Women are better in crisis conditions but are always hanging on the glass cliff

  • Rita Chowdhry
  • December 21, 2018

“So much for smashing the glass ceiling and using their unique skills to enhance the performance of Britain’s biggest companies. The triumphant march of women into the country’s boardrooms has instead wreaked havoc on companies’ performance” Judge, 2003, The Times.

Once women manage to break through the glass ceiling and take on positions of leadership they often have experiences that are different to men. Women are more likely to be appointed leadership roles that are risky and precarious – this is because they are appointed lead of an organisation that is in chaos or they are not provided with the support and resources needed for success. This is known as the Glass Cliff – referring to the danger of the potential risk of falling which is not already apparent.

One well-known instance of this is Theresa May, who was put on a Glass Cliff after being appointed Prime Minister at the time of Brexit mayhem.

So why are women put in this inevitable position?

Past research shows that women are more likely to find themselves in these difficult roles as stereotypical feminine traits are often regarded a better fit for leadership roles in these difficult times.

They are more likely to be:

  • Empathic
  • Nurturing
  • Friendly
  • Showing interest in helping others
  • Creative
  • Intuitive
  • Supportive of work relationships

What past research has been done on this?

A study led by Michelle Ryan, a researcher at the University of Exeter, showed strong evidence for the existence of the Glass Cliff. The study involved people rating personality traits on how desirable they would be for leadership positions in successful and unsuccessful companies. Results from this particular study found that masculine and feminine traits were desirable for leadership positions in successful companies and only feminine traits were desirable for leadership positions in unsuccessful companies. As women are associated more with having these feminine traits which are more desirable for these roles, they are more likely to be appointed leaders in tough times.

But why could this have such a devastating impact on women’s reputations in business?

Although it is great that women are breaking through the glass ceiling and making in roads within businesses, the glass cliff is in fact putting women’s reputation in business at stake. This is because these leadership roles, in times of crisis, are attracting far more attention than leadership roles in situations where everything is running smoothly. So people in these positions are more likely to be in a position of facing criticism and backlash. As well as this, they have an increased risk of failure due to the tricky situation they have been put in and people are quick to blame the leader if something goes wrong rather than the situation. As women are more likely to find themselves in these difficult roles, people may now associate women in business and politics with negative consequences.

Top Tips for Hiring the Right People

  • Katie Hinksman
  • May 3, 2018
  • Beware of unconscious bias

Psychologists explain unconscious bias as our ‘people preferences’. We naturally favour those who look like us, sound like us and are interested in the same things. This can deter you from hiring the best candidate for the job and hinder diversity within your team. An example of this was made evident in a survey that revealed that the height of Fortune 500 CEOs was on average 2.5 inches taller than the average American man, suggesting that a taller man was more likely to be hired as a CEO.

  • Put people in positions in which they can shine

Ensure you are hiring a candidate for a role that suits their strengths. This will allow them to perform at their best and give you the level of enthusiasm and commitment that you want to see from an employee. For example, a natural communicator is likely to thrive in a sales job where they are able to interact with others.

  • Examine soft skills

As well as looking at a candidate’s technical abilities, it is important to consider their people skills and how well they would work with others. This can differentiate between hiring a good candidate versus an outstanding one. For example, a suitable candidate on paper who also advocates the importance of team work may be a better fit for a particular environment rather than someone who may prefer working independently.

  • Establish values

If a candidate’s values align with the organisational values, they are likely to share similar aspirations as the business. This will contribute to a stronger culture within the business. For example, an employee who has shared values of progress, innovation and excellence is likely to strive towards these in their work.

  • Look for long-term potential

Could this candidate be a potential leader in the business? Hiring someone who has long-term potential is a good way of improving retention rates, reducing recruitment agency fees and ensuring employees stay loyal and committed. For example, hiring someone who you think could progress to managerial level with the right training is a good investment and allows for continuity within the business.

Savran provides recruitment consultancy to help businesses hire the right people through candidate profiling, written analysis and verbal consultation. Call or email us on 0845 094 8039 / info@savran.co.uk  for more information.


Do You Know The Difference Between A Coach And A Mentor?

  • Katie Hinksman
  • May 1, 2018
Have you ever been told you need a ‘coach’ or ‘mentor’? Perhaps your business hires a coach or mentor, but you’ve never really considered there is any difference between the two. If you are employing either of these, it’s important to take the time to differentiate as each are very different in their own right.
Although there are differences in the way coaching and mentoring is delivered, they do have many similarities (particularly in the workplace):
Benefits of using a Coach and/or Mentor…
  • Unleashes an individual’s potential and encourages a change of thinking to achieve results
  • Contributes to the success of a business; investing in staff gives a feeling of stability for the individual
  • Recognises any potential obstructions in achieving goals and defines any resources, training, etc that may be required
  • Allows individuals to understand their personality style, along with colleagues – improving communication and interpersonal skills
  • Improves management performance

Coaches will generally:

  • Look at immediate problems and opportunities for the Coachee to work on. For example if somebody is:
    • Seeking promotion
    • Wanting to advance their leadership skills
    • Looking to improve performance
    • Trying to have more of a work life balance
    • Wanting to boost their confidence

  • Be non-judgemental and impartial but hold the Coachee accountable for their actions
This is the reason why success and achieving goals is higher when you work with a coach. A coach will typically ask questions like:
‘What do you want to achieve in your working life?’
‘What obstacles could stand in your way?’
‘What’s the first step you need to take?’
  • The agenda for the sessions is set by the Coachee
  • Little to no advice is given by the Coach and instead encourages self-discovery. This way, you get a higher commitment as it’s not a solution imposed or suggested to them
  • Usually a structured format of regular meetings with the Coachee to challenge them, generally across a set duration, to ensure action is being taken in between each session
Mentors will generally:
  • Be specialised in a particular subject. For example, if you wanted to become a lawyer, you would find somebody with experience in this field.
  • They will have a clear idea of what type of skill set the individual will need to reach their goals
  • Focus on progress of an individual, asking questions such as;
    ‘What do you want to accomplish this year?’
    ‘How can I help?’
    ‘What do you struggle with currently?’
  • Look at the long-term progression for an individual and their personal career development

  • Generally more informal, with advice usually be given as and when the individual needs it
  • The agenda for the sessions is set by the mentor to establish goals and
    how best to work towards these.
If you would like to learn more about how using a coach or mentor can improve your business, get in touch! Start turning your business into a Savvi one via www.savran.co.uk/contact

How You can Achieve Your Goals like Jim Carey did

  • Katie Hinksman
  • May 1, 2018
The importance of setting goals
  • Gives you a focus – Setting out goals encourages you to think about what you are doing in your everyday life and whether your actions are helping you reach those goals
  • Makes you accountable – By sharing your goals with others, you will feel obliged to make these happen and not become side tracked by distractions
  • Identifies your purpose – Goals give you the confidence to understand what direction you want to take your life in and how you will make that happen
With the importance of setting goals identified, it is time to start identifying what yours are by following these five principles:
  1. Be specific – You should not over complicate your goal, you need to have a clear path of how you will get there and what you need to do each step of the way
  2. Be measurable – Your goals should be time-phased with exact months and dates that you want to achieve them by. We would encourage setting out your outlines for your goals first and then what smaller goals you need to meet in between to reach those. This could be done by creating a quarterly plan, so for every 90 days a smaller goal is set to aid your outcome goal. By separating your goal plan into quarters, this will seem less daunting.
  3. Be challenging – As per the Locke & Latham theory, one study suggests that 90% of the time, specific and challenging (but not too challenging) goals led to higher performance than easy, or “do your best” goals.* You need to think about what exactly you want to achieve and what potential barriers there are on the way.
  4. Be appropriate – Your goals should be suitable to what you want to achieve. If your goal is to have a promotion at work then you would not set a goal of finding a new job, this would not be appropriate.
  5. Be realistic – Think about whether your goals are achievable before setting them out. Are you willing to put the time in to reach your goal? Is the goal achievable with your lifestyle? These are all factors that need to be considered when setting out your goals.
What to do next with your goals
  • WRITE THEM DOWN! – The most important stage and the most commonly forgotten. In fact, people with written goals are 50% more likely to achieve them than people without goals**. In 1995 Jim Carey, the comedic actor, wrote himself a cheque for $10 million at a time when he was struggling and dated it for five years later. Five years later he had doubled his $10 million goal and was an extremely successful actor. By writing down his goal and the date he wanted to achieve this goal, he could follow all the right steps on the way to reach his outcome goal. To hear about Jim Carey’s story in full, visit: https://www.youtube.com/watch?v=_ok0PXY7HhU
  • Have your goals written somewhere that you can read them on a daily/weekly basis as a constant reminder. In 1979 there was a study conducted on students in the MBA programme at Harvard University, in which they were asked, “have you set clear, written goals for your future and made plans to accomplish them?” Only 3% had written their goals, 13% had goals but not in writing and 84% had no specific goals at all. When meeting the students 10 years later, the 3% who had clear written goals were worth more than the 97% put together!^
  •  Set yourself time aside each week to go over your goals and ensure you are on track. If not, why not?
How coaching can help you achieve your goals
  • With the help of a coach there is always a form of accountability every step of the way, aiding you to reach your goals.
  • Coaches can help when actions don’t always go to plan as they can advise you on methods to help overcome these obstacles.
  • They will help you to set realistic goals for yourself and realise what it is you want to achieve. At Savran, we provide a Savvi framework made up of 5 key components to support you in setting holistic goals.
Goals are important for keeping you focused and staying motivated. With every small goal ticked off, it will leave you feeling rewarded and encouraged towards ultimate success. Remember, it may be a challenge but there is always a way of reflecting and continually learning.
^Mark H McCormack, 1994, What They Don’t Teach You at Harvard Business School

The Importance of Recognition

  • Katie Hinksman
  • May 1, 2018
Having worked as a teacher and a coach for over 30 years, I was more than aware of the recognition and praise that you needed to give pupils when they had reached their target grade, completed all their assignments on time or even answered a question correctly. In particular, as a teacher, just a simple ‘well done’ can be enough to give them the motivation that they can achieve whatever they set their mind to.
Earlier this year, I was honoured to be on the judging panel for Hallmark Care Homes’ Employee Awards, which recognises the hard work of the staff that have gone above and beyond. – A process which I believe should be encouraged in more businesses to recognise their staff’s achievements.
As well as being a judge, my work has also been recognised because of my clients’ achievements. I am pleased to have received the following awards:
  • Best Newcomer of the Year 2015, International Coaching Awards
  • Small Business Coach of the Year 2016, International Coaching Awards
  • Best Coach 2016, Best Business Women Awards
Recognition is not something that managers should shy away from, in fact the best leaders are those that recognise their staff’s achievements. Recognition is a small gesture that impacts the bottom line through higher staff retention, stronger teams and a good work ethic. In fact, 82% of employees say that the recognition they receive at work motivates them to improve their performance*.
As the New Year approaches, perhaps it is time to recognise and celebrate your achievements, as well as your employees.
Here are some other tips to motivate your teams:
  • Flexibility – including own working hours or the option to work from home
  • Feedback – make time for your employees socially and give positive feedback more often than annually
  • Increased responsibility – give your employees the opportunity to learn more skills
  • Involvement – involve employees in the decision-making process, especially in those that affect them
  • Information – share information with employees, let them know how the business is performing
Get Savvi, Get successful.
*Gallup Poll (Global)

Women in the Workplace

  • Katie Hinksman
  • May 1, 2018

Over the last six months I’ve focused purely on being a mum (a position I never expected to be in just over a year ago). I love every minute of it may I add, but as the end of my maternity leave is looming, it’s time to think about myself and providing for my son.

Listening to a radio interview featuring Rita Chowdhry, founder and CEO of Savran (a business which works with individuals and businesses to understand the strengths and values of their people and being the best in the workplace), she discussed the topic of women in the workplace.

Firstly she identified the importance of your values, something which seems to be overshadowed these days as many people are working in jobs they hate and rarely spending valuable moments with family. This is something that really gave me food for thought and I’m sure for many more women, even with or without children. As Rita said, “people have to take a step back and think what is it I actually value in life? What do I want to do for the remaining years of my life? Do I want to make a difference? Do I want to be there for my family? Do I want to be a good role model? Look at your values and what is important, and live by them.”

Once you have realised your values, Rita has identified five key elements which help to understand an individual and how they perform, this model is called Savvi:

 Self-awareness – Having an awareness of your strengths and weaknesses and using those strengths to overcome your weaknesses. It is also about having an understanding of others’ self-awareness.

• Achievers mindset – Your ‘I can’ is more important than your IQ; your IQ can only take you so far.

• Values and beliefs – Are these limiting you in any way and if so, can these limitations be changed?

• Verbal communication – People communicate in different ways; identify the different styles of verbal communication within a team and be aware of these.

• Inspiration – Look into who and what can inspire you, e.g. books, coaching, mentoring.

Looking at and understanding the Savvi model, I’ve found this really interesting and helpful in developing myself. As discussed in the interview, stereotypically women are brought up with the value of supporting others (family, children, etc) and although there is no outright discrimination against women, there is a lot of unconscious bias. Certainly for me from looking at this model and I’m sure other women, it makes me think about what my strengths, weaknesses and what inspires me to succeed, something that has tended to take a back seat since having my son. In order for me to provide what my son needs, I have to understand myself and what works for our family.

Concluding the interview, Rita was asked what is key to having a successful business and in response answered, “do something you are passionate about and taking that further, identify your strengths.”

Having listened to this interview, I was inspired by her success and by using the Savvi model in every day life it can make vast improvements to your future. If you want to be inspired and hear the full interview, click here: www.bbc.co.uk/programmes/b08316yg

What Defines a Woman’s Role?

  • Katie Hinksman
  • May 1, 2018
A woman’s role in society has undoubtedly changed over the past few decades; going back generations it is clear to see that women now, more than ever, have higher expectations laid upon them by society.
In my grandmother’s generation, the woman’s role was solely to provide support to their husband, enabling him to go out and achieve his goals. In my mother’s generation, the role continued to revolve around the children and the duties at home, however women began to want to achieve something for themselves.
The women of my generation strive to have it all; the happy family life and perfect career while looking good. This can be a struggle however and we are often hard on ourselves if we can’t achieve all of these. These are the issues that many of my female clients seek to cope with. Going forward, in my daughter’s generation, the pressure is even greater to excel in all areas as there are less restrictions by society and therefore potentially fewer barriers and obstacles.
The modern-day woman therefore faces a dilemma; if we don’t work we feel a loss of self-esteem and confidence; this is something that I have seen in many clients, even if they are hardworking and intelligent. They see themselves as “worthless”, especially after their children have grown up and their husbands have ‘achieved’ their own success.
The role of women in today’s generations and previous generations were defined by society. In this sense, the woman’s role is defined by relationships. On the other hand, women with high-flying careers can also feel this sense of emptiness if they choose a career over children they are then defined by this choice. We don’t need to look any further than the recent descriptions of a candidate who recently ran for the leaderships positions of the Conservative party.
An article in the Telegraph on this subject states that remarks such as these, “reveal how childless women are still viewed with innate suspicion”. This demonstrates the challenge modern women face, as the contemporary women’s role is expected to simultaneously take on different forms: the career-orientated achiever and the diligent housewife and the caring mother.
In my opinion, women should not be defined by society and its idealistic expectations of the perfect woman. This is something I help my clients to discover. Women must establish their own definitions, working out their own values in order to achieve happiness and a balance in the real world.
Can a woman manage both career ambitions alongside a happy family life?
Having recently interviewed Nicky Morgan MP (former cabinet minister for Education and equalities minister), for my upcoming book, I have so much admiration for women who enter politics and have young families. Nicky’s son was only two years old when she was elected an MP. She and her husband have many challenges bringing up a young child and dividing their time between two cities.
It evidently works in Nicky’s and indeed many other families, if both men and women are flexible, open-minded and supportive of each other’s role. It all comes down to being SAVVI: being self-aware and identifying each other’s strengths and passions and taking on roles that utilise these. This may mean both parents are working and paying for childcare and helping to run the house. Personally, I discovered I wanted to teach or coach – to use my strengths – and to have help around the house. The modern day woman must make her own definitions and not feel guilty for using her strengths and passions to strike the right balance.
It’s important that we all work out what makes us happy, what our strengths are and how they can be best used. This is the first thing I do with my clients, who are often both businesswomen and mothers. Women should not succumb to the pressure from society to have to do it all, or to be restricted to do certain things because of gender stereotypes.
“Be Savvi” and work out what makes you happy and get the support and courage to make this happen.

How Well Do You Know Yourself?

  • Katie Hinksman
  • May 1, 2018

Self awareness is the first principle of being Savvi – a framework we at Savran have developed to help our clients, managers, teams and parents to enhance their performance and achieve personal or professional goals. Savvi is an acronym and S stands for self-awareness. The questions that arise here are “What actually is self-awareness? What are its benefits? How can it help me in managing different aspects of my life?”

The answer is very simple. Self-Awareness is having a clear insight of your character. Having knowledge of your strengths, areas of development, beliefs and emotions allows you to take control of the direction your life is headed in. When you are aware about your personality, you construct new possibilities which takes your potential to a whole new level.

If one is parenting or managing, self-awareness can have a huge impact as it creates the ability to take on challenges better and provides a clear understanding of your predictable behaviour. In the case of parenting, children are often seen to learn by modelling their parents’ behaviour. A parent who is self-aware about his/her actions, elicits such actions from their children too. Even when you’re managing a company and a team of people, a team will look up to you for the actions you take. Thus, self-awareness lets us think from others’ viewpoints and benefits our relationships, communications and decision making.

For example, ask yourself what kind of a driver are you? Are you a chivalrous driver who often gives way to others or do you find yourself speeding and switching lanes to get around slower drivers? If the latter, does this disturb you or the others in the car with you, and your driving experience in general? How does it affect the other people on the road? Now, if I am self-aware of my driving I can make better choices that can provide a much better experience for myself, my passengers, and the other people on the road, which in return would make me feel better. By obeying the traffic rules and etiquettes, I might encourage others to do the same. I may even find different routes so that I don’t have to rush or decide to take my time because life is just so much more pleasant that way!

Tao Ching said it so well “Knowing others is intelligence; knowing yourself is true wisdom”

We are basically three different persons; the person other people think we are, the person we think we are and the person we really are. To rightly know one’s self is the ultimate goal. Knowing yourself is about being aware of your core values, primacies and dreams. It means valuing your strengths and flaws. Your desires and doubts. Your tolerance and your limitations. Being conscious of your strong points increases your confidence, which encourages you to take challenges. You also learn about the specific disparaging patterns of your behaviour, which lets you look for means to transfigure them in order to gain control over your life. You recognise your core values, which allows you to make superior choices that are aligned with your true self. You distinguish your weaknesses and convert them into your allies, which results is a new set of skills that guarantees a more fulfilling life. This procedure converts fear and resistance into candidness to nurture and explore. It permits the concealed obstacles to dissolve and transforms the fear of knowing oneself into a voyage of exploration, innovation and self-fulfillment.

Michael Jackson’s song “Man in the mirror” is truly inspiring in this regard. What he states in his song is that if you want to make a change, start with the man in the mirror. Analyse yourself. Ask yourself to change. Be driven to get better and better each time you look in the mirror.

Like Mahatma Gandhi said “Be the change you want to see in the world”. That’s how you can make an impact.

There’s lots of undesirable and sad things out there. By making a change in ourselves, we put a barrier to this negative flow and prevent it from spreading to others.

If you want to make this world a better place, all you need to do is change yourself. Focus on yourself and become a better individual. Having a self-deep analysis will help you know where you actually stand.

But most of us haven’t been able to explore themselves in the true sense and this is where Savran steps in. We have been effectively increasing self-awareness in our clients through helping them to recognise their strengths and areas of development. We do this via tools and coaching principles that are neither biased nor judgmental, which makes our clients have complete “buy in” and induces the motivation to change. – A change that will boost their performance and help them in accomplishing personal and professional objectives.

The Four Behavioural Characteristics

  • Katie Hinksman
  • May 1, 2018


Every single person on this planet is unique. Each twin is a unique being, each man is distinctive and each female is one of a kind. Even with this knowledge, there’s a simpler understanding to human beings, which can be defined in four main behavioural characteristics known as DISC. By The Way, DISC is also used as a method by some HR departments to define the characteristics of potential employees.

Within each ‘title’ there are ‘four’ sub titles which are used to further narrow the categories each individual fits in.

Below are the names of each characteristic along with adjectives to give a rough idea of the traits that fall into each category.

Dominance (task orientated and driven by results) = dominant, driven, doers, decisive, determined, direct and demanding. 

Influence (outgoing and driven by people) = inspirational, influential, interactive, impulsive, interested in people and impressionable.

Steadiness (reserved and somewhat people orientated) = steady, stable, supportive, sensitive, security, status quo.

Compliance (reserved and tasks) = cautious, calculating, competent, compliant, conscientious, careful and consistent.

Of course, each characteristic contains its strengths and weaknesses, for instance, those that fall into the Steadiness category tend to shy away from change. This is often seen as a bad thing as generally, in order to progress in life, you need to be susceptible to change. On the other hand, those that fit into the dominance characteristic are often not sociable and lack people skills. People in the compliance category can often be very analytical and will not perform certain tasks, unless they are aware of the ins and outs, the why’s and how’s, and the facts and statistics. Although in order to persuade a dominance person, that individual will often need to provide said facts and statistics.

Dealing with Different Personality Traits

In order to successfully deal with various personality traits, you have to adapt yourself to suit each person. This doesn’t mean change who you are, it just means be weary of different people’s thought process and reactions.

Personality type D: these people tend to think fast, are quick paced and direct. They don’t beat around the bush and prefer interacting with people who go straight to the point. They generally need to work on building a rapport with colleagues and employees and build relationships with people. Upon typing an email to a colleague they may say,

“John, have you researched which country uses the most apps yet? Thanks, Hetty”.

When dealing with a D it is better to be brief and send bullet points when possible.

Personality type I: fun, loving, outgoing and natural entertainers are traits that sums up such a character. They feel energised by social interaction and dislikes email communication. In the event that they do send emails, they tend to be relaxed and conversational in style. Here is an example:

Hey John,

How are you? How was your weekend? Did you manage to go to your friend’s party in the end?

We spoke about researching which country uses the most apps in the world. I’ve managed to research the top twenty countries across Europe, America and even Africa. How is your research going?


Hetty xx

When dealing with an I it’s best to send messages with a personal touch and keep things light and friendly with a sense of humour and a dash of praise.

Personality type S: such people are loyal, patient and caring. Their easy going personality is also reflected in the digital communication. When they send emails, they often come from a perspective that includes the well-being of everyone around them. Here is an example:

Hi John,

How are you?

We spoke last week about conducting research regarding the countries that use the most apps in the world. How has your research been going? I have found some sources. Would you like me to assist you in anyway?

Thank you.

Best wishes,


When dealing with S type personalities, it is best to take a gradual approach and take slightly longer to explain things whilst showing consideration towards them.

Personality type C: such people are organised and methodical and are generally on the introverted side of the social spectre. Social interaction can be tiring for them but give them a pen and paper and they could write for days. Emailing is one of their best friends as it enables them to convey high amounts of information instantly.

Here is an example:

Hi John,

How are you?

We spoke last week about conducting research on the countries that use the most apps in the world. I have found some very useful links and resources, and as such have compiled them into the attached document for you to view.

How is your research coming along?

I found that A, B, C and D….. and the statistics conveyed on E website states that F and G are A and B. It was suggested on F website that G and H are I and Y is Z. However, G and P is similar to D….. and the email can go on and on and on…..

Best wishes,


In dealing with such traits, it is best to be specific, especially if time is not on your side as they will take longer to read your email and carefully draft a response, thereafter reading over their response a dozen times before hitting the send button.

Learning about different people’s characteristics and adapting to suit each person can and will increase harmony in the workplace, home and in social circles.

I hope this helps, but don’t thank me, thank Savran which is an organisation that helps to develop people. I love its slogan – “Be Savvi, be successful”.

If it wasn’t for a workshop that Creative Access organised at ITV, I would not have known about Savran and its wonderfulness, so thanks Creative Access!


What I’d Say to My Son: ‘Be Savvi’™

  • Katie Hinksman
  • May 1, 2018
Like many parents, all I want for my son is for him to be successful, and for most of us this means to be happy and achieve our best. In today’s competitive society, you have got to stand out from the crowd. In order to accomplish that, what I say to my son is to be ‘savvi™’ (savvy), which I define as being ‘in the know’ – an acronym for five main factors, without which, success seems distant and intangible.
Savvi stands for: Self-awareness, Achiever’s mindset, Values, Verbal communication, and Inspiration. As aparent, I have shared this framework not only with my son, but with my daughters too; as a Teacher, I have instilled it in my students; and as a Coach, I have used this to guide my clients, parents, students, business owners and teams.
Self-awareness – recognise your strengths and weaknesses

Don’t concentrate on what you can’t do, but on what you can do. Many children focus on the latter, not knowing how this can damage self-confidence and self-esteem. When my son was told he was dyslexic, he began recording his lessons, using his auditory learning skills to overcome his weak literacy. What I have always said is to develop an awareness of strengths and use them to combat weaknesses. ‘Knowing others is intelligence; knowing yourself is true wisdom’ – Lao Tzu.

Achiever’s mindset – develop this
When you have the right mindset, you can take your ability so much further. I have encouraged my son to set goals that will stretch him and help him develop in all areas of his life, whether it’s socially, career wise, or emotionally. Results are not determined by ability or luck, but from developing an ‘I can’ attitude. ‘Your “I can” is more important that your IQ’ – Robin Sharma

Values – recognise the importance of them

So many of the issues faced by children stem from peer group and social pressures, such as engaging in anti-social behaviour. What I did with my son and family was to sit down and agree our family values. When you know what values are important to you and your family, they act as a moral compass to guide you then external bad influences will not throw you off your path. ‘I stood for nothing so I fell for everything’ – Katy Perry

Verbal communication – be an effective communicator

These days, children are more connected to their phone than with those around them. It’s important to have strong verbal communication skills not only within the family, but the ability to connect with lots of different people in order to form good relationships with future colleagues and partners. ‘Change your words, change your world’ – Andrea Gardner

Inspiration – seek it proactively

Our children are more fortunate compared to previous generations, who were motivated by desperation. So it’s important for our sons to look instead for inspiration to drive them to grow and lead a fulfilling life. What I would say is to seek inspiration from those who have achieved success.

If you would like more information, tips and practical tools on how to be a Savvi parent or to develop savvi children, please contact Rita Chowdhry at rita@savran.co.uk

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