Posts Tagged ‘date’

Many years ago, two psychologists yerkes and dodson created an insightful law relating how people perform under pressure

Many years ago, two psychologists Yerkes and Dodson created an insightful law relating how people perform under pressure. If a person is under no pressure at all they can be demotivated and run the risk of ‘rust-out’. If the person experiences too much pressure and becomes stressed they run the risk of burnout. Somewhere in the middle is the optimum level of pressure which creates peak performance and generates what Czikszentmihalyi called the ‘flow state’ where the individual performs her or his tasks effortlessly to a very high level of quality. Sports psychologists and drama coaches have used this principle for decades and it is now time to apply it to the business world.

So how can we place ourselves in this peak performance state where we are in a state of motivated well-being?

Firstly, our beliefs are very important. We need to believe that we can develop our ability to perform and that whatever the result of our attempts to do something, we will always learn something and develop our ability for the future. Identify your negative beliefs and think what it would be more useful to believe. Pretend that the new positive beliefs are true and imagine how your life would be different. Beliefs trigger action and also emotional state.

Secondly, before attempting a performance in sport, or a presentation or some other activity, go back in your mind to the time when you were really successful at performing that activity. Relive it in terms of what you saw, heard and how you felt. Luxuriate in the sights, sounds and vision and give the experience a name to enable you to recall it easily. Finally use what the NLP practitioners call ‘anchoring’. Squeeze for example the first knuckle joint of the index finger of your left hand whilst you silently say the word you have chosen to recall the experience and then create a picture in your mind of that experience. Make the colors brighter, the sounds clearer and double the positive feelings. In this way you can anchor the optimum experience and put your mind and body in the same state that you were in when you performed well so that you can carry out the new performance effectively.

Thirdly, use Nature’s anxiety mechanisms, particularly breathing and tension reduction. When we get stressed we experience a sympathetic reaction or stress response. The opposite to this is the parasympathetic swing or relaxation response. The easiest way to trigger the parasympathetic response is through controlled breathing. Simply breathe in for a count of 3, hold your breath for a count of 1 and then breathe out for a count of 9. This will slow down your breathing and increase the flow of oxygen to your brain.

We often tense parts of our body without realising that we are doing so. Practice tensing the muscles in your left hand, holding that tension for a couple of seconds and then relaxing the muscles. Your left hand will feel different because you will have removed some of the residual tension of which you were almost certainly not aware before you tensed your hand deliberately.

Our Fourth technique is mental rehearsal. Imagine you are about to run the meeting, make the sales call, give the presentation etc and visualize the person who you think would be most effective in the world at carrying out that activity. Picture them in your mind off and up to the right of your view and see them carry out the activity. Then imagine you can float into their body and that you can then experience what it would be like to be in their shoes giving the performance. The third stage is to imagine their body melting away leaving you delivering the performance in the most effective way. It really works!

Number five is to use the three ways of deflecting your personal energy from the risk of rust out or burn out towards the peak performance zone. These three ways are goal setting, gaining control over your work by developing personal effectiveness and time management skills and identifying and developing the core competencies you need to be a peak performer. If you develop your capability in all three areas you will be able to manage your personal energy more effectively and be less stressed.

Number six is to build your self esteem. Keep reminding yourself of your successes to date in your present and other activities. High self esteem tends to create positive attitudes and behavior and is a great support to developing peak performance.

As an executive coach, much of the work i do is helping executives and business owners bring clarity about the possibilities for their organization and themselves

As an executive coach, much of the work I do is helping executives and business owners bring clarity about the possibilities for their organization and themselves.  So often when we start working together the executive’s goals are vague and ambiguous. Without clear goals, the executive may have a roadmap but no precise destination and accompanying directions to get to their goals.

Making Goals Powerful

You may have heard the story about the study concerning the goals of some Harvard Business School graduates. The story basically supports the contention that written goals are more likely to be achieved than those that aren’t written down. However, this study never took place.  Instead a Dominican University study provides evidence that when accountability, public commitment, and written goals are implemented together they enhance the rate of goal achievement.

%???lements extends its ‘Value’ offering in Simply Cashback launch” href=”/shopping-articles/simpl them to people important to them.  These people can then act as an accountability mechanism for tracking the person’s progress. Goal Development Your goals should be written down as a SMART (Specific, Measurable, Attainable, Realistic and Time-bound) goals.

· Be Specific – A goal that is described in specific terms has a much greater chance of being accomplished than a goal described in general terms.

Make it Measurable – Developing specific criteria for measuring your progress toward the attainment of each goal will help you to measure your progress, and stay on track to meet your target dates.

· It should be Attainable – When you identify your goals, you will begin to figure out and visualize how to accomplish them.  You will develop not only the energy level for attaining your goals, but also new and existing attitudes, abilities, and skills to reach your goals.

· Make it Realistic – In order for a goal to be realistic, you must be both willing and able to work towards the goal.  Be sure that every goal represents substantial progress.  Your goal is almost certainly realistic if you truly believe that your goal can be accomplished.

· Create Time Sensitivity – Goals should be grounded within a specific and clear time frame in order to create a sense of urgency in accomplishing the goal.Beauty Goal Success

Now that you have your specific goals written down, who will you share these goals with?  I recommend choosing more than one person and that the people you select be individuals who will be supportive as well as keep you accountable to your goals.

Keep your goals visible.  Reviewing your goals frequently will help you release the energy, creativity and the drive to attain them. Tracking your goals provides you with a sense of accomplishment when you meet your goals.

Create a habit of asking yourself daily, “are the decisions I am making getting me closer or further from my goals?” The more your remind yourself of your ultimate goals, and make the choice to move in the direction of attaining your goals, the more likely you will be successful.

And finally, don’t forget to celebrate your accomplishments! Creating and attaining goals takes a lot of discipline and hard work.  Therefore, how do you plan to celebrate your accomplishments once you have crossed the finish line?

The culture treats people as commodities i see it everywhere – people working in jobs which carry little meaning and provide little support for personal development

The culture treats people as commodities

I see it everywhere – people working in jobs which carry little meaning and provide little support for personal development. Worst, the culture treats people as commodities. Performance review systems, manager-employee meetings, and even rewards are set only on recent performance. The recent performance is everything that matters. As a result people feel like they are treading water in their jobs.

Lack of support for people development at work

Part of it starts at the top of the organization. If the leader values people development, then the organization will place a high priority on education and new opportunities. But, unfortunately, people development is not an organizational priority and is left up to individuals to find their own ways. The BEST manager encourages their people to take risks and gives developmental opportunities at work.

What happens when people development is ignored in the organization?

People drag themselves to work only for the money. This is another extreme from doing voluntary work. Creativity goes down, motivation goes down, and spirit at work goes down too. Unfortunately, the bottom line is seldom measured against the amount of joy the workers have at work. However, it is a very real factor to pay attention to. When people feel joy and happiness at work, they will go the extra mile to offer suggestions for improvement. When people feel they can take risks at work without the fear of punishment, they will try new approaches, implement new ideas, and everyone will benefit from this.
The Best manager always has people development as a key priority. This impacts team assignments, new role opportunities, and educational opportunities at work.

What does people development really mean?

I would take this to the extreme. For example years ago I had an employee whose husband had just passed away. I knew she liked to work in her garden. When she returned to work, I paid for her to attend a one day inexpensive class on gardening. This had nothing to do with her job as an IT technician. It had everything to do with her development. She came back refreshed and appreciative of the opportunity to learn something new, which she was deeply passionate about. Did this help her productivity at work? Yes and in fact it helped to ease her transition back into work after a difficult time in her life. Of course, later, other employees wanted their own one day class which I also accommodated as one-time exception. The BEST Manager knows that sometimes doing an extra effort towards employee development will provide great leverage for management. Too many organizations have silly rules that only allow education for job related topics. This narrow interpretation prevents people from exploring new areas and new ways of thinking. The rules based manager will protest and suggest that the organization should not fund education (they call this training) which does not directly relate to the job. This is the usual short term thinking which contributes to why so many people separate their work and the rest of their life. Encouraging traditional and a blend of non-traditional education will encourage intellectual growth, creativity, and actual loyalty to the organization over the long term. This is something that will impact in a positive way the bottom line of any organization.

How do you implement a personal development program at work?

I can tell you the way not to do it! Give people a checklist form which has three columns. They read: Development opportunity, Class, and Date done in this order. This process will guarantee the opposite effect. People will feel pressure to sign up for a class, managers will feel pressure to assess, and the results will be poor.

A better way

People development starts with a plan from the person. The Best Manager encourages each person to make a list of their abilities (things the person is able to do if motivated) and interests (deep interests). The next step is to have the employee align the areas which match. This is where the development should focus. The development should focus around a combination of education, new work opportunities, and self-study. What if a person’s matrix suggests that their current work does not align with what they are currently doing? The Best Manager will encourage a frank discussion of how to get closer to the work the person really wants to do. In some cases this can be a creative exercise to find a better position in the organization. In other cases there might be a plan developed over time to move the person out of the company which is best for all involved.

Motivation comes from inside

Just because a person has a competitive salary, nice office, and 2 weeks’ vacation doesn’t mean at all that the person will be motivated. This is a very personal issue. To get to the root of motivation requires two-way communication between manager and employee around what is most important. Sadly, managers jump to conclusions around poor performance and as a result people start to feel like commodities as they are sorted, ranked, rated, and judged. It is very similar to the work B.F Skinner did with animals in the cage watching which one would find the lever to raise and escape from the cage. This is not different from the person who has been labeled as a poor performer at work and thus placed under a performance improvement plan. Once in the plan (or in the cage) a person will do what he can to escape and improve their condition. This is only short term and in the long run harms motivation and interest in the organization.

The BEST Manager always looks at performance from a systemic view and seeks to understand the reasons for behavior and motivation. The BEST manager helps people learn how to motivate themselves.

The economic crisis needs better managers

During difficult times people will always generate their own crisis and anxiety. The last thing people need during this time is further threats, rewards, punishments, and motivational programs to keep the spirit up. This all can increase instability. The BEST Manager instead focuses on better utilization, better communication, and better planning with their people. The results will be long term and better serve the people and the organization.

Craig Nathanson

That’s right, today is april 1st, 2010 and i am making my dreams come true

That’s right, today is April 1st, 2010 and I am making my dreams come true!

My husband and I have both quit our dead end jobs and are living a life style that most just dream about.

This is how I did it….

#1 – I stopped procrastinating and began to take action.
#2 – I found a true mentor with success and followed everything that they had done to become successful.
#3 – I read books, listened to audio recording, attended training calls & webinars and sponged up anything and everything to educate myself. Then I took action and implemented all that knowledge into a striving, successful business for myself.
#4 – I believed in myself.
#5 – I became a member of the most incredible unique Internet Marketing Business Model with people of the same mindset and who could teach me more…of everything.

You can be having the same conversation and telling your incredible testimony. Go now and get a pen and paper. I’ll wait here for you.

You’re back…good. Now follow the same steps as written above with your own affirmation.
See yourself in future and speak today as if the future was today. Give yourself a date, set your goal and put down a number of steps describing how you got “here”. As though someone was asking you…”Wow! How did you do that?”
Read this to yourself 2-3 times a day. The steps that you have written down that got you to where you are will fall into place, because these are the action steps you took to become the success that you are today (April 1st).

Get it…?

Live today like a leader! You are successful! Your dreams are becoming a reality! You have created a better a life style for you and your family!

Look in the mirror. What do you see?
You see a leader! The King/Queen of the jungle!

Don’t wait. Take Action NOW! Don’t “should” all over yourself come April 1st, 2010.

Become one of the 3% of the world’s population as Top Producing Entrepreneur!

To YOUR Success in 2010!!

Virginia Wild
Your Guide to Success

Recent Posts