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Tag: Leadership training Philippines

Become the leader you want to be: The Power of Cognizance & Context

Posted by: Jackie Sarmiento Cañiza| HCC, PCC, CNTC    |    Posted on . Posted in Journal.

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In our model for leadership, we cover six practices that we’ve found to be meaningful in taking a human-centered approach. Cognizance, Context, Cause, Courage, Care, and Co-creation. Typically, we begin our exploration with the practice of Cognizance, defined as the practice of raising awareness of our impact.

As leaders, we have the opportunity to create a significant impact on our teams and our organizations. But how aware are we of that impact? Do we know what our inherent strengths are? Do we understand what our weaknesses are? And do we know how these affect the people we work with? In our work with leaders from various levels and companies, the practice of cognizance seems to be the one they would like to improve on the most, so we co-create spaces where leaders feel safe to receive feedback, learn about their values and motivations, and explore how they might bring out better awareness of their team members’ values and motivations as well. It’s not an easy process but the gains we’ve observed have been quite significant. 

What makes the practice of Cognizance so important? According to a study by Showry and Manasa (2014), successful leadership comes about when one is self-aware. Conversely, when leaders overestimate their abilities it is correlated to lower performance (Bratton et al, 2011). Having a more accurate view of oneself and one’s team members is a critical practice which can help us become more human-centered leaders.

Gaining awareness, as previously mentioned, is simply the place to begin. Cognizance without Context may not be as effective. This is the practice of navigating within a system. Having an understanding of what your business environment requires, what your company directions are, and what your team dynamics look like – all play an important role in determining what is required of us as leaders. Any change in these factors may change what is required of you as a leader. Systems thinking has also been linked to leadership performance (Palaima & Skaržauskienė, 2010), where a one-size-fits-all approach may not be the ideal. A good question to ask oneself is how we are continuously seeking to understand the needs of our organization based on the changes occurring both in and out of the company.

Over the coming months, we will dive into the rest of the practices and in the meantime I encourage you to reflect on what you can do in the next few weeks to enhance your practice of Cognizance and Context.

Bringing Kapwa and Meaningful Connection Into the Workplace

Posted by: Jen Horn, Certified Coach | ACC    |    Posted on . Posted in Journal.

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Since I started coaching with Haraya in 2021, and when I started co-producing and writing episodes for The Imaginable Workplace podcast, I’ve thought quite a bit about what makes a workplace feel truly alive. Not just busy or productive, but genuinely alive—with people who feel they belong, who are comfortable showing up as their full selves, and who actually enjoy working together. For me, a big part of that has to do with kapwa, meaning “fellow being” (as opposed to “other”), a concept from Filipino psychology or Sikolohiyang Pilipino.

Kapwa is about recognizing our shared humanity; understanding that we’re all connected. At its deepest level, kapwa is about valuing justice, dignity and freedom, and this is reflected in the intentions and aspirations of maka-kapwang ugnayan. (1) It’s seeing each other as whole people, not just as coworkers or email signatures. Interestingly, “Haraya” in Swahili means pride, dignity, and freedom, which feels like a nice fit for what kapwa is all about, too.

So, how might we create more of this kind of culture at work?

Kapwa: A Different Way of Relating

In a previous article I wrote, I explored how kapwa is an invitation to really see each other—to go beyond the roles and titles, and connect on a human level (1).

When I think about the places where I’ve felt the most connected at work, it’s always been because someone took the time to listen or show a little kindness. It’s about simple things: asking how someone is really doing, or taking a moment to appreciate their specific efforts. These small actions can transform how we feel about where we work and who we work with. 

This also surfaced in some of the conversations we’ve had on the podcast, such as episodes with Jun Cabochan of Pandayan Bookstore sharing his Diwa at Kapwa approach to management (2), and Jen Garcia of Zuellig sharing the simple practice of asking someone how they’re doing, and really asking it again like we mean it. (3)

Connection: The Backbone of Strong, Healthy Teams

In today’s fast-paced and often remote workplaces, meaningful connection can feel like a luxury. But I’d argue it’s essential. When people feel truly connected, they feel safe enough to bring their ideas to the table, to collaborate freely, and to express themselves honestly. 

We can take cues from nature on the value of connection.In nature, “mycelium, the thread-like formation that makes up most fungi, connects roots to one another, allowing plants and trees to communicate with one another to create healthier ecosystems. It forms the largest network — a mycorrhizal network, a “wood-wide web” — beneath the earth.” (4).

When we create an environment where people can speak up, feel that their voices matter and are heard, we strengthen an underground root system that can help us weather storms as a team. That doesn’t happen by accident; it happens when we make intentional space for real conversations, show up with authenticity, and lead with empathy. (5). 

Creating a Culture of Belonging and Wellbeing

Wellbeing is something we often think about in terms of physical or mental health, but it’s also deeply social. In another article, I explored how our wellbeing is connected to the relationships we build and the communities we’re part of (6). When we feel connected to others, we feel more at ease, more energized, and more able to face challenges. This involves a shared practice of pakikipagkapwa. 

What might this look like?

  1. Start conversations that matter: Make time for real talk—whether it’s during team check-ins or over coffee. Ask questions that go beyond “How are you?” and invite people to share their stories.
  2. Practice mindful listening: It sounds obvious, but really listening—without interrupting or thinking about what to say next—can be a game-changer. It shows people you care about what they have to say.
  3. Celebrate diversity and shared humanity: Acknowledge the unique contributions each person brings, but also find those common threads that connect us all. We all want to feel seen and appreciated.
  4. Lead with vulnerability and care: Whether you’re a leader or a teammate, opening up about your own challenges creates space for others to be themselves too. Small gestures, like checking in or offering help, can also build a culture where people feel genuinely cared for and connected.

As you think about these practices and your own current habits, you can reflect on the following questions:

  • What is my mindset when it comes to connecting with my team?
  • When listening in conversations, do I pay attention to how I’m listening? Do I listen with a focus on myself or my kapwa?
  • What threads connect me with my team? What differences can I celebrate?
  • What does support from my team and my leaders look like to me?
  • What does support for my team and my leaders look like to them?

Moving Forward with Kapwa and Haraya

Embracing kapwa and the spirit of Haraya isn’t about overhauling the entire workplace overnight. It’s about intentional, everyday choices that help us see each other more clearly, listen more deeply, and connect more meaningfully. These values aren’t just cultural concepts—they’re practical tools we can use to create workplaces that are more inclusive, creative, and alive (4); cultures where we co-vision our imaginable workplace and co-create it with purpose and consistency over time. 

What might cultivating this kind of culture unlock for you and your organization?

Learn more about how to make your imaginable workplace a reality with Haraya’s organizational transformation programs for leadership, culture-building and wellbeing here.

***

Jen Horn is a facilitator, coach and writer, born and raised in the Philippines. She cultivates connection through spaces for reflection and conversation on @pagbubuo, as co-creator of Ugnayan Cards, as chapter lead of Culture First Manila, and as a facilitator of leadership and culture-building programs for individual and organizational transformation. Her curiosities and practice lie in the intersections of culture, creativity, and the wellbeing of the individual, communities and the natural world. Learn more about her work via bit.ly/jenhorn.

Footnotes:

  1. Horn, J. (2024a). Pagbubuo ng Maka-kapwang Ugnayan: A framework for meaningful connection. Pagbubuo with Jen Horn on Substack.
  2. Joven, M. & Horn, J. (2023) Courageous feedback grows high-performing teams. The Imaginable Workplace podcast.
  3. Joven, M. & Horn, J. (2022) Imagine an office that supports your mental health. The Imaginable Workplace podcast.
  4. Horn, J. (2024b). Kapwa at Ginhawa: Expanding our circles for collective wellbeing. Mga Liham ng Ugnayan on Substack.
  5. Horn, J. (2024c). Pakikipag-Ugnayan: On returning to authentic and meaningful connection. Pagbubuo with Jen Horn on Substack.

Horn, J. (2024d). The Pursuit of Flourishing: A holistic understanding of happiness and wellbeing. Pagbubuo with Jen Horn on Substack.

Challenging Workplace Well-being Initiatives Through the PERMA Model

Posted by: Matthew Sy, Certified Coach | PCC    |    Posted on . Posted in Journal.

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Investing in an organization’s workplace well-being has been increasingly recognized as integral to achieving organizational success. While there are numerous approaches to understanding and supporting well-being, The PERMA model, developed by Dr. Martin Seligman, offers a valuable framework for framing how we can promote psychological well-being in the workplace. The model focuses on five core elements: Positive Emotions, Engagement, Relationships, Meaning, and Accomplishment. By integrating these elements into workplace well-being initiatives, organizations can move beyond simply mitigating problems to fostering a thriving work environment.

Each of the core elements can guide us in strategizing the next set of interventions of support we’d like to focus on.

Positive Emotions

Starting with Positive Emotions, this element explores how we can prioritize initiatives or practices that encourage emotions such as gratitude, optimism, and joy through practices such as celebrating small wins, checking in with one another, and fostering a culture of acknowledgment.

A question we can ask ourselves: What can we prioritize to encourage celebration, gratitude, and optimism in the team?

Engagement

The second element of the PERMA framework is Engagement. It focuses on understanding how creating opportunities for employees to experience a sense of “flow” can be beneficial to their sense of well-being. Rather than having a sole focus on promoting work-life balance, this component of the model highlights initiatives that allow employees to experience deep engagement in their work can be beneficial for them. This can be achieved by providing opportunities for skill development and offering challenging yet achievable goals. Through a healthy level of engagement, they are more likely to find fulfillment in their work.

A question we can ask ourselves: What opportunities can we provide to help employees find deeper engagement and flow in their tasks and roles?

Relationships

Relationships are well-known as a key factor in promoting well-being. The PERMA model further highlights this by emphasizing the significance of developing quality relationships and environments that cultures that support open communication & collaboration. Organizations that invest in team-building activities, mentoring sessions, and social events can build a sense of community where employees feel they belong.

A question we can ask ourselves: How can we foster stronger, more meaningful connections and support systems among employees to enhance their sense of belonging?

Meaning

While external motivators such as financial incentives are important, the PERMA model asks the question of how Meaning can be included in the workplace. Research has shown that employees who feel a sense of connectedness to their purpose at work are more likely to experience lasting positive levels of well-being. Leaders can support employees create this connectedness through clear communication of the impact of their work, aligning their contributions to the employee’s values, and lastly, offering ad-hoc opportunities for more meaningful work.

A question we can ask ourselves: In what ways can we align employees’ individual roles with a greater sense of purpose and meaning within the organization?

Accomplishment

Finally, the PERMA model challenges the traditional emphasis on avoiding failure by promoting a focus on Accomplishment. Encouraging a growth mindset, where employees are recognized for their efforts and progress rather than just their outcomes, can foster a culture of continuous improvement. Organizations can support this by setting clear, achievable goals, providing regular feedback, and celebrating milestones. When employees feel a sense of accomplishment, their confidence and motivation increase, contributing to overall psychological well-being.

A question we can ask ourselves: How can we better recognize and celebrate employees’ achievements to promote a sense of accomplishment and continuous growth?

Coaching as an Approach to Well-being

The application of the PERMA model can be daunting from the get-go. However, working with a coach is one concrete way to help promote reflection and turn ideas into action. The coaching methodology aligns with the PERMA model in empowering the individual to come up with solutions to designing interventions for each of the factors in the model. In Haraya, we use internal frameworks, such as our emotional dashboard, to prompt discussions amongst employees to check in with themselves on how they are doing. 

Overall, the PERMA model offers a comprehensive approach to promoting psychological well-being in the workplace. By focusing on Positive Emotions, Engagement, Relationships, Meaning, and Accomplishment, organizations can create a work environment that fosters a thriving, positive culture where its employees feel a sense of belonging and meaning. Integrating the PERMA model into workplace well-being initiatives allows for a more holistic and effective strategy, ultimately leading to enhanced employee satisfaction, productivity, and organizational success.

Celebrating Being Average

Posted by: Jackie Sarmiento Cañiza Certified Coach | PCC, CNTC    |    Posted on . Posted in Journal.

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I’m not sure how common this experience is and maybe you can tell me. I will sometimes find
myself scrolling through my newsfeed on social media and experiencing feelings of inadequacy,
lacking, or not-enough-ness. I read all the stories about others being the best, the top, or
achieving much success and, while I celebrate their joys (I truly do), I can’t help but feel a bit of
sting as I look inward. I ask myself, “what do you have to show for?” or “what are you the best
at?” and then I quickly go to “maybe you’re just jealous” or “why can’t you just be happy for
them and leave it at that?”
I’ve been reflecting on this experience and thought it might be worthwhile sharing just in case
others are experiencing the same thing. I like to think of myself as average so there’s a pretty
good chance the other average ones may understand these sentiments. In my reflections, I
decided that, instead of trying to find what I have to show for, it might be helpful to think about
what makes me average and celebrate that instead. Just for context, here is the definition of
average that I’m using as reference: of the usual or ordinary standard, level, or quantity.
Here’s an initial list of my averages:

  1. I’m an average student. I never really received high grades and even now, as I take a
    master’s program in a topic I find fascinating, I’m still performing at an average mark
    despite a lot of effort I’m putting into my studies. I recently received my average grade
    for my latest module and am over the moon about it!
  2. I’m an average reader. I like buying books that I find interesting and will take forever to
    read them (if I even get to it) and I cannot, for the life of me, quote passages or one-
    liners in an intellectual conversation. When I do get to finish a book, I feel so
    accomplished!
  3. I’m an average cook. I enjoy preparing meals for my family and friends and I can follow a
    recipe well enough, and while serving it I will ask “Do you like it?” just because no one is
    commenting about the food. And if they say, “Yeah it’s good!” I celebrate that even if
    they’re just trying to be polite or thankful that I didn’t mess it up so badly.
  4. I’m an average athlete. I was never the strongest rower or runner in my team and there
    were always others who had natural strengths in whatever sport they got into. I have to
    exert extra effort to get by and would find my space in the middle of the pack and enjoy
    myself there.
  5. I’m an average entrepreneur. I’ve been running a business for over a decade, and we’ve
    scaled it to an average size, and I still stay up at night worrying about the next pay cycles
    and keeping things afloat. I celebrate the moments when we get through the difficult
    times together with my team.
    I can add so much more to this list, but I don’t really feel a need to. It’s an average amount to
    reinforce just how average I am. Please don’t mistake this article to mean I am looking for
    affirmation on things I’m great at. I like to think I’m aware of the things I can do quite well. I just
    thought it would be nice for a change to allow ourselves to celebrate being average because

most of us are and that’s perfectly okay. I’d love to hear your average stories so I can celebrate them with you!

How Coaching and Therapy Supported my Mental Health

Posted by: Jackie Sarmiento Cañiza, Certified Coach | PCC, CNTC    |    Posted on . Posted in Journal.

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It may be a coincidence that October 10 is both the anniversary of Haraya Coaching and the commemoration of World Mental Health Day, and for the past 11 years that we’ve grown in our practice, I am more convinced that it is a meaningful integration. I’ve personally seen how coaching can support mental wellness and I feel so much more resolve to share how this is true. I am often asked about the difference between coaching and therapy, and while there are many resources one might find online, and I could share more formal definitions of these practices, I thought it would be useful to share my own personal stories of how both modalities have helped me.

Coaching helped me re-design my life and move forward.
I was diagnosed with stage 3 breast cancer in 2018 and had a wonderful support system around me. Loved ones were around to be with me all throughout my journey and I never really felt alone. I knew I was loved and that gave me a lot of strength. It was initially difficult though, for me to see beyond my illness. I couldn’t see too far into the future and worried about others around me. How would I continue to make a difference and contribute to the world? I felt I was being derailed from my life plans. I was so blessed that a friend offered to coach me through my cancer journey and allowed me to reflect on how this experience integrates into my life and I found a new sense of purpose – one that did not disregard my cancer but embraced it as a blessing that could help me become a different version of me. Coaching supported me in the
design of that new purpose and in taking accountability for making it real.

Therapy helped me understand my inner thoughts and feelings.
Fast-forward to 2020 when the world came to a standstill caused by Covid, and the normssuddenly became isolation and avoidance of human contact. The world was grieving. We lost friends and family to this dreadful disease. We also lost human connection. I found myself catatonic at first, watching the news, not knowing what to do, and feeling terribly sad and angry. I was sad from the loss of life and freedoms and angry with the government for everything else. I felt betrayed and wanted to lash out, but I didn’t know how and where to do so. Every day my anger brewed deeper and stronger. While I was able to rely on my family and team for support and we created plans for moving forward with the business and helping others to cope during that time, I could still sense that anger brewing and boiling day by day. That was when I decided to seek help. I scheduled an appointment with a psychologist and one session of release became a weekly habit for over a year. These sessions helped me to understand where the hurt and anger were coming from and to release my thoughts and feelings without judgement. I didn’t need to make any plans because those were already happening. I just needed to look inward and honor what was going on inside me.

What was common about these two situations?
· I was experiencing challenges in my mind. My thoughts were getting in the way of me
showing up in the world as my best self.
· I needed help. I knew that having someone to talk to would be valuable to me in
processing my thoughts.

What was different about them?
· In my cancer experience, I had acceptance of my illness and felt a strong resolve to
overcome it, but I just didn’t know how I could move forward beyond the disease. I
needed help to imagine a different version of me and my future, and to begin taking
steps towards it.
· In my Covid experience, I was already moving forward with steps and externally felt
clarity about what I wanted to do. I needed help in unpacking the darkness that seemed
to be lingering in my thoughts despite everything going in the right direction.

As a professional coach myself, I knew that I couldn’t get through these situations alone. Having the right support in both these experiences was so critical for me and I feel very blessed to understand what I needed in those moments and to have direct access to both types of help. I know that many are still struggling and don’t realize they need help. And others know they need help but not sure what type of help and where to get it. I hope that, by sharing my own stories, it might shed some light and nudge others to seek support from the right sources.

Three Leadership Beliefs I Changed my Mind About (and how neuroscience helped me get there)

Posted by: Jackie Sarmiento Cañiza, Professional Certified Coach & Certified Neurotransformational Coach    |    Posted on . Posted in Journal.

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When did you last change your mind about something? Maybe it was this morning when you decided to wear a different pair of pants. Perhaps it was last night when you were planning a family vacation and thought of visiting a different place. It could even be last week when your friend convinced you that pineapple on pizza is actually yummy. We go through decisions like these so often we may not even realize just how much we change our minds about simple and not-so-simple things.

I’ve been reflecting about significant perspectives that I found myself re-thinking in the past few years, and one big theme is leadership. As a leader myself managing several businesses, who also works as a coach with a lot of leaders in organizations and teams, I’ve been trying to observe and understand what drives our behaviors and how we lead others. What practices help or hinder us from being our best as leaders? How can we continuously bring out the best in ourselves and our people?

In this learning journey, I have come to change my mind about how I should show up as a leader. A big contributor to these shifts is my continuous learning about our brain and how it works. Here are three things that have adjusted for me and the references that helped.

1. Leaders don’t show emotions.

I used to think that showing emotions as a leader, especially crying, is a sign of weakness. Now I know that my emotions are simply an indication of something that is valuable to me, and if I share that with my team, they will learn more about me and what I value, and even support my pursuit to be consistent with those values. Allowing my team members to share their feelings with me and with each other also helps us to create better connections, and work more cohesively. Thanks to the work of Dr. Lisa Feldman-Barrett who wrote the book “How Emotions are Made” and Dr. Susan David who wrote “Emotional Agility,” I have been learning to create better awareness of my emotions and what they mean to me, as well as cognizance of others’ emotions and what they mean to them.

2. Leaders don’t bring personal concerns to work.

I used to subscribe to the notion that one should “check their personal lives at the door” when they come to work every day. You are on “company time” so any time your mind wanders to personal thoughts such as a sick child or an argument with a family member, you are doing the company a disservice and should just learn to lock those thoughts away. Now I understand that I come to my workplace as a completely whole person who has various facets of my life, and if my brain is not at its best because those other facets are not going well, I will not be at my best for my company anyway. I love the work of Dr. Sarah McKay, neuroscientist and author of “In Her Head,” who shares a simple model of how one’s mindset, one’s environment and one’s physiological state all play a critical role in supporting a healthy brain. Integrating brain-healthy habits into my day no longer makes me feel guilty for spending time on myself. 

3. Leaders are direct and completely fact-based.

I used to believe that the best way of communicating is to be completely direct, objective and fact-based. Now I know that I also have to be held accountable for the impact of my message on others. How they receive my message is equally important in determining the effectiveness of our communication. Thanks to the lessons I learn from my favorite podcast Huberman Lab, hosted by Stanford professor Dr. Andrew Huberman, I understand how the different chemicals in our brains are triggered and how they influence our behaviors. 

By understanding the mechanisms of how our own mind works, I’ve learned to change my mind about what good leadership looks and feels like. I’m still learning and may continue to adjust some of my beliefs, but that is the value of continuous learning or neuroplasticity (the ability of the brain to form new connections). My encouragement to other leaders is to keep learning too. If the best athletes continue to practice their sport even after they’ve won several medals and trophies, then leaders should continue practicing their craft as well.

I’m also fascinated by neuroscience because it helps me to reinforce my belief that, while we might look and sound different from others and while our principles might be shaped by our environment and culture, underneath we are all the same. If we get better at understanding why and how we think, feel and behave, we might be more capable of looking at others past the prejudices and judgements and simply accept that we are all human beings doing the best we can to thrive.

Reflections on Creating New Habits this 2021!

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It is 2021 and the start of the New Year… and one of the first few messages I read in our chat group is this post:

My GOAL in 2021

Is to Accomplish the Goals I set in 2020

Which I should have done in 2019

Because I made a promise in 2018

Which I planned in 2017

I found this so hilarious and was laughing silently, and yet a little bit later I was asking myself, how much of this is true for me?

Suddenly, it wasn’t entirely funny at all…

When I think about it, I have accomplished so many goals in my life which I am grateful for, and I also have a number of “unfinished” goals that I started way back when. Case in point is losing weight, this has been a perennial struggle for me and year after year I say that I will lose weight. At a certain point, I had lost weight and then I gain it again… at times maybe a little more than what I had lost. 2020 was no different, in fact, I told myself that with more time at home then I can do my exercises and eat healthier food. It started ok, and then it turned around in the last quarter and now am back where I started, or worse. The more I think about it, the more I realize that something has to change in order for me to lose weight. I know what needs to be done, eat right, do some form of exercise, sleep well. Then I ask myself, what’s preventing me from doing all of these things?

One question stuck in my head as I was reflecting on this, is the goal really to lose weight or is losing weight the reward for achieving my goals? If so, what then is the goal? My realization is that the goal, at least for me, should be to create new habits and practice them committedly and consistently. And as I create new habits, the reward of losing weight and becoming healthier which will be a consequence of my daily actions over time. James Clear in his book ‘Atomic Habits: An Easy & Proven Way to Build Good Habits & Break Bad Ones’ says, “You should be far more concerned with your current trajectory than with your current results.” This redirects my focus to keeping with the daily new habits and let the reward of losing weight take its natural course.

So, my first step is to map out my plan, with the intention of creating new habits that will support my desired outcomes.

  1. Be Clear About My Purpose
    1. What makes this important to me?
    1. Who else will be positively impacted by this?
    1. How can this make a difference in my life?
  2. Define My Trajectory
    1. What outcomes would I like to happen in 2021?
    1. How long will it take for me to get to the desired results?
    1. What resources do I need?
  3. Outline My Everyday Why
    1. What daily actions do I need to do?
    1. How can I ensure that I will do this consistently?
    1. What are my potential roadblocks?
  4. Kaizen = Continuous Improvement
    1. How can I do things better today than yesterday?
    1. What other areas do I need to improve?

Once the plans are clear, then it is time to do the grind and make it happen.

One side note I should remember, studies have shown that when you write down your plans the chances of success is higher, and according to the American Society of Training and Development (ASTD) your chances of success can increase to 65% when you share your plans with someone, and you can bring that up to as much as 95% success rate when you set regular updates/discussions with an accountability partner.

How about you, what new habits would you like to create in your life? If you need help, try speaking to a coach. Depending on what part of your life you would like to improve, there are different types of coaches who can help you, such as a Life Coach, Business Coach or a Career Coach. As Bill Gates said in his TedTalk, “Everyone Needs a Coach”.

Looking forward to creating new habits in 2021 and beyond!

Goal Setting Tips from a Life Coach

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Thank you 2020, Welcome 2021!

And just like that, 2020 is over! I remembered sharing this message when I facilitated a year-ender business community gathering and organized a Christmas Thanksgiving outreach event. “2020 may have been a year of shocks and surprises yet we can still make it count with a big celebration of blessings”. No doubt it was a very challenging year, yet I find it pass the fastest after having spent most of it at home and the most meaningful one after reducing almost everything to the core.  Yes, I am welcoming the New Year with the gifts of reflection and learning from 2020 – reinforced values, stronger faith, new perspective, deeper love and gratitude.

At Haraya, we started our 2021 strategic planning session as early as October 2020 building from a positive momentum of thoughtful investments in ourselves, our company’s brand, clients, partners and programs. This geared us up for another new notable year. If you have been following our journals, we ended the year with some thought provoking questions like what gifts did 2020 bring you? What wisdom did you gain from the struggles of the past year? If 2021 were to be your best year, what would you be doing? These hopefully helped you in your reflection as you move forward to 2021. If you haven’t yet started, join me in this journal as we kick off the new year together.

It’s that time of the year when this quote “Forget resolutions this new year, set an intention” got me into reflective thinking.  It led me to some heart and mind opening articles highlighting the difference between resolution and intention.  How mindset and framing have influence over one and the other.  How the value of purpose and practice make a difference in one’s commitment.  I learned that resolution is coming from a perspective that something is wrong with me, that I am not good enough and something has to be changed or fixed in my life.  Resolution sounded more like of a rigid ‘either I do it or else’ command. Good if I’m able to fulfill it however if not, it can lead to a cycle of disempowering thoughts and feeling of failure, guilt, shame or self-judgment which at worst may feed into negative self-worth.  Intention, on the other hand, comes from an empowering space that I am good enough and whole. It is not about what I should be doing rather it’s more of who I want to be.  Something that I need to actively work on for it to manifest in my life as it allows for more room to move and adapt to my circumstances. It is an aim that guides my decisions and actions, a deliberate commitment to align my actions to my purpose and values – enabling me to live my purpose. 

What I loved the most about the concept of intention is that it’s not a one-time event or one off action.  It signifies our active role in continuously creating our dream life.  It nurtures character building of commitment, trust and letting go.  We move forward with it without being attached to the outcome – it’s the journey more than the destination and a practice for progress rather than perfection.  All these inspired me to be more deliberate in setting my intentions to achieve my goals. After all, what can be more fulfilling than living each day moving steps closer to my purpose?

Here are some tips and guide questions that I find helpful in setting and living my intentions:

  1. Reflect on and/or re-write your purpose statement
    1. How has your purpose served your life?
    1. What makes your purpose relevant?
  2. Be clear with what you want to nurture in your life
    1. What specific life area needs attention from you right now?
    1. What will this nurturing bring to your life?
  3. Set your intention – a statement that relates to your purpose
    1. What do you want to be living, feeling or contributing to yourself and others?
    1. How you can bring about that nurturing in your life?
  4. State your goals in a gain frame
    1. What benefits will you gain from achieving you goal?
    1. What positive impact will this goal have in your life?
  5. Develop strategy and action plans to achieve your goals
    1. What strategies are supportive of your goals?
    1. What realistic action steps are you committing to live by?
  6. Acknowledge and celebrate your wins
    1. What milestone(s) did you set around your goals?
    1. How will you reward yourself for the small and big wins?
  7. Learn from your setback
    1. What did you learn from your challenges?
    1. What will you do differently?
  8. Enjoy the journey

I can’t wait and am curious to know, what intentions are you going to set this year that your future self will thank you for?

Let us welcome the New Year with a trusting and grateful heart for the many more blessings God has in stored for us. Wishing you all a Blessed & Peaceful New Year!

God bless!

Lea

Merry Christmas from Haraya Family to yours!

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Before we write off 2020 …

What a ride we’ve had in 2020! No one was exempt from its craziness and I know many are just so relieved that it’s finally over and eager to start anew. I, for one, had such high hopes for this year that quickly took a downturn in the first few weeks. Our Haraya team had just completed our strategic planning session and everyone was just so eager to get the year going. This was supposed to be a banner year for us. We had a great plan, a capable team and we were energized by the possibilities! Before we could even find our bearings, Taal had erupted and the next thing we knew we were locked down in our respective homes, scrambling to find a way to run everything virtually.  I clearly recall my own struggle in those first few weeks of March. I found myself almost catatonic, feeling helpless, lost and scared. There was so much uncertainty with no end in sight and no clear timeline that we had little choice than to take it day by day, week by week. On some days, I had to take it hour by hour. Wow! What a ride indeed!

Fast forward to today. I’m looking back and feeling so much warmth and gratitude towards 2020. The words that come to mind in my reflection are: RESET, PIVOTAL, GROUNDING, INTROSPECTION, FAMILY, and LOVE. Not the words I would have used to describe anything back in March, that’s for sure!

What happened between March and December? How did I get to this place of thankfulness despite the roller coaster of a year we’ve had?

It helps that I work with an amazing team. Together, we focused our attention on what really matters and drew from our collective strengths. We asked thoughtful questions and had many conversations with you – our dear friends, clients, partners and coaches. You shared with us your challenges, thoughts, and feelings and told us how you wanted to be supported. So we listened and created with you, not for you.

2020 gave birth to a number of coaching programs that were designed to support you in a way that was most meaningful:

  • Unang Tugon – a first response coaching support for those with an immediate need
  • Ka-malayan – partnering to create awareness of what is happening in your team
  • Ka-lingap – partnering for your complete well-being and brain health
  • Sibol – our community development work supporting educators throughout the country
  • Ka-lunsad – partnering to launch the business you’ve been dreaming about
  • Banyuhayan – partnering to create a new and meaningful life
  • Kina-iya – helping leaders become their best selves while engaging their teams

Just reflecting on all these programs is making me teary-eyed. I would never have guessed that we would end the year with such clarity about who we are as a company and how we want to help. Because we listened, first and foremost, we’ve been the most creative. Haraya is definitely ending 2020 as a banner year, and that is because you’ve helped us to make it so!

Personally, I’ve developed awareness and practiced a side of my brain that I haven’t tapped so much before. I gained new opportunities to support this community that I love so dearly and my family has grown together in many ways.

As we celebrate the Holiday season the new normal way, take a moment aside to reflect. Keep in mind the true meaning of the holiday and celebrate God’s incredible act of love and gratitude.

There’s no way I’m writing off 2020! If anything, it’s been a source of purpose and clarity for me. What about you? What gifts did 2020 bring you?

Cheers,

Jackie

The Power of Reflection

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My ultimate happy place during this quarantine has definitely been my balcony. I live on the 40th floor of a high-rise building right in the middle of the city fortunate enough with a view that allows the eye to see as far as it can see.

I have yet to encounter a person that walks into the condo who does NOT take a moment of stillness to have a look at the view (with the exception of someone with a fear of heights). I have observed how people are naturally curious and drawn to take a look, allow their eyes to see, their breath to slow down and their shoulders to drop. And, just for a moment, stand there and “take it all in”.

It’s glimpse of the much needed PAUSE we need in our life.

What makes reflection important?

Viktor Frankl has been attributed to have said: “ Between stimulus and response there is a space. In that space is our power to choose our response. In our response lies our growth and our freedom.” It urges us to honor the pause as a time to REFLECT on our next choice, action, response.  

The word “Reflection” comes from the Latin: Reflectere, re-“back” and flectere, “to bend” – bending something back. Allowing ourselves to reflect means we are bending something back, something inwards, allowing our thoughts to bend back inwards.

American Educator and philosopher John Dewey said: “We do not learn from experience. We learn from reflecting on experience.” Reflection is an essential part in learning, growing and creating our desired future.

What is the beauty that unfolds in a reflective space?

As Haraya Coaches, we are trained to take our clients on a transformational coaching journey that is deeply rooted in creating and facilitating a reflective learning space for them. Beauty starts to unfold when our client is able to access their reflective thinking capacity and have a space to “think about their thinking”, to “see” their situation from a different perspective, to bring confused thoughts into clarity or to think about things they may never have thought about before. 

Reflection gives us a space to:

  • Get in touch with what is most meaningful to us
  • Helps bring our own learning to life
  • Gain perspective
  • Become clear on where we want to make a change and take action
  • Appreciate and be grateful for our experiences

It is no secret that 2020 was a one crazy experience. Imagine all the gems of wisdom available to us because of the unprecedented year we have had. Now, is a beautiful time to “take it all in” – to integrate our learning and insights of the year into what is to come for 2021.  

To get you started…

The Haraya Team has pulled together some of the questions that we have been reflecting on the past few weeks:  

  1. What is your biggest win and made you come alive during 2020?
  2. What wisdom did you gain from the struggles of the past year?
  3. What are you most grateful for?
  4. If 2021 were to be your best year yet, what would you be doing?
  5. What trait, strength or characteristic in yourself would you need to activate to achieve that?

Enjoy this time of pause, reflection and gratitude.

We will continue to hold the space and bring life coaching in the Philippines within your reach.

Merry Christmas everyone and a wishing you all a blessed 2021.

Stay curious,

Cecilia