“Our habits are the clothes of our personality. They belong to us because they suit us!” „Your true potential is always within you, waiting to be set free.“

KAGAMI - Golf & Leadership Academies

The Circle of Effortless Change

Circle of Cange Sabana Crowcroft Workshops for Leaders

This diagram shows the 7-step process of the Kagami method, by which effective long-term behavioural change can take place. This model follows the natural flow of the human developmental process, enabling integration and acceptance on both conscious and subconscious levels. In the first 2 steps – Experience and Reflection - we use golf as the feedback mechanism as it is immediate and undeniable. With Awareness the bridge to the workplace begins. Consciously deciding to make changes is a vital element of the process. Step 5 – Application goes back to the driving range to apply new attitudes or skills in a safe place and obtain direct Feedback. Results are then collected and compared over time, both in golf and in the workplace, in order to stabilise the long-term change.

Whole Brained Thinking

When practiced the Kagami way, golf supports the synapse connections in the brain, helping to effortlessly develop creativity, intuition, mental flexibility and big picture thinking. It also develops better inner and outer awareness, which helps to reduce stress. Suddenly the game of golf takes on a new dimension and importance for a busy executive. This is just as relevant for beginners as for seasoned golfers.


Anchoring Positive Experiences

When a golfing experience is anchored in the cells of the body and is connected to a particular breakthrough or “light bulb moment”, whenever that person repeats the physical experience the brain synapses fire and remind them of their earlier breakthrough.

This helps to strengthen resolve and supports behavioural change.


The Transfer of Learning to the Workplace

This is an integral part of the workshops. Participants are encouraged to think Process rather than Content, so they ask themselves and each other higher quality questions during the experiential phases. The focus is not on WHAT happened (“the ball flew well”), but HOW it happened (“I was relaxed and focused in the now!”). The resulting understandings gained are easily transferable to workplace situations, as they are not dependent on the sport being played. After practicing these new attitudes, beliefs or skills in workplace orientated situations to gain confidence in their effectiveness, the participant is ready to begin the transfer. This results in commitments to concrete action steps, assignments and time frames.

Follow-up support and reality checks are available through Email, the Kagami Members Section of the Website, and follow-up workshops.