The Difference Between The ‎Conscious‬ and The Subconscious Mind‬


1-The Conscious_mind:
It understands what is around it through the senses, and its main functions are:
–> (Cognition-Inference-Linking-Logic and Analysis-It programs the subconscious mind).

2-The  Subconscious_mind:
–> (The Emotions and passions Center-The Memory store-It controls the physical and mental energy and directs them-Does not conceive things the same way as the conscious mind does, it simply stores information and repeats it-Responds to strong positive assurances).

How to benefit from your ‪#‎subconscious_‬ mind?
1-#Subconscious_mind likes repetition:
‪Repetition‬ is very important to reprint ‪information‬ in your #subconscious_mind if you want to get used to a habit or a good deed you should repeat the message several times in order to be fully programmed.

2-Observe the thoughts coming into your #conscious_mind:
As it sends information to your subconscious_mind, so make sure to send to your #subconscious_mind only ‪#‎positive‬ messages,Such as:(I’m strong. I’m healthy, I can refrain from ….).

3-Right before bedtimes tell your #subconscious_mind:
Real feelings of what you want to be it will carry them out for you, repeat this every night.
As your ‪#‎subconscious‬ has tremendous ‪#‎energy‬ and can be programmed to do what we want, therefore it will begin implementing it immediately.
4-Fantasizing and daydreaming during relaxation times:
They are your secret to creativity. (Always imagine you are a special person and get rid of your ‪#‎negative‬ behavior).

5-Be absolutely certain of your ability to succeed and change:
Certainty and confidence are essential.

6-Make your  conscious_mind always busy anticipating the best:
Because this will affect your #subconscious_mind.

7-Dreams are the path to the ‪#‎unconscious‬:
what you imagine and dream of
will be accepted by your #subconscious_mind and it will begin to implement it.

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What is TNA Definition?

TNA 01

tna ball -Promise

TNA Concept

A Training Needs Analysis (TNA) is a review of learning and development needs for staff, volunteers and trustees within in your organization.It considers the skillsknowledge and attitude that your people need, and how to develop them effectively.

Organizational TNA should ideally be undertaken at 03 levels:

  1. Individual level.
  2. Organizational Level.
  3. Team / Department Level.

These three levels are linked,and using this structure will help ensuring a balanced analysis, that takes into account the big picture as well as the specific needs of individuals.

Methods that can be used to identify training needs include:

  1. Analysis of existing strategies and plan to identify what skills are needed for delivery, which might involve new training priorities e.g. new productions or expansion.
  2. Succession Plan.
  3. One-to-one interviews.
  4. Questionnaires – paper based or online.
  5. The outcome of your TNA should be a robust learning and development plan, basedon research and linked to organizational, team and individual objectives.
  6. Personal development plans.

  7. Consultation with line managers and senior managers.

  8. Focus groups – facilitated small group discussions with a representative sample of people

    The outcome of your TNA should be a robust learning and development plan, based on research and linked to organizational, team and individual objectives.

Why conduct a training/learning needs analysis?

  1. Correctly establish gap between level of skills and competence you have in the organization compared to what you need to be successful.

  2. Provides data on training/learning needs at individual, team, department and organization levels.
  3. Collect data that will help you budget for training and development. 

Some of the questions that you might like to ask before undertaking an analysis of learning needs are:

    1. Do we have a strategic and organizational plan?

    2. Do we have an appraisal system in place?

    3. Do all staff have an up to date job description?

    4. Do all staff have written objectives?

    5. Do we have a competency framework in place?

    6. Do we have a training strategy and/or a stated commitment to the value of learning and development for our staff/volunteers and trustees?

    7. Do we have processes (formal and informal) in place for effective consultation across the organization?

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What Is Customer Service?

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Loyal customers

      Loyal customers are the engine of every business.  Yet how do companies equip employees to perform their role of winning, retaining customers, and enduring relationships?

With an emphasis on the skills needed to build external and internal relationships, our training tackles issues such as how people can partner across functions to exceed customer expectations, initiate new services to generate add-on and cross-selling opportunities, and leverage industry-wide “best practices” to strengthen customer ties.

You will be able to:

  • Enhance communication skills.
  •  Develop leadership skills.
  • Develop greater flexibility.
  • Develop and define customer service skills that enhance your professional Relationship with customers.
  • Resolve customer conflicts that recognize and deal with a variety of customer behaviors.
  • Build decision-making skills that resolve conflict.
  • Develop negotiation skills.
  • Reduce work-related stress while satisfying internal customers.
  • Establish Personal credibility and increase individual comfort level during negotiation.
  • Plan and use powerful negotiation tactics to achieve win-win outcomes for everyone
  • Create e-mails that get read and generate action.
  • Say more with less.

The training combined with experience qualifies you to be developed and get professional skills needed to achieve high performance regarding working at:

1.      Large company through :

§  Implementing the managerial plan in a professional way.

§  Accomplishing more customers, more profits, new accounts, better contracts, lower expenses, more productivity, and improved relationships.

2.     Small company through :

§  Learning how to establish the customer service basis and the same time you will be the first to implement it.

§  Coaching and Leading Effective customer service strategy.

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Concept Of Office Management

Office Management Importance

    Office Management

An organization without an office is unthinkable. Office management is needed in all organizations. It manages support services of various departments in the organization. No organization can run effectively without efficient office management. Office management is needed at all levels of management.

The main elements if office management are:

1. Jobs

Office management gets the office jobs done.The jobs are management of information, records, supplies, properties and people.

2. People

The jobs are done by people.Human resource management is an important aspect of office management.


Office management performs management functions.They are planning, directing, and controlling.

4. Objectives

Office management achieves office objectives. They are:

– Efficient provision of services to other departments

– Coordination of activities of various activities

– Efficient performance of office work.

Therefore, office management is concerned with smooth and efficient performance of office work. It involves planning, organizing, human resource management, directing and controlling functions to achieve office objectives.

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Tips to Overcome Interview Pressure


Many job seekers “pressure” is parallel to “job interview.”
Job seekers worry from interviews. Then they stress over making ready for it. Then they stress over what to wear, what to talk about, and how to act during the interview, in order to the interviewer can like them and winning the job.
But the worst stress of all typically happens throughout the interview. This is often the strain which will cause you to be out of concentration. It will lead you to freeze, panic, and chatting without aim as well as losing your concentration of thought or feeling tense.

The following techniques assist calm frayed nerves and ease interview panic.

Arrive Time

Timing is everything; do not cause yourself under stress before an important interview.
Arrive about 15 minutes before the interview starting.
If you arrive too early, you may sit and wait and worry. And if you arrive too late, you’ll end up in door and being in hurry, your heart already pulsation from an unpunctual hurry.
A 15 minute pre-interview break can offer you a chance to catch your breath and familiarize yourself to the new atmosphere. It’s enough time, however not an excessive time.


Use your imagination to keep cool throughout employment interview.
Imagination could be a relaxation technique which you produce an illustration of a tense or difficult scenario. Then you imagineyourself succeeding within the scenario. You can apply an image within the days, hours or perhaps minutes before an interview. Merely shut your eyes and breathe deeply. Imagine yourself salutation the interviewer with confidence and respondent unease questions with ease.


A relaxed applicant could be a self-confident applicant.
Show the interviewer that you are quiet throughout an interview. He assumes that you’re going to be reliable on the work too.
Use the following indicators to keep relaxed throughout interview:
• Take your breath deeply and slowly in a quietly way.
• You should sit up straight and do not cross your legs or arms.
• Usually speak slowly and pause for breath.
• Keep your hands and jaw relaxed; no clenching.
Smile – it is extremely communicable!


In every interview, there comes a moment that doesn’t go according to your plan. There’s an embarrassing silence. You slip over your words. You couldn’t answer a harsh question.

Job seeker, don’t feel panic, It’s the time to put your relaxation skills into action.

As soon as you feel yourself starting to panic and lose concentration, pause. Advise yourself silently that you can do this. Take a deep breath. Refocus, and then continue interviewing.

A quick ten-second pause can be all you need to recover your self-control and get back in addition to the interviewer won’t even notice.

Interview experience comes from many interviews you have, so your attitude during the interview gets better by the number of interviews you attend.

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Basics for Switching to a Managerial Position


                When you’ve got selected your young team of managers, which means you’re well assured of their talents, but it’s vital to grasp that to those professionals the roles and responsibilities of a manager area unit very new. Since most professionals don’t get enough management coaching, here is below fundamentals for each new manager has to know:

1-Suitable training:

Managing competency could be a talent several professionals comparatively lack, and management of subordinates will take a special set of skills and needs an honest degree of sympathy, discipline and emotional intelligence. Employers promoting professionals to the management track ought to invest in coaching them on the necessities of the new role and training them closely to avoid discontent spreading within the lower ranks.

2. Obviously communicated tasks and KPIs:

It looks obvious enough except for plenty of recent managers, their Key Performance Indicators (KPIs) don’t seem to be created clear. Check with them the factors which will be accustomed measure their performance and the way typically this can be done.

3. Successful teamwork:

Seeking the correct resources required to support the team is a crucial task these new managers are going to be handling. Confirm that you just train the managers on a way to act in situations wherever a team member is troubled, a way to work most effectively with different departments, tools offered to a manager in such things etc.

4. Loyal to company culture:

You have to emphasis on that your team members share constant company culture. In order to market a company culture, wherever workers are attentive to your company’s values, Mission and vision statement.

5. Feedback:

Feedback is extremely necessary for new managers to develop in their new role. Preservation criticism can solely irritate the matter on the long-term. A decent plan would be to assign a mentor to every of those new managers to guide them on the right means.

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Secrets of Interpersonal Attraction

Marketing-by-Magnetic-Attraction-ART Mutual relationships, which give a benefit in reaction to a need for the benefit correct are notable from exchange relationships,Based on this characteristic, it was purposed that the delivery of a benefit after the person has been benefited leads to better attraction when an exchange relationship is ideal and decreases attraction when a mutual relationship is preferred. Hence read the following secretes for interpersonal attraction.

  1. Be polite to get a good biography and a good reputation.
  2. Show your generous and interests in others.
  3. You should master the way of listening.
  4. Never get angry.
  5. Always smile.
  6. Be modest for all categories of people.
  7. You should be optimistic and enthusiastic.
  8. Committed to provide gifts for various occasions such as “birthdays, marriage anniversary marriage, etc …).
  9. Care of your look and be presentable.
  10. You should know the best way of speaking.

Once you do them or most of them,you will be lovely friendly sociable person.

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