Posts Tagged ‘lab’

This is an excerpt from chapter one of my new book being published in august of 2009 entitled, “g

This is an excerpt from Chapter One of my new book being published in August of 2009 entitled, “G.U.T.S. – Gearing Up To Succeed”.

Most people (and dictionaries) would define self-discipline as self-mastery or self control, to which I heartily disagree. I’ve also heard it said  self-discipline is the regulation of oneself for the sake of improvement.  Here, I will take issue with these definitions because they define the subject from the perspective which the idea of self-discipline is inextricably tied to that of improvement.  It is my contention that self-discipline is better defined by saying it is the inherent power within a person to speak or to act out of habituation with no regard to improvement or to detriment.

Seneca rightly said, “There is nothing good or bad, but thinking makes it so.”  It follows then, by polarizing the meaning of self-discipline toward improvement only the idea of an antithesis to self-discipline; namely indiscipline is thus created.  I contend there is no such quality as indiscipline existent in mankind or in all the earth.  Being alone, there is only discipline, for all mankind employs it in their daily habits.  Is it not true that even those who society or culture label as ‘undisciplined’ are rather very disciplined in those things considered by themselves and others to be to their detriment?  For discipline is neither good or bad.  Discipline is an inherent power each of us possesses and one that no man nor even God Himself can take away except through the finality of death itself.  Discipline is God’s gift to each of us so that through its power working inherently within us we might explore the boundaries of our own personal potential.  The focus then of our development of self is not first discipline and then all other virtues, but re-focusing that inherent power (that is, discipline) to the reshaping of our habits in the pursuit of these virtues.   It is with habit that we will begin our investigation of this much sought after quality of discipline and reveal that the power which you have been seeking is already employed in every area of your life, though probably misemployed.  What follows naturally then is it is not self-discipline one should seek after, but rather one should seek after habituation that is in line with stated or intended purposes.

Dig deep; the water – goodness – is down there.  And as long as you keep digging, it will keep bubbling up.

Marcus Aurelius Antoninus

There are no good or bad habits.  There are only habits.  Contrary to popular belief, what causes people to label habits as good or bad is not determined by the action (habit) itself but by the stated purpose of the individual in relation to the action (habit).  For example, if I have stated my desire or intended purpose to retire by the age of 65 with a net worth of $1,000,000 yet I habitually spend what I earn and save nothing or very little, conventional thinking labels me as undisciplined with regard to financial matters, yet the reality is that I have become very disciplined in spending what I earn and saving nothing.  The distinction here is made because my habits are at odds with my stated purpose.  It is not the action of spending that is good or bad, for all mankind spends what they earn, albeit in different amounts.  It is the root habit, misaligned with my purpose, that drives me to employ my self-discipline in a wrong direction.  The reality is, I am very disciplined in spending what I earn but my discipline is misemployed and thus works against my stated or intended purpose.  It follows then that I am not undisciplined, but I am rather misdirected through unaligned habits.  It is the faculty of habit that we must seek after, not this elusive idea of gaining more self-discipline which has beguiled mankind for ages.  There is no such thing – it is a myth.  What one may label as an increase in self-discipline is really a realignment of our actions by changing a certain habit or combination of habits.  As such, self-discipline is again revealed to be inherent with no effort to attain more.

Once I made the distinction in my mind that I was not undisciplined  at all, but in fact very disciplined, but in the wrong habits in relation to where I wanted to be, my life’s results and environment began to change.  I had only to change my habits and it followed that my life would soon change as well.

For more information on organizational alignment and personal leadership please contact my office at 251-233-7671 or via email at chris@christophergergen.com. Also, visit us on the web at www.christophergergen.com.

It is vital to have proper leadership coaching in an organization

It is vital to have proper leadership coaching in an organization.  It is unfortunate that in many companies, management teams have no clear understanding of how to lead.  The default for them is to micro manage others by pushing out their chest feathers and showing “who’s in charge”.  Hundreds of books exist on how to best lead a team of people and have an amazing concept between them; however you cannot effectively learn how to lead people from pages in a book.

The position you hold may hold a title of leadership, but it doesn’t mean that you automatically exude the leadership qualities.  Keep in mind; even the largest corporations have CEO’s that do not know how to effectively manage others.  Other employees of the company may have been with the company for 20 years and know their job inside and out.  Does this mean they know how to coach others?  It is important for a leader to gain respect, confidence and above all – TRUST – of their employees.  What is the first two ways to do that?  Treat them like a human; not a number and be able to do their job!  If you are willing to do their job from time to time, they are willing to go above and beyond for you most of the time.

Do you need to be over 40 to be a good leader?  Absolutely not!  Age does not matter in the least when it comes to leadership skills.  It has to do with personality.  If you have the natural leadership qualities it takes to be an amazing leader, you don’t need to be 40.  Quite a few 20 year olds hold an important leadership position!  You see, a great leader is not noticed for the title, but for the ability to motivate the team consistently; one who is always searching for new ways to motivate and improve standards.  In the effort to improve standards, the leader needs to identify weaknesses in the company and present and/or implement solutions to assist the company in gaining strength.

Another important quality of a great leader is education.  Not the degree itself.  It is all about the education on the company they work for and the understanding they have of all of the intricate details of the company.  Without this, how could the leader make a well informed decision about the company that would benefit everyone?  Is the leader able to adapt to any situation?  In the corporate world, the fancy term is “change management”.  There are those employees that are unfortunately labeled “change inept”.  We think of them as those who will come close to having a panic attack and the mention of change.  Why label them?  Why not apply the leadership skills you have and work with them to make the transition as easy as possible?

In leadership coaching , it is not training, it’s an attitude!

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

Highest paying affiliate program , everybody hype to hold this label, in this article i will encourage you consider which one is most effective for you and specifically, how to investigate out their boasts with these easy few methods

Highest Paying Affiliate Program, everybody hype to hold this label, in this article I will encourage you consider which one is most effective for you and specifically, how to investigate out their boasts with these easy few methods. Highest Paying Affiliate Program When scouting for a product to sell or an affiliate program to be part of, you for sure want to join one that is presently well known and furnishing. You do not want to join anything new that most of your soon to be customers have not seen yet, remember this your customers will more likely buy after seeing or hearing about it at least six or seven times so do not be try anyone’s first five, this is the first step. To be the top paying affiliate system you do not have to find a product that’s very costly, just find one that is within the range of about $50.00 to $150.00 profit range that is getting lots of search volume daily often something that has to do with relationships, weight loss, or making money. You can do this by just going to google and typing in subject plus sign, and the word affiliate program like this “weight loss + affiliate program” next find one you think may be popular and then go to “keyword tool external” in your google search. This tool allows you to see exactly how many people search for this product last month you want to see at least 4000 searches for last month, remember now this is only google does not include yahoo, msn, or any of the hundreds of smaller search engines.Once you find a product and join their affiliate program you completed step two. Phase three is where many regularly people cause their mistake, You must first market their product the way they say is best for you using their letters and advice they give. Remember you are an affiliate they still get paid off of you marketing, so they will most often give you the stuff that worked for them and got the best results. So do not start off by marketing their product your own way at least until you have some experience in online marketing. Your 1st mission will be to finish some coaching they will more likely have for you in the back office, usually inside of the first week you will make your first sale, your second goal should be to make one sale daily or seven sales weekly, then duplicate the method over again and again.

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