKAN EMOSI NEGATIF

Teknik yang ampuh,cepat, mudah dan menyenagkan ini dapat menghilangkan emosi negative yang tidak Anda inginkan seperti ; reaksi marah yang berlebihan / temperamental.apatis, trauma, phobia disamping itu teknik ini juga di gunakan untuk memoercepat proses penyembuhan dan/atau “pain control”

MENGHILANGKAN “LIMITING DECISION/BELIEF

Hal – hal yang mencegah Anda mendapatkan apa yang Anda inginkan, apa itu ?

Pernahkah Anda menginginkan sesuatu , dan anda mendengar suara di dalam kepala atau hati anda :

” Saya tidak percaya saya bisa melakukannya ”

”Saya kurang bagus ,orang lain lebih bagus”,

”Saya tidak layak menduduki jabatan ini”

”Saya tidak PD”

Dan pertanyaan yang Anda ingin tanyakan apabila Anda menemukan hambatan ini dalam pikiran Anda.

Tanyakan pada diri Anda :

”Sejak kapan saya memutuskan untuk percaya …….x….( saya tidak percaya saya bisa.)”

Bagi sebagian dari Anda mungkin akan berkata ;

” Loh kok bisa ?! memang kenyataan nya saya tidak mampu kok”

”Kan memang lingkungan saya , atau mungkin bukan saya penyebabnya ”

INGAT ! Tujuan dari Time Line Therapy™ adalah hidup lebih baik, sehat , dan mendapatkan apa yang anda INGINKAN

Pertanyaan di atas mungkin belum biasa kita tanyakan pada diri kita sendiri bukan ? tapi apa salah nya jika itu akan membuat PERUBAHAN yang signifikan dalam kehidupan kita.

Saya memaksudkan apabila hal – hal di atas dapat menghambat bahkan mencegah nda mendapatkan apa yang anda INGINKAN.

Jika Anda dapat menghilangkan Emosi negatif & ”Limiting Decison / Limiting Belief dengan dengan proses yang cepat , mudah dan hasil yang ”long lasting”.

Apakah teknik dapat bermanfaat untuk Anda?

Menemukan Time Line

Siapakah kita sekarang , kalau bukan sebuah koleksi dari memori – memori, yang juga terekam berumur umur kemudian juga berpengaruh pada bagaimana kita bertindak terhadap sesuatu.

Time Line adalah sebuah katalog atau directory untuk meng”encode” pikiran bawah sadar (pbs) dan kebanyakan semua terjadi secara tidak sadar pula. Sekarang coba pikir,

Anda bangun di pagi hari yang segar, sinar matari yang hangat menyinap masuk di sela – sela korden kamar tidur Anda dan… Coba ingat siapakah NAMA Anda ? Yes! Yang jelas kita tahu persis pada saat kita bangun kita tahu bahwa SAYA adalah SAYA.

Bisa di bayangkan kalau pikiran bawah sadar kita tidak mengelola memori kita, mungkin kita tidak akan lupa nama kita setiap bangun pagi,heemmm apa jadinya.

Sekarang ,katakan no telpon rumah Anda sendiri dalam hati ,sebelum Anda berpikir untuk mengatakannya dalam hati, dimana nomor – nomor itu di simpan ? yang pasti ada di suatu tempat bukan ?

Pikiran bawah sadar adalah bagian dari pikran kita yang kita tidak secara sadar menyadarinya yang merupakan bagian yang penting dalam diri Anda. Bayangkan sejenak ; siapa yang menjalankan tugas untuk mengedipkan mata, memacu denyut jantung, memproses makanan di dalam perut. Dan banyak hal yang mungkin tak terpikirkan oleh kita.

Penghargaan terhadap pbs ,bahwa pbs adalah sumber untuk setiap PEMBELAJARAN, PERUBAHAN dan PERILAKU

Saya yakin Anda pembaca percaya dengan Pikiran Bawah Sadar (PBS) , ya bukan ? Kalau Anda ti dak percaya pada PBS Anda, siapa lagi yang bisa Anda percaya ?

Bagaimana meng-elicit dan atau mengetahui time line Anda

1. Ingatlah sesuatu hal yang telah terjadi bulan lalu, setahun lalu , 2 tahun yang lalu, 3,4,5…10 tahun yang lalu.

Misalnya; kapan Anda membayar tagihan listrik bulan lalu ?

2. Nah pada saat Anda mengingat nya , dapatkah Anda sadari bahwa memori itu datang atau berasal dari dan menuju arah mana.

Anda mungkin akan merasa itu masa lalu datang dari sebelah kiri dan masa depan menuju ke kanan, dan bahkan saya ounya klien yang time line nya c

Saya percaya semua masa lalu saya datang datang dan berasal dari belakang kepala saya , dan masa depan kepala menuju ke depan. Ini sangat individual dan beragam ,saya mempunyai klien

3. Ulangi langkah 1 & 2 untuk 1 bulan ke depan ,1 tahun, 2,3…5 tahun ke depan atau 10 tahun ke depan

4. Sekarang gambarkan,dimanakah ”The Past” dan The Future ? yang apabila keduanya di hubungkan dapat membentuk sebuah garis (tidak selalu garis lurus , bisa berupa kurva, spiral ,dsb

5. Apabila Anda belum menemukan nya , ulangi langkah 1-4, dan yang penting bangunlah hubungan dengan pikiran bawah sadar Anda. Tanyakan pada PBS anda

Mungkin sebagian dari Anda berpikir dan berkata dalam hati ”Ah…saya tidak bisa ?”

Proses ini bukan proses konsep logika , Kita semua menghargai proses logis dan rasional

Timi line adalah cara bagaimana PBS kita memyimpan memori, tidak ada Time Line yang benar atau salah, baik ,lebih baik atau kurang baik. Ini hanya cara pbs menyimpan memori. Time Line Anda bisa berasal dari kiri ke kanan, atas ke bawah atau sebaliknya atau bahkan tidak membentuk garis lurus. Bagaimapun bentuk Time Line Anda, itu adalah yang terbaik untuk Anda

Tujuan dari latihan ini adalah untuk mengetahui Time Line Anda ,dan rasakan sendiri MANFAATNYA.

Gambar yangada di awal artikel ini merupakan kemungkinan dari bermacam – macam Time Line – ini adalah generalisasi, karena Time Line tidak selalu berbentuk garis lurus.

Tes Drive

Yes!!! Bagi Anda yang sudah menemukan dan tahu Time Line Anda., kita akan melakukan “Test Drive”

1. Sekarang juga saya ingin Anda mengambang naik ke atas time line Anda sehingga Anda ada di atas time line, dan naik lagi lebih tinggi , lebih tinggi, dan lebih tinggi lagi, setinggi nya sampai time line terlihat hanya 1 inch …..( dalam melakukan hal ini pastikan Anda merasakan benar – benar mengambang naik di atas time line

PERHATIAN !

Mengambang naik diatas Time Lime bukan berjalan di atau menyusuri Time Line.

2. Nah sekarang kembalikan seperti semula

3. Apa yang Anda rasakan ?

4. Sekarang Anda boleh pergi kembali ke masa lalu Anda ,Ingat Anda masih MENGAMBANG DIATAS tIme line Anda , ke mudian pergi ke masa depan setelah selesai Anda boleh kembali ke SEKARANG /posisi anda dan buka mata

5. SELAMAT , Anda sudah mengetahui Time Line Anda dan kita lanjutkan cara memanfaat kannya

Time Line dan Rasa Cemas

Saya juga akan berbagi mengenai bagaimana menggunakan Time Line Therapy ™untuk menghilangkan rasa was-was dan rasa cemas .

Rasa cemas – atau rasa was – was adalah sebuah dimana kita takut pada sesuatu yang sebernarnya belum terjadi. Kabar buruknya adalah perasaan ini kadanng dapat merusak “mood” atau kondisi kita , bukan.

Dan kabar baik nya adalah dengan Time Line Therapy™ dapat di hilangkan dengan hitungan menit .

Caranya ???

1. Temukan Time Line Anda ( Jika , belum ikuti langkah menemukan Time Line di atas )

2. Ambil satu peristiwa yang Anda cemas atau khawtirkan .cari apa sebanarnya yang anda cemaskan

3. Kemudian mengambang naik diatas Time Line dan pergi ke 15 menit SETELAH peristiwa yang Adana cemaskan TELAH terselesaikan dengan BERHASIL dan SUKSES

4. Setelah Anda Sampai disana Putar badan dan Anda menghadap dan lihat SEKARANG dan sepanjang Time Line Anda

5. Nah dinama rasa WAS – WAS atau cemas tersebut ? SUDAH HILANG?! Selamat , Anda sekarang tahu teknik yang mudah , ringan dan menyenagkan dan dapat di gunakan kapan saja Anda merasa khwatir.

6. Bagaimana dengan Anda yang rasa cemas nya masih belum hilang ULANGI Langkah 3 & 4, pastikan Anda mebayangkan peristiwa yang anda kwatirkan terselesaikan BERHASIL & SUKSES . Karena hal ini adalah kunci dari SUKSES nya latihan ini.

SELAMAT MERASAKAN MANFAAT Time Line Therapy™ – Teknik Ampuh,cepat mudah,menyenangkan dengan hasil yang ”long lasting”

Kita akan lanjutkan Bagaiman meng-aplikasikan Time Line Therapy™ dalam karir dan bisnis Anda.

(To be continued)

KNOWLEDGE INTEGRATION PATTERN

2010-05-16T08:05:00.000-07:00

" Mas, aku ini dah belajar EFT, Hipnoterapi terus NLP tapi ketika menghadapi client suka bingung ini cocoknya pakai tehnik apa yah terus ketika ilmu yang baru masuk ilmu yang sebelumnya menjadi lupa"

"Bagaimana caranya agar ketika menghadapi client secara otomatis kita refleks secara bawah sadar kalau kasus ini cocoknya menggunakan teknik ini serta setiap memperoleh ilmu yang baru bersinergi dengan ilmu yang lama"

Pertanyaan diatas sering muncul dalam sesi pelatihan/seminar.

1. Bisakah kita mengaplikasikan ilmu dan pengalaman yang kita peroleh dan secara bawah sadar muncul pada saat menghadapi client ?

BISA kuncinya berlatih dan memvisualisasikan aplikasi ilmu setiap saat memperoleh ilmu baru

2. Bisakan ilmu yang baru kita peroleh bersinergi dengan ilmu yang sebelumnya ?

BISA bahkan hasil integrasi ilmu tersebut bisa menhasilkan sesuatu yang baru yang lebih DAHSYAT.

KNOWLEDGE INTEGRATION

Knowledge integration adalah suatu cara untuk mengintegrasikan ilmu yang baru diperoleh dengan ilmu sebelumnya agar menjadi sinergi dan menghasilkan sesuatu yang baru yang lebih DAHSAT.

Dengan knowledge integration kita bisa mengaplikasikan hasil integrasi tersebut secara bawah sadar ( Unconcious competent )

Berikut ini langkah-langkah knowledge integration.

1. Visualisasikan saat-saat kita memiliki rasa ingin tahu yang besar dalam mempelajari ilmu sebelumnya.
Pada saat peak genggam ilmu yang telah kita peroleh di tangan kiri.

2. Visualisasikan rasa ingin tahu tersebut untuk ilmu yang baru kita pelajari. Pada saat peak genggam ilmu baru tersebut ditangan kiri.

3. Gabungkan tangan kanan dan kiri serta visualisasikan ilmu yang sebelumnya terintegrasi dengan ilmu yang baru. Rasakan sensasinya tingkatkan terus sampai kita merasa kedua ilmu tersebut telah menyatu.

4. Future Pace.
Setelah terintegrasi, visualisasikan di hadapan kita ada client, audiens.
Dorong kedua belah tangan yang telah mernyatu ke depan dengan visualisasi kita mengaplikasikan ilmu yang telah terintegrasi. Rasakan sensasinya kita telah mengaplikasikan hasil integrasi ilmu.

Ulangi 4-8 X.

Pattern ini bisa diaplikasilkan oleh terapis, trainer, konsultan

Hasil integrasi hasilnya DAHSYAT dan kita bisa mengaplikasikan ilmu tesebut secara bawah sadar kapanpun dibutuhkan.

Selamat menncoba rasakan KEDAHSYATAN hasil INTEGRASI.

" Be Unconcious Competent with Knowledge Integration Pattern"

Core Coaching Skill for Great Leader

2010-03-20T20:10:00.000-07:00

Ada 7 keterampilan yang sebaiknya bahkan seharusnya dimiliki oleh seorang pemimpin dalam melakukan pembinaan (coaching) terhadap anggota team-nya, yaitu :

Dua keterampilan dasar (basic skill)untuk menciptakan hubungan dengan orang-orang agar mendapatkan kepercayaan dan hubungan yang efektif di dalam semangat win-win solution (solusi menang-menang) yang akan menumbuhkan hubungan yang seimbang untuk jangka panjang, adalah :
1. Supporting (memberikan dukungan)
2. ActiveListening (mendengarkan dengan aktif)
Seorang manager mengelola tugas dan pekerjaan agar dapat mencapai tujuan/sasaran dengan proses yang benar. Sedangkan seorang pemimpin mengelola sumber daya manusia untuk mencapai tujuan/sasaran. Untuk memimpin orang diperlukan head, heart & hand (pikiran, hati & tindakan). Diperlukan empati dalam mendengarkan & mendukung orang lain.
Supporting disini lebih dititikberatkan pada niat (intention) dalam memberikan dukungan yang selanjutnya diterjemahkan dalam bentuk tindakan (action).
Dan tentunya sebelum dapat memberikan dukungan perlu untuk mendengarkan (listening) masalah yang dihadapi oleh orang lain.

Dua keterampilan lainnya agar secara efektif dapat menggali (exploring) bagaimana seorang berpikir, menilai sesuatu hal dan memahami sesuatu hal, adalah :
3. Questioning (bertanya dalam konteks umum)
4. Meta-Questioning (bertanya lebih dalam sampai ke tahap makna pribadi)
Keterampilan bertanya sangat penting dalam menggali informasi dan bahkan juga makna dari masalah yang dihadapi oleh anggota team dan manfaat jika melakukan suatu perubahan ke arah yang lebih baik.

Dua keterampilan selanjutnya untuk membuka & mengaktifkan potensi yang terbaik dari bawahan adalah :
5. Receiving Feedback (menerima umpan balik)
6. Giving Feedback (memberikan umpan balik)
Umpan balik sangat diperlukan untuk memberikan masukkan dalam proses pembelajaran sehingga setiap pribadi mengetahui area of improvement (hal-ha.l yang perlu diperbaki) untuk meningkatkan competency maupun performance-nya masing-masing.

Satu keterampilan terakhir untuk menfasilitasi dan memberdayakan seseorang untuk sepenuhnya mengalami apa yang dia bicarakan.
7. Eliciting state (memunculkan suatu keadaan)
Untuk memperoleh hasil yang nyata, seorang pemimpin harus memiliki orientasi tindakan dan hasil. Tindakan hanya dapat terjadi jika pikiran dapat diterjemahkan oleh tubuh kita, dari pikiran ke otot kita (from mind to muscle).

TALENT MANAGEMENT

2010-02-04T22:49:00.000-08:00

Dari Wikipedia bahasa Indonesia, ensiklopedia bebas

Talent Management

Talent management atau manajemen bakat adalah suatu proses manajemen SDM terkait tiga proses. Pertama, mengembangkan dan memperkuat karyawan baru pada proses pertama kali masuk perusahaan (onboarding). Kedua, memelihara dan mengembangkan pegawai yang sudah ada di perusahaan. Ketiga, menarik sebanyak mungkn pegawai yang memiliki kompetensi, komitmen dan karakter bekerja pada perusahaan.

Istilah talent management pertama kali diperkenalkan oleh McKinsey & Company following melalui slah satu studi yang dilakukannya tahun 1997. Pada tahun berikutnya, talent management kemudian menjnadi salah satu judul buku yang ditulis bersama oleh Ed Michaels, Helen Handfield-Jones, dan Beth Axelrod.

Perusahaan-perusahaan yang menggunakan talent management sebagai salah satu strategi pengelolaan sumber daya manusia berusaha seoptimal mungkin mengaitkan proser pencarian, pemikatan, pemilihan, pelatihan, pengembangan, pemeliharaan, promosi, dan pemindahan pegawai agar terkait dengan bisnis utama perusahaan.

Paradigma yang terkandung dibalik talent management adalah “perusahaan bersaing di level individual”. Bila kita berhasil mendapatkan individu-inidividu yang secara rata-rata lebih baik dari pemain lainnya, maka kita akan mendapatkan perusahaan yang akan lebih baik dari pemain lainnya.

Istilah talent management dapat berbeda-beda bagi setiap orang. Persepsi pertama, bagi sebagian pihak, semua orang dianggap memiliki talent, sehingga kita harus mengidentifikasi dan mengembangkan semua talent tersebut. Persepsi kedua, hanya sebagian kecil pegawai yang dapat disebut memiliki talent, sehingga kita hanya perlu mengidentifikasi sebagian kecil pegawai yang memiliki talent tersebut dan mengembangkannya.

Kedua aliran dalam talent management ini ada dalam praktek industri. Dalam praktek manajemen SDM berbasis kompetensi, kedua praktek ini mendapat tempatnya maisng-masing. Ini disebabkan dalam penentuan kompetensi, perusahaan dapat membuat kompetensi yang berlaku generik untuk semua pegawai, kompetensi yang berlaku sesuai dengan peran dan tanggung jawab pegawai di level struktural dan fungsinya, atau bahkan kompetensi fungsional yang benar-benar terkait dengan kompetensi inti perusahaan.

The HR Business-Partner Model: Past Learnings and Future Challenges

2009-11-08T18:25:00.000-08:00

Dave Ulrich, Wayne Brockbank. People and Strategy. New York: 2009. Vol. 32,
Iss. 2; pg. 5, 3 pgs

The informal business-partner model has existed for well more than 100 years, when effective support functions, including HR, have contributed to business results. Formalizing how HR professionals can create more value as business partners has been the focus for the last 10-15 years. Many HR professionals are doing exceptional work. One is continually amazed at the number of hard-working HR professionals and leaders who are serving and being recognized as business partners by their company executives. In thousands of companies around the world, HR professionals are making enormous progress toward delivering business value. In the future, the ways in which HR professionals will serve as business partners will continue to morph. The bar has been raised, and some HR professionals will -- and others will not -- make the grade. Those that do will help businesses manage the enormously difficult and exciting challenges of the 21st century.

Looking Back: Nine Lessons Learned

First, the business-partner model is not unique to HR; all staff functions are trying to find ways to deliver more value to top-line growth and bottom-line profitability. If they are not delivering definitive and sustainable value, they have been given the mandate to change, or face elimination or outsourcing.

Second, the intent of the business-partner model is to help HR professionals integrate more thoroughly into business processes and align their day-to-day work with business outcomes. This means focusing more on deliverables and business results than HR activities.

Third, being a business partner may be achieved in many HR job categories, typically in one of four positions:

1. Corporate HR

2. Embedded HR, working as HR generalists with line leaders

3. HR Specialists, working in centers of expertise to provide technical
expertise

4. Service Centers, building or managing technology-based e-HR systems

Fourth, business success is more dependent today than ever on softer
organizational agendas, such as talent and organization capabilities.

Fifth, just as general managers turn to senior staff specialists in marketing, finance and IT to frame the intellectual agenda and processes for these activities, they also turn to competent and business-focused HR professionals to provide intellectual and process leadership for people and organizational issues.

Sixth, our research shows that the HR profession as a whole is quickly moving to add greater value through a more strategic focus. At the same time, some HR professionals are not able to live up to the new expectations.
In any change effort, there is typically a 20-60-20 grouping. The top 20 percent of individuals asked to change already are doing the work that the change requires. The lower 20 percent will never get there. With training, coaching and support, the other 60 percent can make the move. And we see this majority moving toward, rather than away from, business relevance. They see customers as the real, external ones rather than the historical internal ones.

Seventh, being a business partner requires HR professionals to have new knowledge and skills that connect their work directly to the business. Traditionally, HR professionals have tended to focus on negotiating and managing terms and conditions of work and facilitating administrative transactions.

Eighth, the inevitable failures in the application of the business-partner model may stem from both personal and organizational factors:

1. Asking HR professionals who have focused on policies and transactions to do talent and organization audits and massive change efforts may be too great a shift for some.

2. Personal interests and abilities may deter some HR professionals from engaging in the business-partner role. Their focus on administrative detail may not allow them to embrace the larger and more complicated perspective of the business as a whole.

3. Some HR professionals simply may not know how to proceed. Substantial empirical evidence shows that HR professionals who are provided exposure to such information quickly can apply that information in adding greater value to the business.

4. HR's impact on business may vary by business setting: A particular firm's business conditions may not require talent and organization as keys to success. Under such conditions HR professionals who push for alignment, integration and innovation in talent and organization are less likely to contribute to business success.

5. Some line managers have trouble either accepting the importance of talent and organization or accepting HR professionals as significant contributors to these agendas. This may be because of their having a limited perspective on the changing nature of business or because of past bad experiences with a specific HR professional.

Ninth, there are really few other options. The reality is that the HR professionals must evolve into being the best thinkers in the company about the human and organization side of the business. The human side of the business is a key source of competitive advantage.

Looking Forward: Challenges Ahead

As we look forward, we need clear thinking, effective practices and insightful research. Many of the critics of the business-partner model look at today's problems through yesterday's solutions and wonder why they do not work. The HR business-partner model of the 1990s has changed in recent years to adapt to today's business challenges.

Our firm, the RBL Group, in conjunction with the University of Michigan and a variety of HR professional associations from around the world, has studied the competencies and agendas of HR professionals as business partners for more than 20 years. We recently completed the fifth round of this ongoing global study of HR professionals and developed a clear picture of what business leaders expect from their HR business partners. We project five trends that will continue to evolve the HR field and how it delivers value.

1. There has been steady progress in the HR field as it has moved toward greater strategic understanding and relevance.

HR professionals will increase their knowledge of their companies' wealth-creating activities, become more knowledgeable about internal operations and increase their knowledge of critical external realities such as customer requirements, supplier relations, competitive market structures, domestic and international regulatory issues, globalization and the requirements of capital markets.

With this foundation in business knowledge, they will bring to strategy discussions their personal visions for the future of the business. They will work with their management teams to formulate unique business strategies and develop the organizational capabilities to implement the business strategy and serve as the longterm sources of competitive advantage. They will continually innovate to develop HR practices, polices and processes that link directly into the business strategy and create measurable business results.

2. Companies will continue to require fewer HR professionals to do transactional administrative work.

Newly emerging information and communication technologies will continue to be applied to improve the efficiency of HR administrative work, directly facilitate greater transaction processing at lower costs and indirectly promote efficiencies by allowing the transfer of transactional work to internal service centers or to external outsourcing firms. Nice-to-have but strategically unnecessary HR activities will be eliminated.

3. As business partners, HR professionals will increase their focus on creating value for key external constituents: customers, capital markets, competitors and communities.

* They will do this by directly involving customers in the design of HR practices such as performance measurement, reward allocation, training recruitment and promotions. They also will provide linkages to external customers by continually conceptualizing and creating the organizational capabilities that influence the buying habits of external customers: this is what we have called "the HR wallet test."

* HR professionals likewise will become more attuned to the requirements of capital markets. The recent burgeoning research in finance and economics on intangible assets is emphasizing the increasing importance of human capital assets and HR practices that create and sustain those assets. The investment community has begun accounting for practices such as succession planning, leadership development, corporate culture and executive compensation as considerations in buy-or-sell decisions. Companies that are able to create a credible leadership brand are more likely to enjoy P/E ratios above those of their competitors. We have suggested that the new ROI for HR is return on intangibles.

* As HR professionals account for customer and owner requirements in the design and delivery of organizational capability and related HR practices, they will do so with greater awareness of competitors. They will recognize that forward-looking and innovative HR practices have relatively little value unless they create greater value than those of their dominant competitors. Internal measures of change must be viewed from the perspective of change relative to external competition.

* A final emerging trend in HR's external focus is the role of HR in representing companies to their communities and in accounting for community requirements in their companies' value proposition. The mandate for greater corporate social responsibility (CSR), which originated primarily in Europe, appears to be quickly taking root in North America, China, India and in many countries with emerging economies. Concerns about global warming, air and water pollution, local employment regulations, ethical treatment of indigenous populations, endangered species, and land utilization have moved up the list of corporate priorities. HR departments increasingly are given the mandate to work with local communities in addressing these complex and important issues.

4. As HR professionals become more effective as business partners, they will become more balanced in their approaches to their work.

In the most recent round of our competency research, we found that effective HR professionals function in the following six roles. If HR professionals fail to function in any of these roles, they significantly detract from their contributions as business partners.

* Credible activists build relationships of trust based on business knowledge and have a point of view not just about HR issues, but about business issues.

* Strategy architects contribute to the development, execution and communication of winning strategies.

* Culture and change stewards support the organization in identifying and facilitating important changes that improve the capabilities of the organization to compete and grow by turning what is known into what is done and linking external firm identity to internal employee actions.

* Talent managers and organizational designers provide important support and counsel in building both individual competencies and organization capability.

* Operational executors do the operational work of HR effectively and cost efficiently, using information systems and external vendors when appropriate to ensure better, faster and cheaper HR delivery.

* Business allies demonstrate a firm grasp on how the organization operates, makes money and competes.

5. HR business partners-as in other key functional areas-will be expected to base their activities on solid empirical research associated with business
results.

Because the best HR practices are emerging from all parts of the world, HR research increasingly will be conducted on a global scale, and will focus on the practices and competencies that result in individual and company
performance.

By Way of Summary

Many HR professionals are doing exceptional work. We are continually amazed at the number of hard-working HR professionals and leaders who are serving and being recognized as business partners by their company executives. In thousands of companies around the world, HR professionals are making enormous progress toward delivering business value.

In the future, the ways in which HR professionals will serve as business partners will continue to morph. The bar has been raised, and some HR professionals will-and others will not-make the grade. Those that do will help businesses manage the enormously difficult and exciting challenges of the 21st century.

The intent of the business-partner model is to help HR professionals integrate more thoroughly into business processes and align their day-to-day work with business outcomes.

The reality is that the HR professionals must evolve into being the best thinkers in the company about the human and organization side of the business. The human side of the business is a key source of competitive advantage.

[Author Affiliation]

Dave Ulrich and Wayne Brockbank, The RBL Group, Ross School of Business at the University of Michigan

[Author Affiliation]

Dave Ulrich and Wayne Brockbank are partners at The RBL Group and professors at the Ross School of Business at the University of Michigan.

History of Firewalking - 1977 to 2008

2009-10-28T23:41:00.000-07:00

By Tolly Burkan, founding father of the global firewalking movement
(This article may be reproduced without permission.)

WHAT HAPPENED IN 1977?
The year 2008 marks 31 years since I began teaching firewalking. Up until 1977, firewalking was very esoteric.
In 1977, however, a radical shift happened in firewalking’s evolution. In that year, Scientific American printed an article that essentially offered the reading public a "how to" guide for firewalking. No one knows the number of readers that decided to actually try the "experiment" at home, but there were no unusual media accounts of large numbers of people attempting this after the article was published.
However, it was also in 1977 that I myself first firewalked. I was taught by a friend, and was so transformed by the experience, I immediately wanted to share it with as many as possible. I wondered why no one was teaching firewalking to the general public, and felt it was a valuable service needing to be offered. Indeed, time has proven that I was correct; it was a valuable service needing to be offered. However, for almost seven years, I was the only person on the planet teaching firewalking classes.
I should also mention that I made many mistakes in those early years, and several dozen people were badly burned.
I used to make the coal beds six to eight inches deep. I soon learned that it was not the amount of coals, or the length of the firewalk, that created the resulting exuberance and exhilaration people experienced; but rather, it was simply the act of taking one step: one step into an INFERNO! Once I realized I could create the same results using safer firepits (less deep and much shorter in length) my injury rate dropped to almost zero.
In 1978, I began seriously researching firewalking, and discovered that there really was no definitive theory about the phenomenon. Every published theory contradicted some other published theory. No one could agree on why firewalkers were not harmed by the glowing, red-hot embers.
I also noticed that there were no accounts of other people, besides me, ever offering classes in firewalking. It then seemed to me that the best way to research firewalking was to persuade as many people as possible to do it, so as to accumulate a large group that could be observed and studied. Therefore, I took it upon myself to create such a group. It became my personal mission. No one before me had ever embarked on a crusade to convince as many people as possible to step into firepits containing red-hot coals exceeding 1200 degrees Fahrenheit.

FIRST PUBLIC CLASS IN 1978
Because I had already been teaching human-potential seminars since 1973, and had written a best-selling book on self-awareness in 1974, I conceived the notion of employing firewalking as an exercise in personal growth. So, after initially teaching it only to my friends, in 1978, I added it to some of my public seminars as a process for expanding awareness, overcoming fear, and removing limiting beliefs about oneself. When I invented this concept, it was a new, risky, and unique idea; but again, time has proven that firewalking is indeed a powerful technique that can accelerate a radical transformation in consciousness. People constantly say that it changes their lives forever.
However, between 1977 and 1982, I still only taught firewalking on a limited scale. Then, in 1982, my wife encouraged me to be more aggressive in advertising my firewalking classes. So, in that year, I began printing massive amounts of brochures and started to extensively advertise classes in firewalking. The response was immediate and overwhelming. The result was more and more people walking on fire.
Finally, in 1983, I contacted the media and described my ultimate objective of creating a global movement in firewalking. I needed a word to describe my vision. I dismissed "fad" and "trend" whenever the media tried to trivialize what I was doing. Even then, I knew this would become a "global firewalking movement." I knew that unlike passing fads and trends, firewalking would continue to pyramid year after year. By creating that name, the reality of it also became self-fulfilling.

ANTHONY ROBBINS

Although I taught my wife Peggy to firewalk in 1982, she herself did not begin to actively teach firewalking until after our divorce in 1986. However, in 1983, I taught Tony Robbins how to firewalk. Not only did he immediately decide that he himself also wanted to teach firewalking classes, he proved to be a master at generating additional publicity. By early 1984, Tony’s firewalking classes were drawing hundreds of people. He also targeted the celebrity market, and suddenly, many notables from Hollywood were walking on fire. This, of course, fueled even more media attention.
By the end of 1984, in addition to the three-hour firewalking classes I was offering in Europe and America, I had conceived and presented two seminars designed to train others to lead firewalking classes using my format of creating the firewalk as a metaphor for any challenge that stimulates fear, and as a tool for personal growth. Thus, in learning to firewalk, people were also learning how to overcome limiting beliefs about themselves and how to overcome fear in all areas of their lives.
Up until that time, prospective instructors learned to teach the firewalking seminar simply by modeling my presentation over the course of several weeks, wherein I presented the class in various West Coast cities night after night. The first two instructor trainings I did involved a caravan of vehicles driving from the western border of Canada to the western border of Mexico. The caravan was comprised of a rented motorhome and rented station wagons. Every night involved another city and another hotel. It was exhausting!

So in 1985, I began training firewalking instructors using a new format. No longer would I take future instructors on long road trips, touring city after city. The new structure simplified the training process by keeping it in one place, and doing firewalks every single day, sometimes twice a day, for one week. It was a plan that made the overall process less expensive, and more accessible, to larger numbers of people who felt drawn to teaching firewalking classes themselves.

COLLEGIATE AND CORPORATE FIREWALKING
During this same time, I was conducting firewalking classes on college campuses across America. Tony Robbins had also started doing firewalks for U.S. corporations. However, as companies learned that Tony was using the "Fear into Power" format developed by me, many sought me out directly; and soon I was so busy that my life was a blur. This ultimately hastened my total physical collapse. For years, I had been trying to live my life fully despite severe pain that had been plaguing me since 1975. That was the year a car had run a red light, struck me, and sent me flying, while I was simply walking across a street in a cross-walk.
Twelve years later, however, in 1987, without any warning at all, the left side of my body, including my face, suddenly became paralyzed. I had difficulty breathing and was rushed by ambulance to a hospital for emergency neck surgery. This turned out to be only the first of several major reconstructive surgeries on my neck, which temporarily prevented me from teaching.
During this time, Peg trained instructors and taught firewalking classes for the public. Her efforts while I was inactive kept the firewalking movement alive and generated many more instructors who began taking the firewalk to even more foreign countries.
In 1989, Michael Sky wrote Dancing with the Fire, the first book dedicated solely to the subject of firewalking. Soon thereafter, Princeton University Press published a book entitled Firewalking and Religious Healing. As the firewalking movement spread, more books were written. Now, in 2008, there are over 50 books that talk about the firewalking movement and the effect it is having. (Including my own book, Extreme Spirituality: Radical Approaches to Awakening, that teaches readers how to use challenges for personal growth.)

FIREWALKING EXPLODES IN THE '90s
During the 1990s, separately and together, Peg and I trained over 1,000 firewalking instructors. Though we are now divorced, Peg worked with me for many years, so her approach is similar to mine. Therefore, up until 2003, all instructors that my ex-wife certified through the Sundoor Foundation automatically received "F.I.R.E. Certification" from the Firewalking Institute of Research and Education, which I established back in the '80s.
Also during the '90s, some people who we never certified thought that they could just go out and teach firewalking classes. The result of their inexperience was disastrous. Their attempts resulted in a number of people being hospitalized, and quite a bit of adverse publicity. If you yourself want to experience firewalking, I recommend that you only attend a firewalk that is being conducted by a trained instructor. Even though over three million people have now safely crossed the fire without injury, never forget that there is definitely an inherent risk in firewalking.
Today, the value of firewalking is readily apparent by the huge number of multi-national corporations that retain certified firewalking instructors to work with their personnel. The list includes companies such as Microsoft, Met-Life, American Express, RE/MAX International, Coca-Cola, and many other corporate giants. With the dawn of the new millennium, "reality" TV shows started adding firewalks to their programs. Firewalking classes have been featured on the front page of The Wall Street Journal, in medical magazines, and in hundreds and hundreds of newspapers worldwide. Never before in history, has firewalking been practiced so often and by so many.

WHY HAVEN'T YOU FIREWALKED?
From its humble beginning 31 years ago, when I first realized that firewalking could be used as a technique for personal growth and I began teaching it to others, the firewalking movement has grown to the point that even the President of the United States has sought the experience. In 2006, I was contacted by the U.S. military to discuss adding firewalking to Basic Training. I realized then, firewalking had attained a level of credibility that was as "mainstream" as apple pie. Executives and politicians firewalk, doctors and lawyers firewalk, professional athletes, and ministers of many different faiths, now firewalk. In fact, movers and shakers from all over the globe can be counted among the ranks of modern-day firewalkers.
Every time someone, somewhere, crosses a bed of glowing coals, I know that indirectly, I have made a positive contribution to that human being’s personal growth, and that we are now somehow related. It warms my heart, and it tickles my feet, to see, after three decades of firewalking, how large my family has grown. In 2008, maximize your potential, and help celebrate the 31-Year Anniversary of modern-day firewalking, by joining a class near you!*
* Since the Internet is open to anyone on the Web, it can be a source of misinformation. The above firewalking history also appears in books published after 1977. Researchers and students are advised to always confirm anything found on the Internet with printed references available in public libraries.

A FIREWALKING THEORY THAT CAN BENEFIT EVERYONE

2009-10-28T22:43:00.000-07:00

Reprinted from EXTREME SPIRITUALITY: Radical Approaches to Awakening
by Tolly Burkan, founding father of the global firewalking movement
(This article may be reproduced without permission.)

http://www.corporatefirewalking.com/theory.html

Over Three Million Westerners Have Firewalked
Knowing the secret behind firewalking can improve your life! Even if you never do it yourself, knowing how it works can bring you better health and increased personal power. Why? Because firewalking demonstrates how your thoughts impact everything else in your life. Thoughts change brain chemistry, and that results in an alteration of body chemistry as well. This is immediately apparent when you entertain a sexual fantasy. Firewalkers are instructed to pay close attention to their thoughts, since those very thoughts are the way in which we create our own realities. Positive thinkers literally live in a different chemical environment than negative thinkers. They impose less stress on their immune systems, and the result of that should be obvious.
I have been researching firewalking since 1977 and am considered to be the foremost authority on the subject. Because of this work, the United States now has the largest firewalking culture in history. Never before have so many common people participated in this ancient ritual which had previously been reserved for only a select few. My ideas regarding the phenomenon have evolved over time and it is only now, in the year 2000, that I feel enough confidence in my point of view to publish my own theory about why people are not burned when walking on glowing, red coals. My theory is remarkably different from all the others, but I have found each of the other theories flawed in one way or another.

Water Vapor Theory Dismissed
One theory I encountered on the subject was based on the “Leidenfrost Effect.” Several physicists suggested that the moisture on the sole of the foot created a vapor barrier that prevented the foot from actually contacting the coals. The analogy was proposed that firewalking is similar to licking your finger and touching a hot iron to test whether or not it is up to a sufficient temperature to press a garment. When the iron is hot enough, it literally vaporizes the moisture on a fingertip, and the finger itself is repelled from the iron by water turning to vapor. This is termed the Leidenfrost Effect, named after the man who first described it.
The Leidenfrost Effect can also be easily observed by putting a few drops of water on a hot griddle… when the metal griddle is hot enough, the water beads up and dances around because the heat is so intense that the bottom of the water drop is vaporized before the drop reaches the heated surface and the rising water vapor pushes up against the underside of the drop, causing it to bounce off the escaping steam before it ever reaches the metal.
A physicist by the name of Jearl Walker was so convinced in the validity of this theory that he actually believed it was impossible to get burned while firewalking. After severely injuring himself on a coal bed, he lost faith in this theory. Once, during my early days of research, I observed someone getting burned during a firewalk, and back in the 1970s I rejected this theory that had been based on the Leidenfrost Effect.

Conductivity Not An Issue
Another theory physicists have proposed is the “Conductivity Theory.” The analogy used to illustrate this idea was that of reaching into an oven to remove a hot cake pan. The air inside the oven is the same temperature as the metal cake pan, yet one can reach an unprotected hand into the oven without injury. However, if you were to grab the pan itself, the result would usually be a burn. The reason for this is that the air is a poor conductor of heat, while the metal pan is a better conductor. Physicists theorized that the coals were poor conductors and that was why a firewalker’s foot was not burned in the coal bed, regardless of its temperature.
In 1994, physicist Bernard Leikind visited the Firewalking Institute and tried to dramatically illustrate this concept by strapping two sirloin steaks to his feet and then walking across a bed of coals while The Discovery Channel filmed the event. The steaks seemed to be unaffected by the coal bed. He then placed a metal grill in the coals and, when it was glowing red, he placed the same steaks on the grill and the metal instantly seared the meat. He felt this sufficiently demonstrated that mental state had nothing to do with the phenomenon of firewalking. He emphasized that it would not be possible for humans to walk on the glowing, red grill without injury.
As soon as he said this, a number of people from our staff walked on the grill without harm.
The grill was so red-hot, the weight of people walking on it bent the softened metal and left impressions of the firewalkers’ feet on the grill. We keep the grill with its molded footprints as a souvenir to help debunk the conductivity theory.
When a physicist experiments with fire, the objects of observation are usually not living, conscious subjects. Rules of conductivity can be applied in these instances. However, human beings are dynamic, self-regulating organisms… thus research into firewalking is really outside the physicist’s realm of training. People who research the mind and body are more qualified to propose theories on firewalking than scientists who simply deal with static matter.
It has always been my belief that a person's state of mind is the crucial factor when exploring the science of firewalking. Just because a physicist can walk on the coal bed without harm does little to dismiss the idea that mental state is important. His belief in his theory gives him the confidence to walk on the coals. The “confidence” itself is a mental state. I suggested to Dr. Leikind that we blindfold him and lead him in various directions near the coal bed so that he would have no way of preparing himself mentally before actually stepping onto the embers. He refused. He also refused to walk on the metal grill, so I assumed that at some level he too must have realized there was more to the phenomenon than the conductivity of the coals and simple physics.
In fact, after years of insisting that firewalking was rather safe due to the low conductivity of the coals, with temperature being irrelevant, on May 9, 2000, Dr. Leikind finally signed a statement saying, "Any claim that the temperature of the coals is not important... is simply preposterous;" and adding, "it is my opinion that firewalking is an abnormally dangerous or 'ultrahazardous' activity."
Yet someone in America recently walked on coals measured at 2,200 degrees Fahrenheit without injury! Obviously, physicists still do not fully understand the process.
Typical firewalks that are open to the public involve coal beds ranging between 1,200 and 1,500 degrees Fahrenheit. Dr. Ron Sato, faculty member of the Stanford University Medical School and director of a nearby burn unit, says that human flesh momentarily exposed to 1,200 degree heat should sustain third-degree burns to the epidermis and dermis, charring the entire thickness of skin to a blackened carbon residue. Dr. Sato has treated people who have accidentally stepped on glowing coals and were so badly burned that they required skin grafts. When commenting about people who voluntarily firewalk without injury, Dr. Sato says, "There's no logical explanation."

Boiling Water In A Paper Cup
Two scientific experiments have helped me form my present theory.
One is a simple demonstration used by school teachers. Perhaps you saw it in your own science class when you were a teenager? The teacher fills a paper cup with water and places it over a flame. The water boils and the cup does not burn. The reason for this is that the water can only reach a temperature of 212 degrees Fahrenheit before it turns to steam. Since the water is in constant contact with the paper cup, the paper cannot get any hotter than 212 degrees. However, in order for the cup itself to burn, it must reach a kindling point… which happens to be higher than 212 degrees. The water maintains the temperature of the paper at a constant 212.
The other experiment was conducted by the United States government during the early days of research into space flight. When a spacecraft reenters the atmosphere, friction heats the craft to extremely high temperatures. It had to be determined whether the person at the controls could still function if the interior of the craft became very hot. To simulate this situation, scientists created a heat chamber. Volunteers entered the chamber and the inside temperature was raised. It was discovered that though an egg was cooking within this atmosphere, the human subjects were unharmed. In fact, the measured air temperature within the nose of a subject was actually cooler than the air in the chamber itself.

Mind In Matter
These two experiments form the basis of my own theory regarding firewalking. The reason Dr. Leikind’s steaks were seared by the glowing metal while human feet were not is simply because the human foot was connected to a living, conscious being who is more than inert matter. The human body has a mechanism to cool itself. Respiration, perspiration and circulation all play a part in this process and all are connected to the brain, which is obviously influenced by the mind. Observe someone sucking on a lemon, or entertain a few sexual fantasies, and you yourself can instantly see how the mind can change the electro-chemical state of the brain and then the central nervous system relays that electro-chemical change to the body systems and cells of your being.
You can have physical experiences when nothing physical is impacting you. This is not “mind over matter,” but rather: “mind in matter.”
When a firewalker is in the proper state of mind, the blood flowing through his or her body is akin to the water in the paper cup. The blood is 98.6 degrees Fahrenheit. As it moves through the soles of the feet, it continually cools the tissue and prevents it from reaching its “kindling point,” in the same way that the water maintained the temperature of the paper at 212.
Of course there are limits, and it has never been our intention at the Firewalking Institute of Research and Education to push the limits. Rather, we have simply looked for an explanation of the basic phenomenon of firewalking as it has been practiced throughout thousands of years and have sought new applications that can enhance the lives of those of us living in society today.
When humans walk on coals measured at 2,200 degrees Fahrenheit without harm, they are able to do so because the body is obviously capable of cooling and protecting itself up to a certain point. By-the-way, engine blocks for cars are made by pouring molten metal at 1,100 degrees!
My explanation of why people can walk on glowing coals without injury also implies why some people have in fact been burned. During the 1970s I set out to demystify firewalking and created the world’s first firewalking seminar. I trained hundreds of instructors to conduct the seminar around the planet and, as of the year 2000, well over three million people have participated in the firewalking seminar. How many were seriously burned? About 50. Since people are sometimes injured, that too needs to be addressed. (I’m not counting those who’ve tried to stand still or linger on the coals.)
Injuries underscore that the mind, rather than the coal bed, represents the variable. When people are not in the state of mind that allows all body systems to operate at peak performance, the capillaries constrict and prevent the blood from moving freely through the tissue on the soles of the feet. When that occurs, the blood cannot carry heat away from the sole and cannot maintain the temperature required to prevent burning. The result can be blistering or charring of the skin. Aloe Vera has certain properties that can physically restore this circulation and, when applied immediately after a burn is sustained, blistering can frequently be prevented.
Dr. Andrew Weil, the renowned Harvard-trained physician and medical researcher, has investigated firewalking for many years and says, "There is no way I can be convinced that mental state is not the key variable in firewalking."
When the subject of conductivity comes up, I think of the times when I have patted the coals with a shovel to even out the embers. The shovel is metal and extremely conductive. As soon as the hot shovel is placed in a bucket of water, it creates an audible “hiss.” The shovel is not in the coals any longer than our feet. So the coals obviously conduct the temperature just fine. It seems silly to consider the “conductivity” of a heat source; rather, the issue is about the conductivity of anything placed in contact with the heat source. The metal, being dense, conducts the heat from the source extremely well. Human flesh, however, is not very conductive.
When people burn, it may indicate that their states of mind have made them more “dense.” A “fluid” mind-state translates into fluidity of the body itself. So what needs to be examined is not the conductivity of the coals, but why human flesh is sometimes more conductive than at other times.
Because of my extensive research, I now counsel prospective firewalkers to avoid walking on the embers until they take a moment to look inside themselves at all the conflicting inner voices. Some voices will be saying "Don't walk!" and others will be saying "Walk!" I tell people to first listen to each inner voice, then pay attention to the state of your body. Which decision makes your body more comfortable? If the decision to walk makes you feel more comfortable than the decision not to walk, then walk. Because if you are relaxed with your decision, you are in a certain bio-chemical state. Whether the relaxation with the decision to walk is based on a belief in physics or a belief in a higher power, it matters not. Both beliefs create the exact same physiology in the body. Unless their bodies are comfortable with the decision to cross the coals, I suggest people wait for another time.
The body itself is an excellent reflection of mental state. If the body is tense, that is an indication of thought processes that will interfere with the physical mechanisms employed by the body to protect itself. When I say that you must be "relaxed," I do not mean the same kind of relaxed feeling you have when lounging in a hammock. I believe that people who ultimately cross the coals unharmed have a deep sense of knowing that they won't burn their feet -- before they even take the first step. Obviously, if you think you're going to get hurt, then you would not step into the coals. You aren't stupid.
After people tell themselves "I can do this and not get burned," and they feel "comfortable" with that certainty, they proceed to walk with "confidence." All these states -- relaxed, comfortable, confident -- indicate a certain chemical condition within the brain and body. Thus, firewalking becomes an exercise in examining the mind/body connection. This is why firewalking is so popular today among athletes, executives and healthcare providers. Anyone seeking to explore the mind/body connection, and ways to apply this information toward enhancing human potential, will find value in firewalking.
New firewalkers are amazed at the discovery that they themselves are such incredible beings. Firewalking reveals that being a mere human is nothing mere. Our minds are the new frontier and firewalking is just the beginning in the process of self-discovery. The implications of “mind in matter” are truly exciting and can offer new hope to people with severe illnesses as well as anyone seeking to overcome limitations imposed by old beliefs: salesmen, students, athletes… the list goes on and on… it may even include you!

My Professional Profile at Linkedin

2009-10-13T22:47:00.000-07:00

Andi Chaidir invite all of you to join my professional network at Linkedin.

http://www.linkedin.com/in/andichaidir

Regards

Andi Chaidir

'Top 10' List of Leadership Quotes:

2009-09-29T22:32:00.000-07:00

Favorite Leadership Quotes #1

Management is doing things right; leadership is doing the right things.
Peter F. Drucker

Favorite Leadership Quotes #2

Don't tell people how to do things, tell them what to do and let them surprise you with their results.
George S. Patton

Favorite Leadership Quotes #3

Leadership is the art of getting someone else to do something you want done because he wants to do it.
Dwight Eisenhower

Favorite Leadership Quotes #4

A leader is a dealer in hope.
Napoleon Bonaparte

Favorite Leadership Quotes #5

I must follow the people. Am I not their leader?
Benjamin Disraeli

Favorite Leadership Quotes #6

The leadership instinct you are born with is the backbone. You develop the funny bone and the wishbone that go with it.
Elaine Agather

Favorite Leadership Quotes #7

Delegating work works, provided the one delegating works, too.
Robert Half

Favorite Leadership Quotes #8

Only one man in a thousand is a leader of men -- the other 999 follow women.
Groucho Marx

Favorite Leadership Quotes #9

The very essence of leadership is that you have to have vision. You can't blow an uncertain trumpet.
Theodore M. Hesburgh

Favorite Leadership Quotes #10

The best executive is the one who has sense enough to pick good men to do what he wants done, and self-restraint to keep from meddling with them while they do it.
Theodore Roosevelt

http://www.famous-quotes-and-quotations.com/leadership-quotes.html

Top 10 Inspirational Coach Quotes

2009-09-29T22:28:00.000-07:00

Inspirational Coach Quote #1

Leadership, like coaching, is fighting for the hearts and souls of men and getting them to believe in you.
Eddie Robinson

Inspirational Coach Quote #2

Make sure that team members know they are working with you, not for you.
John Wooden

Inspirational Coach Quote #3

The secret to winning is constant, consistent management.
Tom Landry

Inspirational Coach Quote #4

Over coaching is the worst thing you can do to a player.
Dean Smith

Inspirational Coach Quote #5

Coaching is a profession of love. You can't coach people unless you love them.
Eddie Robinson

Inspirational Coach Quote #6

A coach is someone who can give correction without causing resentment.
John Wooden

Inspirational Coach Quote #7

In a crisis, don't hide behind anything or anybody. They are going to find you anyway.
Bear Bryant

Inspirational Coach Quote #8

You can motivate by fear, and you can motivate by reward. But both those methods are only temporary. The only lasting thing is self motivation.
Homer Rice

Inspirational Coach Quote #9

Either love your players or get out of coaching.
Bobby Dodd

Inspirational Coach Quote #10

Without self-discipline, success is impossible, period.
Lou Holtz

http://www.inspirational-quotes-and-quotations.com/coaching-quotes.html

Famous Coach Quotes

2009-09-29T22:24:00.000-07:00

Coaching is not a natural way of life. Your victories and losses are too clear cut.
-- Tommy Prothro

Make sure that team members know they are working with you, not for you.
-- John Wooden

Leadership, like coaching, is fighting for the hearts and souls of men and getting them to believe in you.
-- Eddie Robinson

Coaching is a profession of love. You can't coach people unless you love them.
-- Eddie Robinson

What makes a good coach? Complete dedication.
-- George Halas

A successful coach needs a patient wife, loyal dog, and great quarterback - and not necessarily in that order.
-- Bud Grant

I'd rather be a football coach. That way you can lose only 11 games a season. I lost 11 games in December alone!
-- Abe Lemons

The secret to winning is constant, consistent management.
-- Tom Landry

Overcoaching is the worst thing you can do to a player.
-- Dean Smith

It's a very bad thing to become accustomed to good luck.
-- Publilius Syrus

I learn teaching from teachers. I learn golf from golfers. I learn winning from coaches.
-- Harvey Penick

In a crisis, don't hide behind anything or anybody. They are going to find you anyway.
-- Bear Bryant

You can motivate by fear, and you can motivate by reward. But both those methods are only temporary. The only lasting thing is self motivation.
-- Homer Rice

My responsibility is leadership, and the minute I get negative, that is going to have an influence on my team.
-- Don Shula

Either love your players or get out of coaching.
-- Bobby Dodd

Trainer Quotes

2009-09-29T22:21:00.000-07:00

A life coach does for the rest of your life what a personal trainer does for your health and fitness.
Elaine MacDonald

After Richmond, we went to Dover and tested that week at Kentucky. I was going to Dover and we had to get the trainer to meet us at the airport. I had to do some therapy on my ribs they hurt so bad.
Sterling Marlin

And I found out, the other part of it is that I found out and in my desire to life successfully, that baseball fit very well into my life. It's been a great teacher, trainer, mentor and you'll see what I mean in the next few minutes that I have to speak.
Dave Winfield

And, of course, method is very important as is a high-quality specialist (trainer) working with you to keep you going in the right direction for your improvement and to help create results.
Sergei Bubka

Being a conductor is kind of a hybrid profession because most fundamentally, it is being someone who is a coach, a trainer, an editor, a director.
Michael Tilson Thomas

Everybody needs feedback, and it's a heck of a lot cheaper than paying a trainer.
Doug Lowenstein

I go to the gym five days a week and I have a personal trainer. I am on a strict diet, which is kind of hard to keep up with on the road, but I stick to it as well as I can.
Lou Gramm

I had a flight trainer who is one of the biggest and most famous helicopter pilots the world.
Izabella Scorupco

I happen to have the benefit of having a son-in-law who was the former Mr. France and a trainer. I like being his benefactor and I like the way he works.
Suzanne Somers

I learned Tae Kwon Do and gymnastics and I have a trainer.
Ashley Scott

I really love the karate thing I did on CHIPs. I studied with a trainer because I knew we'd do episodes that had karate.
Erik Estrada

I said, 'Wouldn't it be great if Matt Damon's character fell in love with a girl with a real butt?' They were like, 'Yeah sure, sure - here's your personal trainer.'
Franka Potente

I started working out with a trainer and I immediately saw results.
Taylor Dayne

I want more muscles! I go to the gym three or four times a week with a personal trainer. I can afford that now. I can't put on weight though, no matter how much I eat.
Christopher Parker

I was as big as I have ever been. I had a personal trainer and was working out. I was feeling good. I was muscular. I had never weighed more than 155 pounds.
Marc Wallice

I worked with the same trainer that worked with Denzel Washington in THe Hurricane. It was three months of training, five days a week, 4 to 5 hours a day. This was followed by a month of choreography.
Wentworth Miller

I'm about to challenge for the Maryland Cup in the next couple of years, as an owner, a trainer, and a rider.
Davy Jones

Most of the time I meet my trainer at the gym and we do a lot of everything: weights circuit with cardio, football drills, sprinting with weights on the treadmill.
Charisma Carpenter

My wife being a trainer helps, because when I'm at home, everything we keep at the house is pretty healthy.
James Denton

The only two men I have time for are Barack Obama and my trainer.
Sophia Bush

There's something so familial and intimate between a boxer and his trainer.
Jimmy Smits

Well I am grooming him, he has a boxing trainer that knows what he is talking about, and once he has that he is able to put everything together and he listens, and when somebody listens they are able to accomplish anything.
Michael Moorer

http://www.brainyquote.com/quotes/keywords/trainer.html

Quotations about Teachers

2009-09-29T22:15:00.000-07:00

I like a teacher who gives you something to take home to think about besides homework. ~Lily Tomlin as "Edith Ann"

The dream begins with a teacher who believes in you, who tugs and pushes and leads you to the next plateau, sometimes poking you with a sharp stick called "truth." ~Dan Rather

In teaching you cannot see the fruit of a day's work. It is invisible and remains so, maybe for twenty years. ~Jacques Barzun

Teaching is the profession that teaches all the other professions. ~Author Unknown

If a doctor, lawyer, or dentist had 40 people in his office at one time, all of whom had different needs, and some of whom didn't want to be there and were causing trouble, and the doctor, lawyer, or dentist, without assistance, had to treat them all with professional excellence for nine months, then he might have some conception of the classroom teacher's job. ~Donald D. Quinn

Modern cynics and skeptics... see no harm in paying those to whom they entrust the minds of their children a smaller wage than is paid to those to whom they entrust the care of their plumbing. ~John F. Kennedy

A teacher is one who makes himself progressively unnecessary. ~Thomas Carruthers

Good teaching is one-fourth preparation and three-fourths theater. ~Gail Godwin

A teacher who is attempting to teach without inspiring the pupil with a desire to learn is hammering on cold iron. ~Horace Mann

Most teachers have little control over school policy or curriculum or choice of texts or special placement of students, but most have a great deal of autonomy inside the classroom. To a degree shared by only a few other occupations, such as police work, public education rests precariously on the skill and virtue of the people at the bottom of the institutional pyramid. ~Tracy Kidder

A teacher affects eternity; he can never tell where his influence stops. ~Henry Brooks Adams

A good teacher is like a candle - it consumes itself to light the way for others. ~Author Unknown

The true teacher defends his pupils against his own personal influence. He inspires self-distrust. He guides their eyes from himself to the spirit that quickens him. He will have no disciple. ~Amos Bronson Alcott

A good teacher is a master of simplification and an enemy of simplism. ~Louis A. Berman

We expect teachers to handle teenage pregnancy, substance abuse, and the failings of the family. Then we expect them to educate our children. ~John Sculley

Good teachers are costly, but bad teachers cost more. ~Bob Talbert

The mediocre teacher tells. The good teacher explains. The superior teacher demonstrates. The great teacher inspires. ~William Arthur Ward

The best teacher is the one who suggests rather than dogmatizes, and inspires his listener with the wish to teach himself. ~Edward Bulwer-Lytton

A teacher's purpose is not to create students in his own image, but to develop students who can create their own image. ~Author Unknown

What the teacher is, is more important than what he teaches. ~Karl Menninger

Teaching should be full of ideas instead of stuffed with facts. ~Author Unknown

A cross-eyed teacher can keep twice the number of children in order than any other, because the pupils do not know who she's looking at. ~Four Hundred Laughs: Or, Fun Without Vulgarity, compiled and edited by John R. Kemble, 1902

Teaching is leaving a vestige of one self in the development of another. And surely the student is a bank where you can deposit your most precious treasures. ~Eugene P. Bertin

A teacher is a compass that activates the magnets of curiosity, knowledge, and wisdom in the pupils. ~Ever Garrison

Teachers who inspire know that teaching is like cultivating a garden, and those who would have nothing to do with thorns must never attempt to gather flowers. ~Author Unknown

Teachers who inspire realize there will always be rocks in the road ahead of us. They will be stumbling blocks or stepping stones; it all depends on how we use them. ~Author Unknown

Teaching is not a lost art, but the regard for it is a lost tradition. ~Jacques Barzun

One looks back with appreciation to the brilliant teachers, but with gratitude to those who touched our human feelings. The curriculum is so much necessary raw material, but warmth is the vital element for the growing plant and for the soul of the child. ~Carl Jung

The teacher who is indeed wise does not bid you to enter the house of his wisdom but rather leads you to the threshold of your mind. ~Kahlil Gibran

The task of the excellent teacher is to stimulate "apparently ordinary" people to unusual effort. The tough problem is not in identifying winners: it is in making winners out of ordinary people. ~K. Patricia Cross

When you teach your son, you teach your son's son. ~The Talmud

The best teachers teach from the heart, not from the book. ~Author Unknown

Often, when I am reading a good book, I stop and thank my teacher. That is, I used to, until she got an unlisted number. ~Author Unknown

Who dares to teach must never cease to learn. ~John Cotton Dana

There are three good reasons to be a teacher - June, July, and August. ~Author Unknown

A teacher should have maximal authority, and minimal power. ~Thomas Szaz

To teach is to learn twice. ~Joseph Joubert, Pensées, 1842

The secret of teaching is to appear to have known all your life what you just learned this morning. ~Author Unknown

Don't try to fix the students, fix ourselves first. The good teacher makes the poor student good and the good student superior. When our students fail, we, as teachers, too, have failed. ~Marva Collins

The object of teaching a child is to enable him to get along without his teacher. ~Elbert Hubbard

Teaching is the only major occupation of man for which we have not yet developed tools that make an average person capable of competence and performance. In teaching we rely on the "naturals," the ones who somehow know how to teach. ~Peter Drucker

Teachers are expected to reach unattainable goals with inadequate tools. The miracle is that at times they accomplish this impossible task. ~Haim G. Ginott

The art of teaching is the art of assisting discovery. ~Mark Van Doren

Quotations From Teachers:

The only reason I always try to meet and know the parents better is because it helps me to forgive their children. ~Louis Johannot

If you promise not to believe everything your child says happens at school, I'll promise not to believe everything he says happens at home. ~Anonymous Teacher

REKOMENDASI JUMLAH PESERTA PELATIHAN

2009-09-29T22:07:00.000-07:00

Highly Effective
10 - 15 peserta per kelas

Ideally Effective
16 - 25 peserta per kelas

Less Effective
26 - 35 peserta per kelas

Poor
> 35 peserta per kelas

Values of Counselling and Psychotherapy

2009-09-17T04:18:00.001-07:00

http://www.bacp.co.uk/ethical_framework/values.php

The fundamental values of counselling and psychotherapy include a commitment to:

* Respecting human rights and dignity
* Ensuring the integrity of practitioner-client relationships
* Enhancing the quality of professional knowledge and its application
* Alleviating personal distress and suffering
* Fostering a sense of self that is meaningful to the person(s) concerned
* Increasing personal effectiveness
* Enhancing the quality of relationships between people
* Appreciating the variety of human experience and culture
* Striving for the fair and adequate provision of counselling and psychotherapy services

Values inform principles. They represent an important way of expressing a general ethical commitment that becomes more precisely defined and action-orientated when expressed as a principle.

Providing a Good Standard of Practice and Care

2009-09-17T04:00:00.001-07:00

http://www.bacp.co.uk/ethical_framework/good_standard.php

All clients are entitled to good standards of practice and care from their practitioners in counselling and psychotherapy. Good standards of practice and care require professional competence; good relationships with clients and colleagues; and commitment to and observance of professional ethics.

Good quality of care

1. Good quality of care requires competently delivered services that meet the client’s needs by practitioners who are appropriately supported and accountable.

2. Practitioners should give careful consideration to the limitations of their training and experience and work within these limits, taking advantage of available professional support. If work with clients requires the provision of additional services operating in parallel with counselling or psychotherapy, the availability of such services ought to be taken into account, as their absence may constitute a significant limitation.

3. Good practice involves clarifying and agreeing the rights and responsibilities of both the practitioner and client at appropriate points in their working relationship.

4. Dual relationships arise when the practitioner has two or more kinds of relationship concurrently with a client, for example client and trainee, acquaintance and client, colleague and supervisee. The existence of a dual relationship with a client is seldom neutral and can have a powerful beneficial or detrimental impact that may not always be easily foreseeable. For these reasons practitioners are required to consider the implications of entering into dual relationships with clients, to avoid entering into relationships that are likely to be detrimental to clients, and to be readily accountable to clients and colleagues for any dual relationships that occur.

5. Practitioners are encouraged to keep appropriate records of their work with clients unless there are adequate reasons for not keeping any records. All records should be accurate, respectful of clients and colleagues and protected from unauthorised disclosure. Practitioners should take into account their responsibilities and their clients’ rights under data protection legislation and any other legal requirements.

6. Clients are entitled to competently delivered services that are periodically reviewed by the practitioner. These reviews may be conducted, when appropriate, in consultation with clients, supervisors, managers or other practitioners with relevant expertise.

Maintaining competent practice

7. All counsellors, psychotherapists, trainers and supervisors are required to have regular and on-going formal supervision/consultative support for their work in accordance with professional requirements. Managers, researchers and providers of counselling skills are strongly encouraged to review their need for professional and personal support and to obtain appropriate services for themselves.

8. Regularly monitoring and reviewing one’s work is essential to maintaining good practice. It is important to be open to, and conscientious in considering, feedback from colleagues, appraisals and assessments. Responding constructively to feedback helps to advance practice.

9. A commitment to good practice requires practitioners to keep up to date with the latest knowledge and respond to changing circumstances. They should consider carefully their own need for continuing professional development and engage in appropriate educational activities.

10. Practitioners should be aware of and understand any legal requirements concerning their work, consider these conscientiously and be legally accountable for their practice.

Keeping trust

11. The practice of counselling and psychotherapy depends on gaining and honouring the trust of clients. Keeping trust requires:
- attentiveness to the quality of listening and respect offered to clients
- culturally appropriate ways of communicating that are courteous and clear
- respect for privacy and dignity
- careful attention to client consent and confidentiality

12. Clients should be adequately informed about the nature of the services being offered. Practitioners should obtain adequately informed consent from their clients and respect a client’s right to choose whether to continue or withdraw.

13. Practitioners should ensure that services are normally delivered on the basis of the client’s explicit consent. Reliance on implicit consent is more vulnerable to misunderstandings and is best avoided unless there are sound reasons for doing so. Overriding a client’s known wishes or consent is a serious matter that requires commensurate justification. Practitioners should be prepared to be readily accountable to clients, colleagues and professional body if they override a client’s known wishes.

14. Situations in which clients pose a risk of causing serious harm to themselves or others are particularly challenging for the practitioner. These are situations in which the practitioner should be alert to the possibility of conflicting responsibilities between those concerning their client, other people who may be significantly affected, and society generally. Resolving conflicting responsibilities may require due consideration of the context in which the service is being provided. Consultation with a supervisor or experienced practitioner is strongly recommended, whenever this would not cause undue delay. In all cases, the aim should be to ensure for the client a good quality of care that is as respectful of the client’s capacity for self-determination and their trust as circumstances permit.

15. Working with young people requires specific ethical awareness and competence. The practitioner is required to consider and assess the balance between young people’s dependence on adults and carers and their progressive development towards acting independently. Working with children and young people requires careful consideration of issues concerning their capacity to give consent to receiving any service independently of someone with parental responsibilities and the management of confidences disclosed by clients.

16. Respecting client confidentiality is a fundamental requirement for keeping trust. The professional management of confidentiality concerns the protection of personally identifiable and sensitive information from unauthorised disclosure. Disclosure may be authorised by client consent or the law. Any disclosures should be undertaken in ways that best protect the client’s trust. Practitioners should be willing to be accountable to their clients and to their profession for their management of confidentiality in general and particularly for any disclosures made without their client’s consent.

17. Practitioners should normally be willing to respond to their client’s requests for information about the way that they are working and any assessment that they may have made. This professional requirement does not apply if it is considered that imparting this information would be detrimental to the client or inconsistent with the counselling or psychotherapeutic approach previously agreed with the client. Clients may have legal rights to this information and these need to be taken into account.

18. Practitioners must not abuse their client’s trust in order to gain sexual, emotional, financial or any other kind of personal advantage. Sexual relations with clients are prohibited. ‘Sexual relations’ include intercourse, any other type of sexual activity or sexualised behaviour. Practitioners should think carefully about, and exercise considerable caution before, entering into personal or business relationships with former clients and should expect to be professionally accountable if the relationship becomes detrimental to the client or the standing of the profession.

19. Practitioners should not allow their professional relationships with clients to be prejudiced by any personal views they may hold about lifestyle, gender, age, disability, race, sexual orientation, beliefs or culture.

20. Practitioners should be clear about any commitment to be available to clients and colleagues and honour these commitments.

Teaching and training

21. All practitioners are encouraged to share their professional knowledge and practice in order to benefit their clients and the public.

22. Practitioners who provide education and training should acquire the skills, attitudes and knowledge required to be competent teachers and facilitators of learning.

23. Practitioners are required to be fair, accurate and honest in their assessments of their students.

24. Prior consent is required from clients if they are to be observed, recorded or if their personally identifiable disclosures are to be used for training purposes.

Supervising and managing

25. Practitioners are responsible for clarifying who holds responsibility for the work with the client.

26. There is a general obligation for all counsellors, psychotherapists, supervisors and trainers to receive supervision/consultative support independently of any managerial relationships.

27. Supervisors and managers have a responsibility to maintain and enhance good practice by practitioners, to protect clients from poor practice and to acquire the attitudes, skills and knowledge required by their role.

Researching

28. The Association is committed to fostering research that will inform and develop practice. All practitioners are encouraged to support research undertaken on behalf of the profession and to participate actively in research work.

29. All research should be undertaken with rigorous attentiveness to the quality and integrity both of the research itself and of the dissemination of the results of the research.

30. The rights of all research participants should be carefully considered and protected. The minimum rights include the right to freely given and informed consent, and the right to withdraw at any point.

31. The research methods used should comply with the standards of good practice in counselling and psychotherapy and must not adversely affect clients.

Fitness to practise

32. Practitioners have a responsibility to monitor and maintain their fitness to practise at a level that enables them to provide an effective service. If their effectiveness becomes impaired for any reason, including health or personal circumstances, they should seek the advice of their supervisor, experienced colleagues or line manager and, if necessary, withdraw from practice until their fitness to practise returns. Suitable arrangements should be made for clients who are adversely affected.

If things go wrong with own clients

33. Practitioners should respond promptly and appropriately to any complaint received from their clients. An appropriate response in agency-based services would take account of any agency policy and procedures.

34. Practitioners should endeavour to remedy any harm they may have caused to their clients and to prevent any further harm. An apology may be the appropriate response.

35. Practitioners should discuss, with their supervisor, manager or other experienced practitioner(s), the circumstancess in which they may have harmed a client in order to ensure that the appropriate steps have been taken to mitigate any harm and to prevent any repetition.

36. Practitioners are strongly encouraged to ensure that their work is adequately covered by insurance for professional indemnity and liability.

37. If practitioners consider that they have acted in accordance with good practice but their client is not satisfied that this is the case, they may wish to use independent dispute resolution, for example: seeking a second professional opinion, mediation, or conciliation where this is both appropriate and practical.

38. Clients should be informed about the existence of the Professional Conduct Procedure of this Association and any other applicable complaints or disciplinary procedures. If requested to do so, practitioners should inform their clients about how they may obtain further information concerning these procedures.

Responsibilities to all clients

39. Practitioners have a responsibility to protect clients when they have good reason for believing that other practitioners are placing them at risk of harm.

40. They should raise their concerns with the practitioner concerned in the first instance, unless it is inappropriate to do so. If the matter cannot be resolved, they should review the grounds for their concern and the evidence available to them and, when appropriate, raise their concerns with the practitioner’s manager, agency or professional body.

41. If they are uncertain what to do, their concerns should be discussed with an experienced colleague, a supervisor or raised with this Association.

42. All members of this Association share a responsibility to take part in its professional conduct procedures whether as the person complained against or as the provider of relevant information.

Working with colleagues

The increasing availability of counselling and psychotherapy means that most practitioners have other practitioners working in their locality, or may be working closely with colleagues within specialised or multidisciplinary teams. The quality of the interactions between practitioners can enhance or undermine the claim that counselling and psychotherapy enable clients to increase their insight and expertise in personal relationships. This is particularly true for practitioners who work in agencies or teams.

Working in teams

43. Professional relationships should be conducted in a spirit of mutual respect. Practitioners should endeavour to attain good working relationships and systems of communication that enhance services to clients at all times.

44. Practitioners should treat all colleagues fairly and foster equality opportunity.

45. They should not allow their professional relationships with colleagues to be prejudiced by their own personal views about a colleague’s lifestyle, gender, age, disability, race, sexual orientation, beliefs or culture. It is unacceptable and unethical to discriminate against colleagues on any of these grounds.

46. Practitioners must not undermine a colleague’s relationships with clients by making unjustified or unsustainable comments.

47. All communications between colleagues about clients should be on a professional basis and thus purposeful, respectful and consistent with the management of confidences as declared to clients.

Awareness of context

48. The practitioner is responsible for learning about and taking account of the different protocols, conventions and customs that can pertain to different working contexts and cultures.

Making and receiving referrals

49. All routine referrals to colleagues and other services should be discussed with the client in advance and the client’s consent obtained both to making the referral and also to disclosing information to accompany the referral. Reasonable care should be taken to ensure that:
- the recipient of the referral is able to provide the required service;
- any confidential information disclosed during the referral process will be adequately protected;
- the referral will be likely to benefit the client.

50. Prior to accepting a referral the practitioner should give careful consideration to:
- the appropriateness of the referral;
- the likelihood that the referral will be beneficial to the client;
- the adequacy of the client’s consent for the referral.

If the referrer is professionally required to retain overall responsibility for the work with the client, it is considered to be professionally appropriate to provide the referrer with brief progress reports. Such reports should be made in consultation with clients and not normally against their explicit wishes.

Probity in professional practice

Ensuring the probity of practice is important both to those who are directly affected but also to the standing of the profession as a whole.

Providing clients with adequate information

51. Practitioners are responsible for clarifying the terms on which their services are being offered in advance of the client incurring any financial obligation or other reasonably foreseeable costs or liabilities.

52. All information about services should be honest, accurate, avoid unjustifiable claims, and be consistent with maintaining the good standing of the profession.

53. Particular care should be taken over the integrity of presenting qualifications, accreditation and professional standing.

Financial arrangements

54. Practitioners are required to be honest, straightforward and accountable in all financial matters concerning their clients and other professional relationships.

Conflicts of interest

55. Conflicts of interest are best avoided, provided they can be reasonably foreseen in the first instance and prevented from arising. In deciding how to respond to conflicts of interest, the protection of the client’s interests and maintaining trust in the practitioner should be paramount.

Care of self as a practitioner

Attending to the practitioner’s well-being is essential to sustaining good practice.

56. Practitioners have a responsibility to themselves to ensure that their work does not become detrimental to their health or well-being by ensuring that the way that they undertake their work is as safe as possible and that they seek appropriate professional support and services as the need arises.

57. Practitioners are entitled to be treated with proper consideration and respect that is consistent with this Guidance.

Personal Moral Qualities

2009-09-17T03:56:00.000-07:00

http://www.bacp.co.uk/ethical_framework/personal.php

The practitioner’s personal moral qualities are of the utmost importance to clients. Many of the personal qualities considered important in the provision of services have an ethical or moral component and are therefore considered as virtues or good personal qualities. It is inappropriate to prescribe that all practitioners possess these qualities, since it is fundamental that these personal qualities are deeply rooted in the person concerned and developed out of personal commitment rather than the requirement of an external authority. Personal qualities to which counsellors and psychotherapists are strongly encouraged to aspire include:

Empathy: the ability to communicate understanding of another person’s experience from that person’s perspective.

Sincerity: a personal commitment to consistency between what is professed and what is done.

Integrity: commitment to being moral in dealings with others, personal straightforwardness, honesty and coherence.

Resilience: the capacity to work with the client’s concerns without being personally diminished.

Respect: showing appropriate esteem to others and their understanding of themselves.

Humility: the ability to assess accurately and acknowledge one’s own strengths and weaknesses.

Competence: the effective deployment of the skills and knowledge needed to do what is required.

Fairness: the consistent application of appropriate criteria to inform decisions and actions.

Wisdom: possession of sound judgement that informs practice.

Courage: the capacity to act in spite of known fears, risks and uncertainty.

Conclusion
The challenge of working ethically means that practitioners will inevitably encounter situations where there are competing obligations. In such situations it is tempting to retreat from all ethical analysis in order to escape a sense of what may appear to be unresolvable ethical tension. These ethics are intended to be of assistance in such circumstances by directing attention to the variety of ethical factors that may need to be taken into consideration and to alternative ways of approaching ethics that may prove more useful. No statement of ethics can totally alleviate the difficulty of making professional judgements in circumstances that may be constantly changing and full of uncertainties. By accepting this statement of ethics, members of the British Association for Counselling and Psychotherapy are committing themselves to engaging with the challenge of striving to be ethical, even when doing so involves making difficult decisions or acting courageously.

Guidance on Good Practice in Counselling and Psychotherapy

2009-09-17T03:54:00.000-07:00

http://www.bacp.co.uk/ethical_framework/guidance.php

Guidance on good practice in counselling and psychotherapy
The British Association for Counselling and Psychotherapy is committed to sustaining and advancing good practice. This guidance on the essential elements of good practice has been written to take into account the changing circumstances in which counselling and psychotherapy are now being delivered, in particular:

* changes in the range of issues and levels of need presented by clients
* the growth in levels of expertise available from practitioners with the expansion in the availability of training and consultative support/supervision
* the accumulated experience of this Association over nearly three decades

The diversity of settings within which counselling and psychotherapy services are delivered has also been carefully considered. These services may be provided by the independent practitioner working alone, one or more practitioners working to provide a service within an agency or large organisation, specialists working in multidisciplinary teams, and by specialist teams of counsellors and psychotherapists. Most work is undertaken face to face but there are also a growing number of telephone and online services. Some practitioners are moving between these different settings and modes of delivery during the course of their work and are therefore required to consider what constitutes good practice in different settings. All practitioners encounter the challenge of responding to the diversity of their clients and finding ways of working effectively with them. This statement therefore responds to the complexity of delivering counselling and psychotherapy services in contemporary society by directing attention to essential issues that practitioners ought to consider and resolve in the specific circumstances of their work.

The term ‘practitioner’ is used generically to refer to anyone with responsibility for the provision of counselling- or psychotherapy-related services. ‘Practitioner’ includes anyone undertaking the role(s) of counsellor, psychotherapist, trainer, educator, supervisor, researcher, provider of counselling skills or manager of any of these services. The term ‘client’ is used as a generic term to refer to the recipient of any of these services. The client may be an individual, couple, family, group, organisation or other specifiable social unit. Alternative names may be substituted for ‘practitioner’ and ‘client’ in the practice setting as the terminology varies according to custom and context.

Ethical Principles of Counselling and Psychotherapy

2009-09-17T03:44:00.000-07:00

http://www.bacp.co.uk/ethical_framework/ethics.php

Principles direct attention to important ethical responsibilities. Each principle is described below and is followed by examples of good practice that have been developed in response to that principle.

Ethical decisions that are strongly supported by one or more of these principles without any contradiction from others may be regarded as reasonably well founded. However, practitioners will encounter circumstances in which it is impossible to reconcile all the applicable principles and choosing between principles may be required. A decision or course of action does not necessarily become unethical merely because it is contentious or other practitioners would have reached different conclusions in similar circumstances. A practitioner’s obligation is to consider all the relevant circumstances with as much care as is reasonably possible and to be appropriately accountable for decisions made.

Fidelity: honouring the trust placed in the practitioner
Being trustworthy is regarded as fundamental to understanding and resolving ethical issues. Practitioners who adopt this principle: act in accordance with the trust placed in them; regard confidentiality as an obligation arising from the client’s trust; restrict any disclosure of confidential information about clients to furthering the purposes for which it was originally disclosed.

Autonomy: respect for the client’s right to be self-governing
This principle emphasises the importance of the client’s commitment to participating in counselling or psychotherapy, usually on a voluntary basis. Practitioners who respect their clients’ autonomy: ensure accuracy in any advertising or information given in advance of services offered; seek freely given and adequately informed consent; engage in explicit contracting in advance of any commitment by the client; protect privacy; protect confidentiality; normally make any disclosures of confidential information conditional on the consent of the person concerned; and inform the client in advance of foreseeable conflicts of interest or as soon as possible after such conflicts become apparent. The principle of autonomy opposes the manipulation of clients against their will, even for beneficial social ends.

Beneficence: a commitment to promoting the client’s well-being
The principle of beneficence means acting in the best interests of the client based on professional assessment. It directs attention to working strictly within one’s limits of competence and providing services on the basis of adequate training or experience. Ensuring that the client’s best interests are achieved requires systematic monitoring of practice and outcomes by the best available means. It is considered important that research and systematic reflection inform practice. There is an obligation to use regular and on-going supervision to enhance the quality of the services provided and to commit to updating practice by continuing professional development. An obligation to act in the best interests of a client may become paramount when working with clients whose capacity for autonomy is diminished because of immaturity, lack of understanding, extreme distress, serious disturbance or other significant personal constraints.

Non-maleficence: a commitment to avoiding harm to the client
Non-maleficence involves: avoiding sexual, financial, emotional or any other form of client exploitation; avoiding incompetence or malpractice; not providing services when unfit to do so due to illness, personal circumstances or intoxication. The practitioner has an ethical responsibility to strive to mitigate any harm caused to a client even when the harm is unavoidable or unintended. Holding appropriate insurance may assist in restitution. Practitioners have a personal responsibility to challenge, where appropriate, the incompetence or malpractice of others; and to contribute to any investigation and/or adjudication concerning professional practice which falls below that of a reasonably competent practitioner and/or risks bringing discredit upon the profession.

Justice: the fair and impartial treatment of all clients and the provision of adequate services
The principle of justice requires being just and fair to all clients and respecting their human rights and dignity. It directs attention to considering conscientiously any legal requirements and obligations, and remaining alert to potential conflicts between legal and ethical obligations. Justice in the distribution of services requires the ability to determine impartially the provision of services for clients and the allocation of services between clients. A commitment to fairness requires the ability to appreciate differences between people and to be committed to equality of opportunity, and avoiding discrimination against people or groups contrary to their legitimate personal or social characteristics. Practitioners have a duty to strive to ensure a fair provision of counselling and psychotherapy services, accessible and appropriate to the needs of potential clients.

Self-respect: fostering the practitioner’s self-knowledge and care for self
The principle of self-respect means that the practitioner appropriately applies all the above principles as entitlements for self. This includes seeking counselling or therapy and other opportunities for personal development as required. There is an ethical responsibility to use supervision for appropriate personal and professional support and development, and to seek training and other opportunities for continuing professional development. Guarding against financial liabilities arising from work undertaken usually requires obtaining appropriate insurance. The principle of self-respect encourages active engagement in life-enhancing activities and relationships that are independent of relationships in counselling or psychotherapy.

ICF Code of Ethics

2009-09-17T03:01:00.000-07:00

To advance the art, science and practice of professional coaching.

Part One: Definition of Coaching

Section 1: Definitions

* Coaching: Coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.

* A professional coaching relationship: A professional coaching relationship exists when coaching includes a business agreement or contract that defines the responsibilities of each party.

* An ICF Professional Coach: An ICF Professional Coach also agrees to practice the ICF Professional Core Competencies and pledges accountability to the ICF Code of Ethics.

In order to clarify roles in the coaching relationship, it is often necessary to distinguish between the client and the sponsor. In most cases, the client and sponsor are the same person and therefore jointly referred to as the client. For purposes of identification, however, the International Coach Federation defines these roles as follows:

* Client: The "client" is the person(s) being coached.

* Sponsor: The "sponsor" is the entity (including its representatives) paying for and/or arranging for coaching services to be provided.

In all cases, coaching engagement contracts or agreements should clearly establish the rights, roles, and responsibilities for both the client and sponsor if they are not the same persons.

Part Two: The ICF Standards of Ethical Conduct

Preamble: ICF Professional Coaches aspire to conduct themselves in a manner that reflects positively upon the coaching profession; are respectful of different approaches to coaching; and recognize that they are also bound by applicable laws and regulations.

Section 1: Professional Conduct At Large

As a coach:

1) I will not knowingly make any public statement that is untrue or misleading about what I offer as a coach, or make false claims in any written documents relating to the coaching profession or my credentials or the ICF.

2) I will accurately identify my coaching qualifications, expertise, experience, certifications and ICF Credentials.

3) I will recognize and honor the efforts and contributions of others and not misrepresent them as my own. I understand that violating this standard may leave me subject to legal remedy by a third party.

4) I will, at all times, strive to recognize personal issues that may impair, conflict, or interfere with my coaching performance or my professional coaching relationships. Whenever the facts and circumstances necessitate, I will promptly seek professional assistance and determine the action to be taken, including whether it is appropriate to suspend or terminate my coaching relationship(s).

5) I will conduct myself in accordance with the ICF Code of Ethics in all coach training, coach mentoring, and coach supervisory activities.

6) I will conduct and report research with competence, honesty, and within recognized scientific standards and applicable subject guidelines. My research will be carried out with the necessary consent and approval of those involved, and with an approach that will protect participants from any potential harm. All research efforts will be performed in a manner that complies with all the applicable laws of the country in which the research is conducted.

7) I will maintain, store, and dispose of any records created during my coaching business in a manner that promotes confidentiality, security, and privacy, and complies with any applicable laws and agreements

8) I will use ICF member contact information (e-mail addresses, telephone numbers, etc.) only in the manner and to the extent authorized by the ICF.

Section 2: Conflicts of Interest

As a coach:

9) I will seek to avoid conflicts of interest and potential conflicts of interest and openly disclose any such conflicts. I will offer to remove myself when such a conflict arises.

10) I will disclose to my client and his or her sponsor all anticipated compensation from third parties that I may pay or receive for referrals of that client.

11) I will only barter for services, goods or other non-monetary remuneration when it will not impair the coaching relationship.

12) I will not knowingly take any personal, professional, or monetary advantage or benefit of the coach-client relationship, except by a form of compensation as agreed in the agreement or contract.

Section 3: Professional Conduct with Clients

As a coach:

13) I will not knowingly mislead or make false claims about what my client or sponsor will receive from the coaching process or from me as the coach.

14) I will not give my prospective clients or sponsors information or advice I know or believe to be misleading or false.

15) I will have clear agreements or contracts with my clients and sponsor(s). I will honor all agreements or contracts made in the context of professional coaching relationships.

16) I will carefully explain and strive to ensure that, prior to or at the initial meeting, my coaching client and sponsor(s) understand the nature of coaching, the nature and limits of confidentiality, financial arrangements, and any other terms of the coaching agreement or contract.

17) I will be responsible for setting clear, appropriate, and culturally sensitive boundaries that govern any physical contact I may have with my clients or sponsors.

18) I will not become sexually intimate with any of my current clients or sponsors.

19) I will respect the client's right to terminate the coaching relationship at any point during the process, subject to the provisions of the agreement or contract. I will be alert to indications that the client is no longer benefiting from our coaching relationship.

20) I will encourage the client or sponsor to make a change if I believe the client or sponsor would be better served by another coach or by another resource.
21) I will suggest my client seek the services of other professionals when deemed necessary or appropriate.

Section 4: Confidentiality/Privacy

As a coach:

22) I will maintain the strictest levels of confidentiality with all client and sponsor information. I will have a clear agreement or contract before releasing information to another person, unless required by law.

23) I will have a clear agreement upon how coaching information will be exchanged among coach, client, and sponsor.

24) When acting as a trainer of student coaches, I will clarify confidentiality policies with the students.

25) I will have associated coaches and other persons whom I manage in service of my clients and their sponsors in a paid or volunteer capacity make clear agreements or contracts to adhere to the ICF Code of Ethics Part 2, Section 4: Confidentiality/Privacy standards and the entire ICF Code of Ethics to the extent applicable.

Part Three: The ICF Pledge of Ethics

As an ICF Professional Coach, I acknowledge and agree to honor my ethical and legal obligations to my coaching clients and sponsors, colleagues, and to the public at large. I pledge to comply with the ICF Code of Ethics, and to practice these standards with those whom I coach.

If I breach this Pledge of Ethics or any part of the ICF Code of Ethics, I agree that the ICF in its sole discretion may hold me accountable for so doing. I further agree that my accountability to the ICF for any breach may include sanctions, such as loss of my ICF membership and/or my ICF Credentials.

Approved by the Ethics and Standards Committee on October 30, 2008.
Approved by the ICF Board of Directors on December 18, 2008.

http://www.coachfederation.org/about-icf/ethics-&-regulation/

IAC Code of Ethics

2009-09-17T02:18:00.000-07:00

To advance coaching to the highest standards of universal excellence

International Association of Coaching (IAC)

The IAC Code of Ethics Consists of the following:

Introduction
1. General Standards
2. Advertising/Public Statements
3. Coaching Relationship
4. Privacy and Confidentiality
5. Coaching Training
6. Coaching Research and Publishing

Introduction

Coaches work in a variety of specializations (such as personal/life and corporate/business) in order to help their clients. Coaches are specifically trained in coaching through a school or mentor coach, and use/incorporate their individual life experience in their practice.

Coaches may use an array of titles, ranging from coach to consultant to facilitator. Although each coach measures their progress differently, achievement is always measured by progress made by the coaches’ clients. Due to the personal nature of most coaching relationships, this Ethics Code provides the framework and values upon which professional coaches base their practice.

The purposes of this Code are threefold. First, it provides the broad principles and values to which coaches subscribe. These include confidentiality and the utmost concern for the welfare and success of the client. Secondly, it provides rules for coaches to use in many of the specific situations that a coach might encounter. Finally, this Code is meant to serve as a building block for the ethical and moral standards of coaches. While each individual coach agrees to follow this Code, they are encouraged to supplement and add to it in order to build a lifelong commitment to building an ethical workplace and profession.

1. General Standards

1.01 Applicability of the Ethics Code.

a) Any code may be considered as a normalization of experience into a set of rules. A code is adopted by a community because its members accept that adherence to such rules, including the restrictions this implies, is of benefit to all, inside and outside the community alike.

(b) This code of ethics is directed to all professional members of the IAC. It consists, essentially, of a series of statements which prescribe minimum standards of practice, to be observed by members. The code is intended to be observed in the spirit and not merely the word.

c) The activity of a coach subject to the Ethics Code may be reviewed under these Ethical Standards only if the activity is part of his or her coaching work-related functions.

1.02 Relationship of Ethics and Law Of The Country.

(a) Although the Law of the country in which the Coach practices will take precedent over the IAC Ethical Standards, coaches will, at a minimum, strive to adhere to the IAC code of ethics.

(b) A coach should not engage in any illegal activities, including, but not limited to, copyright, intellectual property rights, or patent violations.

1.03 Professional Relationship.

(a) Coaches provide their services only in the context of the IAC professional standards.

(b) Trust and responsibility are at the heart of the coaching profession. It is expected that coaches will always act with integrity towards their clients, their peers, and themselves.

1.04 Competence In Coaching.

(a) A coach will not knowingly lay claim to a level of competence not possessed, and will at all times exercise competence at least to the level claimed.

(b) Coaches provide services only within the boundaries of their competence, based on their education, training, or appropriate professional experience. Coaches should only accept work as they believe they are competent to perform.

1.05 Maintaining Expertise.

(a) Coaches maintain a reasonable level of awareness of current best business practices and professional information in their fields of activity, and undertake ongoing efforts to maintain competence in the skills they use.

(b) Coaches keep themselves informed of new technologies, practices, legal requirements and standards as are relevant to the coaching profession.

1.06 Outputs of coaching Services.

(a) When coaches provide coaching services, (inclusive of any assessments utilized), to an individual, a group, or an organization, they use language that is reasonably understandable to the recipient of those services.

(b) If coaches will be precluded by law or by any other means from providing such information to particular individuals or groups, they so inform those individuals or groups at the outset of the service.

1.07 Respecting Others.

(a) Respect for the individual is a cornerstone of coaching relationship.

(b) In their work-related activities, coaches respect the rights of others to hold values, attitudes, and opinions that differ from their own.

1.08 Unfair Discrimination.

In their work-related activities, coaches do not engage in unfair discrimination based on any basis whatsoever.

1.09 Harassment.

(a) Coaches do not knowingly engage in behavior that is harassing or demeaning to persons with whom they interact in their work.

(b) Sexual harassment is sexual solicitation, physical advances, or verbal or nonverbal conduct that is sexual in nature. Coaches ensure that their behavior is at all times appropriate and can in no way be described as harassment in any form.

1.10 Personal Problems and Conflicts.

(a) Coaches recognize that they too may experience personal problems which may exert an adverse effect upon the coach client relationship. Accordingly coaches inform clients of any such problems, and together appropriate action is taken.

(b) In addition, coaches have an obligation to be alert to signs of, and to obtain assistance for, their personal problems at an early stage, in order to prevent impaired coaching performance.

(c) When coaches become aware of personal problems that may interfere with their performing coaching-related duties adequately, they take appropriate measures, such as obtaining professional consultation or assistance, and determine whether they should limit, suspend, or terminate their current coaching activity.

1.11 Making Progress.

Coaches take reasonable steps to ensure that the client progresses, and in cases where there is no progress coaches strive to minimize any harm to their client.

1.12 Misuse of Coaches' Influence.

Because coaches' professional judgments and actions may affect the lives of others, they are alert to and guard against personal, financial, social, organizational, or political factors that might lead to misuse of their influence.

1.13 Misuse of Coaches' Work.

(a) Coaches do not participate in activities in which it appears likely that their skills or assessments will be misused by others.

(b) If coaches learn of misuse or misrepresentation of their work, they take reasonable steps to correct or minimize the misuse or misrepresentation.

1.14 Conflict of Interest.

(a) Whenever feasible, a coach refrains from taking on professional obligations when preexisting relationships would create a risk of conflict of interest.

(b) If a coach finds that, due to unforeseen factors, a potentially conflict of interest relationship has arisen, the coach attempts to resolve it with due regard for the best interests of the affected person and compliance with the Ethics Code.

1.15 Barter.

A coach may participate in bartering only if the relationship is not exploitative. Coaches are free to negotiate accepting goods, services, or other non-monetary remuneration in return for coaching services, within the legal and Income Tax limitations of the country of practice.

1.16 Exploitative Relationships.

(a) Coaches do not exploit persons over whom they may have a management role.

(b) Coaches do not engage in sexual relationships with personnel over whom the coach has evaluative or direct authority, because such relationships may be viewed as exploitative.

1.17 Referrals.

When indicated and if professionally appropriate, coaches may cooperate with other professionals in order to serve their client effectively and appropriately.

1.18 Third-party Requests for Services.

(a) When a coach agrees to provide services to a person or entity at the request of a third party, the coach clarifies to the extent feasible, at the outset of the service, the nature of the relationship with each party. This clarification includes the role of the coach (such as organizational consultant), the probable uses of the services provided or the information obtained, and the fact that there may be limits to confidentiality.

(b) If there is a foreseeable risk of the coach's being called upon to perform conflicting roles because of the involvement of a third party, the coach clarifies the nature and direction of his or her responsibilities, keeps all parties appropriately informed as matters develop, and resolves the situation in accordance with this Ethics Code.

1.19 Delegation to and Supervision of Subordinates.

(a) Coaches delegate to their employees, and assistants only those responsibilities that such persons can reasonably be expected to perform competently, on the basis of their education, training, or experience, either independently or with the level of supervision being provided.

(b) Coaches provide proper training and supervision to their employees and take reasonable steps to see that such persons perform services responsibly, competently, and ethically.

1.20 Records and Information Management.

(a) Coaches create, maintain, disseminate, store, retain, and dispose of records and data relating to their practice, and other work in accordance with the law of the country in which they practice, and in a manner that permits compliance with the requirements of this Ethics Code.

(b) Coaches are recommended to appropriately document their work in order to facilitate provision of services later by them or by other professionals, to ensure accountability, and to meet other legal requirements of their Country.

1.21 Fees and Financial Arrangements.

(a) As early as is feasible in a professional relationship, the coach and the client, or other appropriate recipient of coaching services reach an agreement specifying the compensation and the billing arrangements.

(b) Coaches do not exploit recipients of services or payers with respect to fees, nor do coaches misrepresent their fees.

(c) If limitations to services can be anticipated because of limitations in financing, this is discussed with the client, or other appropriate recipient of services as early as is feasible.

(d) If the client, or other recipient of services does not pay for services as agreed, and if the coach wishes to use collection agencies or legal measures to collect the fees, the coach first informs the person that such measures will be taken and provides that person an opportunity to make prompt payment.

1.22 Accuracy in Reports to Payers.

In their reports to payers for services, coaches accurately and clearly state the nature of the service provided, the fees and/or all other charges.

1.23 Referral Fees.

When a coach pays, receives payment from, or divides fees with another professional other than in an employer - employee relationship, the payment to each is based on the services (referral, consultative, administrative, or other) provided, and is agreed in writing prior to commencement of engagement.

2. Advertising/Public Statements

2.01 Definition

Advertising / Public Statements refer to any written documents or verbal statements that a coach makes publicly available (such as a brochure, article, speech, or professional resume) relating to coaching.

2.02 Statements by Others.

Coaches understand that others may engage in making public statements for them, whether specifically asked to do so or not. Coaches will make their best effort to ensure that any such public statements are true and not misleading.

2.03 Avoidance of False Statements.

Coaches agree not to make any public statements that are false, under any circumstance. Examples of such statements include a coaches’ training or experience and the fees they charge.

3. Coaching Relationship

3.01 Structuring the Relationship.

(a) Coaches will explain their fee structure prior to the first paid coaching session with a client.

(b) Coaches agree to bring up and discuss important topics as early as possible in the coaching relationship. An example of such a topic is confidentiality (See also standard 4.01, Discussing the Limits of Confidentiality.)

(c) Coaches agree to refer clients to other professionals when relevant. Coaches also will refer a client to a counselor, therapist, or psychiatrist as soon as possible if they see or hear a problem that may necessitate mental health treatment.

(d) Coaches make an effort to answer clients' questions and address their concerns about coaching as promptly as possible. When available, a coach will provide written information to address specific concerns about coaching.

3.02 Safety and Well-Being.

(a) Each Coach must make an appropriate referral to a Mental Health Professional or Emergency Service Professional at an early point of recognizing situations in which clients may put their own safety or well-being at risk, or the safety or well-being of others at risk, and in severe situations the Coach must contact a Mental Health Crisis Service or Emergency Service on behalf of the client.

(b) Coaches must not attempt to diagnose or assess any mental health issue or specific problem where clients may put themselves or others at risk, but must act solely out of their personal experience, as coaches are not trained or licensed to make such diagnoses or assessments.

(c) Coaches must notify the appropriate authorities when a client discloses that they are harming or endangering another individual or group. The coach must also attempt to notify the person or group who is being harmed or endangered. The Coach does not need to discern if a mental health problem is present or in fact if the current or imminent harm is in fact illegal.

3.03 Providing Coaching Services to Those Served by Mental Health Professionals.

Each coach must decide whether or not to enter into a coaching relationship with a client who is currently undergoing psychotherapy or other mental health treatment. Most important in making this decision is the client’s welfare.

3.04 Sexual Intimacies With Clients.

Coaches agree not to be sexually involved with current clients.

3.05 Interruption of Services.

Coaches will make reasonable efforts to make other arrangements for any interruption of coaching services. For longer-term interruptions (longer than 1 month), the coach is encouraged to refer clients to other coaches until they are able to resume coaching.

3.06 Terminating the Coaching Relationship.

Coaches agree to terminate a coaching relationship when it becomes clear that the client is no longer gaining benefit (or is being harmed) from the coaching relationship. In terminating the relationship, coaches will suggest alternatives or provide referrals to coaches or other professional services when appropriate.

4. Privacy and Confidentiality

These Standards are applicable to the professional activities of all coaches.

4.01 Discussing Confidentiality and the Limitations Thereof.

(a) Coaches respect the client’s right to privacy. They do not solicit private information from the client unless it is essential in the provision of services, or the implementation of research. The standards of confidentiality apply once disclosure occurs.

(b) The discussion of confidentiality occurs at the beginning of the professional relationship, unless it is contraindicated or infeasible, and from then on as necessary.

(c) Coaches discuss the nature of confidentiality and its limitations with clients and other interested parties. Coaches examine situations in which confidential information may be requested or disclosed.

(d) All information obtained in the course of the professional service is confidential unless there is a compelling professional reason for its disclosure. Coaches will disclose confidential information without a specific release if it is necessary to prevent foreseeable imminent harm to the client or another. In all circumstances, coaches will be judicious in the amount of information that is disclosed.

4.02 Maintaining Confidentiality.

(a) Coaches are fundamentally prudent in the protection of the confidentiality rights of those with whom they work or consult. Coaches acknowledge that professional relationships, institutional regulations, and/or the law may establish confidentiality.

(b) Coaches will not discuss confidential information in any setting unless privacy can be assured.

(c) Coaches discuss confidential information only for appropriate professional, consultative, or scientific purposes and only with persons clearly concerned with such matters.

(d) In their dealings with the public and media (including professional presentations, and writing) coaches will be careful to guard the confidentiality of their clients. Moreover, coaches will disguise confidential information so that clients are not individually identifiable. Coaches will only disclose confidential information if the client or legally authorized individual has given express written consent.

(e) In a consultative capacity, coaches do not share confidential information that could lead to the identification of a client with whom they have a confidential relationship. Coaches may only share this information if they have obtained the prior consent of the client, or if the disclosure cannot be avoided. Furthermore, coaches share information only to the extent necessary to achieve the purposes of the consultation.

(f) Coaches take logical precautions to protect client confidentiality in the event of the coach’s cessation of practice, incapacitation, or death.

(g) Coaches protect the confidentiality of their deceased clients in accordance with this Ethics Code.

4.03 Records and Information Management.

(a) Coaches maintain confidentiality when creating, storing, accessing, transferring, and disposing of records under their authority in accordance with this Ethics Code and laws of their country.

(b) Coaches take precautions to ensure and maintain the confidentiality of information communicated through the use of telephone, voice mail, computers, email, instant messaging, facsimile machines, and other information technology sources.

(c) Coaches take practical and lawful steps to assure that records remain available in order to serve the best interests of clients.

4.04 Disclosures.

(a) Unless prohibited by law, coaches will only disclose confidential information if the client, or person legally authorized to consent on behalf of the client, has given express written consent.

(b) Coaches may disclose confidential information without the consent of the client only as mandated or permitted by law.

(c) When possible, coaches inform clients about the disclosure of confidential information and possible ramifications before the disclosure is made.

(d) Coaches will only disclose confidential information to third party payers with the appropriate written consent.

(e) Coaches must disclose certain confidential information as required by law or if the confidential information may put the client or others at risk of harm or compromise their well-being.

5. Coaching Training

5.01 Design of Training Programs.

Coaches who train other coaches do their best to ensure that their training programs are well thought-out, and will provide the trainee the material that they are seeking.

5.02 Descriptions of Training Programs.

Coaches that train other coaches shall not mislead others about the training they offer.

5.03 Ethics during Training.

Coaches that train other coaches will ensure that they are made aware of this ethics code, when applicable, and will abide by it during the training process.

5.04 Limitation on Training.

Coaches agree to see their own limitations in training other coaches, and in such instances when they don’t feel adequately experienced to train another coach in a specific area or technique, they will refer the trainee to another coach or training program.

6. Coaching Research and Publishing

6.01 Planning Research.

(a) Those coaches that conduct research will design and conduct the research within recognized scientific standards.

(b) Coaching research will be planned to minimize the possibility of misleading results from the collected data.

(c) Coaches that conduct research have the competency to do so, or have other scientific professionals with competency overseeing the research.

(d) Research will be conducted in compliance with all laws of the country in which research is carried out.

6.02 Conducting Research

(a) Approval or consent from research participants or hosting organizations shall be gained, unless (b) below holds true.

(b) Approval or consent from research participants or hosting organizations is not required only in special cases, such as research with anonymous questionnaires or naturalistic observations.

(c) Participants will be informed about the research and its anticipated use(s), in language that is understandable to the general public.

(d) Where applicable, research participants shall be suitably protected from adverse consequences of participating in the research, including (but not limited to) potential consequences of withdrawing from the research.

(e) If inducements are offered to research participants, such inducements shall not be excessive or inappropriate.

6.03 Reporting of Research Results.

When the results of research are made available, coaches will not falsify or fabricate the results. Further, if significant errors in the research are found in the future, appropriate attempts will be made to correct the prior results.

The following applies to all publications by coaches.

6.04 Plagiarism.

Coaches do not copy others’ research or data without prior written permission from the originator.

6.05 Publication Credit.

Coaches take responsibility and credit only for their own work.

6.06 Professional Reviewers.

Coaches who professionally review material prior to publication respect the confidentiality of the work, and credit the publication to the authors that submitted

http://www.certifiedcoach.org/ethics/ethics.html

IAC Ethical Principles

2009-09-17T02:11:00.000-07:00

To advance coaching to the highest standards of universal excellence

International Association of Coaching (IAC)

Competence

Coaches will maintain high standards of competence in their work.

Integrity

Coaches will represent themselves in an honest and fair manner, being cognizant of their particular competencies and limitations.

Coaches strive to be aware of their own belief systems, values, needs, and limitations and the effect of these on their work. To the extent feasible, they attempt to clarify for relevant parties the roles they are performing and to function appropriately in accordance with those roles.

Professional Responsibility

Coaches will uphold standards of ethical conduct that reflect well on the individual coach as well as the profession at large.

Respect for People's Rights and Dignity

Coaches will treat clients with dignity and respect being aware of cultural differences, and the client's right to autonomy, privacy, and confidentiality.

Coaches accord appropriate respect to the fundamental rights, dignity, and worth of all people. They respect the rights of individuals to privacy, confidentiality, self-determination, and autonomy, mindful that legal and other obligations may lead to inconsistency and conflict with the exercise of these rights. Coaches are aware of cultural, individual, and role differences, including those due to age, gender, race, ethnicity, national origin, religion, sexual orientation, disability, language, and socioeconomic status.

Coaches try to eliminate the effect on their work of biases based on those factors, and they do not knowingly participate in or condone unfair discriminatory practices.

http://www.certifiedcoach.org/ethics/principles.html

THE IAC COACHING MASTERIES™

2009-09-17T01:31:00.000-07:00

To advance coaching to the highest standards of universal excellence

International Association of Coaching (IAC)

The purpose of the IAC Coaching Masteries™ is to provide the basis and standards for a truly independent certifying body, without allegiance to any coach training schools or organizations. Our goal is to create a vehicle for evaluating effective coaching in the moment. Specifically, the IAC certification focuses on masterful coaching skills that are observable and can be measured by our certifiers during recorded, half-hour sessions with two different clients.

The IAC Coaching Masteries™ were developed by an international team of coaches with the aim to produce clear standards and measures for what constitutes the highest level of coaching, and that can be understood in any culture around the world.
Below is a description of the Masteries including the Titles, Definitions, Effects and Key Elements. The links (for members only) provide a listing of the Distinctions, Effective Behaviours, Ineffective Behaviours, Measures, Common Mistakes Coaches Make and Indicators the Coach Understands the Mastery for each Mastery that are used to assess the level of coaching mastery that happens within a coaching session.

The complete IAC Coaching Masteries E-book is available to IAC Members here and can be purchased on-line by non-members for $27.
The IAC offers a licensing agreement for coach mentors and coaching schools wishing to incorporate the IAC Coaching Masteries™ into their programs and/or to assist coaching mentees or students with IAC certification.

1. Establishing and maintaining a relationship of trust
Definition
Ensuring a safe space and supportive relationship for personal growth, discovery and transformation

Effect
1. The client is open to sharing and receiving.
2. The client perceives the coach as his or her personal advocate.
3. The client sees transformation and growth as manageable.
4. The client has realistic expectations of results and responsibilities of coaching.

Key Elements
1. Mutual respect and acceptance.
2. Confidence and reassurance.
3. The client feels safe to tell his or her deepest fears without judgment.

2. Perceiving, affirming and expanding the client’s potential.

Definition
The coach recognizes and helps the client to acknowledge and appreciate his or
her strengths and potential.

Effect
1. The client has greater appreciation of his or her capabilities and potential.
2. The client is more willing to take actions beyond his or her current paradigms.

Key Elements
1. Being in empathy with the client.
2. Recognizing a wider range of possibilities.
3. Encouraging and empowering the client.
4. Challenging limiting beliefs.
5.Recognizing strengths of client and awareness of where strengths support personal and organizational goals (where appropriate).

3. Engaged listening

Definition
Give full attention to the words, nuances, and unspoken meaning of the client's communication and is more deeply aware of the client by listening beyond what the client is able to articulate.

Effect
1. The client feels understood and validated—not judged.
2. The client communicates more effortlessly and resourcefully.

Key Elements
1. The coach focuses on what the client expresses, both verbally and nonverbally.
2. The coach listens beyond what the client articulates.
3. The coach is alert to discrepancies between what the client is saying (words) and the client’s behavior and/or emotions.

4. Processing in the present

Definition
Focus full attention on the client, processing information at the level of the mind, body, heart and/or spirit, as appropriate. The coach expands the client’s awareness of how to experience thoughts and issues on these various levels, when and as appropriate. The coach utilizes what is happening in the session itself (client’s behavior, patterns, emotions, and the relationship between coach and client, etc.) to assist the client toward greater self-awareness and positive, appropriate action.

Effect
1. The client is free to express and engage with present reality.
2. The client is unencumbered by past or future preoccupations or concerns.
3. The client benefits from coaching insight and support on all levels.
4. The coach is highly attuned to subtle communications from the client.

Key Elements
1. The coach is aware of the dynamics occurring within the session, within the client, and between coach and client, and understands how the dynamics are affecting the client and the coaching.
2. The coach has a simultaneous and holistic awareness of the client’s communications at all levels.
3. The coach is able to discern whether the client is communicating from the past, present or future.
4. The coach allows the client the opportunity to process and clarify the coach’s questions and comments.
5. The coach allows the client the opportunity to process his or her own thoughts and responses.

5. Expressing

Definition
Attention and awareness to how the coach communicates commitment, direction, intent, and ideas – and the effectiveness of this communication.
Effect
1. The coaching interaction is enhanced with the client being at ease and trusting.
2. The client is open to understanding and/or questioning any communication from the coach.

Key Elements
1. Respect.
2. Attentiveness.
3. Client-focused.
4. Clarity.
5. Appropriateness.

6. Clarifying

Definition
Reduce/eliminate confusion or uncertainty; increase understanding and the confidence of the client.

Effect
1. The client and the coach move forward in a more directed way.
2. Increased possibilities.
3. Decreased uncertainty.
4. Uncovering the unknown.

Key Elements
1. Identify the most important issue while respecting client’s preferences and limitations.
2. No judgment by the coach, no leading toward a particular destination.
3. Identify key values and needs.
4. Facilitate alignment of purpose, vision and mission.
5. Identify blocks to progress.

7. Helping the client set and keep clear intentions

Definition
Keeps the client focused and working towards intended goals.
Effect
1. The client feels capable.
2. The client is clear about what he or she wants to achieve or transform.
3. The client is inspired by the possibilities.
4. The client moves forward purposefully.

Key Elements
1. Inquiring into the client’s intentions and goals.
2. Time spent on what is most important.
3. Clarifying direction of progress.
4. Periodically reviewing, revising and/or celebrating the process and intentions.

8. Inviting possibility

Definition
Creating an environment that allows ideas, options and opportunities to emerge.
Effect
1. The coach enables expansion of thoughts and actions.
2. The client’s awareness is expanded.
3. The coach helps client transcend barriers.
4. The client is willing to leave his/her comfort zone.
5. The client has more options.

Key Elements
1. Trust, openness, curiosity, courage, and recognition of potential.
2. The coach and the client communicate through exploration and discovery.
3. Identify “internal” possibilities (e.g., personal greatness, higher purpose) and “external” possibilities (e.g., resources, memes).
4. Possibilities are generated by the coach, the client or a collaboration of the two.

9. Helping the client create and use supportive systems and structures

Definition
Helping the client identify and build the relationships, tools, systems and structures he or she needs to advance and sustain progress.

Effect
The client is confident and secure in moving forward, knowing that resources are available or can be created.

Key Elements
1. The coach suggests possible support systems and structures appropriate to the client’s needs.
2. The coach prompts the client to identify support systems and structures the client has but is not utilizing effectively.
3. The coach assists the client to identify areas in which the client feels a need for support and structure.
4. The client understands the value of appropriate support systems.
5. The client’s progress toward their goals or intentions is more sustainable.

© 2007 International Association of Coaching.
All use, reproduction, distribution and modification of these materials is subject to the terms and conditions of the license available at

www.certifiedcoach.org/license

Mr. Andi Chaidir & Mr. Drs. Adi Widagdo (Managing Director of OTTO Pharmaceutical Industries, Ltd)

What Is Coaching?

2009-09-17T01:09:00.000-07:00

To advance the art, science and practice of professional coaching.

Definition of Coaching

• Coaching is partnering with clients in a thought-provoking and creative process that inspires them to maximize their personal and professional potential.

• Professional coaches provide an ongoing partnership designed to help clients produce fulfilling results in their personal and professional lives.

• Coaches help people improve their performances and enhance the quality of their lives.

• Coaches are trained to listen, to observe and to customize their approach to individual client needs. They seek to elicit solutions and strategies from the client; they believe the client is naturally creative and resourceful. The coach’s job is to provide support to enhance the skills, resources, and creativity that the client already has.

• Coaching is an ongoing relationship which focuses on clients taking action toward the realization of their visions, goals or desires.
• Coaching uses a process of inquiry and personal discovery to build the client’s level of awareness and responsibility and provides the client with structure, support and feedback.

• The coaching process helps clients both define and achieve professional and personal goals faster and with more ease than would be possible otherwise.

Source International Coaching Federation
http://www.coachfederation.org/

Mr. Andi Chaidir & Mr. Novian Triwidia Jaya (Indonesia Coaching Center)

Inspiring Teacher

2009-09-15T00:07:00.000-07:00

Mediocre teacher tells
Good teacher explains
Superior teacher demonstrates
Great teacher inspires

William A. Ward

Mr. Andi Chaidir (left) & Mr.Amir Tengku Ramly (right)
from INDONESIA PUMPING LEARNING CENTER

”Find your inner voice and inspire others to find theirs.”

Stephen R. Covey, The 8th Habit

The Benefit of Training :

2009-09-02T22:19:00.000-07:00

BECOMING SUPER ACHIEVER™

2009-09-01T03:42:00.000-07:00

Personal Achievement Transformation Workshop

Perkembangan teknologi informasi & meningkatnya peta persaingan dalam segala sisi kehidupan menuntut setiap pribadi dan bahkan juga organisasi untuk senantiasa memacu diri agar dapat tetap bertahan di kerasnya rimba kehidupan bahkan lebih jauh daripada itu harus senantiasa memperbaiki diri guna untuk menenemukan serta mengoptimalkan potensi terbaik yang dimilikinya.
Workshop ini disesain secara khusus untuk menemukan dan mengoptimalkan potensi terbaik yang dimiliki oleh setiap pribadi yang dapat merupakan bagian dari suatu organisasi, dengan harapan dapat mencapai sasaran pribadi yang selaras dengan saaran organisasi.

Apakah Bapak/Ibu atau Bawahan/Teman/Saudara dari Bapak/Ibu sekalian mengalami/merasakan salah satu atau lebih masalah di bawah ini :
- Kurang termotivasi dalam bekerja/belajar/berbisnis/berkeluarga atau bahkan dalam menjalani kehidupan sehari
- Selalu gagal dalam sesuatu atau bahkan segala hal yang dijalani
- Tidak berbahagia dalam bekerja/belajar/berbisnis/berkeluarga atau bahkan dalam menjalani kehidupan sehari-hari
- Kurang atau bahkan sama sekali tidak berprestasi dalam salah satu bidang atau lebih kehidupan
- Berpikiran atau beperasaan negative tentang diri sendiri atau orang lain
- Kurang atau tidak sukses dalam bekerja/belajar/berbisnis/berkeluarga atau bahkan dalam menjalani kehidupan sehari-hari
- Belum menemukan/mengetahui potensi terbaik dalam dirinya
- Belum memanfaatkan potensi yang ada di dalam dirinya secara optimal
- Belum mengetahui masa depan yang dapat dicapai dalam berbagai sisi kehidupan

Apakah Bapak/Ibu atau Bawahan/Teman/Saudara Bapak/Ibu sekalian menginginkan salah satu atau lebih manfaat di bawah ini :
- Selalu merasa termotivasi dalam bekerja/belajar/berbisnis/berkeluarga atau bahkan dalam menjalani kehidupan sehari
- Selalu merasa berbahagia dalam bekerja/belajar/berbisnis/berkeluarga atau bahkan dalam menjalani kehidupan sehari-hari
- Menghasilkan prestasi/karya terbaik dalam salah satu bidang atau lebih kehidupan
- Selalu memilki perasaan atau pikiran positif tentang diri sendiri atau orang lain
- Memperoleh kesuksesan dalam bekerja/belajar/berbisnis/berkeluarga atau bahkan dalam menjalani kehidupan sehari-hari
- Menemukan/mengetahui potensi terbaik dalam diri sendiri
- Mengoptimalkan potensi terbaik dalam dirinya
- Menentukan masa depan yang dapat diraih dalam berbagai sisi kehidupan

Jika Bapak/Ibu atau Bawahan/Teman/Saudara dari Bapak/Ibu sekalian melihat, mendengarkan atau bahkan merasakan salah satu saja masalah atau bahkan menginginkan salah satu saja manfaat diatas maka workshop ini bisa jadi merupakan salah satu alternative solusi yang membantu dalam menyelesaikan masalah dan memperoleh manfaat yang sebanyak mungkin sesuai dengan harapan.
Mengapa demikian?

Main Benefit (Manfaat Utama) :
1)ORGANISASI
Membantu mengoptimalkan potensi sumber daya manusia dalam organisasi dalam mencapai sasaran organisasi
2)PESERTA
Membantu mengoptimalkan potensi yang dimiliki untuk mencapai sasaran pribadi (belajar/karir/bisnis atau dalam bidang kehidupan yang lain)

Objective (Sasaran) :
1) ORGANISASI
Setelah mengadakan workshop ini diharapkan perusahaan dapat :
- Mengoptimalkan potensi sumber daya manusia dalam organisasi
- Menyelaraskan & mengsinergiskan sasaran organisasi dengan sasaran pribadi anggota organisasi
- Menumbuhkan budaya pembelajar (learning culture) dan perbaikan secara terus-menerus (continuous improvement) di dalam organisasi
2) PESERTA
Setelah mengikuti workshop ini diharapkan setiap peserta dapat mengetahui, memahami & menyadari :
- Makna “prestasi/pencapaian” dalam study/career/business dan konsekuensi logis yang diterima
- Arti SUKSES & BAHAGIA dalam berbagai sisi kehidupan yang lain
- Sasaran pencapain pribadi dalam study/career/business dan sisi kehidupan yang lainnya
- Faktor-faktor penghambat dalam proses pencapaian sasaran pribadi
- Kelebihan & kekurangan diri masing-masing ditinjau dari sisi tipologi perilaku dominan, cara belajar (mengakses informasi), kecerdasan mendasar yang dimiliki
- Arti pentingnya pembelajaran & perbaikan secara terus-menerus dalam proses pencapaian sasaran pribadi
- Makna pekerjaan yang tepat dikaitkan dengan pencapaian sasaran pribadi
Menyelaraskan dan mengsinergiskan sasaran pencapaian pribadi dengan sasaran organisasi

Outline :
- The Meaning of Super Achiever
- Success VS Happiness
- Who Am I : Know Your Personal Strength & Weakness (Behavioral Style, Representational System, Multiple Intelligence)
- The Power of Passion & Self Concept
- Personal Success Blueprint : Vision, Mission & Values Statement
- Personal Well Formed Outcome & Design Plan of Action
- Balanced Life Working with Powerful 7-ING (Learning, Playing, Working, Praying, Giving, Creating, Networking)
- Aligning Organization & Personal Objective : Corpoate Strategic Intent VS Personal Success Blue Print
- Benchmarking : Spirit of Work & Excellence Habit
- PDCA & DMAIC : Continuous Learning & Improvement
- Holistic Human Quotient Potential : IQ, PQ, EQ, SQ
- Tools & Methodology : Neuro-Linguistic Programming (NLP), Self-Hypnosis, Emotional Freedom Technique (EFT), Psychocybernetics, Mind Power, Brain Gym, Ergonomic Gym, etc.

Delivery Methods:
- Interactive Presentation
- Guided Visualization
- Inspiring Movie Motivation
- Focus Group Discussion
- Games & Simulation
- Alpha State Contemplation
- Exercise (Practice)

Who Should Attend & Participate? :
- Businessman,
- Professional,
- Director,
- Manager,
- Supervisor, Team Leader
- Staff/Officer,
- Everybody who want create unlimited achievement

Learning Facilitator:
Mr. Andi Chaidir
Mind Energizer & Personal Best Potential Pharma-Therapist
Trainer & Coach with Whole Brain-Mind-Intelligence Science Approach
Neuro-Dynamic Inspiring-Passionate Speaker
Learning-Development-Performance Practitioner
Talent & Competency based Human Performance Improvement Formulator

Sepanjang karier profesionalnya telah berbicara, melatih & membina lebih dari 10.000 (sepuluh ribu orang)orang dari mulai level Operator, Officer/Staff, Team Leader, Supervisor, Manager maupun Director.

Telah mengikuti puluhan training/seminar/workshop dan telah membaca ribuan buku dalam bidang pengembangan sumber daya manusia seperti : Achievement Motivation, Supervisory Skill, Leadership, Management, Selling Skill, Sales Management, Service Excellence, Hypnotherapy, Emotional Freedom Technique, Multiple Intelligence, Mind Mapping, Brain Power, Neuro-Linguistic Programming, dll.

Selain itu beliau juga telah memperoleh beberapa sertifikat seperti :
- International Certificate of MIT (Modular in-Plant Training) Development Program (Inwent Germany)
- International Certificate EFT (Emotional Freedom Technique) Level II Practitioner (APEI & AAMET)
- International Certificate of Proficiency DYNAMIC COACHING “A Practicing NLP Practitioner” (Victory Access International)
- Certified Hypnotherapist (Indonesia Board of Hypnotherapy & Indonesia Coaching Center)
- Certificate as A Practitioner Training with NLP (IndoNLP)
- Certificate of Acomplishment “NLP for Trainer” (Trainers Club Idonesia)
- Certificate of Completion “Presentation Skill” (Prasetya Mulya Business School)
- Certificate of Attendance “Training for Trainer” (International FreddyWay Learning Center)

Adapun program yang kami tawarkan seandainya Bapak/Ibu dapat melihat, mendengar atau bahkan merasakan satu saja manfaat dari Workshop ini adalah :

Duration:
Platinum Class : 2 full day (16 hours effective)

Class of Participants:
Platinum Class : Optimum 30 persons/Group

Untuk informasi lebih lanjut silakan hubungi kami :
0815-13519191 (Mrs. Andi Chaidir)

Atau menghubungi email kepada :
andichaidir@gmail.com

Personal & Team Effectiveness for Performance Improvement (2)

2009-08-31T22:20:00.000-07:00

Video of The Learning Program
Finance Division of Landson PT Pertiwi Agung

Values Based Customer Service for Frontliners

2009-08-31T03:20:00.000-07:00

Human Resources Division of Landson PT Pertiwi Agung
Cibitung-Bekasi, 22th August 2009

International Certified Learning & Development Manager (CLDM)

2009-08-31T03:09:00.001-07:00

Mr. Andi Chaidir (right) & Mr. Nitin Sanker (left) from MEC-India

Personal & Team Effectiveness for Performance Improvement

2009-08-31T02:38:00.000-07:00

Finance Division of Landson PT Pertiwi Agung
Cibulan - Puncak, 7th-9h August 2009

International Workshop & Certification

2009-07-31T00:53:00.000-07:00

Modular In-Plant Training (MIT) Development Program
Surabaya, 24th - 29th May & 21th -24th July 2009

COACHING & COUNSELING FOR PERFORMANCE IMPROVEMENT

2009-06-11T20:06:00.000-07:00

14th & 15th May, 2009

Participants : 27 (Supervisor & Manager)
MENSA GROUP : PT Otto Pharmaceutical Industries, PT Menjangan Sakti, PT Mensa Bina Sukses, Landson PT Pertiwi Agung

COACHING & COUNSELING FOR PERFORMANCE

2009-04-27T18:40:00.000-07:00

DURATION TIME
• 2 (Two) Days - Full

OBJECTIVE
• The need to provide Coaching & Counseling process as part of Performance Management System
• The importance of relation between superior and subordinate employee development through Coaching and Counseling process

BENEFIT
• Understanding the function of Coaching & Counseling in superior role
• The audience can identify which area should need Coaching or Counseling
• The audience can conduct Coaching & Counseling process as well

BRIEF OUTLINE
• Coaching & Counseling concept
• Basic Skill in Coaching & Counseling
• Coaching & Counseling technique
• Tools for Performance & Management System

METHOD
• Interactive Presentation
• Case Study & Simulation
• Video

TARGET AUDIENCE
• Team Leader
• Supervisor
• Manager

MAXIMUM SEATS
• 20 Seats

FACILITATOR
• Andi Chaidir

My Training Program

2009-01-29T00:30:00.000-08:00

• Management & Leadership :
- Coaching & Counseling for Performance
- Effective Supervisory Skills
- Becoming Effective Leader
- Building High Performance Team
- Managing with Excellence
- Management Skills for New Managers
- Continuous Process Improvement (PICA & PDCA Approach
- Effective Time Management
- Creative Thinking for Business
- Problem Solving & Decision Making
- Super Inspiring Leader – Boot Camp

• Soft Competencies :
- Dare to Change Be Winners
- Effective Working Habit
- Building Right First Impressions
- Smart Communication Skills
- Body Language: The Art of Mind Reading
- Creative Thinking for Business
- Problem Solving & Decision Making
- How To Win Interview & Get A Good Job
- Mind Power for Success
- Total Self Confidence
- Personal Attraction for Business & Success
- Interpersonal Relationship Skills
- Personal Branding (Marketing Your-Self)

• Hard Competencies :
- Professional Selling Skills
- Persuasive Selling Skills
- Win-Win Negotiation Skills
- Effective Sales Management
- Impressive Presentation Technique
- Customer Service Excellence
- Serving from The Heart
- Super Sales Genius – Boot Camp

• Learning – Teaching - Parenting :
- I Am Super Genius Student – Boot Camp
- I Am Super Confidence Teen – Boot Camp
- How To Win Interview & Get A Good Job
- Becoming Excellent Teacher
- Super Teacher with Mind Technology
- Super Parenting with Mind Technology
- Design Human Capital Training Program
- How To Make Training Eveluation Effectively
- How To Make Simply Training Need Analysis
- Developing Talent : Learning from Toyota
- Excellence Training for Smart & Effective Trainer