Resilience is a core skill, beneficial in business and life. Just like any skill, it’s something we can train our minds to learn. Being resilient is not shying away from challenges. It’s not an absence of fear or doubt. We are not invulnerable when we are expanding to achieve our dreams and desires. It’s the act of knowing yourself and learning the art of self-management. A resilient mind is trained to recognise its agenda, biases, and triggers and manage accordingly to maintain balance.

A Building Sense of Inner Knowing

As you get to know who you are when you are alone and how your mind can travel, you get into the habit of learning to observe your thoughts in the now. Your ability to feel the connection between your emotions, your energy, and your thoughts increases dramatically. By taking a higher perspective, you can notice what situations, experiences, and conversations trigger an emotional or motivational shift.

This level of self-awareness directs you to make more helpful decisions about your environment, what conversations you choose to engage in, and when. When you observe your reaction in the present you can appreciate when to speak and when to be silent. You know when to breathe in and count to 10 and you can present our viewpoint with a quiet assertion. Connection to self builds and gives you even more insight.

Find out more about the 21-Day Mind Reset in February 2022 

Find out more about Executive Coaching here.

Discover how you can upskill quickly with our Core Skills Training Courses.

Learn more about our approach to Bespoke Training Design.

Click here to find out more about Certified NLP For Business Training.

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The post NLP Concepts: Managing Confirmation Bias appeared first on Fire Dragon Lanka PVT Ltd.

If you’re a manager, your story may read something like this. Perhaps your story goes something like this. As a high-performance team member, you were successful and happy. You achieved your targets and enjoyed the rewards. A management position opened up and you stepped into it eagerly.

Things started well. Your enthusiasm shone on the rest of the team, perhaps morale and productivity surged and then, after a couple of months, it began to decline. You worked harder and harder, longer and longer and still, performance was declining. Even more concerning, team morale was following suit.

You may even take a management seminar or two to improve your efficiency. Ironically, this just seems to make more room for work. There’s always more to do isn’t there?

Learning to become an effective manager is one of life’s hardest apprenticeships. Nobody is born a great leader. To become one we must learn the art of management and control processes, people management and self-mastery. It’s a journey rather than a checklist!

In overwhelm state, EVERYTHING feels like a problem. Moreover, if we allow the feeling to overtake us we become paralysed. This can result in taking action too late, directing our focus towards things we can’t control or, worst-case scenario, taking no action at all.

Some days it will feel as if you’re hanging on for dear life, unable to move. You long for the old days when life was simple, easy and you were just a team member doing your job well.

6 Reasons To Work With An Executive Coach

1. Time

One of the purposes of coaching is to free up our time so that we can operate as managers, rather than doing the work of a subordinate whilst trying to juggle management tasks.

As managers, we aren’t in a position to delegate until we’re certain the project is on the right track and that their team members can handle the project by themselves.

Naturally, some can be delegated with ease and immediacy, whilst the complexities of others may require a greater level of training and guidance.

Either way, learning effective delegation is critical to becoming a better manager. It frees up time and mind space to work on planning and envisioning.

What’s more, it forces us to demand that our team members take ownership, hence developing them in the process.

Executive coaching supports in letting go in a way that allows us to trust the process.  Coaching gives us the opportunity to get others to look after and develop projects, even if they have are challenging.

2. Perspective

Executive Coaching breaks us out of our thought limitations. To put it another way, it forces us to consider our assumptions differently and open our minds to new possibilities.

Since a key aspect of management is guiding others to grow their perspective, it’s useful if ours is at least two steps ahead of the mindsets of those we’re guiding. Moreover, if we’re engaged in finding solutions, it’s often to find solutions at a different level to the level at which problems are created.

Additionally, executive coaching gives us a greater focus on our work values and the ability to play to our strengths. The more we play to our strengths, the more we begin the see the value in developing our team in such a way they can each play to theirs.

What’s more, as our perspective grows, our confidence builds.  As our confidence builds we see the real power of teamwork.  We appreciate that we want team members who disagree with us, who challenge us.  Multiple perspectives deliver a greater chance of success.

3. Focus Forward

Executive Coaching supports us in building our resilience, in our mind and behaviour. Rather than laying blame, coaching supports us in unpicking processes for redesign and reapplication.

We’re only as focused as our mindset allows us to be.
By purposeful placing our focus forward, we adopt the testing and feedback mentality. Specifically, this allows us to learn from past experiences and apply them more effectively in the future.

What’s more, by approaching business in this way, our thinking becomes more innovative and creative, directed by our curiosity, rather than fear of getting things wrong.

As we lead our teams from the front, by osmosis, they learn resilience. That is to say, they learn to pick themselves up after a challenging day or a bad week, look to the future, and try again.

4. Beyond The Comfort Zone - Ownership & Accountability

Letting go of control and trusting others to do things that we are responsible for can be difficult. However, part of owning the position of management is allowing and encouraging others to take ownership too. Where we make others accountable, we empower them with autonomy and support them to find their solutions.

The more we take on team tasks, the more our team start to believe we either don’t trust them or we want to complete those tasks.  In doing so, we’re responsible for training our team to push tasks in our direction rather than think and act of their own volition!

This is a powerful skill to learn. Not only does it prevent us from ‘rescuing’ others by fixing problems (otherwise known as micromanagement), it frees up our time to focus on the role of management. This act, in turn, allows us to direct our urge for control towards cost control and financial management, increasing productivity and revenue.

5. Confidence Building

Fear is the most common barrier to our success. In fact, when we have fear it’s almost impossible to muster feelings of optimism and possibility, let alone trust.

Executive coaching provides the support to grow our self-confidence and self-esteem. During sessions, you can clarify the source of doubtful feelings or lack of confidence and see beyond them towards resolution.

Maintaining a positive mindset, like any behaviour, is a habit worthy of cultivation. It takes time, objective support and space to fall and pick ourselves up again.

Finding our unique path to lead ourselves to resilience is an invaluable experience that servers us in every area of our lives.

6. Paying It Forward

When we work on developing our own growth, we learn through the experience.  This process of learning by doing gives us powerful tools that teach us how to coach and develop the individuals in our own team.  Specifically, we can teach others to grow their perspective, ask powerful questions, manage their time more effectively and develop a profound sense of ownership and accountability in their work.

This process not only benefits the entire team, we are also developing the career path of those who work alongside us.  We are preparing them to step into their own management role.  Who doesn’t want to work for a manager who is committed to developing their team?

In fact, when we focus on training a replacement for our own role, we naturally forge a path to promotion.  It’s a win for all concerned.

Looking for more than 6 reasons to work with an Executive Coach?  No problem.  We accept all levels of convincer strategy! Get in touch and we’ll give you even more reasons.

Find out more about Executive Coaching here.

Discover how you can upskill quickly with our Core Skills Training Courses.

Learn more about our approach to Bespoke Training Design.

Click here to find out more about Certified NLP For Business Training.

Specialising in Solopreneurs, Entrepreneurs and Growth Businesses, we know how to support you in mastering your mind and behaviour for exponential development and success.

Looking for more support tools and resources?  Click here to access our You Tube Channel.

The post 6 Reasons To Work With An Executive Coach appeared first on Fire Dragon Lanka PVT Ltd.

Have you ever delivered a speech that you believed was truly motivational and yet it was met with blank faces and zero emotional response?

In simple terms, motivation direction refers to whether people move towards an objective or away from problems to be solved or prevented. At the basic level, if we can understand the primary motivation direction, we can tailor our language and concept framework to suit every person individually.

Better Or Worse Is Irrelevant - It's A Trigger

Towards and Away from mindset goes deeper than mere optimism or pessimism. Leaders need to understand motivation direction so they can push the trigger button for action. Frankly speaking, this isn’t about discovering the best way to communicate with people, it’s about using your words and communication frameworks to set the action in motion.

In the same vein, it’s common when we first become aware of motivation direction to judge it. Frequently, people assess the ‘towards pattern’ as positive and the ‘away from pattern’ as negative. Hence it’s important to remember that these patterns are simply triggers that will launch someone into action. Positive or negative is irrelevant to some degree.

Is there anyone in your team with a firm focus on what could go wrong?  Could it be you? Individuals with an away-from motivation pattern have a high awareness of what should be avoided or removed in a process, to minimise risk. Specifically, they get motivated when they move away from their focus. Effectively, they become highly active when there is a threat.

If you were the kid who left their homework to the last minute, you’ll be familiar with the away-from pattern. You may even have convinced yourself that you perform better under pressure! Enforced deadlines are often highly effective for motivating the away-from mindset.

In any given context, away-from people make excellent trouble-shooters and solve problems fast. They can also be skilled at identifying obstacles during planning since they’re naturally focused on what could go wrong.

Is Your Business In Crisis Mode?

Distraction is the major challenge to overcome when we operate this mindset. We may have difficulty maintaining focus, feeling compelled to respond to negative situations. We drop everything to fix a problem.

This thinking framework can have a negative impact when it operates either at the head of a department or the top of an organisation.

When leaders are fuelled by the away-from mindset the entire department or business may operate on crisis management. Not only is this extremely demotivating for towards-minded team members, but it can also minimise growth and movement forwards.

The away-from mindset may also have difficulty managing priorities since anything wrong will act as a beacon, stealing away their attention.

Moreover, since these people tend to feel hugely satisfied when they resolve a crisis, they often attract more to solve to prove their ability to themselves.

What do leaders need to understand about motivation direction with the away from pattern? Specifically, they must demonstrate that they are considering potential obstacles and problems when making decisions and discussing projects.  Presenting thoughts in this way helps away from mindset trust that leaders have fully considered the business plan and vision.  Away from mindset then knows it’s safe to follow the leader.

Firstly, it’s important to note that people operate a towards and away from mindset within a specific context. For example, a person may operate a towards mindset when it comes to work and an away-from mindset when it comes to their home life. Additionally, similar to brain function and dominance, most people tend to align with either towards or away from patterns in the same context. A few people operate both the toward and away from pattern equally.

We can ask simple questions regarding a specific context to elicit the pattern. For example, “what’s important to you about hitting your sales target this month?” The response, both verbal and non-verbal will give you an indication of the motivation framework within that context.

Indicators of Patterns

Towards Mindset

Away From Mindset

Now, we might imagine that we can identify motivation direction from one simple question.  We can’t.  In fact, motivation direction is nearly always hidden under learned responses, company culture or perceptions about being judged by others.

It’s useful to question someone between three and five times to discover the motivation direction.  We ask upward direction questions such as those cited below.

What’s important about that for you?

• OK, so what’s in it for you?
• And what’s the point of that?
• Why would you bother doing that?
• I wonder, what is it you get from that?
• Big picture, what’s that all about for you?
• What’s the outcome of that?

Let's Consider Some Examples

Resist Making Assumptions Until You Dig Deeper

Can We Change Our Motivation Pattern?

The simple answer is yes. A better question would be, “do we want to?”

In fact, through the coaching process and while engaged in the life long school of learning, our motivation direction can change. Let’s say a person has a towards motivation direction regarding their role as a salesperson. At some point, they may take a risk or perhaps make a mistake and it results in a job loss. A sudden awareness of the negative impact of taking risks or having a lack of attention to detail could shift their motivation direction. In the same way, someone who is 100% in health may imagine their body as invincible. When they have a heart attack, the emotion connected with this event shifts their direction away from death.

In coaching, we generally aim to move away from mindset towards the goal. This is especially true when we’re working to release the negative emotions triggered by life events, such as those mentioned above. We let go of limiting beliefs, negative emotions and unwarranted doubts. As we do this, we naturally become more ‘towards’ in our focus. The result tends to be a greater level of self-awareness, confidence and self-esteem. Therefore, addressing and expanding our own motivation direction can be extremely useful and positively impactful.

Finding The Balance

However, it’s useful to consider that we do benefit from a balance of both towards and away from mindset when we work on projects. That is to say, a team full of only towards mindset will forge ahead and yet waste time repeating problem patterns. Whereas a team comprised only of away from mindset may well work very slowly, miss opportunities, or operate in crisis mode.

Both perspectives and motivators are useful, and a balance brings a broader perspective and balanced action. Towards mindset benefits from being asked questions to assess risk and unforeseen challenges. Whereas Away From mindset benefits from questions to refocus towards the goal and establish whether actions are moving towards or away from the desired outcome.

Leaders Need To Understand Motivation Direction In Context

Recruitment

Clearly, it’s useful to identify motivation direction during the recruitment process.  It’s useful to know whether a person is drive by attaining objectives or troubleshooting and problem solving.  What’s more, someone operating an away from mindset will work at high speed and intensity until they are close to their goal.  When close enough to mitigate risk, performance slows.  Conversely, towards mindset has the ability to self-motivate repeatedly, and yet we will see diminished performance if they’re surrounded by away from mindset all day long.

Trends In Professions

Specific professions have towards or away from cultures.  For example, an Investment Banker is more likely to have a towards making money pattern than their accountant, who’ll be away from problems, losses or operating outside the law.  Both work in finance.  In the same way, most medical doctors and researchers will operate an away from death pattern.  What’s interesting is that a complementary health practitioner is much more likely to operate a towards health pattern.  It’s easy to see how the clashes happen!

Pace

What is interesting is that slow-moving professions tend to operate from an away from perspective, prioritising focus on everything that can go wrong and mitigating risk before moving forward.  Conversely, rapid growth industries tend to be led by a towards mindset.

Management Vs Employee

Different levels also have cultures. Think about the activities most people in leadership are involved in.  Goal setting, objectives, and business planning are all towards activities.  Let’s face it, what we do every day we become.  What’s more, acknowledging that people facing the daily challenges may find it hard to feel motivated as we turn the ship about-face to take advantage of an opportunity.  Therefore, we want to learn how to present our thoughts in a way that triggers others to become motivated and act.

 

Want To Understand Motivation In Detail?

If you really want to understand how different people are motivated and how to push the trigger button, you can.

Our Certified NLP For Business Training at Mastery level investigates Meta Programmes, Motivation and Demotivation triggers in-depth.  Get in touch to find out how you can light the bonfire of motivation in your team.

Interested in identifying or changing your own motivation direction?  This can be achieved through Executive Coaching. Get in touch to find out more.

Find out more about Executive Coaching here.

Discover how you can upskill quickly with our Core Skills Training Courses.

Learn more about our approach to Bespoke Training Design.

Click here to find out more about Certified NLP For Business Training.  You can also access our videos on our You Tube channel.

Specialising in Solopreneurs, Entrepreneurs and Growth Businesses, we know how to support you in mastering your mind and behaviour for exponential development and success.

The post Leaders Need to Understand Motivation Direction appeared first on Fire Dragon Lanka PVT Ltd.

Generally, it takes more of your time to manage the aftermath of ignoring your boss than it does to schedule manager-imposed time in your diary every day.

Consider this scenario. You have a problem in your team where an item is going to be delayed for client delivery. You dive into solving this problem and work with your team members to gain resolution. However, you’re so busy, you forget to inform your Manager of any potential impact. Therefore, your manager is blissfully unaware of any potential delay.

The following week, something else happens in the process flow and this is going to prevent timely delivery. You direct your focus towards finding another solution. It takes 2 days and you create a solution whereby delivery will only be 1 day late. You’re feeling pretty satisfied with yourself since delivery is due tomorrow.  At this point, you decide to inform your boss.

The scenario mentioned above is all part of the learning process. If you choose to consider the benefits of open communication and these 3 reasons to invest in managing managers you may not have to learn the hard way.

Remember, empowering communication requires us to consider the following questions carefully.

1. Could I know, see, understand that the other person may not?
2. Is it possible the other person could see, know or understand something that I don’t?

In reality, the answer to these questions is nearly always ‘yes’. As a result, keeping others abreast of situations is a useful habit to start.

Time

Time is a key benefit you gain when you manage your manager effectively. By predicting what our manager may require from us, and by keeping them informed, we free our time to work our role. When we become skilled at presenting our boss with everything they need, before they request it, they give us more autonomy. 

Being autonomous with our time frees us to spend more time developing our team, connecting with our peers and developing our pet projects.

Learning & Career Development

When we manage our managers effectively, we have more control over the time we spend with them. For example, weekly 1-2-1 meetings can be spent learning from them or discussing future projects, rather than addressing problems and issues that are unresolved.

This positive communication with our boss allows us to expedite our learning and development. Specifically, we can see the business through their eyes, preparing us for promotion. 

Additionally, managers are more likely to invest in training and development when they believe we can take responsibility for the learning we gain from it.  It guarantees ROI on training investment.

Building Trust

The faster we build a trusting relationship with our managers, the quicker they choose to share their knowledge with us. What’s more, the sooner our boss trusts us to appreciate their perspective and deliver the needful, the more likely they are to develop and shape us for a more senior position. 

Our managers feel confident to pass more of their responsibilities to us and include us in the planning of new and interesting projects. New projects mean broader experience. Whether we choose to remain in the company or spread our wings, more experience delivers better career prospects.

Taking ownership of your career path, learning and development and time can be achieved more easily when you accept these 3 reasons to invest time in managing managers. 

Sometimes this involves setting our ego aside to get the best results. If you’d like some support in exploring further ways to empower yourself, get in touch to find out more.

Find out more about Executive Coaching here.

Discover how you can upskill quickly with our Core Skills Training Courses.

Learn more about our approach to Bespoke Training Design.

Click here to find out more about Certified NLP For Business Training.  You can also access our videos on our You Tube channel.

Specialising in Solopreneurs, Entrepreneurs and Growth Businesses, we know how to support you in mastering your mind and behaviour for exponential development and success.

The post 3 Reasons To Invest Time Managing Managers appeared first on Fire Dragon Lanka PVT Ltd.

If you were to consider every project you work to be a small child. Now, like all parents, you hope to raise a delightful child that everyone wants to pick up, cuddle and adore. However, sometimes that child will have a tantrum and cause absolute chaos. It is what it is.

At any given time, your business will have multiple children. You will be responsible for raising some of those children and considered an influence in the upbringing of others. Either way, finding the balance between being a controlling or a negligent parent holds the key to your success and that of your children. Moreover, it holds the power of work-life fit or balance, team empowerment, career growth, work satisfaction and managing your mindset.

1. Write a list of every active and future project in your team.  Identify the skillsets most required to achieve the project and put a deadline against each of them to prioritise.
2. Spend some time assessing the individual talents and skills of your team members.  Put on a fresh perspective, open your mind and really consider the talents they have that are not being utilised.
3. For each project on the list, describe it clearly and then create bullet points under the headings of Objectives, Considerations, Next Steps, Projected Outcomes.
4. Assign each of the projects an owner.  Make that person wholly responsible for project management and delivery.
5. Put steps in place to ensure any risk is covered.
6. Schedule meetings to feed, inspire and health-check those children!

Considerations For Each Step

1. Writing The List

• Be ruthless with the list. Even if you’re unsure one of the children can be handed over, or if you believe it’s a problem child, plan to delegate it. Ask yourself, “how would I handle that and can I direct someone else to complete it in the same way.” You may even want to assign a checking frequency at this stage to better manage any problem children in the planning stage.
• Write down what you believe the next move with each project is.
• Remember to include your objectives or management projects in this list. It allows you a better view of your own time. 

2. Consider The Skills Present In Your Team

• Always approach this with a fresh perspective. No matter what tasks you’ve given each member in the past. Consider what they CAN do.
• Some people are naturally good at detail, while others are better at big picture creative thinking. What projects require which skills?
• Can you develop someone in a specific skill set or area with a less urgent project? Which projects can you use to grow your team?
• Consider which of your team members are resilient and like to solve problems themselves. This is the direction to hand the problem children. That way, you won’t feel the urge to pick up the child at the first sign of a tantrum. You may not even hear the scream!

3. Describe & Summarise

• What’s the purpose and impact of the project?
• Who are the stakeholders?
• What is the desired outcome?
• Important considerations (thinks you’re taking into account) should be listed.  This must include things which may be obvious to you from your perspective, and may be less obvious to one of your team members.  For example, confidentiality.
• Jot down the next step and the last step.

4. Assign Those Kids A New Parent!

• Hand over projects during a 1-2-1 discussion, giving the new parent time to ask questions.
• Be clear about your expectations.
• Ask them to agree to update you at a frequency that gives you comfort.
• Explain that every time they come to you with a challenge, you want them to bring a solution.
• Let go … REALLY!

5. Manage The Risk – Get Insurance

It’s useful, especially if you’re shifting from micro-management to management (no judgement here – we’ve all been there!) to prevent disaster. Quite simply, if you’ve had your fingers in all the pies, you may not have taken the time to share the perspective you have. What seems like an amazingly innovative idea to a team member, maybe highly inappropriate from your perspective. Naturally, this insurance policy can relax as your team develops.

• Ask your team to make their recommendations to you BEFORE they act.
• Request that your team members get approval from you BEFORE they act.
• Ensure your team keeps you informed of any delays or problems along the way, even if they don’t think it’s a problem.
• Allowing people to make mistakes is part of this development process. To minimise your stress, it’s important to identify what errors could be critical and which ones you can afford to let happen.
• Most importantly, ask yourself what control measures you need in place to support YOU in letting go.

6. Brainstorming, Health-Checking And More

1. Identify how frequently you want a check-in meeting on each project and schedule them in advance.
2. Be aware that sometimes projects can travel off-piste. It’s important to catch it before it travels too far.
3. Also, check up outside of these meetings to catch the new parent doing something right. Catch it and congratulate.
4. Use the checking process as a platform to build trust and open communication with your team member. Treat it as a check-up and something they can perceive as a growth opportunity.

Being Ruthless To Serve The Business

Sometimes it’s important to remember that not all projects are worthy of continuation, even if you’ve put a significant amount of work into them.  Every month it’s useful to ask “what is the purpose of doing this?”  If the project does not move the team or the business towards a viable goal – let it go.

Always keep ACTION in mind.  Every meeting wants a clear outcome of what the next steps are and who is responsible for taking them.  Without this, there is no momentum.

Do you find it hard to let go and empower others? Find out more about Executive Coaching here.

Discover how you can upskill quickly with our Core Skills Training Courses.

Learn more about our approach to Bespoke Training Design.

Click here to find out more about Certified NLP For Business Training.  You can also access our videos on our You Tube channel.

Specialising in Solopreneurs, Entrepreneurs and Growth Businesses, we know how to support you in mastering your mind and behaviour for exponential development and success.

The post Delegation Holds The Key To Freedom appeared first on Fire Dragon Lanka PVT Ltd.

Air Arabia – G9

Contact Details:

+9411 2393994

+9411 2393995

+9411 5777999

https://www.airarabia.com

Air Asia Berhad – AK

Contact Details:

+9411 225 3202

+9411 226 4969

https://www.airasia.com/en/home.page

Air China – CA

Contact Details:

+94114715729

+9411 7405888

www.airchina.com/

Air India – AI

Contact Details:

+9411 2323136

www.airindia.in/

Azur Air – ZF

Contact Details:

 

Cathay Pacific – CX

Contact Details:

+9411 2423726

+9411 2423725

+9411 2422209

+9411 2252157

+9411 2252 158

https://www.cathaypacific.com/lk

China Eastern – MU

Contact Details:

+9411 2421888

https://global.csair.com/

China Southern Airlines – CZ

Contact Details:

+94114731 552

https://www.csair.com/en/

Chongqing Airlines – OQ

Contact Details:

+94 11 4731 552

http://www.chongqingairlines.cn/

Edelweiss Air – WK

Contact Details:

Emirates – EK

Contact Details:

+9411 4704070

+9411 2258933

https://www.emirates.com/lk/english/

Etihad Airways – EY

Contact Details:

+94112265826

+94115766509

https://www.etihad.com/

Fly Dubai – FZ

Contact Details:

+9411 4732485

+94112345700

+94112265990

https://www.flydubai.com/

Gulf Air – GF

Contact Details:

+94112475 396

https://www.gulfair.com/

Indigo Airlines – 6E

Contact Details:

+9411 4731800

https://www.goindigo.in/

Korean Air – KE

Contact Details:

+94112252242

https://www.koreanair.com/

Kuwait Airways – KU

Contact Details:

+94117739300

+94117739301-05

https://www.kuwaitairways.com/en

Malaysian Airlines – MH

Contact Details:

+94112342 291-4

https://www.malaysiaairlines.com/hq/en

Malindo Air – OD

Contact Details:

+94112345 714

+9411 2345 724

+94114609668

https://www.malindoair.com/lk/

Oman Air – WY

Contact Details:

+94112345 714

+9411 2345 724

+94114609668

https://www.omanair.com/lk/en/plan-book

Qatar Airways – QR

Contact Details:

+9411 557 0000

+9411 535 9044

https://www.qatarairways.com/

Rossiya Airlines – FV

Contact Details:

+94 11 2574622

+94 722319447

+94 722319454

https://www.rossiya-airlines.com

Royal Flight- RL

Contact Details:

 

Saudi Arabian Airlines – SV

Contact Details:

+9411 4717747-57

https://www.saudia.com/

Silk Air – MU

Contact Details:

+94112499 690

www.silkair.com/

Singapore Airlines – SQ

Contact Details:

+94112499690

www.singaporeair.com/

Spice Jet – SG

Contact Details:

+94114790300

+94114732477

+9411 4732 478

+9411 2265986

https://www.spicejet.com/

Sri Lankan Airlines – UL

Contact Details:

+9411 7771979

https://www.srilankan.com/

Thai Air Asia – FD

Contact Details:

 

Thai Airways – TG

Contact Details:

+94112667 892

https://www.thaiairways.com/

Thai Lion Air – SL

Contact Details:

Turkish Airlines – TK

Contact Details:

+94115900 500-4

https://www.turkishairlines.com/

The post Airlines Flying To Sri Lanka in 2019 appeared first on Fire Dragon Lanka PVT Ltd.

You might be aware that CMB Airport Daytime Closure will commence on 6th January 2017.  The airport will be closed every day between 8.30am and 4.30pm.

The airport will re-open again fully in April 2017.  To find out more about Sri Lankan Airlines flights (both cancellations and re-scheduling) please CLICK HERE.

Will High Season Be Impacted?

Simply, Yes.  Clearly, it’s not an ideal time for Sri Lanka’s main CMB Airport to have a partial closure; since it’s high season on the West & South Coast of Sri Lanka, however, now we’ve got to consider how best to manage this from the point of view of our guests.  If you’re travelling with a family and your flight isn’t until 11pm then it’s not the most pleasant experience if you have to check out of your accommodation at 11am.

What We’re Changing At Fire Dragon Hideaway

Our property, Fire Dragon Hideaway, tends to be the first stop and the last stop for tourists in Sri Lanka.  So, what we’ve decided to do is to change out check in and check out times from January 6th – April 6th.  Check out time will be 3.30pm and check in time will be from 5pm.  We hope that this will allow our guests flying in or out after 4.30pm enough relaxation time and shower access to better manage their flight home or their jet lag on the way in.

What if you’re landing early morning?  During busy periods we would recommend booking the night before if you’re arriving early morning.  Since check out time will be 3.30pm – you’ll still get chance for a good sleep and we don’t have an end time for breakfast, so you can eat when you wake up.

Early Check In & Late Check Out

The other option you have is to book an early check in. Where available, we’ll offer an early check in for up to 8 hours prior to check in time for 50% of the nightly room fee.

Don’t let the CMB Airport daytime closure stop you travelling to Sri Lanka or negatively impact your stay.  Think of it as a nice way to relax in the sun for a day before you head home, or manage your jet lag on the way in.

We hope that this will make our guests more comfortable both before and after their flights.  If you’d like further information about booking during this period you can contact us HERE.

Happy travels!

Sarah & Hassan

The post Impact of the CMB Airport Daytime Closure in Jan 2017 appeared first on Fire Dragon Lanka PVT Ltd.

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No More Malaria Threat in Sri Lanka!  One of the first questions that every one of our guests asks us when they first land in Sri Lanka is “How worried do I need to be about Malaria?”.  Often they look at us with suspicion as we say “absolutely no problem at all!”

So, we were excited to see yesterday that the World Health Organisation has declared Sri Lanka to be a Malaria-Free Zone after 3.5 years without a local transmission of the disease.  Well done Sri Lanka!

Here are the facts for those of you who want them: https://www.theguardian.com/society/2016/sep/05/sri-lanka-malaria-free-world-health-organisation

The post Now Officially MALARIA FREE in Sri Lanka appeared first on Fire Dragon Lanka PVT Ltd.