Friday, 30 October 2015

Baby Break

As of November 1st 2015 I will be taking a three month maternity leave. Our second boy is due to arrive on November 27th – we couldn’t be more thrilled.

I will return to work February 2016 to announce my new Training Workshops for 2016. I will not be scheduling any more sessions this year.

Thank you for your understanding and I look forward to seeing you soon.

Al my best – Janine de Muinck / InterACT WA

Thursday, 1 October 2015


What’s your favorite curse word?

See, I really used to like ‘Shit’. A fairly innocent word, in the wide range of curse words available, that you can easily change to ‘Shoot’ should there be little ears listening.

So when I bumped my knee at the corner of my desk,  forgot my credit card after ordering a coffee or received another speeding ticket:
There was my favorite word.


But I write ‘was’, because recently a new curse word has entered my vocabulary. 
And it’s a lot worse than ‘Shit’.

It’s the F word...

Now when I bump my knee at the corner of my desk, forget my credit card after ordering coffee or when I get another speeding ticket: There I go. The F word just effortlessly leaves my mouth.

Want to know where I'm going with this?

Well, you should know that ever since I’ve moved to Perth I’ve been surrounded by people who are dedicated F Sayers. And now, a few months later I unconsciously copied that behavior.

So what changed?

It is just what we humans do... 
Ever since we are young we copy behavior from other people. Because instinctively we know by doing so we increase our chances of survival. 
Luckily the chances of me not surviving by no longer using the word shit are very minimal; however the old instinct is still present. Both verbal as non verbal. 

In Training workshops I frequently work with this interesting principle. 
Recently I delivered a workshop on Non Verbal Communication and introduced the following activity to let people experience the effect:

I divide the participants into groups of three. 
The numbers 1 and 2 start interviewing number 3 on a topic where he or she likes to talk about.

What number 3 doesn't know is that number 1 received secret instructions to copy the Non Verbal behavior of number 3 in an inconspicuous way. No. 2 has received the secret instructions to choose totally different Non Verbal behavior than number 3.

If I ask number 3, after a few minutes, with whom he had the most contact chances are high he or she will say number 1.

Often participants don’t really know why they had more contact with number 1.
Let alone that they are aware it was probably just because their behavior was being copied. 

An eye opener for many. 

Would you like to know more about how InterACT WA can help improve your Non Verbal and Verbal Communication? (I promise you I won’t curse...;)

Visit or call 0487 693 349

Tuesday, 8 September 2015

Feedback struggles

Recently we moved to a lovely new home in Perth. I had not met our new neighbors yet, however I did meet their huge pickup truck. 

The one always parked right across the sidewalk...

I decided to ignore it and suck it up each time I had to plan an alternative route around it, through the grass with my non off road pram and back onto the side walk.

After 2 weeks I was over it.

I knew what I had to do. 
It was time to give some feedback!

Piece of cake right? 
I mean, I'm a Communication Trainer and Professional Role Play Actor. It's one of my main tasks to provide feedback, so just telling our neighbors to move their truck of the sidewalk couldn't be that hard... 

Ironically enough, I kept delaying it. 

Everybody that ever provided feedback to someone knows how hard it can be. Some people feel easily attacked, leaving an open and constructive conversation almost impossible. Others, just nod friendly as you share your thoughts, and you just know nothing is going to change... 

So why didn't I just ring the doorbell and give the feedback?

After having given it some thought, it made sense to me. 
Effective feedback relies on one simple rule: 

E = Q x A

Or better known as: Effect = Quality x Acceptance

What does this mean? 

Well, no matter how substantially qualified my feedback is, if the other person chooses not to accept it, the effect is minor. 

I haven't even met my neighbors yet, so how would I know if they would accept my feedback? 

Luckily I also realized that feedback needs to be a dialog, not a monologue. 
Inviting the other person to respond and creating a conversation which builds the acceptance factor. That gave me the confidence to ring the doorbell of my neighbor after all. 

And now the pick up truck is no longer in my way. 
When I see our neighbors I always get wave and a smile as I roll my pram smoothly along the side walk where the pickup truck use to be.

But most importantly... I realized that, even as a Communication Trainer, you're never done learning.   

Giving and receiving feedback is the basis to remain focused on personal performance and development. Feedback creates the opportunity to develop, learn and maintain an open dialog. Therefore it is an extremely important skill to master or improve. 
Would you like to know more about how InterACT WA can help? Visit our website

Thursday, 6 August 2015

Stuck in Drama

Last week my family got sick. 
Really sick.

Our one year old had just started his first week at daycare and he managed to bring home a nasty tummy bug which made us all fight over the toilet, sink and the shower. 

It was disastrous and not to mention horrible. 

It became very clear how we all deal with stressful situations differently. During our own little family meltdown we got stuck in the 'Drama Triangle'

The Karpman Drama Triangle states that there are three roles we tend to take when 'Drama' occurs.

The first role is the one of the Victim. A role my loving partner took instantly. 

And the victim's stance is "Poor me". The victim feels helpless, hopeless, powerless and seems unable to make decisions or solve problems. (I quote: "Why did you only throw up once and I threw up four times?" and "What should I eat or drink? I just don't know") 

Myself, I took the role of the Rescuer. The rescuer's line is "Let me help you". And I turned into a classic enabler despite my own illness. I booked in doctors appointments, drove to the pharmacy and cleaned up smelly toilets. The reward derived from this rescue role is that the focus is taken off of the rescuer. When he/she focuses their energy on someone else, it enables them to ignore their own issues. 

The last role is that of the Persecutor. If our little boy could talk, perhaps he would have taken this role. Persecutors use blame, criticism, attacks and venting to release stress. So he probably would have said: "It's all my parents fault. If they didn't put me into daycare, I would not have gotten sick" The Persecutor insists, "It's all your fault." 

So there we were. 
All stuck in the Drama Triangle showing toxic behaviors. 

Luckily there is a way out. And it's called the Winners Triangle.
By consciously choosing a different role you can directly influence the role someone else is taking. 

The Rescuer for example can channel their desire to be of service by becoming The Coach. And The Persecutor can learn how to become a Challenger. 

After a few days my family was able to hold down meals again and with that the drama triangle also stopped. But unlike a nasty tummy bug, the drama in your (work) relationships can show up in more prolonged ways, shapes or forms. They can show up in subtle or theatrical ways, but they are equally as unhealthy.  

Would you like to know more about how to resolve these Victim - Rescuer - Persecutor relationships in the work place and how to make your way to the Winners Triangle? 

Contact me on and I'll be more than happy to tell you more!

Thursday, 30 July 2015

3 x 3 x 3 Special Offer

As one of my valued contacts, I would like to take this opportunity to share a special offer with you before I go on Maternity leave.

Don’t hesitate to take advantage of this very limited time:

3 x 3 x 3 DEAL!

For just 3 months InterACT WA will offer their 3 most popular communication workshops in an interesting package for only a 3 figure price. 

These In-house Training Sessions give you an opportunity to train up to 36 people in this special deal.
Choose from one of these three training workshop packages currently on offer:

Powerful Feedback – Skills for giving powerful effective feedback
- Sensitive Communication – Authentic Personal Communication to engage.
- Dealing with Objections Overcoming resistance when presenting ideas

Each individual workshop package includes:

A session to ensure training is integrated with your organizational goals & values
* Online inventory – to help participants gain more from their workshop experience
 A 4 hour, high impact, face to face workshop
* Participants workbook with complete background information
* Full evaluation report

This offer is valid until October 30th 2015 / In Company only / Max 12 participants per workshop / Perth Region only.
 Your special offer:

Regular Package Price $1985,- +GST

NOW $997,- +GST per Workshop Package.
(That’s only $83 per person with 12 participants!)

Why InterACT WA?

An InterACT training workshop is not just a workshop. It’s an experience!
InterACT specializes in bringing theories to life by using theatre based learning methods. We provide Actor-led training sessions where your employees can improve their soft skills by DOING. We let participants ‘practice what they preach’ by simulating a real experience.

Participants can safely practice new behaviours and appreciate their actions’ impact, without risking client relationships or reputation in a non-destructive testing environment.

The high impact training sessions are provided by Janine de Muinck, trainer, role play actor and coach from the Netherlands. Using professional actors in Employee Development has been common practice in Europe for more than thirty years.

The blend of relevance, fun, and role-play has been very successful and delivered real results. Janine works on the basis of triple impact that combines business theory with theatre and training.

Hear what others have to say?

"Janine has an engaging style that focuses on theatre and active learning methods and uses quite confronting exercises to facilitate participants learning. You leave the training having had fun and with key ideas you can put into action. She leaves you coming back for more!"
Su-Lyn Lacey 
Capability Development Specialist HBF

"I would thoroughly recommend Janine to anyone because she has a broad range of skills and knowledge to make sure you get the best out of your training" 
Jeff Harris
Manager Scitech 

Contact me today to lock in your workshop date(s) seeing availability is extremely limited.
Hope to talk to you soon!

Warm regards,

Janine de Muinck
InterACT WA – Acting Coaching Training
M: +61 487 693 349 – E: – W:

Monday, 29 June 2015

Training is (often) useless

In a meeting with a potential client about delivering an incompany communication workshop I got asked the following question:

"Isn't training just useless?" 

He explains: "We've done communication workshops before and nothing really changed. After a few weeks everybody just does what they always did" 

I get this question a lot. And I always answer honestly:

"Yes. Most training workshops by itself are often useless"

Fortunately I also have an explanation and solution to this.

Because there are three simple aspects that can make a training workshop useless or a waste of money.
If you tackle these aspects early in the process, the workshop will actually be a great return on the organisations investment and provide the changes sort by the organisation.

The first aspect lies with the participants.
The second aspect lies with management.
And the final aspect lies with the training workshop itself.

The Participants

Most training workshops end up in the category 'Well meant initiatives'. Participants don't end up putting the theory into practice. Sometimes that's because they weren't motivated to do the training workshop in the first place. Sometimes it's because they didn't have clear learning goals to begin with. But more often its because participants don't practice the new found skills and return to there old work habits. Just like learning anything new in life it requires practice and commitment.


It's key that management is informed about one's learning goals and provides the opportunity to practice and support the new behavior. If this is not supported by management a training workshop can not just be useless but can even backfire. The employee may get frustrated and demotivated as a result.

The Training workshop

A lot of training workshops are designed to teach people tricks. They are typically non-confrontational and solely provide a lot of theory, examples and tips. Although its necessary to provide knowledge for skill development, a training workshop should contain more aspects to be truly effective.

So how does InterACT WA work?

InterACT WA always works with individual learning goals and will never deliver a workshop without having had a full intake with client and participants to determine a clear cause, outcome and goal for the training workshop. This will create insight into whether training is the right way to go.

All our training workshops are based on experimental learning and use role play actors. This means a lot of practice and a lot of feedback. This often continues with a follow up program after the training workshop with quick one on one coaching sessions in the working place with role play actors to keep the practice going.

Finally our workshops are impact full and confronting. No sitting back watching power point slides. Our programs go beyond providing theory and examples. We challenge old behaviors and dare to (respectfully) ask the hard questions.

All to accomplish what everyone wants in the end: A lasting change!

Find out more on

Thursday, 7 May 2015

Power of Metaphors

Once I had a job interview where my interviewer didn't ask about my skills or competencies but simply asked what kind of animal I would be and why.

I bit caught of guard I had to think about it for a while. However, I quickly found myself describing myself as a cat.

One that loves to be in the safety of her home, but needs to go out regularly to explore new adventures. One who likes to get and give attention. A cat that likes to hunt and meet other cats. Or dogs. Or any animal.

One that can put her claws out if things are going to slow. One that can easily adapt to any situation. And usually likes to go her own way. A cat that believes only she is responsible for mice she does or does not catch.

You get the picture.

Before I knew it I was telling so much open and honest information about myself. All because of the simple power of a metaphor.

The best description of a metaphor is something like 'imagery by comparison. "
And what makes it so powerful is that a metaphor activates our imagination. It forces us to think visual and creative.

That is precisely why I love to use metaphors in my work as a trainer.

One metaphor that I regularly use are the wonderful characters from Winnie the Pooh:

Eeyore: Likes to take things slow and is a sensitive soul. However he's also quickly disappointed and sometimes feels like the victim of circumstances.

Piglet: Very amiable and cares about the others think. Is also very cautious and a little anxious. Wants people to like him.

Winnie the Pooh: Cares about the simple things in life. Does everything well and often wonders about the unknown. Is rarely worried about something.

Rabbit: Get's a bit grumpy if things don't go the way he wants. He's impatient and likes to have things under control. He always wants more.

Tiger: Excitable and energetic. The entertainer in groups and the leader of ideas. Can be a bit overwhelming for some people.

Owl: Smart and thoughtful. He is guided by reason and loves facts. Can be a little scattered.

Kanga: Caring and helpful. Thinks about other first and is very approachable. Always friendly and happy to help others.

So with what character(s) do you identify yourself the most?

At InterACT we love creative learning methods.
Want to learn more about us? Visit our website here.

Wednesday, 15 April 2015

It's just the way I am...

Be honest.
How many times have you tried to change someone?

Personally, I've put a lot of energy in trying to change friends, colleagues, managers, family members and yes... boyfriends.

And it wont surprise you... It didn't work.

In my work as a trainer I'm sometimes confronted with participants in workshops who are there simply because their manager thinks they need to change.
And just like my friends, colleagues, managers, family members and boyfriends: They wont change simply because someone else wants them to.

People only change if they want to themselves.

However, change can be pretty scary. So one of the most heard arguments I get is:

"But this is just the way I am... "

Not exactly true according to Tony Robbins, American NLP guru.
He says you CAN change behavior in four steps:

Step 1. Identify the behavior you want to change.

Step 2. Define the negative feelings that cause this behavior. What will it cost you if you continue to maintain this behavior? How does the frustration, pain or insecurity feel that is caused by the behavior?

Step 3. Imagine what the new behavior could look like. What would you be doing differently and what will you gain with it? Try to really feel these positive feelings. Like you are already doing it.

Step 4. Force yourself, whenever you fall back into the old behavior, to bring back the feeling of step 3. The trick is to recognize the old behavior in the moment and act in a different way than you always have.

Time, after time, after time, after time.

Sounds simple. But trust me, it's damn hard work...
However, in the end it will be worth it.

Because over time the new behavior will become automatic and your old mindset has slowly changed. Our brains have adjusted and neuroscience shows that they will be able to keep adjusting no matter how old we are.

So good luck with trying out these four steps.
And don't forget to have some fun whilst doing it.

Because the easiest way to change, is to enjoy the ride.

Would you like some help with changing your behavioral change? InterACT WA provides hands on coaching to teams and individuals. Click here and find out more! 

Tuesday, 31 March 2015

Forget personality tests!

Nearly two third of major companies in Australia use psychometrics in the hiring process as an indicator of candidate competency.

But perhaps not for long.

Using professional role play actors in job simulations as part of the hiring process is becoming an increasingly popular option for more and more companies. 

Instead of personality tests they use role play actors to simulate an actual ‘day in the life...’ And the results are impressive. First testing results show that this working method leads to an increase in retention because it demonstrates more effectively if you have the right candidate. 

In the assessments actors create a wide range of simulations that can include communicating with a client, dealing with an unforeseen problem or managing a complaint.
This allows organizations to actually OBSERVE and EXPERIENCE the applicants competencies instead of just reading about them in a personality testing rapport. 

And the knife cuts both ways: 
It allows candidates to experience what a day in the life of this new job actually feels like.

Furthermore, it is much cheaper to discover someone is not a match before they are hired and trained. 

How much cheaper?
Well, hold on to your seat: 

The Australian Department of Employment currently estimates that the average cost of a bad hiring decision can equal 30% (!) of the individuals first year potential earnings. 

That means a single bad hire with an annual income of $75.000 can equal a potential $22.500 loss for the employer!

Would you like to know how you can increase the chance of hiring the right candidate?

At InterACT WA we have a wide international experience with testing competencies using role play actors and real life simulations. 

Contact us through
We are happy to tell you more.  

Monday, 16 March 2015

6 Reasons to hire a Dutchy!

This month I live and work in Australia for exactly 3 years. And with more than 200 nationalities living side by side here in multicultural Perth, it's not uncommon for people to ask each other where they're from.

As soon as I tell people I'm from the Netherlands they quickly respond with the stereotypes: "Ah! The country of drugs, prostitution, cheese and clogs..."

Not the most appealing sides of Dutch culture.

Luckily the Dutch have more to offer.
So here are 6 typical things about Dutch culture that will make you want to hire a Dutchy.

1. Open minded
The Dutch are not easily phased by different opinions and they have the tendency to accept people the way they are. Therefor they easily build relationships and quickly connect to different cultures.

2. Confronting
The Dutch speak their minds... Some might think we're rude and blunt, while others think we're just honest. However you feel about it, you will always get straight forward feedback from a Dutchy. And we also love a good debate.

3. Entrepreneurial
The Dutch are traders. Ever since the old days they are always looking for new products and markets. Therefore a Dutchy will not be afraid to try new things or inform you about new innovations.

4. Discipline
Being late for work is one of the worst things you can do in the Netherlands. Dutchies believe rules should not be broken and you should stick to your promises. This makes Dutchies reliable business partners. And they will most likely be on time. ;)

5. Freedom
The Dutch like their freedom. To travel. To have choice. To be who they want to be. So it can be hard to lock down a Dutchy. However it also means they have broad horizons. And are generally well traveled and independent.

6. Modest
The Dutch will not show off. Since they were young kids they have heard the saying: 'Act normal. That's crazy enough as it is.' So if you want to shine in the spotlight, a Dutchy will modestly let you.

So there you go! 6 Reasons to hire a Dutchy.
Sounds better then drugs and clogs, right?

Would you like to know more about the Training programs InterACT delivers on Intercultural Communication? Contact us here.

Friday, 6 March 2015

Free Introduction: 'Acting in Training & Development'

About  ‘Acting in Training & Development’

You want to learn how to work as a professional role play actor. Or maybe you already are, but until now you solely trusted on your improvisation skills and your enthusiasm. Acting in Training & Development is a special skill and there’s a lot to learn when it comes to working as a professional Role Play Actor.

How do you help people develop their communication skills with your acting talent? 
What are different ways to give participants feedback? 
How do you create a real life scenario where people can safely practice new behaviors? What creative working methods can you use to create a high learning impact?

Come and visit our free introduction and find out all about our exclusive 2 day workshop that will give you all the knowledge and techniques you need to become a professional role play actor.

For who?

This introduction is for professionals who want to know how they can increase their value as an actor or learning professional with our 2 day workshop.
The introduction is suitable for Actors, Trainers, Psychologists, Assessors and Coaches who want to learn how to take the role of professional role play actor in training workshops.
So come visit our FREE introduction and get inspired!

About InterACT WA

InterACT is WA's leading consultancy firm of the use of actors in Training & Development. We make learning outcomes and communication messages 'come alive'. By using the fun and power of theatre skills, we provide creative learning experiences that will have a great impact and will help participants interact even more successfully.

InterACT WA was founded by Janine de Muinck. She’s a seasoned professional who has worked as a role play actor, trainer and coach for more than 10 years in the Netherlands – a country at the forefront when it comes to theatre based interventions and creative learning methods.

Janine completed her studies as a Drama Teacher in 2002 and she has a bachelor in Training & Development. In 2007 she completed her Associate degree in Professional Corporate Role Play. Her style can best be described as straight forward, energetic, practical, entertaining, confrontational, authentic, accessible, open, honest and with a sense of humour.


Or contact us to reserve your place in the full 2 day workshop ‘Acting in Training & Development’ (limited places available)

Tuesday March 31st  6pm – 7pm
(Registration at 5.30pm)


InterACT @ the Powerhouse
18 Stirling Street, 6000 Perth.

Mrs. Janine H. de Muinck 

Wednesday, 25 February 2015

5 Reasons to work with a Role Play Actor

As part of a training session, there are many options available to help your students to implement their newly acquired knowledge in practice. 

One of those options is to work with a Role Play actor. This gives students “in-the-moment” experience of the impact of existing and/or effective behaviour. And it allows students to experiment with new behaviour in a safe setting. The Role Play actor is used as living practice material.

You might ask why should you work with a Role Play actor rather than asking our fellow students to act out a situation. The answer is simple: A Role Play actor is trained to analyse and support behaviour during the process of acquiring new behaviour. An actor is able to quickly step into the shoes of a certain type of person and to act out this type in a believable manner.

Five reasons why asking a Role Play actor to act out a role is to be preferred over a fellow-student.

1. A Role Play actor acts realistically
An actor is able to act out various types of behaviour convincingly. This is much more difficult for fellow-students, because they are not used to acting and often have the tendency to exaggerate behaviour. A role play will then often lack authenticity.

2. A Role Play actor acts interactively
This means that the behaviour of the actor can be influenced. An actor always responds to the behaviour of the student. If the student starts to display different behaviour, then the behaviour of the actor will adapt in response to this new behaviour. As a result, the student experiences the effect of his/her behaviour immediately. Fellow-students are not trained to do this and will tend to maintain their own role and become more rigid in executing it, despite the fact that the other person’s effective behaviour is having an influence on them.

3. A Role Play actor always tunes his/her behaviour to the student
An actor regulates his/her behaviour and adapts his/her speed to the speed of the student. The actor always delivers custom-made work and will therefore display behaviour in every role play situation that is appropriate for the student concerned. Fellow-students are more likely to display behaviour that is appropriate for themselves rather than tuning it to the person for whom the practice situation is intended.

4. A Role Play actor is able to provide feedback after the role play
An actor is used to observing during the acting process. While acting out the role play, the actor observes, as it were, with a helicopter view, so that good feedback can be provided once the role play has ended. The actor is able to explain clearly why a certain response was made in a particular way in certain situations. Fellow-students, however, can get so caught up in their own acting that they can no longer maintain their helicopter view.

5. A Role Play actor is familiar with various training methodologies
This means that the actor knows precisely what the learning goal of the training is. As a result, the actor can very consciously reward desired behaviour during the role play situation, while also relating feedback to the learning goals of the training. Here too, fellow-students will be less capable of achieving this.
In other words, with a Role Play actor, you have access to a professional for your training or coaching. Someone who is able to produce maximum results from a role play situation. And someone who can advise you as trainer or coach about work methods and motivating exercises.

Enjoy your interACTion!

Monday, 16 February 2015

What if...

We all do it.
Women even more than men.
And on average we spend 6 years of our lives doing it.

What I'm talking about?
I'm talking about worrying.

So when was the last time your mind wandered off to the bills? Your relationship? Terrorism? Debt? Unemployment? Health? Crime? And so on and so on...

Every time I catch myself worrying about something I try to think back about this scientific study I once read. And I'd like to share some of the facts from that study with you.

Because did you know that:

- 40% of the things you worry about, never happen?
- 30% of the things you worry about, you can't change?
- 12% of all the things you worry about, are unnecessary worries about your health?
- 10% of your worries are about small, unimportant things?
- Only 8% of your worries are about real, important issues?

So that means:


Just let that sink in...

Happy Monday everyone!

Tuesday, 27 January 2015

Once upon a time...

So do you work for a dynamic organization with professional staff that develops quality customized solutions for its customers?  
That is a coincidence ...  So do I. 

And almost everybody else for that matter.   

It is a tale that is often told which has usually little to no impact. 
Because people don't not like facts. They want to hear stories. 
By telling a real story you will make a much bigger impact.   

For example: 

In the Netherlands I worked for Randstad, an international Recruitment & HR Services provider. Every single employee knew the following story: 

Randstad was founded in the sixties by Dutch student Frits Goldschmeding who was studying economics. Frits had written a thesis about the phenomenon of temporary work and was passionate about the benefits of additional but temporary staff during peak periods. His first ever advertising flyers were created in the dorm room in his student house. And when he was in his twenties, he brought his first temporary worker to his first client all by himself. Dutch style: On the back of his old bike. Now, 50 years later, the company has grown to become the second-largest HR service provider in the world.  

Sounds a lot better, right?

So how do you make your own Corporate Story?

Use these 5 golden rules:  

1. A good story sticks with you 
2. A good story inspires 
3. A good story is simple 
4. A good story has impact 
5. A good story is authentic 

Consider where your story can relate to. Is it about the history of the organization? About leadership? Or about the company name? 

Start looking for the stories that are already are being told within the organization. They are great to use.  

Put the stories together and find the one that meets the five golden rules. See if you can catch the story in pictures. (Frits on the bike with the temporary worker on the backseat!) 

Tell the story to friends or family and get their feedback. 

Good luck with creating your corporate story!!! 

Saturday, 17 January 2015

Breaking bad news

During a training workshop on Redundancy Interviews one of the participants asked me the following question:

"How can I break bad news to someone without feeling so awful?"

It's a beautiful question because it touches the essence of the problem.
Because giving someone bad news is not supposed to feel good...

It just needs to hurt a little, otherwise there is something wrong.
We all know that empathy is an essential leadership quality.

But no one likes to feel bad either.
And since we are all little creatures of habit, we instinctively try to avoid pain as much as we can.

So when we have to break bad news to someone we start to postpone it.
Or we avoid it by talking about other things first.
We try to bring the news very carefully.
Or we start by saying that we feel so bad about it ourselves...

Or worse: it looks like this:

So what is the best way to do it?

Well, first of all you start by accepting the fact that breaking bad news to someone is hard and feels very, very uncomfortable.

Secondly you want to make sure you use the communication tools that are available to make the interview as effective as possible.

One of them could be practicing the interview a few times with a professional role play actor to get instant feedback on the effect of the chosen strategy. That way your are well prepared for 'the real thing' and there will be no damage to the person it concerns.

Would you like to know more about InterACT WA's Actor-led training workshops?
Contact me here and I'm happy to tell you more about it!

Monday, 5 January 2015

Talent Management

Have a look at this picture:

Did you smile a little because they're so cute? 

But have you ever really looked closely at a penguin? 
Because it is kind of a weird animal. 

He has wings, but he cant fly. 
He has feet but can only make really small steps. 
And on land the penguin is not very agile and is pretty slow. 

But when you see that same penguin in the water, you see where he's made for. Everything makes sense. He swims super fast and is amazingly agile. You would almost think a penguin smiles a little when he's in the water...

It's a beautiful metaphor for a hot topic at the moment: Talent Management.  

And with the word Talent we quickly think about extraordinary talents like musicians, scientists or athletes might have. But talent is present in everybody and a lot closer than you think.

The trick is to focus on it. And that can be pretty hard in a society that is more focused on things that should improve. 

Thinking back off my school time, I remember my fails always got more attention than my satisfactory grades. 
And later on in life most of my performance evaluations focused on competencies that were yet to be developed. 

So why do we behave that way?

Their is a beautiful quote by author Marianne Williamson that I believe is very true:

Our deepest fear is not that we are inadequate. 
Our deepest fear is that we are powerful beyond measure. 
It is our light, not our darkness that most frightens us. 
We ask ourselves, Who am I to be brilliant, gorgeous, talented, and fabulous? 
Actually, who are you not to be? 

So be that penguin. 
Find your talent and give it full attention and then watch it grow!

Would you like to know more about how to achieve this? 
Feel free to contact me via or 04876933349. 
Or just have a look at my website