Positive Belief – The Practicalities
A Quick Mention On Positive Belief As Bruce Lipton talks about in his book, The Biology of Belief, the conscious and subconscious are interdependent, the conscious mind is creative and able to summon up positive thought, whereas the subconscious is strictly habitual and works through our instinct and life learning experiences. What most people don’t know is that the subconscious mind is millions of times more powerful than the conscious mind (we are talking about neurological processing here). Just Think Back To When You Were Talking About New Year Resolutions. In the majority of cases the subconscious has already won – those old habits are back. We are very good at self-sabotage. But We Can Overcome The Worst Habits And Experiences. And the conscious mind can win through. You only need to think of the mother whose hands lifted the one-ton car off her child to release them from danger. She needed to totally override those subconscious thoughts that tell her she is ‘too weak’, ‘too small’, ‘just a woman’, ‘doesn’t have the strength’. To overcome all her previous behavioural thinking and feelings and focus on the life of her child, her thoughts control her body by producing the adrenaline needed to create the strength to lift such a weight. So no one could ever convince me that our beliefs don’t have a massive impact on our lives. How Healthy Are Your Beliefs At The Moment? A good friend of mine introduced me to this book and I’m so grateful. Thanks B! Your belief become your thoughtsYour thoughts become your wordsYour words become your actionsYour actions become your habitsYour habit becomes your valuesYour values become your destiny. – Mahatma Gandhi
Quick Guide to Dealing with Difficult Situations
Have you ever had someone or something hold you back from a very important task? How do you deal with people who are very nice but seem to be dragging their feet on your important issues? Do you let it go until the frustration and emotion gets too much and you blow? Or are you reactive, quickly getting angry at the person you are dealing with and even raising your voice? Below Is A Quick Guide To Dealing With Those Difficult People Or Situations. The First Thing We really need to do in these situations is plan our conversations, as this prevents us from being taken away in another direction from our real objective. Work out what we need by the end of the conversation (our agenda and objectives, don’t forget our contingencies too). Write these down and refer to them throughout the conversation. Next… …make sure we are dealing with the right person. If the person we are speaking to can not make the necessary decisions for us to achieve our objectives, then we need to go up the chain of command to reach the decision maker, otherwise we will end up completely frustrated and very emotional. If we can not speak to the right person at that time, make sure we leave the conversation with at least their name and contact details so we can speak directly to them later. We need to allow the person we are dealing with to have their say completely and without interruption. If something occurs to us, then write it down so we don’t forget, but don’t interrupt! Listen carefully. Check they have completed what they want to say and then rephrase in summary what we believe they are saying. Again, check with them that our summary is right. If they correct our summary, then repeat the rephrase/summary process until we have a full understanding of the situation from the other person’s point of view. Now We Explain In Detail Our Own Situation: …both the facts and the impact on our life, practically and emotionally. The key is to ask them to put themselves into our situation and then fire the bullet questions at them: “How would you feel in this situation?” and “What would you expect in this situation?” Let them answer the question – silence is golden at this time. Most people will try to avoid answering these questions by saying something like “I know it can’t be easy” or “I’m sorry, it must be really difficult”. This is not answering the question. So re-state our question until they really put themselves into our shoes and answer the question we’ve asked. It’s Time To Get What We Came For! They are now in the position of owing us due to their lack of results – so ask them what they are now willing to do for us. If they don’t suggest what we need, that’s when we suggest what they can now do for us (propose our objectives) after all we have been through. When we take time to plan out our objectives, we will usually always get a better result than we were expecting. Remember the times we have planned out a difficult situation in our heads: what someone might say, what we would say in return, how the whole conversation might go? In this situation, what usually happens is that the conversation doesn’t go according to plan…it goes much better than we would ever have imagined! They don’t say what we were expecting…they say just what we wanted to hear! We feel much better for having the conversation, although we didn’t really want to have it in the first place. And how did we achieve this success? It’s simple – Planning! Here’s Your Quick Guide Checklist. Print out, cut around perforations, keep it close, and use it to deal with your difficult situations every day.Quick Guide Checklist – Difficult situations
7 Keys to Achieving Motivational Environments
The first thing I’m going to say on this subject will not be news to some of you. Motivation Comes From Within No one can ever motivate you: they may be your inspiration, but they can never be your motivation. You motivate you! Now, if you manage people, or you have a manager that makes you feel motivated, remember it’s a manager’s ability to create a motivational environment for others that allows people to motivate themselves. You may be that type of individual yourself. This is great! How do you make decisions? However there are a lot of people out there that feel demotivated at work – so what’s gone wrong? If You Manage People There Are A Number Of Things That May Need To Be Addressed: What motivates your individual team members and your team as a whole? (Some people say money – this is just not true. Yes, money is important and I have a good system to get to the real motivation of individuals who mention money.) What type of environment are you creating for them – not you? (If you don’t know the true answer to the first question it may be difficult to answer this one.) What real development are you providing so that everyone has the opportunity to learn and grow, not just the people you like? What problems/issues exist in the team at the moment? (If you have none, start to worry!) What are you and/or others, including the team, doing to solve these problems? How much do you know about each person in your team, personally as well as professionally? (This is extremely important, as work affects life and life affects work.) The last, but one of the most important, keys is how much enjoyment do your people receive from their work? Once you have answered these questions, then you can concentrate on building the environment that the individual and the team with thrive in. With a team you need to know the answers to the questions above collectively. The two main areas to concentrate your efforts in are the enjoyment of their job, and their learning and development. The only way you can do this is to know the answers to all the questions above. Don’t Forget To Praise Your Staff Constructively. Don’t just say “that’s a good job”, follow it up with constructive comments on why it was a good job and it will have a much stronger impact. When was the last time you constructively praised your staff? If you follow this process you will be guaranteed respect, loyalty, great performance and a fun working environment for everyone. Too many managers believe this is too much work for them. “Well, keep working extremely hard” is what I say, because “it is harder to constantly work against the people than to put the initial effort in and work with them.” How Do You Work – Against The People Or With Them?