Welcome to…Welcome to…

Blueprint for LivingBlueprint for LivingYour Leadership GripYour Leadership Grip

Welcome to…Welcome to…

Blueprint for LivingBlueprint for LivingYour Leadership GripYour Leadership Grip

Enhanced by Enhanced by The Birkman MethodThe Birkman Method®®

Day 3Day 3

Enhanced by Enhanced by The Birkman MethodThe Birkman Method®®

Day 3Day 3

Review of Day 2Review of Day 2 What key personal insights made the What key personal insights made the

greatest impression on you?greatest impression on you? What insights related to your Spiritual What insights related to your Spiritual

Gifts were most helpful?Gifts were most helpful? Any insights about your Team Styles?Any insights about your Team Styles? Or your Equipping Functions? Or your Equipping Functions?

What key personal insights made the What key personal insights made the greatest impression on you?greatest impression on you?

What insights related to your Spiritual What insights related to your Spiritual Gifts were most helpful?Gifts were most helpful?

Any insights about your Team Styles?Any insights about your Team Styles? Or your Equipping Functions? Or your Equipping Functions?

Getting a Grip #8Getting a Grip #8

Birkman Component Birkman Component Reports – Adding DepthReports – Adding Depth

Birkman Component Birkman Component Reports – Adding DepthReports – Adding Depth

Going to New Depth: Going to New Depth: The Birkman Components ReportThe Birkman Components Report

Going to New Depth: Going to New Depth: The Birkman Components ReportThe Birkman Components Report

Eleven components being measured:

The Usual, Needs, and Stress reaction (diamond, circle, square)

APPLIED TO 11 DIFFERENT AREAS !

Eleven components being measured:

The Usual, Needs, and Stress reaction (diamond, circle, square)

APPLIED TO 11 DIFFERENT AREAS !

It Goes Much Deeper…It Goes Much Deeper…

Relational Components

Esteem

Acceptance

Structure

Authority

Advantage

Activity

Empathy

Change

Freedom

Thought

Challenge

Areas of Interest

Artistic

Literary

Musical

Social Service

Persuasive

Mechanical

Outdoor

Scientific

Clerical

Numerical

Life Style Grid®

summary of components and interests

Foundation ColorsSM

Communication

Operations/Technology

Admin/Fiscal

Design/Strategy

Preferred Work StylesManagement Styles

• Knowledge Specialist

• Directive Management

• Delegative Management

Social Styles

• Social Adaptability

• Social Responsibility

Corporate Styles

• Work Motivation

• Self Development

• Corporate Adaptability

Problem-Solving

• Public Contact / Detail

• Global / Linear

• Conceptual / Concrete

Career Management Report

Consultative Intangible Sales

Consultative Tangible Sales

Direct Intangible Sales

Direct Tangible Sales

Legal

Science

Enforcement/Security

Engineering/Technology

Petrochemical

Crafts/Technical

Knowledge Specialist Directive Delegative

Banking & Finance

Administrative Professionals

General Administrative

Accounting

Numerical Administrative

Employee Relations/Training

Educational Careers

Social Service/Counseling

Artistic

Medical Professions The Birkman Method®The Birkman Method®

Get a Grip #8: Going to New Get a Grip #8: Going to New DepthsDepths

1.1. The ComponentsThe Components:: Heart and Soul of the Heart and Soul of the Birkman MethodBirkman Method

1.1 The LifeStyle Grid: the “Baby Birkman” 1.1 The LifeStyle Grid: the “Baby Birkman”

1.2 The Components: 1.2 The Components: the Gold Mine!the Gold Mine!

1.3 Not 4 or 8 categories, but 11 or 22!1.3 Not 4 or 8 categories, but 11 or 22!

1.4 Exhaustive depth…1.4 Exhaustive depth…

1.1. The ComponentsThe Components:: Heart and Soul of the Heart and Soul of the Birkman MethodBirkman Method

1.1 The LifeStyle Grid: the “Baby Birkman” 1.1 The LifeStyle Grid: the “Baby Birkman”

1.2 The Components: 1.2 The Components: the Gold Mine!the Gold Mine!

1.3 Not 4 or 8 categories, but 11 or 22!1.3 Not 4 or 8 categories, but 11 or 22!

1.4 Exhaustive depth…1.4 Exhaustive depth…

Keys to the ComponentsKeys to the Components1.1. ““The NEED for _________” is the key phrase to The NEED for _________” is the key phrase to

understand every component, based on the understand every component, based on the “O” (need) of Lifestyle Grid.“O” (need) of Lifestyle Grid.

2.2. Usual (diamond) is visible. Need (circle) is not Usual (diamond) is visible. Need (circle) is not visible. Stress (square) is visible.visible. Stress (square) is visible.

3.3. Very high (>90) or very low (<10) USUAL Very high (>90) or very low (<10) USUAL scores are where you may inadvertently stress scores are where you may inadvertently stress others.others.

4.4. Very high (>90) or very low (<10) NEED scores Very high (>90) or very low (<10) NEED scores are where you are vulnerable to be stressed by are where you are vulnerable to be stressed by others…these are non-negotiable needs. others…these are non-negotiable needs.

5.5. Gap between USUAL and NEED of 40 point or Gap between USUAL and NEED of 40 point or more…the need is hidden.more…the need is hidden.

1.1. ““The NEED for _________” is the key phrase to The NEED for _________” is the key phrase to understand every component, based on the understand every component, based on the “O” (need) of Lifestyle Grid.“O” (need) of Lifestyle Grid.

2.2. Usual (diamond) is visible. Need (circle) is not Usual (diamond) is visible. Need (circle) is not visible. Stress (square) is visible.visible. Stress (square) is visible.

3.3. Very high (>90) or very low (<10) USUAL Very high (>90) or very low (<10) USUAL scores are where you may inadvertently stress scores are where you may inadvertently stress others.others.

4.4. Very high (>90) or very low (<10) NEED scores Very high (>90) or very low (<10) NEED scores are where you are vulnerable to be stressed by are where you are vulnerable to be stressed by others…these are non-negotiable needs. others…these are non-negotiable needs.

5.5. Gap between USUAL and NEED of 40 point or Gap between USUAL and NEED of 40 point or more…the need is hidden.more…the need is hidden.

Keys to the ComponentsKeys to the Components6.6. ““Reversal”—when the Stress score is Reversal”—when the Stress score is

different than the need score. The gap is different than the need score. The gap is intensified because both the Usual and Stress intensified because both the Usual and Stress response mask the Need. response mask the Need.

7.7. Key to stress management…be willing to Key to stress management…be willing to make choices to meet your needs (take make choices to meet your needs (take responsibility) or willing to share your needs responsibility) or willing to share your needs with others so you can serve them more with others so you can serve them more effectively.effectively.

8.8. Four possible scores for each component:Four possible scores for each component:UsualUsual NeedNeed StressStress HH H H H H LL L L L L LL H H H (Dominant H (Dominant pattern)pattern) HH L L H (Reversal) H (Reversal)

6.6. ““Reversal”—when the Stress score is Reversal”—when the Stress score is different than the need score. The gap is different than the need score. The gap is intensified because both the Usual and Stress intensified because both the Usual and Stress response mask the Need. response mask the Need.

7.7. Key to stress management…be willing to Key to stress management…be willing to make choices to meet your needs (take make choices to meet your needs (take responsibility) or willing to share your needs responsibility) or willing to share your needs with others so you can serve them more with others so you can serve them more effectively.effectively.

8.8. Four possible scores for each component:Four possible scores for each component:UsualUsual NeedNeed StressStress HH H H H H LL L L L L LL H H H (Dominant H (Dominant pattern)pattern) HH L L H (Reversal) H (Reversal)

Get a Grip #8: Going to New Get a Grip #8: Going to New DepthsDepths

Get a Grip #8: Going to New Get a Grip #8: Going to New DepthsDepths

2.2. Eight Component ReportsEight Component Reports: (updated since printing)2.1 Coaching Page (1) 2.1 Coaching Page (1) 2.2 Profile Summary (1)2.2 Profile Summary (1)2.3 Needs Graph (2 pp) 2.3 Needs Graph (2 pp) overview of U,N,S response from 11 Comp.2.4 Needs at a Glance Page (1) 2.4 Needs at a Glance Page (1) overview of Circle/Square symbol

Dictionary (1) Dictionary (1) 2.5 Strengths and Needs Pages (13 pp) 2.5 Strengths and Needs Pages (13 pp) NNarrative of 3 symbols2.6 Strengths and Needs Graph Pages (12 pp) 2.6 Strengths and Needs Graph Pages (12 pp) Graphs for each Comp2.7 Stress Pages (9 pp) 2.7 Stress Pages (9 pp) Compares diff Comp pairs where may be stress2.8 Guide Pages (not presently available) 2.9 Managerial Styles Pages (4 pp) 2.9 Managerial Styles Pages (4 pp)

2.2. Eight Component ReportsEight Component Reports: (updated since printing)2.1 Coaching Page (1) 2.1 Coaching Page (1) 2.2 Profile Summary (1)2.2 Profile Summary (1)2.3 Needs Graph (2 pp) 2.3 Needs Graph (2 pp) overview of U,N,S response from 11 Comp.2.4 Needs at a Glance Page (1) 2.4 Needs at a Glance Page (1) overview of Circle/Square symbol

Dictionary (1) Dictionary (1) 2.5 Strengths and Needs Pages (13 pp) 2.5 Strengths and Needs Pages (13 pp) NNarrative of 3 symbols2.6 Strengths and Needs Graph Pages (12 pp) 2.6 Strengths and Needs Graph Pages (12 pp) Graphs for each Comp2.7 Stress Pages (9 pp) 2.7 Stress Pages (9 pp) Compares diff Comp pairs where may be stress2.8 Guide Pages (not presently available) 2.9 Managerial Styles Pages (4 pp) 2.9 Managerial Styles Pages (4 pp)

Eleven Components of The Eleven Components of The BirkmanBirkman

Dig For the Gold!Dig For the Gold! NEEDS AT A GLANCENEEDS AT A GLANCE OVERVIEW OVERVIEW

STRENGTHS AND NEEDSSTRENGTHS AND NEEDS THE 11 THE 11 COMPONENTS : STYLE, NEEDS, STRESSCOMPONENTS : STYLE, NEEDS, STRESS

GUIDE PAGES: GUIDE PAGES: PAIRING THE 11 PAIRING THE 11 COMPONENTS: STYLE, NEEDS, STRESSCOMPONENTS: STYLE, NEEDS, STRESS

STRESS PAGES: STRESS PAGES: PAIRING THE 11 PAIRING THE 11 COMPONENTS: PRACTICAL HELP ON HOW COMPONENTS: PRACTICAL HELP ON HOW TO ADDRESS THE BEHAVIORTO ADDRESS THE BEHAVIOR

Get to the Five Top NeedsGet to the Five Top Needs

CAPTURE ANY KEY INSIGHTSCAPTURE ANY KEY INSIGHTS

GO THROUGH THE 11 NEED AREAS OF GO THROUGH THE 11 NEED AREAS OF THE THE STRENGTH AND WEAKNESSSTRENGTH AND WEAKNESS AND AND THE 6 NEED ON THE THE 6 NEED ON THE GUIDE PAGESGUIDE PAGES

IDENTIFY YOUR FIVE TOP NEEDSIDENTIFY YOUR FIVE TOP NEEDS

One Example: How One Example: How Component Results can Component Results can

“Pull” Your Asterisk“Pull” Your Asterisk

Each Component (with the exception of Challenge) is put in a weighted formula and plotted on the XY axis.

For example, a high Esteem score “pulls” your symbol toward

the BLUE quadrant. But a low Esteem score “pulls” your symbol toward the

RED quadrant.

Each Component (with the exception of Challenge) is put in a weighted formula and plotted on the XY axis.

For example, a high Esteem score “pulls” your symbol toward

the BLUE quadrant. But a low Esteem score “pulls” your symbol toward the

RED quadrant.

Critical Insight #8: Critical Insight #8: There is gold to be There is gold to be found in the Components, but you must found in the Components, but you must mine it. Reading through a person’s mine it. Reading through a person’s report twice will surface 3-5 insights report twice will surface 3-5 insights about any individual. Each additional about any individual. Each additional time through will help you uncover time through will help you uncover additional nuggets. additional nuggets.

Critical Insight #8: Critical Insight #8: There is gold to be There is gold to be found in the Components, but you must found in the Components, but you must mine it. Reading through a person’s mine it. Reading through a person’s report twice will surface 3-5 insights report twice will surface 3-5 insights about any individual. Each additional about any individual. Each additional time through will help you uncover time through will help you uncover additional nuggets. additional nuggets.

Coaching #8: Coaching #8: Preparing for a Coaching Preparing for a Coaching

Session– Session– Mining the Component Mining the Component ReportsReportsPrepare to coach someone through their profile...Prepare to coach someone through their profile...

Preparation Time (20”) Take 20” to read through your Component Take 20” to read through your Component

Reports, identifying two insights from each Reports, identifying two insights from each report about yourself.report about yourself.

From these 10 Insights, identify the top three From these 10 Insights, identify the top three you wish to share with your partner. you wish to share with your partner.

Pair off to share your findings.Pair off to share your findings.

Prepare to coach someone through their profile...Prepare to coach someone through their profile...

Preparation Time (20”) Take 20” to read through your Component Take 20” to read through your Component

Reports, identifying two insights from each Reports, identifying two insights from each report about yourself.report about yourself.

From these 10 Insights, identify the top three From these 10 Insights, identify the top three you wish to share with your partner. you wish to share with your partner.

Pair off to share your findings.Pair off to share your findings.

Mining the Component Mining the Component Reports-2Reports-2

Pair CoachingPair Coaching: (40)

Each share your top three insights with your Each share your top three insights with your partner, and then reverse the sharing. Coach partner, and then reverse the sharing. Coach each other. each other.

““Gold CoachingGold Coaching”—”—we coach as we would like we coach as we would like others to coach us… according to our style or others to coach us… according to our style or profile.profile.

““Platinum CoachingPlatinum Coaching””—adapting our coaching —adapting our coaching style to fit the needs of the one we coach.style to fit the needs of the one we coach.

Pair CoachingPair Coaching: (40)

Each share your top three insights with your Each share your top three insights with your partner, and then reverse the sharing. Coach partner, and then reverse the sharing. Coach each other. each other.

““Gold CoachingGold Coaching”—”—we coach as we would like we coach as we would like others to coach us… according to our style or others to coach us… according to our style or profile.profile.

““Platinum CoachingPlatinum Coaching””—adapting our coaching —adapting our coaching style to fit the needs of the one we coach.style to fit the needs of the one we coach.

Top Ten Coaching Top Ten Coaching Tips Tips

1.1. Pray! Ask the Lord for wisdom and revelation to Pray! Ask the Lord for wisdom and revelation to serve the person you coach well. Make sure you serve the person you coach well. Make sure you have a good setting for your visit—no distractions, have a good setting for your visit—no distractions, etc.etc.

2.2. Let the report talk to you…note what “rises to the Let the report talk to you…note what “rises to the surface” consistently.surface” consistently.

3.3. Make your visit conversational. Let the report speak Make your visit conversational. Let the report speak to both of you… …let them talk about their insights.to both of you… …let them talk about their insights.

4.4. Don’t go into deep detail…stick to the main points…Don’t go into deep detail…stick to the main points…this is new to them.this is new to them.

5.5. Keep your language and attitude positive and Keep your language and attitude positive and supportive. (“You may…you might…be on the supportive. (“You may…you might…be on the lookout for…”)lookout for…”)

1.1. Pray! Ask the Lord for wisdom and revelation to Pray! Ask the Lord for wisdom and revelation to serve the person you coach well. Make sure you serve the person you coach well. Make sure you have a good setting for your visit—no distractions, have a good setting for your visit—no distractions, etc.etc.

2.2. Let the report talk to you…note what “rises to the Let the report talk to you…note what “rises to the surface” consistently.surface” consistently.

3.3. Make your visit conversational. Let the report speak Make your visit conversational. Let the report speak to both of you… …let them talk about their insights.to both of you… …let them talk about their insights.

4.4. Don’t go into deep detail…stick to the main points…Don’t go into deep detail…stick to the main points…this is new to them.this is new to them.

5.5. Keep your language and attitude positive and Keep your language and attitude positive and supportive. (“You may…you might…be on the supportive. (“You may…you might…be on the lookout for…”)lookout for…”)

Coaching Tips-2Coaching Tips-26.6. Ask great coaching questions, such as…Ask great coaching questions, such as…

““How’s that fit for you?” “What’s this look like in your life?” How’s that fit for you?” “What’s this look like in your life?” “Give me an example or story of this in your life…” “What “Give me an example or story of this in your life…” “What are some ways you…”are some ways you…” Summarizing what you hear can Summarizing what you hear can help clarify things for both of you.help clarify things for both of you.

7.7. After you’ve let the report speak…you’ve let them After you’ve let the report speak…you’ve let them talk…talk… you’ve asked some good questions to invite further you’ve asked some good questions to invite further discovery…THEN you can make your observations. discovery…THEN you can make your observations.

8.8. The person you coach may want to develop some action The person you coach may want to develop some action steps as they receive new insights…allow them briefly to steps as they receive new insights…allow them briefly to do that.do that.

9.9. Finish with affirmations…blessings…prayer.Finish with affirmations…blessings…prayer.10.10.Encourage them to follow up with further reflectionEncourage them to follow up with further reflection

and use of the resources we provide.and use of the resources we provide.

Game Plan Game Plan for afor a GBB Coaching SessionGBB Coaching Session

1.1. SupernaturalSupernatural► Three angles...Where are you powerful? Three angles...Where are you powerful?

Where are you weak? Who do you need?Where are you weak? Who do you need?

2.2. NaturalNatural ► ““Me”—Areas of Interest, Lifestyle GridMe”—Areas of Interest, Lifestyle Grid► ““We”—Organizational Colors, Intellectual StylesWe”—Organizational Colors, Intellectual Styles

3.3. Integrated InsightsIntegrated Insights...Dotted ...Dotted Diamond...other insights...coaching Diamond...other insights...coaching questions...affirmations...action steps…questions...affirmations...action steps…prayerprayer

1.1. SupernaturalSupernatural► Three angles...Where are you powerful? Three angles...Where are you powerful?

Where are you weak? Who do you need?Where are you weak? Who do you need?

2.2. NaturalNatural ► ““Me”—Areas of Interest, Lifestyle GridMe”—Areas of Interest, Lifestyle Grid► ““We”—Organizational Colors, Intellectual StylesWe”—Organizational Colors, Intellectual Styles

3.3. Integrated InsightsIntegrated Insights...Dotted ...Dotted Diamond...other insights...coaching Diamond...other insights...coaching questions...affirmations...action steps…questions...affirmations...action steps…prayerprayer

Coaching #8-1Coaching #8-1

((“QuickLook”“QuickLook” a great coaching resource) a great coaching resource)

1.1. The 6 The 6 Your Leadership GripYour Leadership Grip categories categories::

A. Spiritual Gifts & Gift combinationsA. Spiritual Gifts & Gift combinations

B. Team Style & Where are you most B. Team Style & Where are you most powerful in a team? Who do you powerful in a team? Who do you

need? need?

C. Primary Functions of Stewardship &C. Primary Functions of Stewardship &Team Paradigm Shifting Team Paradigm Shifting

((“QuickLook”“QuickLook” a great coaching resource) a great coaching resource)

1.1. The 6 The 6 Your Leadership GripYour Leadership Grip categories categories::

A. Spiritual Gifts & Gift combinationsA. Spiritual Gifts & Gift combinations

B. Team Style & Where are you most B. Team Style & Where are you most powerful in a team? Who do you powerful in a team? Who do you

need? need?

C. Primary Functions of Stewardship &C. Primary Functions of Stewardship &Team Paradigm Shifting Team Paradigm Shifting

Coaching #8-2

2.2. The Birkman FoursomeThe Birkman Foursome

A. Birkman Foursome— A. Birkman Foursome— 1:1: LifeStyle GridLifeStyle Grid

1. Four Color Birkman Grid1. Four Color Birkman Grid

2. Movement: Left/Right, Up/Down2. Movement: Left/Right, Up/Down

3. Four categories, 3 symbols grid points3. Four categories, 3 symbols grid points

B. Birkman Foursome—B. Birkman Foursome—22: : Areas of InterestAreas of Interest

C. Birkman Foursome—3C. Birkman Foursome—3: : Org’l FocusOrg’l Focus

D. Birkman Foursome—4:D. Birkman Foursome—4: Intellectual StylesIntellectual Styles

2.2. The Birkman FoursomeThe Birkman Foursome

A. Birkman Foursome— A. Birkman Foursome— 1:1: LifeStyle GridLifeStyle Grid

1. Four Color Birkman Grid1. Four Color Birkman Grid

2. Movement: Left/Right, Up/Down2. Movement: Left/Right, Up/Down

3. Four categories, 3 symbols grid points3. Four categories, 3 symbols grid points

B. Birkman Foursome—B. Birkman Foursome—22: : Areas of InterestAreas of Interest

C. Birkman Foursome—3C. Birkman Foursome—3: : Org’l FocusOrg’l Focus

D. Birkman Foursome—4:D. Birkman Foursome—4: Intellectual StylesIntellectual Styles

Coaching #8-3Coaching #8-3

3.3. The Component ReportsThe Component Reports:: heart and soul of heart and soul of the Birkman Methodthe Birkman MethodA. Coaching Page (1) A. Coaching Page (1) B. Needs Graphs (2 pp) B. Needs Graphs (2 pp) C. Needs at a Glance Page (1 C. Needs at a Glance Page (1 D. Dictionary (1) D. Dictionary (1) E. Strengths and Needs Pages (13 pp)E. Strengths and Needs Pages (13 pp)F. Strengths and Needs Graph (12 pp) F. Strengths and Needs Graph (12 pp) G. Stress Pages (9 pp)G. Stress Pages (9 pp) I. Managerial Styles Pages (4 pp) I. Managerial Styles Pages (4 pp)

3.3. The Component ReportsThe Component Reports:: heart and soul of heart and soul of the Birkman Methodthe Birkman MethodA. Coaching Page (1) A. Coaching Page (1) B. Needs Graphs (2 pp) B. Needs Graphs (2 pp) C. Needs at a Glance Page (1 C. Needs at a Glance Page (1 D. Dictionary (1) D. Dictionary (1) E. Strengths and Needs Pages (13 pp)E. Strengths and Needs Pages (13 pp)F. Strengths and Needs Graph (12 pp) F. Strengths and Needs Graph (12 pp) G. Stress Pages (9 pp)G. Stress Pages (9 pp) I. Managerial Styles Pages (4 pp) I. Managerial Styles Pages (4 pp)

Preparation for Preparation for CoachingCoaching

Preparation for Preparation for CoachingCoaching

In PairsIn Pairs: : (45” + 120”) Take your partner’s YLG Gifts Triangle Take your partner’s YLG Gifts Triangle

and their Birkman Report (or use the and their Birkman Report (or use the GBB Summary Page) and spend GBB Summary Page) and spend 45”45” preparing to Coach them through the preparing to Coach them through the key elements on this page.key elements on this page.

You will then have You will then have 45-60”45-60” to do an to do an initial Coaching Session with them. initial Coaching Session with them.

We will then reverse the process. We will then reverse the process.

In PairsIn Pairs: : (45” + 120”) Take your partner’s YLG Gifts Triangle Take your partner’s YLG Gifts Triangle

and their Birkman Report (or use the and their Birkman Report (or use the GBB Summary Page) and spend GBB Summary Page) and spend 45”45” preparing to Coach them through the preparing to Coach them through the key elements on this page.key elements on this page.

You will then have You will then have 45-60”45-60” to do an to do an initial Coaching Session with them. initial Coaching Session with them.

We will then reverse the process. We will then reverse the process.

Coaching DebriefCoaching DebriefCoaching DebriefCoaching Debrief Whew!!! How did it go?Whew!!! How did it go? What were your initial emotions?What were your initial emotions? What changed and how soon?What changed and how soon? What went well?What went well? Where did you feel emotion or Where did you feel emotion or

movement?movement? Where did you struggle? Why?Where did you struggle? Why? Where did you receive the most help?Where did you receive the most help? What did you learn? What did you learn? What would do you differently next time? What would do you differently next time?

Whew!!! How did it go?Whew!!! How did it go? What were your initial emotions?What were your initial emotions? What changed and how soon?What changed and how soon? What went well?What went well? Where did you feel emotion or Where did you feel emotion or

movement?movement? Where did you struggle? Why?Where did you struggle? Why? Where did you receive the most help?Where did you receive the most help? What did you learn? What did you learn? What would do you differently next time? What would do you differently next time?

The Coaching The Coaching ProgressionProgression

The Coaching The Coaching ProgressionProgression

Unconscious and not competent…Unconscious and not competent…

Conscious but uncomfortable…Conscious but uncomfortable…

Conscious and competent…Conscious and competent…

Supernaturally natural!Supernaturally natural!

Unconscious and not competent…Unconscious and not competent…

Conscious but uncomfortable…Conscious but uncomfortable…

Conscious and competent…Conscious and competent…

Supernaturally natural!Supernaturally natural!