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How to STOP Anxiety & Fear - Part 2 - A Simple Approach
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Transcript:
Hi. A couple of weeks ago, I covered off the difference between fear and anxiety, and as part of that video, I mentioned that I'd share some techniques in the future to help with that. Now, context-wise, this is all about preventing fear and anxiety from escalating to a point where it absolutely mitigates your ability to perform as a leader. It may be a tough conversation going on, maybe a presentation, maybe a meeting. Whatever it might be, when you're feeling that fear or anxiety about something, a great way to actually dial that back is to use the acronym STOP, and a few techniques that sit within it. So, what does that stand for? Well, S stands actually for stop, and it's basically you stopping what you're doing in that moment and physically and psychologically resetting yourself. And from a psychological perspective, that basically means that you just count backwards 3-2-1, and then make a physical move. When you do those two simple things, what you're doing is re-engaging the conscious part of your brain, the prefrontal cortex, versus the limbic part of your brain, the system that's driving that fear and anxiety, and it switches mindset. You cannot engage your prefrontal cortex and your limbic system at the same time. They're on a pretty much like a balance scale. If one's one, the other's off. So, this is a great way to just get yourself reset initially, so think about that. The other thing within that is excitement and fear are very similar in terms of how they play out emotionally and in terms of how you feel. So, a good thing to do at that point is also to say to yourself, I'm excited about what's coming up, and that in itself really sets and re-primes you in a very different way. The next part to this is the T, which is take a breath, and some good reasons behind this. So, generally when you're anxious and fearful, you're in a state where you're breathing more shallow and faster, and that sends a signal, a physical signal, through to your brain that you're nervous and fearful, and that can compound, so what you wanna do is reverse out of that and actually take a deeper breath in the first instance, and breathe out longer than you do inwardly. Yeah, so a longer outward versus inward breath, and that reverses the signal. It sends a signal to your brain that you're actually calm, and that's again, you're kidding your brain into just calming down a little bit. It takes some time, but it will start to work. The third sort of letter in this is the O of stop, so the observation or observe what's going on. And you observe what's going on both internally and externally. On the internal side, it's all about awareness of what you're thinking and how you're feeling, and actually applying labels to what you're feeling. There's plenty of research that tells us that applying labels to how you feel actually dumbs down the physical response to them. So, get a gauge on that. Also, get a gauge on how you're feeling physically, as well. Where are the tension points? Where do you feel tense, and relax those out. You tend to close down when you're feeling stressed, so relax that back, throw the shoulders back, and give yourself a feeling of openness. That in itself again is sending a trigger to the brain that you're relaxed and calm. In terms of externally, get curious about the people and your environment. Again, you can't be curious and anxious at the same time, because they're triggering two totally different parts of the brain, the old brain versus the new brain, and it's that prefrontal cortex you want engaged, and when you're curious about the people in the room and you're curious about the environment, then maybe you ask questions say in a meeting instead of thinking about what you should say, that creates a level of curiousness, and switches and re-primes and resets you in that moment. Then, finally, the P is for play on. At that point, play on in a more positive, open, engaged way, and if you keep practicing this over time, it's not something that's gonna work overnight, but if you keep practicing this over time, you can get it down to a minute of pre-priming before these key events to actually set you up for success. Well, that's it, and hope you enjoyed it. Any questions, ask them below, and I'll see you next time. -
Why Words Matter: Why I Hate the Word "CAN'T" & Love the Word "YET"
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In this video, I explore WHY WORDS MATTER and discuss the impacts of the word CAN'T on your potential success and its connection to a Fixed Mindset. I also explore the power of the word YET and its link to developing a Growth Mindset. -
You Asked: How to Stop Anxiety & Fear - The Difference & Why it Matters
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Transcript:
Welcome back and thanks for your ongoing support and maybe subscribe if you like the content for future videos.
Now, this video is part of my new series of videos called You Asked, I Answered.
So, You Asked, how do you control the feelings of anxiety or fear from taking over, when you have that big presentation, an important interview or a tough conversation to have with someone.
Well, there isn’t a simple answer to this, but I'll work through answering this question over a series of videos.
So first, let me explain the basic difference between anxiety and fear and why understanding this first matters?
Well, let's start with Anxiety. Anxiety is future orientated, it’s like a feeling of worry associated with an event in the future. This can include all sorts of thinking errors, like catastrophizing or generalizing about potential outcomes. This is where you imagine the worst case scenario or focus on what could go wrong, or tell yourself that you are terrible at presentations and ALWAYS do a poor job.
So let’s compare fear. Well, Fear is more immediate, it's an alarm response to present an imminent danger that could be real but more often than not is perceived. Using the same example as giving a presentation, fear would kick in just before you take the stage to present. You would feel threatened, so you react with an autonomic surge of neurotransmitters, like cortisol and Adrenalin that create symptoms like faster heart rate or palpitations, you could start sweating, you would probably have faster and shallower breathing, your ability to think would be narrowed and you may even feel nausea. With fear you just might want to escape or run away from the situation.
So why is knowing the difference important? Well, there's a couple of reasons.
Firstly, the types of techniques you use, although complimentary, are different depending on whether you are experiencing anxiety or fear.
Secondly, the level of intensity and duration of fear or anxiety is important in that you may need more specific support, than the techniques I’ll run through in future videos.
You may not know this, but 26% of Australians experience anxiety disorders in their lifetime so if you do suffer from this, you are not alone. So if your anxiety is extreme or persistent, then take action. You can read more and explore this by using great organizations and resources like Beyond Blue, which I'll link below, or just simply discuss it with your GP or doctor.
Well, that’s it for this video, don’t forget to hit subscribe to get Part 2, where I'll talk about more specific techniques that you can use to deal with fear and anxiety in the context of leadership.
Thanks and see you next time. -
How To Have Difficult Conversations - Difficult Conversations Part 2
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Transcript:
Welcome back and thanks so much for all the feedback and comments. If you like my videos, you might want to hit subscribe for future content, or if there's a subject on leadership you'd like me to cover, comment or follow the links below.
As I discussed in my previous video in the series, I explained why difficult conversations usually play out in one of two ways.
You either avoid the conversation altogether or you prime yourself in advance for conflict and a negative experience.
The likelihood of a great outcome under these circumstances is average at best and there’s one thing that great teams and organisations are NOT built on and that’s being average. So what’s the alternative?
Well, here are my 5 steps for a more productive approach to those difficult conversations:
First, be specific and direct – don’t sandwich anything, just get straight to the point. It sounds counterintuitive, but your people will thank and respect you for being straight with them, so talk to the impact the performance is having on you, the team, your customers and your organisation and also include how it makes you feel.
Second, use two specific examples, firstly, one that includes the specific issue or behaviour you want to address and secondly, the right behaviour or strength that you’ve seen in use already that could help address the issue.
This approach moves both of you into a positive state of emotion and leverages their strengths, which means they will be more energised, more creative and more likely to deliver a successful outcome.
Third, listen for what is and what isn’t being said. This is where your Emotional Intelligence gets a workout, so stay engaged and focused on things beyond what they say, like their body language and emotional state. And don’t forget to self-monitor, throughout the process, your own emotional state creates a ripple effect and is literally contagious to the person in front of you.
Fourth, agree what’s next, help develop, rather than give, the solution and next steps. People with autonomy have much higher levels of positive emotion, which equals more creativity, broader thinking, and ownership.
Then agree on the what, who and when of what’s next, including how you intend to help and support them going forward.
Finally, follow up. This is the key thing that impacts effective execution of any objective, so make sure that there is a cadence of accountability and that means regular follow up against what was agreed in step 4.
This final step importantly should also include recognising success, more ongoing support and further coaching to improve performance.
Well, that’s it for this video, if you like the content, hit subscribe for my weekly updates and please comment below.
Thanks and see you next time. -
Difficult Conversations Part 1: Why So Difficult?
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Transcript:
Well hello and welcome back, in this series I'm going to help you understand why difficult conversations are so tough. I also want to share an approach that will have you and the person involved, feeling positive about the process, your ongoing relationship and the plan to move forward.
So, let's explore why difficult conversations are so difficult in the first place?
Well firstly, leaders use formal approaches to improve performance like appraisals or one-off documented performance discussions, which can add value, but only if they are part of a regular ongoing feedback, that includes good, bad and indifferent aspects of performance.
Secondly, leaders are taught informal techniques for giving critical feedback like sandwiching, where you sandwich the bad news between two pieces of good news to soften the blow and hypothetically leave the person involved feeling wonderful about the whole situation.
Bottom line here is that the shit sandwich, which is what most people on the receiving end call it, just doesn’t work either.
But why is that?
Well firstly, in evolutionary terms we haven't evolved much from when our ancestor’s survival, depended on how attuned we were to either potential or real threats to our physical well-being.
This along with a predisposition to let negative thoughts and emotions have a disproportionate effect on us means that we have a brain that is constantly scanning for and looking for potential threats in our environment.
The bad news is that our ‘flight or fight’ response to potential threats, still gets triggered as a response to even thinking about, let alone having a difficult conversation.
This usually plays out in two ways, you either avoid the conversation altogether or you prime yourself in advance for conflict and a negative experience, which seriously limits the prospect of having a productive and positive outcome.
Now I'll cover off the specifics of how to prime yourself for success and have that difficult conversation in the next video, but as I mentioned at the start, the keystone to success here is to have regular coaching conversations on performance, that are balanced, fair and include recognition.
The so-called difficult conversation then becomes a normal conversation on performance and an integral part of your approach as a leader.
Well, that's it for this video if you like the content you might want to subscribe for my next video in the series.
If you have any questions, ideas for future videos or just want to chat on any subject relating to leadership get in touch using the links below.
Thanks and see you next time. -
The GROW Model: A Simple Guide For Leaders - Coaching Part 2
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Transcript:
Well hello and welcome back, in Part 2 of this series of videos on coaching, I'll cover off the well known GROW model, which I think, is a simple and easily applicable model that leaders can use to coach their people.
Before that, I just wanted to quickly thank everyone for their continued support and don’t forget to subscribe to get my regular Thursday updates or get involved by sharing your thoughts and comments below.
So why coach as a leader? Well, If you don’t coach your people, you aren’t maximizing the opportunity to help them perform at a higher level and you are no doubt missing out on the sustainable improvements your team and organization needs to be successful.
The good news is that you don’t need months or years of training to do the basics of coaching as a leader, it can be a very simple and informal process built into your daily conversation and catch ups.
So, let’s explore how to use probably the most basic and well-known coaching model of all, the GROW (Whitmore, 2009) model.
One thing to note, coaching should be and quite often is a fluid process, so the order of these steps can be interchangeable.
Step 1 in the GROW model is G for Goal, now I have several videos on how to do that successfully, the key here is to discuss and agree on the goal or outcome, and then focus each coaching session on a specific step towards achieving it. That way you use the limited time you have to best effect and focus your agenda on moving forwards towards the goal.
Step 2 is R for reality and this step is all about understanding the current reality of the situation.
In this step, you explore what’s getting in the way and what strengths and resources could be used to move forward.
This isn’t about generalizations or negativity, this is about getting down to the specifics and moving quickly into solutions mode.
Step 3 is O for options and this step is about looking for different options or pathways towards the goal.
It’s about exploring what worked in the past, what existing strengths and resources could be leveraged, what might get in the way and what you can do about those potential issues.
Step 4 is W for Way Forward. The way forward is about agreeing what specific action they will take, by when and what support they might need from you along the way.
Make sure the coachee owns this step, because self-determination, particularly in terms of setting goals and deciding on what to do to attain them, is a key factor in successful goal achievement.
So that's pretty much it, set the GOAL, explore the current REALITY, discuss OPTIONS and then plan the WAY FORWARD. And don’t forget GROW can be used in any context formally or informally and on a day to day basis.
Well, that’s it and if you want to know more on coaching for leaders, check out my other videos, ask a question, make a comment below and maybe subscribe for my weekly leadership updates.
See you next time. -
How To Coach - Part 1: A Basic Definition & Purpose For Leaders
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Transcript:
Well hello and welcome back, in Part 1 of this series of videos on coaching, I wanted to discuss a basic definition and the purpose of coaching from a leadership perspective.
Before that, a quick thank you to the many thousands of you, that have been watching my weekly vlogs on leadership. If you want to be part of the community don’t forget to subscribe to get my regular Thursday updates or get involved by sharing your thoughts and comments below.
So what is coaching? Well, I would simply define coaching as a focused process aimed at developing people.
The key word here is focused, in that there should be a specific goal, approach, and process, with the intent of working with the person being coached to develop effective goals and explore options and solutions to help them achieve them.
It’s about helping someone get from A (where they are now) to B (where they want to be).
This sounds pretty simple at first glance, but there are a few considerations, that require some thought from a leadership perspective.
Firstly, it can be complicated, in terms of the variety of coaching models or approaches and there are diverse and sometimes conflicting needs and objectives, depending on if you are the coach, being coached or just a stakeholder.
For example, the coachee may want to focus on developing skills that the coach might think are irrelevant or don’t add value to the team or organisational agenda.
Secondly, the context and your competence are important. For example, a coachee may need a combination of life and career coaching, but what if as a leader you don’t have the specific skills or training to deliver that?
As a coach, your ability to stick within your comfort zone and capability level are essential and knowing what, who and when to coach is a very important consideration.
Now, this leads me to a final point. Coaching can potentially have psychological, ethical and even legal implications, so it’s always best to work out boundaries in advance and keep to a very simple model of coaching unless you have the appropriate training and experience.
So my advice is to invest in coaching your people, but keep it simple and if you come up against a situation, development need or context that's outside of your expertise or comfort zone, then refer that to other external experts or relevant internal support function.
In my next video of this series, I'll run a very simple model of coaching, called the GROW model, which leaders can use to coach people on a daily basis.
So don’t forget to subscribe for my next video in this coaching series or comment below.
Thanks and see you next time. -
How To Stop Procrastinating & Make Better Choices To Achieve Your Goals.
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In previous videos I've talked about setting effective goals, but what happens when you simply can’t get started, you procrastinate or just keep making the wrong choices that take you away from, rather than toward your goals?
Well, in this video I want to address that and I'm going to talk about two science based techniques that you can combine to literally change how you think, tackle road blocks and change habits that get in the way of you achieving your goals.
Firstly, let me explain a concept called implementation intention or if/then planning. This is a technique described as a way of strategically delegating control of your behavioural responses to situational cues. Now that sounds complicated, but in simple terms, provided you have the right goal in place and we've talked a heap about that in previous videos, you can create a decision guide for your subconscious mind to make pre-determined decisions on how you'll behave or react, to cues, people, behaviours or events, that are getting in the way of you achieving your goals.
The fascinating thing with if/then planning is that it drives your sub-conscious, in a way that can beat previous inclinations to procrastinate or make short term choices, that might go against you achieving a longer term goal.
It's also a very effective technique for tackling those really tough steps towards your goals, that run counter to long formed existing habits, or that require significant effort outside of your comfort zone.
So, how's it done?
Well first you identify what might be getting in the way of you using your goal and to do this, you can use another technique called mental contrasting, which in this case is about working out the best outcome of a desired goal and then elaborating the biggest obstacles and potential problems that you may face along the way.
Those obstacles become the IF part of your IF/Then plan.
You then develop the THEN part of the plan, which is a pre-determined and automated action you intend to take when the IF part of your plan happens.
Here's an example, based on my goal to improve my health and an objective to spend 1 hour at the gym 4 times a week, which I wasn't consistently achieving.
And don't forget you can apply this thinking to ANY obstacles whether they be personal or professional.
So, first I used 'mental contrasting' and identified that one of the obstacles I had, was that whenever I had even a minor problem like a painful knee or even a stiff neck, I would use that as an excuse not to go to the gym.
So I created an IF/THEN plan, to tackle that issue.
IF I had a sore knee, THEN I'd still go to the gym, but I'd do exercises that wouldn't need my knee, like pull-ups or upper body work.
This removed the reason I'd been using not to go to the gym and replaced it with an automated response in my subconscious, that made the decision for me, even when I wasn't physically feeling up to it. Now you can apply this very simple approach to any obstacle.
Sounds too simple to be true doesn't it, but studies support IF/Then planning as key way of breaking habits, automating responses to specific cues, reducing procrastination and being more likely to make the right choice in situations where you have competing goals.
Now, don't take my word for it, try it out.
And if you want to get help with your obstacles and IF/Then planning, please comment below, contact me and check out the links to other materials below.
Well that’s it for this video and don't forget to subscribe for my next video in the series. -
SMARTER Goals : Goals Part 3 - How to set SMARTER goals for you and your team.
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Transcript:
Welcome back, in Part3 of my series on goals, I'm going to focus on how to set SMARTER objectives, so don't forget to subscribe to Part 4 in this series, where I'll explain a powerful technique for breaking habits that get in the way of you achieving your goals.
So why SMARTER and why use the term objectives instead of goals.
Well SMARTER is an acronym and I’m sure you’ve heard of a shorter version called SMART, but this version links more closely to the science of goal achievement and can help you structure your goals in a very effective way.
I also use the term objectives NOT goals in this case, because goals by their very nature are quite broad, generic and more of an end result, whereas objectives are much more specific, have clearly defined steps and are shorter-term.
So to achieve your goals, you need to build objectives that create the incremental steps and the momentum I've talked about to help you achieve them.
So what are SMARTER leadership objectives?
The first letter S is for Specific. As I mentioned in my previous video, the more specific the objective, the more precise the outcome. The team needs to know what it is, that they need to do to achieve the result. Sounds obvious, but it's often a missing ingredient.
Next is M, for Measurable. What gets measured gets done, so if you want to aim for something and also reward achievement along the way towards your goal, you need to set an end measure and importantly break that down into a regular cadence of an ongoing review.
Next is A for Agreed. Assuming that you have had your bosses and your peer's input already, getting your teams involvement on how to achieve the objective has been shown to increase motivation and goal achievement.
R is for Realistic, again as per my previous video, you do need challenge and stretch, but not to the point of being unrealistic. So set a challenging objective and then add stretch, but monitor your teams' ability and motivation to achieve it, to make sure you adjust the level of stretch and invest in elevating your teams' competence level so they can achieve it.
T is for Time-bound, which in essence means that you have long and short-term timings associated with your objective, which line up with the specific measures you've set.
E is for Engaging - explaining why this objective is relevant and important to the team is a crucial and often missed part of the process. Without connecting with why and what's in it for them, a team isn't motivated to put in the discretionary effort often required to achieve it.
Finally, R is for Rewarded - regular feedback, reward, and recognition are important for motivational purposes. If you wait to the very end of the project, research suggests that this can be highly demotivating for a team. So give feedback and recognize and discuss both good and bad performance along the way.
So that's it for this video, if you want to see more, please don’t forget to subscribe for the next video, where I'll discuss a powerful approach to breaking habits, that will help you break down the things that are getting in the way of you achieving your goals and objectives. See you next time. -
Ingredients of Successful Goals - Part 2 Goals: How to Set Successful Goals
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Transcript:
Welcome back, in this part of my series on goals, I'm going to focus on the ingredients of successful goal setting and then in Part 3 I'll specifically focus on how to set SMARTER goals, so don't forget to subscribe for future content.
So, what does the science tell us about the ingredients of successful goal setting?
Well firstly and ironically, the more difficult the goal the greater the level of achievement and this is because, the more difficult the goal the higher the level of effort, energy & motivation.
But, this is with one important caveat, and that is, that the level of stretch can't be beyond the perceived capability of the individual or the support required to achieve it.
Secondly, the more specific your goal, the more precise your performance and I'll cover off what that means in a lot more detail in the next video in this series.
Thirdly, goals are more effective when they have intrinsic importance to you and your team and especially if they are aligned with your values. So ask yourself, why is this important or what's in it for me and what's in it for the team?
Fourthly, you absolutely MUST explain the why. Contrary to popular belief, an assigned goal is just as effective as one produced participatively with your team. The key is more about explaining the rationale or the why and then giving the team the autonomy to work on the strategy to achieve it.
Fifth, to get commitment to a goal, especially one with significant stretch, you need to think about the team's capability level and ensure that you have training and development plans in place to continuously elevate the team's competence at or above what's needed to achieve the goal.
This is important because, people only remain fully motivated and committed to a goal, if they feel they have the capability, skills, and training to achieve it.
Fifth, goals need to be approach rather than avoidance based. So, for example, an approach goal would be "wanting to do well on a project team" versus an avoidance goal "not wanting to fail on a project team".
These sound very similar, but a recent study suggests that only approach goals lead to higher levels of objective performance, satisfaction, and subjective well-being, so hence framing your goals in the right way is crucial.
Sixth, timing is everything, goals should have longer or distal time frames, but should also have more proximal or shorter timeframes, with smaller, incremental steps towards the bigger goal.
Momentum is key here, research has consistently found that meeting short-term goals builds confidence and self-efficacy, and improves peoples learning and overall performance.
One final point is that things that get measured get done, so apply specific targets, that can be measured and then give consistent feedback along the way towards the goal. -
Why Set Goals? Part 1 of How To Set Effective Goals & Achieve Them
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om/BExceptional.com.au
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Book link: https://amzn.to/2xZGpYq
Study reference: Libet, Benjamin; Gleason, Curtis A.; Wright, Elwood W.; Pearl, Dennis K. (1983). "Time of Conscious Intention to Act in Relation to Onset of Cerebral Activity (Readiness-Potential) - The Unconscious Initiation of a Freely Voluntary Act". Brain 106: 623–642.
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Transcript:
Well hello and welcome back, In this latest series of videos I’m going to explore the subject of goals. I’ll be covering, how best to set and how to increase your chances of achieving them.
I'll also, look at a powerful way of breaking the habits that may be getting in the way of you achieving your goals and give you some hints and tips on how you can improve your goal achievement on a day to day basis.
If you want to see the whole series, don’t forget to hit subscribe to get my regular Thursday updates.
In this first video, I’m going to explain why goals are so important and why bother setting them in the first place?
Well firstly, if you look at how the brain works, about 97% of the time we are running on auto-pilot and it's our goals that guide our behaviour, our choices and our efforts toward them.
Secondly, our brains can only process a very limited amount of information and so it cheats by applying a filter on what we perceive in our environment and that filter is driven by our goals.
So think about it, no goal, means no direction, no focus and no attention given to the things that matter most to you.
Now a great example of this is from the field of neuroeconomics, which studies how we make decisions. Now a key study (which I'll link below), found that consumers brains have already made the decision on what to buy, several seconds before consciousness kicks in.
What's interesting is that post the decision, something called confirmation bias kicks in and you start to interpret, search for, favor and recall information that confirms your decision.
The bottom line here is that if you don’t set your own, or your team's goals, someone or something else will set it for you, and you'll end up prioritizing the things that either isn't relevant or important to you.
So that’s it for this video if you want to learn more about effective goal setting and how to increase your chances of achieving then don't forget to subscribe for the next part in the series, where I'll discuss how to set effective goals. -
Strengths Spotting - How to Spot Strengths in Yourself & Others
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Alex Linley Book LInk: https://amzn.to/2QUm7Yb
A+: Realising Strengths in Yourself and Others, by Alex Linley, published by CAPP Press, 2008
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TRANSCRIPT
Well hello, and welcome back, in this video I'm going to cover off how to spot strengths both in yourself and in others.
Before that, I just wanted to quickly thank everyone for their continued support and don’t forget to subscribe to get my regular Thursday updates or get involved by sharing your thoughts and comments below.
Well firstly, let me acknowledge Alex Linley, who is probably one of the leading experts on strengths development and whose material I've used in this video. If you want a more in-depth understanding of strengths, I can highly recommend his book, which I'll include in the links below.
Let's get started then. Here's my list of when someone is most likely to be using a strength.
First, they'll be involved in activities that create high levels of energy and motivation. Energy is a hallmark of strengths use and is one of the most obvious signs when someone is or isn't playing to their strengths.
Second, they'll be at their most authentic, they'll be the real them, their values, convictions, and beliefs will be coming through in how they behave
Third, they'll find the activity they are involved in effortless or easy. When people play to their strengths it'll seem like they aren’t even trying, it'll seem like they are on a roll and in the zone!
Fourth, they'll be paying attention or highly focused on doing something, they will be hard to distract and can get easily frustrated if they have to switch to an activity that isn't using a strength.
Fifth, they'll prioritize activities that play to their strengths and procrastinate over those that don't. It's rare to fins strengths-based activity on a to-do list, or not prioritized when it's on there.
Sixth, they'll pick things up far more quickly than normal. When they are using a strength, people learn things rapidly.
Seventh, they'll be highly self-motivated and doing something for the sheer enjoyment of doing it.
Eighth, they'll project passion and excitement in the expressed energy, tone, pitch and volume in their voice.
Ninth, they'll be using highly expressive words, body language and phrases when they speak. They'll say things like "this is fantastic" or "I love doing this".
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Please watch: "Why Set Goals? Part 1 of How To Set Effective Goals & Achieving Them"
https://www.youtube.com/watch?v=msi9posNKpo
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Leadership Strengths: 5 ways you can develop your strengths
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LINKS & RESOURCES
https://www.viacharacter.org/survey/account/register
https://www.gallupstrengthscenter.com/home/en-us/strengthsfinder
https://strengthsprofile.com
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TRANSCRIPT
Well hello and welcome back, thanks for taking the time out to watch Part 2 of this series of videos on Leadership Strengths. If you haven't seen Part 1, I'll leave the link below.
Before getting into that, I just wanted to thank everyone for their continued support and don’t forget to subscribe for my regular Thursday updates or get involved by sharing your thoughts and comments below.
As I mentioned in Part 1 a focus on developing your leadership strengths, rather than just a focus on fixing your weaknesses, is a far more effective way of helping improve as a leader, in this part, I'm going to give you 5 ways you can develop your strengths.
Firstly, knowing and understanding your strengths is an important step and there are probably two ways you can tackle this.
You can quite simply learn how to spot strengths in yourself and others, by observing the subtle cues associated with strengths use. In the next video of this series, I’ll share several ways that you can spot strengths in yourself and others.
The other option you have is taking a free or paid strengths assessment or profile.
One of the best free strengths profiles you can do is Peterson & Seligman's, VIA Character Strengths Survey, which is a great place to start your strengths development journey, so I'll link that below.
In terms of paid options, I don’t think you can go much further, then either CAPPs Strengths Profiler or Gallup's StrengthsFinder2.0, which provide a detailed break down of your strengths and importantly a methodology for leveraging them more effectively. Again if you want more detail on any of these options, comment below or see the links below.
Ok, so the second way to use your strengths effectively is all about optimisation and appropriate use. What do I mean by that?
Well, it’s about using your strengths more often, more appropriately and combining strengths in new or different ways.
Alex Linley talks about the Golden Mean of strengths use, or what I call the situational ‘sweet spot’, where a strength is being used in a way that optimises its use and the subsequent outcome.
For example, having a great sense of humour can be a strength, like when using it to reduce the tension in a meeting, but if you continuously overplay it , you might be seen as someone who never takes key issues seriously, which could work against you and impact your potential level of success.
The third way is to unlock strengths that you aren’t using enough or even aren’t using at all. These strengths are essentially untapped resources that are the fastest to get your energised and step changes your performance.
The fourth way is to deal with weaknesses in a more appropriate way.
The key here is to only spend time and effort on weaknesses that create a significant risk to your personal brand and well-being or are getting in the way of you achieving your objectives.
For any weaknesses that don't create a risk, just stop using them, minimise their use, delegate them or use your strengths to compensate.
Finally, and I am a little biased here, using a coach to help you identify and leverage your strengths effectively, can add enormous value to the overall outcome and can fast-track your progress.
So that’s it for this video if you want to get energised and step change your performance as a leader, don’t just focus on weaknesses, spend as much time on understanding, using and developing your strengths.
And don't forget to subscribe for Part 3 in this series, where I'll talk about how to spot strengths in yourself or others.
See you next time!
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Please watch: "Why Set Goals? Part 1 of How To Set Effective Goals & Achieving Them"
https://www.youtube.com/watch?v=msi9posNKpo
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Strengths and Weaknesses - why leaders should focus on developing strengths not weaknesses
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Well hello, and welcome back, in this video I am going to explain why focusing on using and developing your strengths gives you an advantage as a leader.
But, before I get into that, don’t forget to hit subscribe to get my regular Thursday updates or get involved by sharing your thoughts and comments below.
So, every organization I've worked for in the last three decades has been trying to fix my weaknesses.
I'm sure you can relate to this type approach, you get assessed against a leadership, competence or developmental model, you are told about areas of weakness and then you get a development plan to fix the issues.
Well here's the bad news, the evidence tells us that the absolute opposite approach works far more effectively and in reality finding out what your strengths are, then learning how to leverage and develop them effectively wins hands down every time versus weakness development.
So what is a strength? Well in simple terms a strength is something that you are good at and it motivates and energises you, which is pretty much the opposite of a weakness.
Think about it, when you are working on your weaknesses, you are literally being forced to do something you aren’t that good at. You feel frustrated, bored, demoralised during the experience and quite often exhausted post the experience, so why bother, unless you have to?
I think Einstein summed up the problem beautifully, “If you judge a fish by its ability to climb a tree, it will live its whole life believing that it's stupid”.
And the latest science supports that thinking. What’s clear is that a focus on identifying strengths, using them appropriately and then developing them is far more effective than spending all of your time focused on weaknesses and I just want to share some results from a couple of big studies to support that insight.
Firstly, a Corporate Leadership Council study that included, 19,000 people across multiple organisations, industries and countries found that a focus on weakness development led to a 26% decline in performance, whereas a focus on strengths development increased performance by 36%. That's a massive 62% differential between the two methods.
A second study by Gallup that included 1.2 million employees, again across multiple organisations, industries, and countries, found that 90% of workgroups that received a strengths intervention performed significantly better than control groups. The results included sales increases of between 10-19%, profit increases 14-29% and employee engagement scores that increased between 9-15%.
So, that's why strengths development is so important and in Part 2 of this strengths series, I'll focus on five things you can do to develop your strengths and manage your weaknesses more effectively.
So, thanks for watching and if you want to see that video and more, don’t forget to subscribe and add your comments below.
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Please watch: "Why Set Goals? Part 1 of How To Set Effective Goals & Achieving Them"
https://www.youtube.com/watch?v=msi9posNKpo
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Leadership Challenges
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Well hello, and welcome back, thanks for taking the time out to view my latest video.
In this video, I wanted to quickly discuss some of the key challenges that leaders most often ask me about.
My aim In the coming weeks and months is to spend time on tackling these challenge, by sharing practical tips and the latest research on leadership and human behaviour.
I also want to state up front that it's not an exhaustive list, so if you have issues you think are worth sharing please subscribe and add your comments below so we can discuss and tackle those issues.
So let’s get started, with the biggest challenges you say you face every day as leaders....
1. How do you deal with the level of complexity and change in your organisation, team and role?
2. How do you set effective goals and communicate them to your teams in a way that helps you execute them successfully?
3. How do you become more productive, effective and efficient as an individual and as a team leader?
4. How do you improve both individual and team performance in a positive and productive way, especially when you have to have those tough conversations?
5. How do you develop and build a team that has high levels of engagement and is self-motivated to achieve organisational objectives?
6. How do you lead in high-pressure environments or circumstances and manage stress effectively both for you and your team?
7. How can you be more confident and manage your nerves and even fear in situations where you have to push outside your comfort zone, like public speaking or attending important meetings?
Let me know if there are specific topics you'd like me to focus on and discuss going forward and don't forget to click subscribe if you want to see my regular Thursday uploads.
See you in my next video, where we’ll start to tackle the big issues you face every day as a leader, so let’s get started.
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Please watch: "Why Set Goals? Part 1 of How To Set Effective Goals & Achieving Them"
https://www.youtube.com/watch?v=msi9posNKpo
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How To Be A Better Leader
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Welcome to my youtube channel.
My overall aim is to provide you with practical advice, content, and discussion on the subject of how to be a better leader and tackle the big issues and challenges leaders face both now and in the future!
I don’t claim to have all the answers, but I do have some significant experience as a leader, with all the highs, lows, successes & failures that come with that over last 30 years.
I'm also passionate about, not only sharing the learnings from that experience but also using the latest breakthroughs & innovations from behavioural psychology and neuroscience, so that I can help leaders, teams and organisations be better. So I aim to bring something new to the subject area and also put a different spin on how you can maximise the potential of you and your teams.
If you want to join me on this journey of exploring all things leadership, then subscribe for my weekly uploads of new content and more importantly get involved, it would be great to build a community that shares its experience, learnings, ideas, and content, so we can all grow and learn from each other.
Remember, “you don't have to be good to start anything, you just have to start to get good!” So let’s get started.......
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Please watch: "Why Set Goals? Part 1 of How To Set Effective Goals & Achieving Them"
https://www.youtube.com/watch?v=msi9posNKpo
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How to STOP Anxiety & Fear - Part 2 - A Simple Approach
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Transcript:
Hi. A couple of weeks ago, I covered off the difference between fear and anxiety, and as part of that video, I mentioned that I'd share some techniques in the future to help with that. Now, context-wise, this is all about preventing fear and anxiety from escalating to a point where it absolutely mitigates your ability to perform as a leader. It may be a tough conversation going on, maybe a presentation, maybe a meeting. Whatever it might be, when you're feeling that fear or anxiety about something, a great way to actually dial that back is to use the acronym STOP, and a few techniques that sit within it. So, what does that stand for? Well, S stands actually for stop, and it's basically you stopping what you're doing in that moment and physically and psychologically resetting yourself. And from a psychological perspective, that basically means that you just count backwards 3-2-1, and then make a physical move. When you do those two simple things, what you're doing is re-engaging the conscious part of your brain, the prefrontal cortex, versus the limbic part of your brain, the system that's driving that fear and anxiety, and it switches mindset. You cannot engage your prefrontal cortex and your limbic system at the same time. They're on a pretty much like a balance scale. If one's one, the other's off. So, this is a great way to just get yourself reset initially, so think about that. The other thing within that is excitement and fear are very similar in terms of how they play out emotionally and in terms of how you feel. So, a good thing to do at that point is also to say to yourself, I'm excited about what's coming up, and that in itself really sets and re-primes you in a very different way. The next part to this is the T, which is take a breath, and some good reasons behind this. So, generally when you're anxious and fearful, you're in a state where you're breathing more shallow and faster, and that sends a signal, a physical signal, through to your brain that you're nervous and fearful, and that can compound, so what you wanna do is reverse out of that and actually take a deeper breath in the first instance, and breathe out longer than you do inwardly. Yeah, so a longer outward versus inward breath, and that reverses the signal. It sends a signal to your brain that you're actually calm, and that's again, you're kidding your brain into just calming down a little bit. It takes some time, but it will start to work. The third sort of letter in this is the O of stop, so the observation or observe what's going on. And you observe what's going on both internally and externally. On the internal side, it's all about awareness of what you're thinking and how you're feeling, and actually applying labels to what you're feeling. There's plenty of research that tells us that applying labels to how you feel actually dumbs down the physical response to them. So, get a gauge on that. Also, get a gauge on how you're feeling physically, as well. Where are the tension points? Where do you feel tense, and relax those out. You tend to close down when you're feeling stressed, so relax that back, throw the shoulders back, and give yourself a feeling of openness. That in itself again is sending a trigger to the brain that you're relaxed and calm. In terms of externally, get curious about the people and your environment. Again, you can't be curious and anxious at the same time, because they're triggering two totally different parts of the brain, the old brain versus the new brain, and it's that prefrontal cortex you want engaged, and when you're curious about the people in the room and you're curious about the environment, then maybe you ask questions say in a meeting instead of thinking about what you should say, that creates a level of curiousness, and switches and re-primes and resets you in that moment. Then, finally, the P is for play on. At that point, play on in a more positive, open, engaged way, and if you keep practicing this over time, it's not something that's gonna work overnight, but if you keep practicing this over time, you can get it down to a minute of pre-priming before these key events to actually set you up for success. Well, that's it, and hope you enjoyed it. Any questions, ask them below, and I'll see you next time. -
Transactional vs. Transformational Leadership Definition
Transformational Leadership Vs. Transactional Leadership Definition
Different managers employ distinctly different management styles, ranging from relatively hands-off, facilitative styles to autocratic, micromanaging styles. Managers can also employ different motivational strategies and techniques to boost employee performance or accomplish internal change. Transformational and transactional leadership are polar opposites when it comes to the underlying theories of management and motivation. Understanding the difference between transformational and transactional leadership is crucial for anyone pursuing a career in management.
Visit http://richtopia.com/effective-leadership/transactional-myth for more info.
Transactional Leadership
Transactional leadership styles are more concerned with maintaining the normal flow of operations. Transactional leadership can be described as "keeping the ship afloat." Transactional leaders use disciplinary power and an array of incentives to motivate employees to perform at their best. The term "transactional" refers to the fact that this type of leader essentially motivates subordinates by exchanging rewards for performance. A transactional leader generally does not look ahead in strategically guiding an organization to a position of market leadership; instead, these managers are solely concerned with making sure everything flows smoothly today.
Transformational Leadership
A transformational leader goes beyond managing day-to-day operations and crafts strategies for taking his company, department or work team to the next level of performance and success. Transformational leadership styles focus on team-building, motivation and collaboration with employees at different levels of an organization to accomplish change for the better. Transformational leaders set goals and incentives to push their subordinates to higher performance levels, while providing opportunities for personal and professional growth for each employee.
Related Reading: Four Elements of Transformational Leadership
Advantages
Both leadership styles are needed for guiding an organization to success. Transactional leaders provide distinct advantages through their abilities to address small operational details quickly. Transactional leaders handle all the details that come together to build a strong reputation in the marketplace, while keeping employees productive on the front line. Transformational leadership styles are crucial to the strategic development of a small business. Small businesses with transformational leaders at the helm shoot for ambitious goals, and can they achieve rapid success through the vision and team-building skills of the leader.
Applications
Different management styles are best suited to different situations. When it comes to front-line supervisors of minimum-wage employees, for example, a transactional leadership style can be more effective. Shift supervisors at a fast food restaurant will be much more effective if they are concerned with ensuring all of the various stations run smoothly, rather than spending their time thinking up better ways to serve hamburgers. On the other hand, CEOs or sales managers can be more effective if they are transformational leaders. Executive managers need the ability to design and communicate grand strategic missions, passing the missions down to transactional leaders for implementation of the details.
Visit http://richtopia.com/effective-leadership/transactional-myth for more info. -
David Allen: Getting Things Done
David Allen speaks on GTD and the two keys to sustaining a healthy life and work style. -
Mindfulness and leadership. Ellen Langer
Speaking at the ADC Future Summit in Melbourne, psychologist Ellen Langer speaks about the theory of mindfulness and how uncertainty and awareness affect the quality of our... -
Why Words Matter: Why I Hate the Word "CAN'T" & Love the Word "YET"
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In this video, I explore WHY WORDS MATTER and discuss the impacts of the word CAN'T on your potential success and its connection to a Fixed Mindset. I also explore the power of the word YET and its link to developing a Growth Mindset. -
You Asked: How to Stop Anxiety & Fear - The Difference & Why it Matters
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Beyond Blue Website: https://www.beyondblue.org.au/about-us/who-we-are-and-what-we-do
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Transcript:
Welcome back and thanks for your ongoing support and maybe subscribe if you like the content for future videos.
Now, this video is part of my new series of videos called You Asked, I Answered.
So, You Asked, how do you control the feelings of anxiety or fear from taking over, when you have that big presentation, an important interview or a tough conversation to have with someone.
Well, there isn’t a simple answer to this, but I'll work through answering this question over a series of videos.
So first, let me explain the basic difference between anxiety and fear and why understanding this first matters?
Well, let's start with Anxiety. Anxiety is future orientated, it’s like a feeling of worry associated with an event in the future. This can include all sorts of thinking errors, like catastrophizing or generalizing about potential outcomes. This is where you imagine the worst case scenario or focus on what could go wrong, or tell yourself that you are terrible at presentations and ALWAYS do a poor job.
So let’s compare fear. Well, Fear is more immediate, it's an alarm response to present an imminent danger that could be real but more often than not is perceived. Using the same example as giving a presentation, fear would kick in just before you take the stage to present. You would feel threatened, so you react with an autonomic surge of neurotransmitters, like cortisol and Adrenalin that create symptoms like faster heart rate or palpitations, you could start sweating, you would probably have faster and shallower breathing, your ability to think would be narrowed and you may even feel nausea. With fear you just might want to escape or run away from the situation.
So why is knowing the difference important? Well, there's a couple of reasons.
Firstly, the types of techniques you use, although complimentary, are different depending on whether you are experiencing anxiety or fear.
Secondly, the level of intensity and duration of fear or anxiety is important in that you may need more specific support, than the techniques I’ll run through in future videos.
You may not know this, but 26% of Australians experience anxiety disorders in their lifetime so if you do suffer from this, you are not alone. So if your anxiety is extreme or persistent, then take action. You can read more and explore this by using great organizations and resources like Beyond Blue, which I'll link below, or just simply discuss it with your GP or doctor.
Well, that’s it for this video, don’t forget to hit subscribe to get Part 2, where I'll talk about more specific techniques that you can use to deal with fear and anxiety in the context of leadership.
Thanks and see you next time. -
How To Have Difficult Conversations - Difficult Conversations Part 2
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Transcript:
Welcome back and thanks so much for all the feedback and comments. If you like my videos, you might want to hit subscribe for future content, or if there's a subject on leadership you'd like me to cover, comment or follow the links below.
As I discussed in my previous video in the series, I explained why difficult conversations usually play out in one of two ways.
You either avoid the conversation altogether or you prime yourself in advance for conflict and a negative experience.
The likelihood of a great outcome under these circumstances is average at best and there’s one thing that great teams and organisations are NOT built on and that’s being average. So what’s the alternative?
Well, here are my 5 steps for a more productive approach to those difficult conversations:
First, be specific and direct – don’t sandwich anything, just get straight to the point. It sounds counterintuitive, but your people will thank and respect you for being straight with them, so talk to the impact the performance is having on you, the team, your customers and your organisation and also include how it makes you feel.
Second, use two specific examples, firstly, one that includes the specific issue or behaviour you want to address and secondly, the right behaviour or strength that you’ve seen in use already that could help address the issue.
This approach moves both of you into a positive state of emotion and leverages their strengths, which means they will be more energised, more creative and more likely to deliver a successful outcome.
Third, listen for what is and what isn’t being said. This is where your Emotional Intelligence gets a workout, so stay engaged and focused on things beyond what they say, like their body language and emotional state. And don’t forget to self-monitor, throughout the process, your own emotional state creates a ripple effect and is literally contagious to the person in front of you.
Fourth, agree what’s next, help develop, rather than give, the solution and next steps. People with autonomy have much higher levels of positive emotion, which equals more creativity, broader thinking, and ownership.
Then agree on the what, who and when of what’s next, including how you intend to help and support them going forward.
Finally, follow up. This is the key thing that impacts effective execution of any objective, so make sure that there is a cadence of accountability and that means regular follow up against what was agreed in step 4.
This final step importantly should also include recognising success, more ongoing support and further coaching to improve performance.
Well, that’s it for this video, if you like the content, hit subscribe for my weekly updates and please comment below.
Thanks and see you next time. -
Difficult Conversations Part 1: Why So Difficult?
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Transcript:
Well hello and welcome back, in this series I'm going to help you understand why difficult conversations are so tough. I also want to share an approach that will have you and the person involved, feeling positive about the process, your ongoing relationship and the plan to move forward.
So, let's explore why difficult conversations are so difficult in the first place?
Well firstly, leaders use formal approaches to improve performance like appraisals or one-off documented performance discussions, which can add value, but only if they are part of a regular ongoing feedback, that includes good, bad and indifferent aspects of performance.
Secondly, leaders are taught informal techniques for giving critical feedback like sandwiching, where you sandwich the bad news between two pieces of good news to soften the blow and hypothetically leave the person involved feeling wonderful about the whole situation.
Bottom line here is that the shit sandwich, which is what most people on the receiving end call it, just doesn’t work either.
But why is that?
Well firstly, in evolutionary terms we haven't evolved much from when our ancestor’s survival, depended on how attuned we were to either potential or real threats to our physical well-being.
This along with a predisposition to let negative thoughts and emotions have a disproportionate effect on us means that we have a brain that is constantly scanning for and looking for potential threats in our environment.
The bad news is that our ‘flight or fight’ response to potential threats, still gets triggered as a response to even thinking about, let alone having a difficult conversation.
This usually plays out in two ways, you either avoid the conversation altogether or you prime yourself in advance for conflict and a negative experience, which seriously limits the prospect of having a productive and positive outcome.
Now I'll cover off the specifics of how to prime yourself for success and have that difficult conversation in the next video, but as I mentioned at the start, the keystone to success here is to have regular coaching conversations on performance, that are balanced, fair and include recognition.
The so-called difficult conversation then becomes a normal conversation on performance and an integral part of your approach as a leader.
Well, that's it for this video if you like the content you might want to subscribe for my next video in the series.
If you have any questions, ideas for future videos or just want to chat on any subject relating to leadership get in touch using the links below.
Thanks and see you next time. -
The GROW Model: A Simple Guide For Leaders - Coaching Part 2
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Transcript:
Well hello and welcome back, in Part 2 of this series of videos on coaching, I'll cover off the well known GROW model, which I think, is a simple and easily applicable model that leaders can use to coach their people.
Before that, I just wanted to quickly thank everyone for their continued support and don’t forget to subscribe to get my regular Thursday updates or get involved by sharing your thoughts and comments below.
So why coach as a leader? Well, If you don’t coach your people, you aren’t maximizing the opportunity to help them perform at a higher level and you are no doubt missing out on the sustainable improvements your team and organization needs to be successful.
The good news is that you don’t need months or years of training to do the basics of coaching as a leader, it can be a very simple and informal process built into your daily conversation and catch ups.
So, let’s explore how to use probably the most basic and well-known coaching model of all, the GROW (Whitmore, 2009) model.
One thing to note, coaching should be and quite often is a fluid process, so the order of these steps can be interchangeable.
Step 1 in the GROW model is G for Goal, now I have several videos on how to do that successfully, the key here is to discuss and agree on the goal or outcome, and then focus each coaching session on a specific step towards achieving it. That way you use the limited time you have to best effect and focus your agenda on moving forwards towards the goal.
Step 2 is R for reality and this step is all about understanding the current reality of the situation.
In this step, you explore what’s getting in the way and what strengths and resources could be used to move forward.
This isn’t about generalizations or negativity, this is about getting down to the specifics and moving quickly into solutions mode.
Step 3 is O for options and this step is about looking for different options or pathways towards the goal.
It’s about exploring what worked in the past, what existing strengths and resources could be leveraged, what might get in the way and what you can do about those potential issues.
Step 4 is W for Way Forward. The way forward is about agreeing what specific action they will take, by when and what support they might need from you along the way.
Make sure the coachee owns this step, because self-determination, particularly in terms of setting goals and deciding on what to do to attain them, is a key factor in successful goal achievement.
So that's pretty much it, set the GOAL, explore the current REALITY, discuss OPTIONS and then plan the WAY FORWARD. And don’t forget GROW can be used in any context formally or informally and on a day to day basis.
Well, that’s it and if you want to know more on coaching for leaders, check out my other videos, ask a question, make a comment below and maybe subscribe for my weekly leadership updates.
See you next time. -
How To Coach - Part 1: A Basic Definition & Purpose For Leaders
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Transcript:
Well hello and welcome back, in Part 1 of this series of videos on coaching, I wanted to discuss a basic definition and the purpose of coaching from a leadership perspective.
Before that, a quick thank you to the many thousands of you, that have been watching my weekly vlogs on leadership. If you want to be part of the community don’t forget to subscribe to get my regular Thursday updates or get involved by sharing your thoughts and comments below.
So what is coaching? Well, I would simply define coaching as a focused process aimed at developing people.
The key word here is focused, in that there should be a specific goal, approach, and process, with the intent of working with the person being coached to develop effective goals and explore options and solutions to help them achieve them.
It’s about helping someone get from A (where they are now) to B (where they want to be).
This sounds pretty simple at first glance, but there are a few considerations, that require some thought from a leadership perspective.
Firstly, it can be complicated, in terms of the variety of coaching models or approaches and there are diverse and sometimes conflicting needs and objectives, depending on if you are the coach, being coached or just a stakeholder.
For example, the coachee may want to focus on developing skills that the coach might think are irrelevant or don’t add value to the team or organisational agenda.
Secondly, the context and your competence are important. For example, a coachee may need a combination of life and career coaching, but what if as a leader you don’t have the specific skills or training to deliver that?
As a coach, your ability to stick within your comfort zone and capability level are essential and knowing what, who and when to coach is a very important consideration.
Now, this leads me to a final point. Coaching can potentially have psychological, ethical and even legal implications, so it’s always best to work out boundaries in advance and keep to a very simple model of coaching unless you have the appropriate training and experience.
So my advice is to invest in coaching your people, but keep it simple and if you come up against a situation, development need or context that's outside of your expertise or comfort zone, then refer that to other external experts or relevant internal support function.
In my next video of this series, I'll run a very simple model of coaching, called the GROW model, which leaders can use to coach people on a daily basis.
So don’t forget to subscribe for my next video in this coaching series or comment below.
Thanks and see you next time. -
How To Stop Procrastinating & Make Better Choices To Achieve Your Goals.
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In previous videos I've talked about setting effective goals, but what happens when you simply can’t get started, you procrastinate or just keep making the wrong choices that take you away from, rather than toward your goals?
Well, in this video I want to address that and I'm going to talk about two science based techniques that you can combine to literally change how you think, tackle road blocks and change habits that get in the way of you achieving your goals.
Firstly, let me explain a concept called implementation intention or if/then planning. This is a technique described as a way of strategically delegating control of your behavioural responses to situational cues. Now that sounds complicated, but in simple terms, provided you have the right goal in place and we've talked a heap about that in previous videos, you can create a decision guide for your subconscious mind to make pre-determined decisions on how you'll behave or react, to cues, people, behaviours or events, that are getting in the way of you achieving your goals.
The fascinating thing with if/then planning is that it drives your sub-conscious, in a way that can beat previous inclinations to procrastinate or make short term choices, that might go against you achieving a longer term goal.
It's also a very effective technique for tackling those really tough steps towards your goals, that run counter to long formed existing habits, or that require significant effort outside of your comfort zone.
So, how's it done?
Well first you identify what might be getting in the way of you using your goal and to do this, you can use another technique called mental contrasting, which in this case is about working out the best outcome of a desired goal and then elaborating the biggest obstacles and potential problems that you may face along the way.
Those obstacles become the IF part of your IF/Then plan.
You then develop the THEN part of the plan, which is a pre-determined and automated action you intend to take when the IF part of your plan happens.
Here's an example, based on my goal to improve my health and an objective to spend 1 hour at the gym 4 times a week, which I wasn't consistently achieving.
And don't forget you can apply this thinking to ANY obstacles whether they be personal or professional.
So, first I used 'mental contrasting' and identified that one of the obstacles I had, was that whenever I had even a minor problem like a painful knee or even a stiff neck, I would use that as an excuse not to go to the gym.
So I created an IF/THEN plan, to tackle that issue.
IF I had a sore knee, THEN I'd still go to the gym, but I'd do exercises that wouldn't need my knee, like pull-ups or upper body work.
This removed the reason I'd been using not to go to the gym and replaced it with an automated response in my subconscious, that made the decision for me, even when I wasn't physically feeling up to it. Now you can apply this very simple approach to any obstacle.
Sounds too simple to be true doesn't it, but studies support IF/Then planning as key way of breaking habits, automating responses to specific cues, reducing procrastination and being more likely to make the right choice in situations where you have competing goals.
Now, don't take my word for it, try it out.
And if you want to get help with your obstacles and IF/Then planning, please comment below, contact me and check out the links to other materials below.
Well that’s it for this video and don't forget to subscribe for my next video in the series. -
Learning to be awesome at anything you do, including being a leader | Tasha Eurich | TEDxMileHigh
This talk was given at a local TEDx event, produced independently of the TED Conferences. Can we learn to lead, or is leadership something we're born with? In this thought-provoking talk, Tasha Eurich shares a prescription to be not just awesome at leadership, but anything else you want to improve.
With a contagious passion and energy, Tasha Eurich pairs her scientific savvy in human behavior with a practical approach to solving business challenges. Her life's work is to help companies succeed by making their leaders awesome. In 2013, Tasha released her first book "Bankable Leadership: Happy People, Bottom Line Results and the Power to Deliver Both." It debuted at #8 on the New York Times best-seller list and was named a Top 10 Small Business book by Small Business Trends in 2013.
About TEDx, x = independently organized event In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations) -
SMARTER Goals : Goals Part 3 - How to set SMARTER goals for you and your team.
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Transcript:
Welcome back, in Part3 of my series on goals, I'm going to focus on how to set SMARTER objectives, so don't forget to subscribe to Part 4 in this series, where I'll explain a powerful technique for breaking habits that get in the way of you achieving your goals.
So why SMARTER and why use the term objectives instead of goals.
Well SMARTER is an acronym and I’m sure you’ve heard of a shorter version called SMART, but this version links more closely to the science of goal achievement and can help you structure your goals in a very effective way.
I also use the term objectives NOT goals in this case, because goals by their very nature are quite broad, generic and more of an end result, whereas objectives are much more specific, have clearly defined steps and are shorter-term.
So to achieve your goals, you need to build objectives that create the incremental steps and the momentum I've talked about to help you achieve them.
So what are SMARTER leadership objectives?
The first letter S is for Specific. As I mentioned in my previous video, the more specific the objective, the more precise the outcome. The team needs to know what it is, that they need to do to achieve the result. Sounds obvious, but it's often a missing ingredient.
Next is M, for Measurable. What gets measured gets done, so if you want to aim for something and also reward achievement along the way towards your goal, you need to set an end measure and importantly break that down into a regular cadence of an ongoing review.
Next is A for Agreed. Assuming that you have had your bosses and your peer's input already, getting your teams involvement on how to achieve the objective has been shown to increase motivation and goal achievement.
R is for Realistic, again as per my previous video, you do need challenge and stretch, but not to the point of being unrealistic. So set a challenging objective and then add stretch, but monitor your teams' ability and motivation to achieve it, to make sure you adjust the level of stretch and invest in elevating your teams' competence level so they can achieve it.
T is for Time-bound, which in essence means that you have long and short-term timings associated with your objective, which line up with the specific measures you've set.
E is for Engaging - explaining why this objective is relevant and important to the team is a crucial and often missed part of the process. Without connecting with why and what's in it for them, a team isn't motivated to put in the discretionary effort often required to achieve it.
Finally, R is for Rewarded - regular feedback, reward, and recognition are important for motivational purposes. If you wait to the very end of the project, research suggests that this can be highly demotivating for a team. So give feedback and recognize and discuss both good and bad performance along the way.
So that's it for this video, if you want to see more, please don’t forget to subscribe for the next video, where I'll discuss a powerful approach to breaking habits, that will help you break down the things that are getting in the way of you achieving your goals and objectives. See you next time. -
Ingredients of Successful Goals - Part 2 Goals: How to Set Successful Goals
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Transcript:
Welcome back, in this part of my series on goals, I'm going to focus on the ingredients of successful goal setting and then in Part 3 I'll specifically focus on how to set SMARTER goals, so don't forget to subscribe for future content.
So, what does the science tell us about the ingredients of successful goal setting?
Well firstly and ironically, the more difficult the goal the greater the level of achievement and this is because, the more difficult the goal the higher the level of effort, energy & motivation.
But, this is with one important caveat, and that is, that the level of stretch can't be beyond the perceived capability of the individual or the support required to achieve it.
Secondly, the more specific your goal, the more precise your performance and I'll cover off what that means in a lot more detail in the next video in this series.
Thirdly, goals are more effective when they have intrinsic importance to you and your team and especially if they are aligned with your values. So ask yourself, why is this important or what's in it for me and what's in it for the team?
Fourthly, you absolutely MUST explain the why. Contrary to popular belief, an assigned goal is just as effective as one produced participatively with your team. The key is more about explaining the rationale or the why and then giving the team the autonomy to work on the strategy to achieve it.
Fifth, to get commitment to a goal, especially one with significant stretch, you need to think about the team's capability level and ensure that you have training and development plans in place to continuously elevate the team's competence at or above what's needed to achieve the goal.
This is important because, people only remain fully motivated and committed to a goal, if they feel they have the capability, skills, and training to achieve it.
Fifth, goals need to be approach rather than avoidance based. So, for example, an approach goal would be "wanting to do well on a project team" versus an avoidance goal "not wanting to fail on a project team".
These sound very similar, but a recent study suggests that only approach goals lead to higher levels of objective performance, satisfaction, and subjective well-being, so hence framing your goals in the right way is crucial.
Sixth, timing is everything, goals should have longer or distal time frames, but should also have more proximal or shorter timeframes, with smaller, incremental steps towards the bigger goal.
Momentum is key here, research has consistently found that meeting short-term goals builds confidence and self-efficacy, and improves peoples learning and overall performance.
One final point is that things that get measured get done, so apply specific targets, that can be measured and then give consistent feedback along the way towards the goal. -
Why Set Goals? Part 1 of How To Set Effective Goals & Achieve Them
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om/BExceptional.com.au
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Book link: https://amzn.to/2xZGpYq
Study reference: Libet, Benjamin; Gleason, Curtis A.; Wright, Elwood W.; Pearl, Dennis K. (1983). "Time of Conscious Intention to Act in Relation to Onset of Cerebral Activity (Readiness-Potential) - The Unconscious Initiation of a Freely Voluntary Act". Brain 106: 623–642.
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Transcript:
Well hello and welcome back, In this latest series of videos I’m going to explore the subject of goals. I’ll be covering, how best to set and how to increase your chances of achieving them.
I'll also, look at a powerful way of breaking the habits that may be getting in the way of you achieving your goals and give you some hints and tips on how you can improve your goal achievement on a day to day basis.
If you want to see the whole series, don’t forget to hit subscribe to get my regular Thursday updates.
In this first video, I’m going to explain why goals are so important and why bother setting them in the first place?
Well firstly, if you look at how the brain works, about 97% of the time we are running on auto-pilot and it's our goals that guide our behaviour, our choices and our efforts toward them.
Secondly, our brains can only process a very limited amount of information and so it cheats by applying a filter on what we perceive in our environment and that filter is driven by our goals.
So think about it, no goal, means no direction, no focus and no attention given to the things that matter most to you.
Now a great example of this is from the field of neuroeconomics, which studies how we make decisions. Now a key study (which I'll link below), found that consumers brains have already made the decision on what to buy, several seconds before consciousness kicks in.
What's interesting is that post the decision, something called confirmation bias kicks in and you start to interpret, search for, favor and recall information that confirms your decision.
The bottom line here is that if you don’t set your own, or your team's goals, someone or something else will set it for you, and you'll end up prioritizing the things that either isn't relevant or important to you.
So that’s it for this video if you want to learn more about effective goal setting and how to increase your chances of achieving then don't forget to subscribe for the next part in the series, where I'll discuss how to set effective goals. -
Strengths and Weaknesses - why leaders should focus on developing strengths not weaknesses
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Well hello, and welcome back, in this video I am going to explain why focusing on using and developing your strengths gives you an advantage as a leader.
But, before I get into that, don’t forget to hit subscribe to get my regular Thursday updates or get involved by sharing your thoughts and comments below.
So, every organization I've worked for in the last three decades has been trying to fix my weaknesses.
I'm sure you can relate to this type approach, you get assessed against a leadership, competence or developmental model, you are told about areas of weakness and then you get a development plan to fix the issues.
Well here's the bad news, the evidence tells us that the absolute opposite approach works far more effectively and in reality finding out what your strengths are, then learning how to leverage and develop them effectively wins hands down every time versus weakness development.
So what is a strength? Well in simple terms a strength is something that you are good at and it motivates and energises you, which is pretty much the opposite of a weakness.
Think about it, when you are working on your weaknesses, you are literally being forced to do something you aren’t that good at. You feel frustrated, bored, demoralised during the experience and quite often exhausted post the experience, so why bother, unless you have to?
I think Einstein summed up the problem beautifully, “If you judge a fish by its ability to climb a tree, it will live its whole life believing that it's stupid”.
And the latest science supports that thinking. What’s clear is that a focus on identifying strengths, using them appropriately and then developing them is far more effective than spending all of your time focused on weaknesses and I just want to share some results from a couple of big studies to support that insight.
Firstly, a Corporate Leadership Council study that included, 19,000 people across multiple organisations, industries and countries found that a focus on weakness development led to a 26% decline in performance, whereas a focus on strengths development increased performance by 36%. That's a massive 62% differential between the two methods.
A second study by Gallup that included 1.2 million employees, again across multiple organisations, industries, and countries, found that 90% of workgroups that received a strengths intervention performed significantly better than control groups. The results included sales increases of between 10-19%, profit increases 14-29% and employee engagement scores that increased between 9-15%.
So, that's why strengths development is so important and in Part 2 of this strengths series, I'll focus on five things you can do to develop your strengths and manage your weaknesses more effectively.
So, thanks for watching and if you want to see that video and more, don’t forget to subscribe and add your comments below.
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Please watch: "Why Set Goals? Part 1 of How To Set Effective Goals & Achieving Them"
https://www.youtube.com/watch?v=msi9posNKpo
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Leadership Strengths: 5 ways you can develop your strengths
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LINKS & RESOURCES
https://www.viacharacter.org/survey/account/register
https://www.gallupstrengthscenter.com/home/en-us/strengthsfinder
https://strengthsprofile.com
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TRANSCRIPT
Well hello and welcome back, thanks for taking the time out to watch Part 2 of this series of videos on Leadership Strengths. If you haven't seen Part 1, I'll leave the link below.
Before getting into that, I just wanted to thank everyone for their continued support and don’t forget to subscribe for my regular Thursday updates or get involved by sharing your thoughts and comments below.
As I mentioned in Part 1 a focus on developing your leadership strengths, rather than just a focus on fixing your weaknesses, is a far more effective way of helping improve as a leader, in this part, I'm going to give you 5 ways you can develop your strengths.
Firstly, knowing and understanding your strengths is an important step and there are probably two ways you can tackle this.
You can quite simply learn how to spot strengths in yourself and others, by observing the subtle cues associated with strengths use. In the next video of this series, I’ll share several ways that you can spot strengths in yourself and others.
The other option you have is taking a free or paid strengths assessment or profile.
One of the best free strengths profiles you can do is Peterson & Seligman's, VIA Character Strengths Survey, which is a great place to start your strengths development journey, so I'll link that below.
In terms of paid options, I don’t think you can go much further, then either CAPPs Strengths Profiler or Gallup's StrengthsFinder2.0, which provide a detailed break down of your strengths and importantly a methodology for leveraging them more effectively. Again if you want more detail on any of these options, comment below or see the links below.
Ok, so the second way to use your strengths effectively is all about optimisation and appropriate use. What do I mean by that?
Well, it’s about using your strengths more often, more appropriately and combining strengths in new or different ways.
Alex Linley talks about the Golden Mean of strengths use, or what I call the situational ‘sweet spot’, where a strength is being used in a way that optimises its use and the subsequent outcome.
For example, having a great sense of humour can be a strength, like when using it to reduce the tension in a meeting, but if you continuously overplay it , you might be seen as someone who never takes key issues seriously, which could work against you and impact your potential level of success.
The third way is to unlock strengths that you aren’t using enough or even aren’t using at all. These strengths are essentially untapped resources that are the fastest to get your energised and step changes your performance.
The fourth way is to deal with weaknesses in a more appropriate way.
The key here is to only spend time and effort on weaknesses that create a significant risk to your personal brand and well-being or are getting in the way of you achieving your objectives.
For any weaknesses that don't create a risk, just stop using them, minimise their use, delegate them or use your strengths to compensate.
Finally, and I am a little biased here, using a coach to help you identify and leverage your strengths effectively, can add enormous value to the overall outcome and can fast-track your progress.
So that’s it for this video if you want to get energised and step change your performance as a leader, don’t just focus on weaknesses, spend as much time on understanding, using and developing your strengths.
And don't forget to subscribe for Part 3 in this series, where I'll talk about how to spot strengths in yourself or others.
See you next time!
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Please watch: "Why Set Goals? Part 1 of How To Set Effective Goals & Achieving Them"
https://www.youtube.com/watch?v=msi9posNKpo
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Leadership Challenges
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Well hello, and welcome back, thanks for taking the time out to view my latest video.
In this video, I wanted to quickly discuss some of the key challenges that leaders most often ask me about.
My aim In the coming weeks and months is to spend time on tackling these challenge, by sharing practical tips and the latest research on leadership and human behaviour.
I also want to state up front that it's not an exhaustive list, so if you have issues you think are worth sharing please subscribe and add your comments below so we can discuss and tackle those issues.
So let’s get started, with the biggest challenges you say you face every day as leaders....
1. How do you deal with the level of complexity and change in your organisation, team and role?
2. How do you set effective goals and communicate them to your teams in a way that helps you execute them successfully?
3. How do you become more productive, effective and efficient as an individual and as a team leader?
4. How do you improve both individual and team performance in a positive and productive way, especially when you have to have those tough conversations?
5. How do you develop and build a team that has high levels of engagement and is self-motivated to achieve organisational objectives?
6. How do you lead in high-pressure environments or circumstances and manage stress effectively both for you and your team?
7. How can you be more confident and manage your nerves and even fear in situations where you have to push outside your comfort zone, like public speaking or attending important meetings?
Let me know if there are specific topics you'd like me to focus on and discuss going forward and don't forget to click subscribe if you want to see my regular Thursday uploads.
See you in my next video, where we’ll start to tackle the big issues you face every day as a leader, so let’s get started.
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Please watch: "Why Set Goals? Part 1 of How To Set Effective Goals & Achieving Them"
https://www.youtube.com/watch?v=msi9posNKpo
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Strengths Spotting - How to Spot Strengths in Yourself & Others
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Alex Linley Book LInk: https://amzn.to/2QUm7Yb
A+: Realising Strengths in Yourself and Others, by Alex Linley, published by CAPP Press, 2008
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TRANSCRIPT
Well hello, and welcome back, in this video I'm going to cover off how to spot strengths both in yourself and in others.
Before that, I just wanted to quickly thank everyone for their continued support and don’t forget to subscribe to get my regular Thursday updates or get involved by sharing your thoughts and comments below.
Well firstly, let me acknowledge Alex Linley, who is probably one of the leading experts on strengths development and whose material I've used in this video. If you want a more in-depth understanding of strengths, I can highly recommend his book, which I'll include in the links below.
Let's get started then. Here's my list of when someone is most likely to be using a strength.
First, they'll be involved in activities that create high levels of energy and motivation. Energy is a hallmark of strengths use and is one of the most obvious signs when someone is or isn't playing to their strengths.
Second, they'll be at their most authentic, they'll be the real them, their values, convictions, and beliefs will be coming through in how they behave
Third, they'll find the activity they are involved in effortless or easy. When people play to their strengths it'll seem like they aren’t even trying, it'll seem like they are on a roll and in the zone!
Fourth, they'll be paying attention or highly focused on doing something, they will be hard to distract and can get easily frustrated if they have to switch to an activity that isn't using a strength.
Fifth, they'll prioritize activities that play to their strengths and procrastinate over those that don't. It's rare to fins strengths-based activity on a to-do list, or not prioritized when it's on there.
Sixth, they'll pick things up far more quickly than normal. When they are using a strength, people learn things rapidly.
Seventh, they'll be highly self-motivated and doing something for the sheer enjoyment of doing it.
Eighth, they'll project passion and excitement in the expressed energy, tone, pitch and volume in their voice.
Ninth, they'll be using highly expressive words, body language and phrases when they speak. They'll say things like "this is fantastic" or "I love doing this".
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Please watch: "Why Set Goals? Part 1 of How To Set Effective Goals & Achieving Them"
https://www.youtube.com/watch?v=msi9posNKpo
-~-~~-~~~-~~-~- -
How To Be A Better Leader
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Welcome to my youtube channel.
My overall aim is to provide you with practical advice, content, and discussion on the subject of how to be a better leader and tackle the big issues and challenges leaders face both now and in the future!
I don’t claim to have all the answers, but I do have some significant experience as a leader, with all the highs, lows, successes & failures that come with that over last 30 years.
I'm also passionate about, not only sharing the learnings from that experience but also using the latest breakthroughs & innovations from behavioural psychology and neuroscience, so that I can help leaders, teams and organisations be better. So I aim to bring something new to the subject area and also put a different spin on how you can maximise the potential of you and your teams.
If you want to join me on this journey of exploring all things leadership, then subscribe for my weekly uploads of new content and more importantly get involved, it would be great to build a community that shares its experience, learnings, ideas, and content, so we can all grow and learn from each other.
Remember, “you don't have to be good to start anything, you just have to start to get good!” So let’s get started.......
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Please watch: "Why Set Goals? Part 1 of How To Set Effective Goals & Achieving Them"
https://www.youtube.com/watch?v=msi9posNKpo
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How to Achieve Your Most Ambitious Goals | Stephen Duneier | TEDxTucson
How you define Stephen Duneier depends on how you came to know him. Some define him as an expert institutional investor, while others know him as a large scale installation artist, avid outdoorsman, professor, decision strategist, coach, business leader, mindfulness extremist, author, speaker, daredevil or Guinness world record holder. In his talk, Stephen explains that what truly defines him aren't titles, but an approach to decision making that transformed him from someone who struggled with simple tasks to a guy who is continuously achieving even his most ambitious dreams.
For thirty years, he has applied cognitive science to investing, business and life. The result has been the turnaround of numerous institutional businesses, career best returns for managers who have adopted his methods, the development of a $1.25 billion dollar hedge fund and a rapidly shrinking bucket list.
Mr. Duneier teaches graduate courses on Decision Analysis in UCSB’s College of Engineering. His book, AlphaBrain is due for release in early 2017 from Wiley & Sons.
Through Bija Advisors, he helps business leaders improve performance by applying proven, proprietary decision-making methods to their own processes.
His artwork has been featured around the world and is represented by the Sullivan Goss Gallery. As Commissioner of the League of Professional Educators, Duneier is using cognitive science to alter the landscape of American education. He is the former Head of Currency Option Trading at Bank of America and Emerging Markets at AIG International.
This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
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Strengths and Weaknesses - why leaders should focus on developing strengths not weaknesses
Please subscribe to my channel and leave a comment below!
Try my Leadership Playlist @ https: //www.youtube.com/playlist?list=PLBFODwZMg04EQc-nqMmG-kTFVEH3fkBHH
Take a look at http://www.bexceptional.com.au for further information.
Facebook Page: http://www.facebook.com/BExceptional.com.au
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Well hello, and welcome back, in this video I am going to explain why focusing on using and developing your strengths gives you an advantage as a leader.
But, before I get into that, don’t forget to hit subscribe to get my regular Thursday updates or get involved by sharing your thoughts and comments below.
So, every organization I've worked for in the last three decades has been trying to fix my weaknesses.
I'm sure you can relate to this type approach, you get assessed against a leadership, competence or developmental model, you are told about areas of weakness and then you get a development plan to fix the issues.
Well here's the bad news, the evidence tells us that the absolute opposite approach works far more effectively and in reality finding out what your strengths are, then learning how to leverage and develop them effectively wins hands down every time versus weakness development.
So what is a strength? Well in simple terms a strength is something that you are good at and it motivates and energises you, which is pretty much the opposite of a weakness.
Think about it, when you are working on your weaknesses, you are literally being forced to do something you aren’t that good at. You feel frustrated, bored, demoralised during the experience and quite often exhausted post the experience, so why bother, unless you have to?
I think Einstein summed up the problem beautifully, “If you judge a fish by its ability to climb a tree, it will live its whole life believing that it's stupid”.
And the latest science supports that thinking. What’s clear is that a focus on identifying strengths, using them appropriately and then developing them is far more effective than spending all of your time focused on weaknesses and I just want to share some results from a couple of big studies to support that insight.
Firstly, a Corporate Leadership Council study that included, 19,000 people across multiple organisations, industries and countries found that a focus on weakness development led to a 26% decline in performance, whereas a focus on strengths development increased performance by 36%. That's a massive 62% differential between the two methods.
A second study by Gallup that included 1.2 million employees, again across multiple organisations, industries, and countries, found that 90% of workgroups that received a strengths intervention performed significantly better than control groups. The results included sales increases of between 10-19%, profit increases 14-29% and employee engagement scores that increased between 9-15%.
So, that's why strengths development is so important and in Part 2 of this strengths series, I'll focus on five things you can do to develop your strengths and manage your weaknesses more effectively.
So, thanks for watching and if you want to see that video and more, don’t forget to subscribe and add your comments below.
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Please watch: "Why Set Goals? Part 1 of How To Set Effective Goals & Achieving Them"
https://www.youtube.com/watch?v=msi9posNKpo
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Leadership Strengths: 5 ways you can develop your strengths
Please subscribe to my channel and leave a comment below!
Try my Leadership Playlist @ https: //www.youtube.com/playlist?list=PLBFODwZMg04EQc-nqMmG-kTFVEH3fkBHH
Checkout my website @ http://www.bexceptional.com.au for further information.
Facebook Page @ http://www.facebook.com/BExceptional.com.au
LinkedIn: http://www.linkedin.com/company/bexceptional
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LINKS & RESOURCES
https://www.viacharacter.org/survey/account/register
https://www.gallupstrengthscenter.com/home/en-us/strengthsfinder
https://strengthsprofile.com
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TRANSCRIPT
Well hello and welcome back, thanks for taking the time out to watch Part 2 of this series of videos on Leadership Strengths. If you haven't seen Part 1, I'll leave the link below.
Before getting into that, I just wanted to thank everyone for their continued support and don’t forget to subscribe for my regular Thursday updates or get involved by sharing your thoughts and comments below.
As I mentioned in Part 1 a focus on developing your leadership strengths, rather than just a focus on fixing your weaknesses, is a far more effective way of helping improve as a leader, in this part, I'm going to give you 5 ways you can develop your strengths.
Firstly, knowing and understanding your strengths is an important step and there are probably two ways you can tackle this.
You can quite simply learn how to spot strengths in yourself and others, by observing the subtle cues associated with strengths use. In the next video of this series, I’ll share several ways that you can spot strengths in yourself and others.
The other option you have is taking a free or paid strengths assessment or profile.
One of the best free strengths profiles you can do is Peterson & Seligman's, VIA Character Strengths Survey, which is a great place to start your strengths development journey, so I'll link that below.
In terms of paid options, I don’t think you can go much further, then either CAPPs Strengths Profiler or Gallup's StrengthsFinder2.0, which provide a detailed break down of your strengths and importantly a methodology for leveraging them more effectively. Again if you want more detail on any of these options, comment below or see the links below.
Ok, so the second way to use your strengths effectively is all about optimisation and appropriate use. What do I mean by that?
Well, it’s about using your strengths more often, more appropriately and combining strengths in new or different ways.
Alex Linley talks about the Golden Mean of strengths use, or what I call the situational ‘sweet spot’, where a strength is being used in a way that optimises its use and the subsequent outcome.
For example, having a great sense of humour can be a strength, like when using it to reduce the tension in a meeting, but if you continuously overplay it , you might be seen as someone who never takes key issues seriously, which could work against you and impact your potential level of success.
The third way is to unlock strengths that you aren’t using enough or even aren’t using at all. These strengths are essentially untapped resources that are the fastest to get your energised and step changes your performance.
The fourth way is to deal with weaknesses in a more appropriate way.
The key here is to only spend time and effort on weaknesses that create a significant risk to your personal brand and well-being or are getting in the way of you achieving your objectives.
For any weaknesses that don't create a risk, just stop using them, minimise their use, delegate them or use your strengths to compensate.
Finally, and I am a little biased here, using a coach to help you identify and leverage your strengths effectively, can add enormous value to the overall outcome and can fast-track your progress.
So that’s it for this video if you want to get energised and step change your performance as a leader, don’t just focus on weaknesses, spend as much time on understanding, using and developing your strengths.
And don't forget to subscribe for Part 3 in this series, where I'll talk about how to spot strengths in yourself or others.
See you next time!
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Please watch: "Why Set Goals? Part 1 of How To Set Effective Goals & Achieving Them"
https://www.youtube.com/watch?v=msi9posNKpo
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Strengths Spotting - How to Spot Strengths in Yourself & Others
Please subscribe to my channel and leave a comment below!
Try my Leadership Playlist @ https: //www.youtube.com/playlist?list=PLBFODwZMg04EQc-nqMmG-kTFVEH3fkBHH
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Alex Linley Book LInk: https://amzn.to/2QUm7Yb
A+: Realising Strengths in Yourself and Others, by Alex Linley, published by CAPP Press, 2008
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Check out http://www.bexceptional.com.au for further information.
Facebook Page: http://www.facebook.com/BExceptional.com.au
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TRANSCRIPT
Well hello, and welcome back, in this video I'm going to cover off how to spot strengths both in yourself and in others.
Before that, I just wanted to quickly thank everyone for their continued support and don’t forget to subscribe to get my regular Thursday updates or get involved by sharing your thoughts and comments below.
Well firstly, let me acknowledge Alex Linley, who is probably one of the leading experts on strengths development and whose material I've used in this video. If you want a more in-depth understanding of strengths, I can highly recommend his book, which I'll include in the links below.
Let's get started then. Here's my list of when someone is most likely to be using a strength.
First, they'll be involved in activities that create high levels of energy and motivation. Energy is a hallmark of strengths use and is one of the most obvious signs when someone is or isn't playing to their strengths.
Second, they'll be at their most authentic, they'll be the real them, their values, convictions, and beliefs will be coming through in how they behave
Third, they'll find the activity they are involved in effortless or easy. When people play to their strengths it'll seem like they aren’t even trying, it'll seem like they are on a roll and in the zone!
Fourth, they'll be paying attention or highly focused on doing something, they will be hard to distract and can get easily frustrated if they have to switch to an activity that isn't using a strength.
Fifth, they'll prioritize activities that play to their strengths and procrastinate over those that don't. It's rare to fins strengths-based activity on a to-do list, or not prioritized when it's on there.
Sixth, they'll pick things up far more quickly than normal. When they are using a strength, people learn things rapidly.
Seventh, they'll be highly self-motivated and doing something for the sheer enjoyment of doing it.
Eighth, they'll project passion and excitement in the expressed energy, tone, pitch and volume in their voice.
Ninth, they'll be using highly expressive words, body language and phrases when they speak. They'll say things like "this is fantastic" or "I love doing this".
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Please watch: "Why Set Goals? Part 1 of How To Set Effective Goals & Achieving Them"
https://www.youtube.com/watch?v=msi9posNKpo
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Re-building a Life Through Character Strengths
Rodney Beamon had no job, no home, and no hope. Without any family supports, he had to do whatever it took to survive... which tragically led to a near- fatal gunshot wound. But then he discovered VIA, and learned how to build upon his unique strengths, and it changed his life. See the inspiring video of Rodney's journey. For more information visit http://viapros.org/www/
Take the VIA Survey to discover your character strengths: https://www.viame.org/survey/Account/Register
Register for specialized training to enhance your work in strengths: http://viapros.org/www/en-us/training.aspx -
Introducing Strengths
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Understanding our Strengths Model of Development
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Dr. Robert Biswas-Diene on Strengths Spotting
Dr. Robert Biswas-Diener shares tips for spotting character strengths in individuals. For more information visit http://viapros.org/www/
Take the VIA Survey to discover your character strengths: https://www.viame.org/survey/Account/Register
Register for specialized training to enhance your work in strengths: http://viapros.org/www/en-us/training.aspx
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Why Set Goals? Part 1 of How To Set Effective Goals & Achieve Them
Please subscribe to my channel and leave a comment below!
Try my Leadership Playlist @ https: //www.youtube.com/playlist?list=PLBFODwZMg04EQc-nqMmG-kTFVEH3fkBHH
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Website: http://www.bexceptional.com.au
Facebook: http://www.facebook.com/BExceptional.com.au
LinkedIn: http://www.linkedin.com/company/bexceptional
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om/BExceptional.com.au
LinkedIn: http://www.linkedin.com/company/bexceptional
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Book link: https://amzn.to/2xZGpYq
Study reference: Libet, Benjamin; Gleason, Curtis A.; Wright, Elwood W.; Pearl, Dennis K. (1983). "Time of Conscious Intention to Act in Relation to Onset of Cerebral Activity (Readiness-Potential) - The Unconscious Initiation of a Freely Voluntary Act". Brain 106: 623–642.
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Transcript:
Well hello and welcome back, In this latest series of videos I’m going to explore the subject of goals. I’ll be covering, how best to set and how to increase your chances of achieving them.
I'll also, look at a powerful way of breaking the habits that may be getting in the way of you achieving your goals and give you some hints and tips on how you can improve your goal achievement on a day to day basis.
If you want to see the whole series, don’t forget to hit subscribe to get my regular Thursday updates.
In this first video, I’m going to explain why goals are so important and why bother setting them in the first place?
Well firstly, if you look at how the brain works, about 97% of the time we are running on auto-pilot and it's our goals that guide our behaviour, our choices and our efforts toward them.
Secondly, our brains can only process a very limited amount of information and so it cheats by applying a filter on what we perceive in our environment and that filter is driven by our goals.
So think about it, no goal, means no direction, no focus and no attention given to the things that matter most to you.
Now a great example of this is from the field of neuroeconomics, which studies how we make decisions. Now a key study (which I'll link below), found that consumers brains have already made the decision on what to buy, several seconds before consciousness kicks in.
What's interesting is that post the decision, something called confirmation bias kicks in and you start to interpret, search for, favor and recall information that confirms your decision.
The bottom line here is that if you don’t set your own, or your team's goals, someone or something else will set it for you, and you'll end up prioritizing the things that either isn't relevant or important to you.
So that’s it for this video if you want to learn more about effective goal setting and how to increase your chances of achieving then don't forget to subscribe for the next part in the series, where I'll discuss how to set effective goals. -
Ingredients of Successful Goals - Part 2 Goals: How to Set Successful Goals
Please subscribe to my channel and leave a comment below!
Try my Leadership Playlist @ https: //www.youtube.com/playlist?list=PLBFODwZMg04EQc-nqMmG-kTFVEH3fkBHH
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Website: http://www.bexceptional.com.au
Facebook: http://www.facebook.com/BExceptional.com.au
LinkedIn: http://www.linkedin.com/company/bexceptional
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Transcript:
Welcome back, in this part of my series on goals, I'm going to focus on the ingredients of successful goal setting and then in Part 3 I'll specifically focus on how to set SMARTER goals, so don't forget to subscribe for future content.
So, what does the science tell us about the ingredients of successful goal setting?
Well firstly and ironically, the more difficult the goal the greater the level of achievement and this is because, the more difficult the goal the higher the level of effort, energy & motivation.
But, this is with one important caveat, and that is, that the level of stretch can't be beyond the perceived capability of the individual or the support required to achieve it.
Secondly, the more specific your goal, the more precise your performance and I'll cover off what that means in a lot more detail in the next video in this series.
Thirdly, goals are more effective when they have intrinsic importance to you and your team and especially if they are aligned with your values. So ask yourself, why is this important or what's in it for me and what's in it for the team?
Fourthly, you absolutely MUST explain the why. Contrary to popular belief, an assigned goal is just as effective as one produced participatively with your team. The key is more about explaining the rationale or the why and then giving the team the autonomy to work on the strategy to achieve it.
Fifth, to get commitment to a goal, especially one with significant stretch, you need to think about the team's capability level and ensure that you have training and development plans in place to continuously elevate the team's competence at or above what's needed to achieve the goal.
This is important because, people only remain fully motivated and committed to a goal, if they feel they have the capability, skills, and training to achieve it.
Fifth, goals need to be approach rather than avoidance based. So, for example, an approach goal would be "wanting to do well on a project team" versus an avoidance goal "not wanting to fail on a project team".
These sound very similar, but a recent study suggests that only approach goals lead to higher levels of objective performance, satisfaction, and subjective well-being, so hence framing your goals in the right way is crucial.
Sixth, timing is everything, goals should have longer or distal time frames, but should also have more proximal or shorter timeframes, with smaller, incremental steps towards the bigger goal.
Momentum is key here, research has consistently found that meeting short-term goals builds confidence and self-efficacy, and improves peoples learning and overall performance.
One final point is that things that get measured get done, so apply specific targets, that can be measured and then give consistent feedback along the way towards the goal. -
SMARTER Goals : Goals Part 3 - How to set SMARTER goals for you and your team.
Please subscribe to my channel and leave a comment below!
Try my Goals Playlist @ https://www.youtube.com/playlist?list=PLBFODwZMg04E988PN10wbmO-9SMWmzwaM
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Website: http://www.bexceptional.com.au
Facebook: http://www.facebook.com/BExceptional.com.au
LinkedIn: http://www.linkedin.com/company/bexceptional
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Transcript:
Welcome back, in Part3 of my series on goals, I'm going to focus on how to set SMARTER objectives, so don't forget to subscribe to Part 4 in this series, where I'll explain a powerful technique for breaking habits that get in the way of you achieving your goals.
So why SMARTER and why use the term objectives instead of goals.
Well SMARTER is an acronym and I’m sure you’ve heard of a shorter version called SMART, but this version links more closely to the science of goal achievement and can help you structure your goals in a very effective way.
I also use the term objectives NOT goals in this case, because goals by their very nature are quite broad, generic and more of an end result, whereas objectives are much more specific, have clearly defined steps and are shorter-term.
So to achieve your goals, you need to build objectives that create the incremental steps and the momentum I've talked about to help you achieve them.
So what are SMARTER leadership objectives?
The first letter S is for Specific. As I mentioned in my previous video, the more specific the objective, the more precise the outcome. The team needs to know what it is, that they need to do to achieve the result. Sounds obvious, but it's often a missing ingredient.
Next is M, for Measurable. What gets measured gets done, so if you want to aim for something and also reward achievement along the way towards your goal, you need to set an end measure and importantly break that down into a regular cadence of an ongoing review.
Next is A for Agreed. Assuming that you have had your bosses and your peer's input already, getting your teams involvement on how to achieve the objective has been shown to increase motivation and goal achievement.
R is for Realistic, again as per my previous video, you do need challenge and stretch, but not to the point of being unrealistic. So set a challenging objective and then add stretch, but monitor your teams' ability and motivation to achieve it, to make sure you adjust the level of stretch and invest in elevating your teams' competence level so they can achieve it.
T is for Time-bound, which in essence means that you have long and short-term timings associated with your objective, which line up with the specific measures you've set.
E is for Engaging - explaining why this objective is relevant and important to the team is a crucial and often missed part of the process. Without connecting with why and what's in it for them, a team isn't motivated to put in the discretionary effort often required to achieve it.
Finally, R is for Rewarded - regular feedback, reward, and recognition are important for motivational purposes. If you wait to the very end of the project, research suggests that this can be highly demotivating for a team. So give feedback and recognize and discuss both good and bad performance along the way.
So that's it for this video, if you want to see more, please don’t forget to subscribe for the next video, where I'll discuss a powerful approach to breaking habits, that will help you break down the things that are getting in the way of you achieving your goals and objectives. See you next time. -
How To Stop Procrastinating & Make Better Choices To Achieve Your Goals.
Please subscribe to my channel and leave a comment below!
Try my Leadership Playlist @ https: //www.youtube.com/playlist?list=PLBFODwZMg04EQc-nqMmG-kTFVEH3fkBHH
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Website: http://www.bexceptional.com.au
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LinkedIn: http://www.linkedin.com/company/bexceptional
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In previous videos I've talked about setting effective goals, but what happens when you simply can’t get started, you procrastinate or just keep making the wrong choices that take you away from, rather than toward your goals?
Well, in this video I want to address that and I'm going to talk about two science based techniques that you can combine to literally change how you think, tackle road blocks and change habits that get in the way of you achieving your goals.
Firstly, let me explain a concept called implementation intention or if/then planning. This is a technique described as a way of strategically delegating control of your behavioural responses to situational cues. Now that sounds complicated, but in simple terms, provided you have the right goal in place and we've talked a heap about that in previous videos, you can create a decision guide for your subconscious mind to make pre-determined decisions on how you'll behave or react, to cues, people, behaviours or events, that are getting in the way of you achieving your goals.
The fascinating thing with if/then planning is that it drives your sub-conscious, in a way that can beat previous inclinations to procrastinate or make short term choices, that might go against you achieving a longer term goal.
It's also a very effective technique for tackling those really tough steps towards your goals, that run counter to long formed existing habits, or that require significant effort outside of your comfort zone.
So, how's it done?
Well first you identify what might be getting in the way of you using your goal and to do this, you can use another technique called mental contrasting, which in this case is about working out the best outcome of a desired goal and then elaborating the biggest obstacles and potential problems that you may face along the way.
Those obstacles become the IF part of your IF/Then plan.
You then develop the THEN part of the plan, which is a pre-determined and automated action you intend to take when the IF part of your plan happens.
Here's an example, based on my goal to improve my health and an objective to spend 1 hour at the gym 4 times a week, which I wasn't consistently achieving.
And don't forget you can apply this thinking to ANY obstacles whether they be personal or professional.
So, first I used 'mental contrasting' and identified that one of the obstacles I had, was that whenever I had even a minor problem like a painful knee or even a stiff neck, I would use that as an excuse not to go to the gym.
So I created an IF/THEN plan, to tackle that issue.
IF I had a sore knee, THEN I'd still go to the gym, but I'd do exercises that wouldn't need my knee, like pull-ups or upper body work.
This removed the reason I'd been using not to go to the gym and replaced it with an automated response in my subconscious, that made the decision for me, even when I wasn't physically feeling up to it. Now you can apply this very simple approach to any obstacle.
Sounds too simple to be true doesn't it, but studies support IF/Then planning as key way of breaking habits, automating responses to specific cues, reducing procrastination and being more likely to make the right choice in situations where you have competing goals.
Now, don't take my word for it, try it out.
And if you want to get help with your obstacles and IF/Then planning, please comment below, contact me and check out the links to other materials below.
Well that’s it for this video and don't forget to subscribe for my next video in the series. -
How to Achieve Your Most Ambitious Goals | Stephen Duneier | TEDxTucson
How you define Stephen Duneier depends on how you came to know him. Some define him as an expert institutional investor, while others know him as a large scale installation artist, avid outdoorsman, professor, decision strategist, coach, business leader, mindfulness extremist, author, speaker, daredevil or Guinness world record holder. In his talk, Stephen explains that what truly defines him aren't titles, but an approach to decision making that transformed him from someone who struggled with simple tasks to a guy who is continuously achieving even his most ambitious dreams.
For thirty years, he has applied cognitive science to investing, business and life. The result has been the turnaround of numerous institutional businesses, career best returns for managers who have adopted his methods, the development of a $1.25 billion dollar hedge fund and a rapidly shrinking bucket list.
Mr. Duneier teaches graduate courses on Decision Analysis in UCSB’s College of Engineering. His book, AlphaBrain is due for release in early 2017 from Wiley & Sons.
Through Bija Advisors, he helps business leaders improve performance by applying proven, proprietary decision-making methods to their own processes.
His artwork has been featured around the world and is represented by the Sullivan Goss Gallery. As Commissioner of the League of Professional Educators, Duneier is using cognitive science to alter the landscape of American education. He is the former Head of Currency Option Trading at Bank of America and Emerging Markets at AIG International.
This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx -
Why the secret to success is setting the right goals | John Doerr
Our leaders and institutions are failing us, but it's not always because they're bad or unethical, says venture capitalist John Doerr -- often, it's simply because they're leading us toward the wrong objectives. In this practical talk, Doerr shows us how we can get back on track with "Objectives and Key Results," or OKRs -- a goal-setting system that's been employed by the likes of Google, Intel and Bono to set and execute on audacious goals. Learn more about how setting the right goals can mean the difference between success and failure -- and how we can use OKRs to hold our leaders and ourselves accountable.
Check out more TED Talks: http://www.ted.com
The TED Talks channel features the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). Look for talks on Technology, Entertainment and Design -- plus science, business, global issues, the arts and more.
Follow TED on Twitter: http://www.twitter.com/TEDTalks
Like TED on Facebook: https://www.facebook.com/TED
Subscribe to our channel: https://www.youtube.com/TED -
Tony Robbins: How to Achieve Any Goal You Want (Tony Robbins Motivation)
Tony Robbins: How to Achieve Any Goal You Want (Tony Robbins Motivation)
“Goals are dreams with a deadline.” — Tony Robbins
How does Tony Robbins set goals?
Like a champ.
He’s created a simple system that he’s used for years, to dream big and set empowering goals.
The entire process takes a little more than 30 minutes, and in the end, you end up with four deeply inspiring goals in major areas of your life for the year.
This goal-setting approach is one of the most effective ways to motivate you from the inside out and move you to action, so if you have a case of the blahs, or if you want big changes in your life this might just be your answer.
This video is reuploaded from my old Video.
Tony Robbins: How to Master Anything (Motivational Video)
https://www.youtube.com/watch?v=OI_S_JyJhYQ&t=25s
*CREDIT
Tony Robbins
Visit Tony Robbins' websites:
https://www.tonyrobbins.com/
http://www.unshakeable.com/
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FAIR-USE COPYRIGHT DISCLAIMER
* Copyright Disclaimer Under Section 107 of the Copyright Act 1976, allowance is made for "fair use" for purposes such as criticism, commenting, news reporting, teaching, scholarship, and research. Fair use is a use permitted by copyright statute that might otherwise be infringing. Non-profit, educational or personal use tips the balance in favour of fair use.
1)This video has no negative impact on the original works
2)This video is also for teaching and inspirational purposes.
3)It is not transformative in nature.
Law Of Attraction Coaching does not own the rights to these images, videos and audio files. They have, in accordance with fair use, been repurposed with the intent of educating and motivate others. However, if any content owners would like their images removed, please contact us by email at innergrowth.inc@gmail.com
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Carol Kauffman on positive psychology and coaching
Carol Kauffman, assistant clinical professor at Harvard Medical School and director of the Institute of Coaching, talks about how to use positive psychology in coaching.
This video was made by authorized psychologist (cand.psych.aut.) and Master of Applied Positive Psychology (MAPP) Ebbe Lavendt as part of his PhD-project on positive psychology and coaching. For more information see www.positivepsychology.dk and/or contact el@positivepsychology.dk. -
Positive Psychology in Coaching Practice
Positive Psychology in Coaching Practice - Interview with Dr Suzy Green -
Michelle McQuaid on positive psychology and coaching
Michelle McQuaid, best-selling author, workplace well-being teacher and playful change activator, talks about how to use positive psychology in coaching.
This video was made by authorized psychologist (cand.psych.aut.) and Master of Applied Positive Psychology (MAPP) Ebbe Lavendt as part of his PhD-project on positive psychology and coaching. For more information see www.positivepsychology.dk and/or contact el@positivepsychology.dk. -
Ingredients of Successful Goals - Part 2 Goals: How to Set Successful Goals
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Transcript:
Welcome back, in this part of my series on goals, I'm going to focus on the ingredients of successful goal setting and then in Part 3 I'll specifically focus on how to set SMARTER goals, so don't forget to subscribe for future content.
So, what does the science tell us about the ingredients of successful goal setting?
Well firstly and ironically, the more difficult the goal the greater the level of achievement and this is because, the more difficult the goal the higher the level of effort, energy & motivation.
But, this is with one important caveat, and that is, that the level of stretch can't be beyond the perceived capability of the individual or the support required to achieve it.
Secondly, the more specific your goal, the more precise your performance and I'll cover off what that means in a lot more detail in the next video in this series.
Thirdly, goals are more effective when they have intrinsic importance to you and your team and especially if they are aligned with your values. So ask yourself, why is this important or what's in it for me and what's in it for the team?
Fourthly, you absolutely MUST explain the why. Contrary to popular belief, an assigned goal is just as effective as one produced participatively with your team. The key is more about explaining the rationale or the why and then giving the team the autonomy to work on the strategy to achieve it.
Fifth, to get commitment to a goal, especially one with significant stretch, you need to think about the team's capability level and ensure that you have training and development plans in place to continuously elevate the team's competence at or above what's needed to achieve the goal.
This is important because, people only remain fully motivated and committed to a goal, if they feel they have the capability, skills, and training to achieve it.
Fifth, goals need to be approach rather than avoidance based. So, for example, an approach goal would be "wanting to do well on a project team" versus an avoidance goal "not wanting to fail on a project team".
These sound very similar, but a recent study suggests that only approach goals lead to higher levels of objective performance, satisfaction, and subjective well-being, so hence framing your goals in the right way is crucial.
Sixth, timing is everything, goals should have longer or distal time frames, but should also have more proximal or shorter timeframes, with smaller, incremental steps towards the bigger goal.
Momentum is key here, research has consistently found that meeting short-term goals builds confidence and self-efficacy, and improves peoples learning and overall performance.
One final point is that things that get measured get done, so apply specific targets, that can be measured and then give consistent feedback along the way towards the goal. -
How To Coach - Part 1: A Basic Definition & Purpose For Leaders
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Transcript:
Well hello and welcome back, in Part 1 of this series of videos on coaching, I wanted to discuss a basic definition and the purpose of coaching from a leadership perspective.
Before that, a quick thank you to the many thousands of you, that have been watching my weekly vlogs on leadership. If you want to be part of the community don’t forget to subscribe to get my regular Thursday updates or get involved by sharing your thoughts and comments below.
So what is coaching? Well, I would simply define coaching as a focused process aimed at developing people.
The key word here is focused, in that there should be a specific goal, approach, and process, with the intent of working with the person being coached to develop effective goals and explore options and solutions to help them achieve them.
It’s about helping someone get from A (where they are now) to B (where they want to be).
This sounds pretty simple at first glance, but there are a few considerations, that require some thought from a leadership perspective.
Firstly, it can be complicated, in terms of the variety of coaching models or approaches and there are diverse and sometimes conflicting needs and objectives, depending on if you are the coach, being coached or just a stakeholder.
For example, the coachee may want to focus on developing skills that the coach might think are irrelevant or don’t add value to the team or organisational agenda.
Secondly, the context and your competence are important. For example, a coachee may need a combination of life and career coaching, but what if as a leader you don’t have the specific skills or training to deliver that?
As a coach, your ability to stick within your comfort zone and capability level are essential and knowing what, who and when to coach is a very important consideration.
Now, this leads me to a final point. Coaching can potentially have psychological, ethical and even legal implications, so it’s always best to work out boundaries in advance and keep to a very simple model of coaching unless you have the appropriate training and experience.
So my advice is to invest in coaching your people, but keep it simple and if you come up against a situation, development need or context that's outside of your expertise or comfort zone, then refer that to other external experts or relevant internal support function.
In my next video of this series, I'll run a very simple model of coaching, called the GROW model, which leaders can use to coach people on a daily basis.
So don’t forget to subscribe for my next video in this coaching series or comment below.
Thanks and see you next time. -
The GROW Model: A Simple Guide For Leaders - Coaching Part 2
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Transcript:
Well hello and welcome back, in Part 2 of this series of videos on coaching, I'll cover off the well known GROW model, which I think, is a simple and easily applicable model that leaders can use to coach their people.
Before that, I just wanted to quickly thank everyone for their continued support and don’t forget to subscribe to get my regular Thursday updates or get involved by sharing your thoughts and comments below.
So why coach as a leader? Well, If you don’t coach your people, you aren’t maximizing the opportunity to help them perform at a higher level and you are no doubt missing out on the sustainable improvements your team and organization needs to be successful.
The good news is that you don’t need months or years of training to do the basics of coaching as a leader, it can be a very simple and informal process built into your daily conversation and catch ups.
So, let’s explore how to use probably the most basic and well-known coaching model of all, the GROW (Whitmore, 2009) model.
One thing to note, coaching should be and quite often is a fluid process, so the order of these steps can be interchangeable.
Step 1 in the GROW model is G for Goal, now I have several videos on how to do that successfully, the key here is to discuss and agree on the goal or outcome, and then focus each coaching session on a specific step towards achieving it. That way you use the limited time you have to best effect and focus your agenda on moving forwards towards the goal.
Step 2 is R for reality and this step is all about understanding the current reality of the situation.
In this step, you explore what’s getting in the way and what strengths and resources could be used to move forward.
This isn’t about generalizations or negativity, this is about getting down to the specifics and moving quickly into solutions mode.
Step 3 is O for options and this step is about looking for different options or pathways towards the goal.
It’s about exploring what worked in the past, what existing strengths and resources could be leveraged, what might get in the way and what you can do about those potential issues.
Step 4 is W for Way Forward. The way forward is about agreeing what specific action they will take, by when and what support they might need from you along the way.
Make sure the coachee owns this step, because self-determination, particularly in terms of setting goals and deciding on what to do to attain them, is a key factor in successful goal achievement.
So that's pretty much it, set the GOAL, explore the current REALITY, discuss OPTIONS and then plan the WAY FORWARD. And don’t forget GROW can be used in any context formally or informally and on a day to day basis.
Well, that’s it and if you want to know more on coaching for leaders, check out my other videos, ask a question, make a comment below and maybe subscribe for my weekly leadership updates.
See you next time. -
Difficult Conversations Part 1: Why So Difficult?
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Transcript:
Well hello and welcome back, in this series I'm going to help you understand why difficult conversations are so tough. I also want to share an approach that will have you and the person involved, feeling positive about the process, your ongoing relationship and the plan to move forward.
So, let's explore why difficult conversations are so difficult in the first place?
Well firstly, leaders use formal approaches to improve performance like appraisals or one-off documented performance discussions, which can add value, but only if they are part of a regular ongoing feedback, that includes good, bad and indifferent aspects of performance.
Secondly, leaders are taught informal techniques for giving critical feedback like sandwiching, where you sandwich the bad news between two pieces of good news to soften the blow and hypothetically leave the person involved feeling wonderful about the whole situation.
Bottom line here is that the shit sandwich, which is what most people on the receiving end call it, just doesn’t work either.
But why is that?
Well firstly, in evolutionary terms we haven't evolved much from when our ancestor’s survival, depended on how attuned we were to either potential or real threats to our physical well-being.
This along with a predisposition to let negative thoughts and emotions have a disproportionate effect on us means that we have a brain that is constantly scanning for and looking for potential threats in our environment.
The bad news is that our ‘flight or fight’ response to potential threats, still gets triggered as a response to even thinking about, let alone having a difficult conversation.
This usually plays out in two ways, you either avoid the conversation altogether or you prime yourself in advance for conflict and a negative experience, which seriously limits the prospect of having a productive and positive outcome.
Now I'll cover off the specifics of how to prime yourself for success and have that difficult conversation in the next video, but as I mentioned at the start, the keystone to success here is to have regular coaching conversations on performance, that are balanced, fair and include recognition.
The so-called difficult conversation then becomes a normal conversation on performance and an integral part of your approach as a leader.
Well, that's it for this video if you like the content you might want to subscribe for my next video in the series.
If you have any questions, ideas for future videos or just want to chat on any subject relating to leadership get in touch using the links below.
Thanks and see you next time. -
How To Have Difficult Conversations - Difficult Conversations Part 2
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Transcript:
Welcome back and thanks so much for all the feedback and comments. If you like my videos, you might want to hit subscribe for future content, or if there's a subject on leadership you'd like me to cover, comment or follow the links below.
As I discussed in my previous video in the series, I explained why difficult conversations usually play out in one of two ways.
You either avoid the conversation altogether or you prime yourself in advance for conflict and a negative experience.
The likelihood of a great outcome under these circumstances is average at best and there’s one thing that great teams and organisations are NOT built on and that’s being average. So what’s the alternative?
Well, here are my 5 steps for a more productive approach to those difficult conversations:
First, be specific and direct – don’t sandwich anything, just get straight to the point. It sounds counterintuitive, but your people will thank and respect you for being straight with them, so talk to the impact the performance is having on you, the team, your customers and your organisation and also include how it makes you feel.
Second, use two specific examples, firstly, one that includes the specific issue or behaviour you want to address and secondly, the right behaviour or strength that you’ve seen in use already that could help address the issue.
This approach moves both of you into a positive state of emotion and leverages their strengths, which means they will be more energised, more creative and more likely to deliver a successful outcome.
Third, listen for what is and what isn’t being said. This is where your Emotional Intelligence gets a workout, so stay engaged and focused on things beyond what they say, like their body language and emotional state. And don’t forget to self-monitor, throughout the process, your own emotional state creates a ripple effect and is literally contagious to the person in front of you.
Fourth, agree what’s next, help develop, rather than give, the solution and next steps. People with autonomy have much higher levels of positive emotion, which equals more creativity, broader thinking, and ownership.
Then agree on the what, who and when of what’s next, including how you intend to help and support them going forward.
Finally, follow up. This is the key thing that impacts effective execution of any objective, so make sure that there is a cadence of accountability and that means regular follow up against what was agreed in step 4.
This final step importantly should also include recognising success, more ongoing support and further coaching to improve performance.
Well, that’s it for this video, if you like the content, hit subscribe for my weekly updates and please comment below.
Thanks and see you next time. -
Why Words Matter: Why I Hate the Word "CAN'T" & Love the Word "YET"
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In this video, I explore WHY WORDS MATTER and discuss the impacts of the word CAN'T on your potential success and its connection to a Fixed Mindset. I also explore the power of the word YET and its link to developing a Growth Mindset. -
David Allen: Getting Things Done
David Allen speaks on GTD and the two keys to sustaining a healthy life and work style. -
01-Carl Rogers on Empathy
Part 1 - Carl Rogers's 1974 lecture on empathy.
Full Lecture: http://www.youtube.com/watch?v=iMi7uY83z-U&feature=share&list=PL9w3l7GkGUr1yxU4s2PiggyCbOO3XfpRf
Companion to: Rogers, C. R. (1975). Empathic: An unappreciated way of being. The Counseling Psychologist, 5(2), 2-10. -
Introduction to Ethics
Recommended Readings:
An Introduction to Ethics by John Deigh - http://amzn.to/2496GKz (affiliate link)
Human Happiness and Morality: A Brief Introduction to Ethics by Robert Almeder - http://amzn.to/1UfjoEP (affiliate link)
Good and Evil by Richard Taylor - http://amzn.to/24972ka (affiliate link)
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In this lecture we look at the subject matter of ethics, distinguish between moral subjectivism and moral realism, discuss Hume's law, and look at the difference between teleological and deontological theories of ethics.
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Support us on Patreon: http://patreon.com/academyofideas
Visit http://www.academyofideas.com for more videos, video transcripts and more!
Get the transcript here: http://academyofideas.com/2013/08/introduction-to-ethics/
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Love, compassion and ethics - a dialogue with the Dalai Lama at Happiness & Its Causes 2015
LEARN TOOLS & TECHNIQUES FOR A HAPPIER LIFE
24 - 25 June 2019, ICC Sydney
Don't miss the world's largest conference on happiness and wellbeing!
For more information visit https://happinessanditscauses.com.au/
His Holiness the Dalai Lama and Richard Fidler are joined by:
Professor Barbara Fredrickson, USA, acclaimed positive emotions researcher and best-selling author of Positivity and Love 2.0
Professor Paul Gilbert OBE, UK, pioneering compassion researcher and initiator of Compassion Focused Therapy
Dr Sue Knight, chief evaluator of the Primary Ethics trial in NSW schools and creator of the Primary Ethics curriculum
Charlie Scudamore, visionary educator and Vice Principal at Geelong Grammar School
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The happy secret to better work | Shawn Achor
http://www.ted.com We believe that we should work to be happy, but could that be backwards? In this fast-moving and entertaining talk from TEDxBloomington, psychologist Shawn Achor argues that actually happiness inspires productivity.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes. Featured speakers have included Al Gore on climate change, Philippe Starck on design, Jill Bolte Taylor on observing her own stroke, Nicholas Negroponte on One Laptop per Child, Jane Goodall on chimpanzees, Bill Gates on malaria and mosquitoes, Pattie Maes on the "Sixth Sense" wearable tech, and "Lost" producer JJ Abrams on the allure of mystery. TED stands for Technology, Entertainment, Design, and TEDTalks cover these topics as well as science, business, development and the arts. Closed captions and translated subtitles in a variety of languages are now available on TED.com, at http://www.ted.com/translate
If you have questions or comments about this or other TED videos, please go to http://support.ted.com -
Mihaly Csikszentmihalyi: Flow, the secret to happiness
http://www.ted.com Mihaly Czikszentmihalyi asks, "What makes a life worth living?" Noting that money cannot make us happy, he looks to those who find pleasure and lasting satisfaction in activities that bring about a state of "flow."
Follow us on Twitter
http://www.twitter.com/tednews
Checkout our Facebook page for TED exclusives
https://www.facebook.com/TED -
Steven Pinker: What our language habits reveal
http://www.ted.com In an exclusive preview of his book The Stuff of Thought, Steven Pinker looks at language and how it expresses what goes on in our minds -- and how the words we choose communicate much more than we realize.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers are invited to give the talk of their lives in 18 minutes -- including speakers such as Jill Bolte Taylor, Sir Ken Robinson, Hans Rosling, Al Gore and Arthur Benjamin. TED stands for Technology, Entertainment, and Design, and TEDTalks cover these topics as well as science, business, politics and the arts. Watch the Top 10 TEDTalks on TED.com, at
http://www.ted.com/index.php/talks/top10 -
The new era of positive psychology | Martin Seligman
http://www.ted.com Martin Seligman talks about psychology -- as a field of study and as it works one-on-one with each patient and each practitioner. As it moves beyond a focus on disease, what can modern psychology help us to become? -
Want to be happier? Stay in the moment | Matt Killingsworth
When are humans most happy? To gather data on this question, Matt Killingsworth built an app, Track Your Happiness, that let people report their feelings in real time. Among the surprising results: We're often happiest when we're lost in the moment. And the flip side: The more our mind wanders, the less happy we can be. (Filmed at TEDxCambridge.)
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). Look for talks on Technology, Entertainment and Design -- plus science, business, global issues, the arts and much more.
Find closed captions and translated subtitles in many languages at http://www.ted.com/translate
Follow TED news on Twitter: http://www.twitter.com/tednews
Like TED on Facebook: https://www.facebook.com/TED
Subscribe to our channel: http://www.youtube.com/user/TEDtalksDirector -
Sonja Lyubomirsky: What Determines Happiness?
Sonja Lyubomirsky sheds light on how much of our happiness is determined by our genes, and how much is within our power to control. -
The How of Happiness with Sonja Lyubomirsky, PhD, at Happiness and Its Causes 2016
Professor Sonja Lyubomirsky is a leading social psychologist and researcher into happiness and author of The Myths of Happiness and The How of Happiness.
LEARN TOOLS & TECHNIQUES FOR A HAPPIER LIFE
25 – 26 June 2018, International Convention Centre, Sydney
Don't miss the world's largest conference on happiness and wellbeing!
For more information visit https://happinessanditscauses.com.au/ -
The power of yet | Carol S Dweck | TEDxNorrköping
This talk was given at a local TEDx event, produced independently of the TED Conferences. The live talks at this TEDxNorrkölping event have "plasticity" in common. Capabilities for problem solving and for learning (or progress) have often been regarded as (inherited) components of the personality. Both Carol s Dweck and Torkel Klingberg have made quite clear, that improvements of such capabilities are supported by systematic use of appropriate training and feedback. Very essential knowledge for any parent, teacher, leader and human being in general.
Carol S. Dweck is a leading researcher in the field of motivation and is the Lewis and Virginia Eaton Professor of Psychology at Stanford. Her research focuses on why students succeed and how to foster their success. More specifically, her work has demonstrated the role of mindsets in success and has shown how praise for intelligence can undermine students’ motivation and learning.
She has also held professorships at and Columbia and Harvard Universities, has lectured to education, business, and sports groups all over the world, and has been elected to the American Academy of Arts and Sciences and the National Academy of Sciences. She recently won the Distinguished Scientific Contribution Award from the American Psychological Association, one of the highest awards in Psychology, as well as six other lifetime achievement awards. Last Spring, the White House held an conference on her work and both President Obama and Michelle Obama refer to her work in their speeches on education.
Her work has been prominently featured in such publications as The New Yorker, Newsweek, Time, The New York Times, and The London Times, and the Manchester Guardian, with recent feature stories on her work in the San Francisco Chronicle and the Washington Post, and she has appeared on such shows as Today, Good Morning America, NPR’s Morning Edition, and 20/20. Her bestselling book Mindset (published by Random House) has been widely acclaimed and has been translated into over 20 languages.
About TEDx, x = independently organized event In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations) -
After watching this, your brain will not be the same | Lara Boyd | TEDxVancouver
In a classic research-based TEDx Talk, Dr. Lara Boyd describes how neuroplasticity gives you the power to shape the brain you want. Recorded at TEDxVancouver at Rogers Arena on November 14, 2015.
YouTube Tags: brain science, brain, stroke, neuroplasticity, science, motor learning, identity, TED, TEDxVancouver, TEDxVancouver 2015, Vancouver, TEDx, Rogers Arena, Vancouver speakers, Vancouver conference, ideas worth spreading, great idea,
Our knowledge of the brain is evolving at a breathtaking pace, and Dr. Lara Boyd is positioned at the cutting edge of these discoveries. In 2006, she was recruited by the University of British Columbia to become the Canada Research Chair in Neurobiology and Motor Learning. Since that time she has established the Brain Behaviour Lab, recruited and trained over 40 graduate students, published more than 80 papers and been awarded over $5 million in funding.
Dr. Boyd’s efforts are leading to the development of novel, and more effective, therapeutics for individuals with brain damage, but they are also shedding light on broader applications. By learning new concepts, taking advantage of opportunities, and participating in new activities, you are physically changing who you are, and opening up a world of endless possibility.
This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx -
Prof. Dan Gilbert -- The Science of Happiness: What Your Mother Didn't Tell You
Most of us think we know what would make us happy and that our only problem is getting it. But research in psychology, behavioral economics, and cognitive neuroscience shows that people are not very good at predicting what will make them happy, how happy it will make them, and how long that happiness will last. One reason for this is that our cultures provide us with both wisdom and myth about the true sources of human happiness. Our mothers were right about some things and wrong about others, and science is beginning to reveal which is which. -
Martin Seligman 'Flourishing - a new understanding of wellbeing' at Happiness & Its Causes 2012
See Martin Seligman at an exclusive afternoon event in Sydney 18 April hosted by Happiness & Its Causes. For more information visit
https://www.ivvy.com.au/event/MARSEL/home.html
For more information on the Happiness & Its Causes conference in June visit http://www.happinessanditscauses.com.au/.
Is happiness enough for a fulfilled life?
What does the research say about positive psychology in the treatment and prevention of depression?
Positive education, positive health and the economics of wellbeing -
The Ingredients of Positive Interventions
Sonja Lyubomirsky, Ph.D. on positive interventions and how to make them better "fit" with your clients. She breaks down several of the key components of common interventions found in positive psychology.
For more information visit http://viapros.org/www/
Take the VIA Survey to discover your character strengths: https://www.viame.org/survey/Account/Register
Register for specialized training to enhance your work in strengths: http://viapros.org/www/en-us/training.aspx -
Sonja Lyubomirsky: Finding the Right Fit
Happiness activities aren't one-size-fits-all, explains Sonja Lyubomirsky: Different exercises are right for different people. -
Kelly McGonigal: Two Interventions to Foster Positive Change
Health psychologist and Stanford lecturer Kelly McGonigal walks us through scientific studies that show the self that's really good at change is not the self of self-crtiticism - it's the self of self-acceptance.
Emerging Women Live celebrates the rise of women leaders and entrepreneurs, and the movement towards a more integrated approach to success. The second annual Emerging Women Live Conference will take place October 9th-October 12th, 2014 in New York City.
More info: http://www.emergingwomen.com/videos/?wm_video_id=gja40816c7f26cm -
Hardwiring happiness: Dr. Rick Hanson at TEDxMarin 2013
Hardwiring Happiness : The Hidden Power of Everyday Experiences on the Modern Brain.
How to overcome the Brain's Negativity Bias.
Rick Hanson is a neuropsychologist and the author of Hardwiring Happiness: The New Brain Science of Contentment, Calm, and Confidence, best selling author of Buddha's Brain, founder of the Wellspring Institute for Neuroscience and Contemplative Wisdom and an Affiliate of the Greater Good Science Center at UC Berkeley, he's been an invited speaker at Oxford, Stanford, and Harvard, and taught in meditation centers worldwide.
In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations) -
Barbara Fredrickson: Positive Emotions Open Our Mind
Barbara Fredrickson discusses how positive emotions broaden our awareness of the world, allowing us to become more in tune with the needs of others. -
Foundations of Well-Being Interview Excerpt with Barbara Fredrickson
This 11-minute clip is from Rick Hanson's hour-long interview with Barbara Fredrickson-the worlds leading authority on positive emotions. In the interview, Barbara explains why gratitude and other good feelings are not Hallmark card fluff, but actually the building blocks of resilience, physical health, everyday effectiveness, and fulfilling relationships. Barbara and Rick also talk about how to turn everyday experiences into lasting inner strengths built into your brain.
Get Free Weekly Tips for Greater Happiness, Calm, and Confidence
Sign up Now at:
https://www.rickhanson.net/writings/just-one-thing/
To watch the whole interview, and get access to tons more tools for growing the good in your brain and your life, check out the Foundations of Well-Being program:
https://www.thefoundationsofwellbeing.com -
Positive Emotion and Evolution
How we evolve depends on the positive emotion we experience.
Visit us at: http://gotoANI.com
The structure of the brain reflects what is the emotional focus of our attention. We are, not only what we think, but we are much more what we feel and experience emotionally. -
Embodied Happiness: The Practical Neuroscience of Positive Emotions - Part I
Get Free Weekly Tips for Greater Happiness, Calm, and Confidence
Sign up Now at:
https://www.rickhanson.net/writings/just-one-thing/
The Foundations of Well-Being: A year of Growing Good in Your Brain and In Your Life. Click Below to Learn More:
https://www.thefoundationsofwellbeing.com -
How to Be Happy Every Day: It Will Change the World | Jacqueline Way | TEDxStanleyPark
The World Happiness Report states “Over 1 billion adults suffer from anxiety and depression.” How do we get to happy? Jacqueline Way, Founder of www.365give.ca shares a secret to happiness so simple a 3 – year old can do it. Jacqueline is a mother of three boys and social good activist dedicated to changing the world 1 give, 1 day at a time. You will learn through her powerful story how your body is hard-wired for giving. Researchers from all over the world have been studying the science and physiological of giving for decades. They’ve discovered giving makes you happy, makes you high, is our bodies natural “Fountain of Youth” and reduces stress. Her inspirational journey with her son and thousands of children will inspire you start a daily giving habit that will make you happy and change the world.
Jacqueline Way is the founder of www.356give.ca a charitable organization dedicated to educating, empowering, and inspiring children to change the world "one give, one day at a time." You can reach Jacqueline at jacquelineway365give@gmail.com
This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx -
Robert Emmons: What Good Is Gratitude?
Robert Emmons discusses why practicing gratitude has a transformative effect on our social and emotional well-being. -
Willpower and how to make it work for you with Roy Baumeister at Happiness & Its Causes 2014
LEARN TOOLS & TECHNIQUES FOR A HAPPIER LIFE
25 – 26 June 2018, International Convention Centre, Sydney
Don't miss the world's largest conference on happiness and wellbeing! For more information visit https://happinessanditscauses.com.au/
• How do self-control and willpower function?
• How do we learn self-control as children?
• What bolsters willpower? What undermines it?
• Why do we so often fail to break bad habits?
• How can we increase our willpower and make it work for us?
Professor Roy Baumeister, USA, respected social psychologist exploring self-control, self-regulation, meaning and happiness and author of Willpower: Rediscovering the Greatest Human Strength
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3 clues to understanding your brain | VS Ramachandran
http://www.ted.com Vilayanur Ramachandran tells us what brain damage can reveal about the connection between celebral tissue and the mind, using three startling delusions as examples.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers are invited to give the talk of their lives in 18 minutes -- including speakers such as Jill Bolte Taylor, Sir Ken Robinson, Hans Rosling, Al Gore and Arthur Benjamin. TED stands for Technology, Entertainment, and Design, and TEDTalks cover these topics as well as science, business, politics and the arts. Watch the Top 10 TEDTalks on TED.com, at
http://www.ted.com/index.php/talks/top10 -
The quest to understand consciousness | Antonio Damasio
http://www.ted.com Every morning we wake up and regain consciousness -- that is a marvelous fact -- but what exactly is it that we regain? Neuroscientist Antonio Damasio uses this simple question to give us a glimpse into how our brains create our sense of self.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes. Featured speakers have included Al Gore on climate change, Philippe Starck on design, Jill Bolte Taylor on observing her own stroke, Nicholas Negroponte on One Laptop per Child, Jane Goodall on chimpanzees, Bill Gates on malaria and mosquitoes, Pattie Maes on the "Sixth Sense" wearable tech, and "Lost" producer JJ Abrams on the allure of mystery. TED stands for Technology, Entertainment, Design, and TEDTalks cover these topics as well as science, business, development and the arts. Closed captions and translated subtitles in a variety of languages are now available on TED.com, at http://www.ted.com/translate -
Neil Burgess: How your brain tells you where you are
http://www.ted.com How do you remember where you parked your car? How do you know if you're moving in the right direction? Neuroscientist Neil Burgess studies the neural mechanisms that map the space around us, and how they link to memory and imagination.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes. Featured speakers have included Al Gore on climate change, Philippe Starck on design, Jill Bolte Taylor on observing her own stroke, Nicholas Negroponte on One Laptop per Child, Jane Goodall on chimpanzees, Bill Gates on malaria and mosquitoes, Pattie Maes on the "Sixth Sense" wearable tech, and "Lost" producer JJ Abrams on the allure of mystery. TED stands for Technology, Entertainment, Design, and TEDTalks cover these topics as well as science, business, development and the arts. Closed captions and translated subtitles in a variety of languages are now available on TED.com, at http://www.ted.com/translate
If you have questions or comments about this or other TED videos, please go to http://support.ted.com -
Scott Fraser: The problem with eyewitness testimony
Scott Fraser studies how humans remember crimes -- and bear witness to them. In this powerful talk, which focuses on a deadly shooting at sunset, he suggests that even close-up eyewitnesses to a crime can create "memories" they could not have seen. Why? Because the brain abhors a vacuum.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). TED stands for Technology, Entertainment, Design, and TEDTalks cover these topics as well as science, business, global issues, the arts and more. Find closed captions and translated subtitles in a variety of languages at http://www.ted.com/translate.
Follow TED on Twitter: http://www.twitter.com/tednews
Like TED on Facebook: https://www.facebook.com/TED
If you have questions or comments about this or other TED videos, please go to http://support.ted.com -
Sarah-Jayne Blakemore: The mysterious workings of the adolescent brain
Why do teenagers seem so much more impulsive, so much less self-aware than grown-ups? Cognitive neuroscientist Sarah-Jayne Blakemore compares the prefrontal cortex in adolescents to that of adults, to show us how typically "teenage" behavior is caused by the growing and developing brain.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). Look for talks on Technology, Entertainment and Design -- plus science, business, global issues, the arts and much more.
Find closed captions and translated subtitles in many languages at http://www.ted.com/translate
Follow TED news on Twitter: http://www.twitter.com/tednews
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Why do we sleep? | Russell Foster
Russell Foster is a circadian neuroscientist: He studies the sleep cycles of the brain. And he asks: What do we know about sleep? Not a lot, it turns out, for something we do with one-third of our lives. In this talk, Foster shares three popular theories about why we sleep, busts some myths about how much sleep we need at different ages -- and hints at some bold new uses of sleep as a predictor of mental health.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). Look for talks on Technology, Entertainment and Design -- plus science, business, global issues, the arts and much more.
Find closed captions and translated subtitles in many languages at http://www.ted.com/translate
Follow TED news on Twitter: http://www.twitter.com/tednews
Like TED on Facebook: https://www.facebook.com/TED
Subscribe to our channel: http://www.youtube.com/user/TEDtalksDirector -
Peter Doolittle: How your "working memory" makes sense of the world
"Life comes at us very quickly, and what we need to do is take that amorphous flow of experience and somehow extract meaning from it." In this funny, enlightening talk, educational psychologist Peter Doolittle details the importance -- and limitations -- of your "working memory," that part of the brain that allows us to make sense of what's happening right now.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). Look for talks on Technology, Entertainment and Design -- plus science, business, global issues, the arts and much more.
Find closed captions and translated subtitles in many languages at http://www.ted.com/translate
Follow TED news on Twitter: http://www.twitter.com/tednews
Like TED on Facebook: https://www.facebook.com/TED
Subscribe to our channel: http://www.youtube.com/user/TEDtalksDirector -
Daniel Wolpert: The real reason for brains
http://www.ted.com Neuroscientist Daniel Wolpert starts from a surprising premise: the brain evolved, not to think or feel, but to control movement. In this entertaining, data-rich talk he gives us a glimpse into how the brain creates the grace and agility of human motion.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes. Featured speakers have included Al Gore on climate change, Philippe Starck on design, Jill Bolte Taylor on observing her own stroke, Nicholas Negroponte on One Laptop per Child, Jane Goodall on chimpanzees, Bill Gates on malaria and mosquitoes, Pattie Maes on the "Sixth Sense" wearable tech, and "Lost" producer JJ Abrams on the allure of mystery. TED stands for Technology, Entertainment, Design, and TEDTalks cover these topics as well as science, business, development and the arts. Closed captions and translated subtitles in a variety of languages are now available on TED.com, at http://www.ted.com/translate. -
The neuroscience of social intelligence: Bill von Hippel at TEDxUQ 2014
What is social intelligence? Psychology professor Bill von Hippel argues that the frontal lobes of the brain play a critical role in enabling socially intelligent behaviour. He describes research from his lab showing that seemingly trivial mental abilities stop us from doing the wrong thing and help us do the right thing in various socially challenging circumstances.
Bill von Hippel is professor and prior Head of the School of Psychology at the University of Queensland. He received his BA from Yale University and his PhD from the University of Michigan. Bill has published nearly 100 articles and chapters across a wide range of topics. Bill is particularly interested in the neuroscience of social intelligence, and his work in this area has been reported in various media outlets, such as The Australian, USA Today, El Mundo, Newsweek, Fox News, NPR, BBC, CBC, and many others.
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Creativity & Marketing: Yuxi Wang
Master of Ceremony: Rebecca Dew
Speaker Outreach: Jeremy Farley
In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations) -
The science of emotions: Jaak Panksepp at TEDxRainier
Given an inherent subjective nature, emotions have long been a nearly impenetrable topic for scientific research. Affective neuroscientist Jaak Panksepp explains a modern approach to emotions, and how taking seriously the emotions of other animals might soon improve the lives of millions.
Jaak Panksepp introduced the concept of Affective Neuroscience in 1990, consisting of an overarching vision of how mammalian brains generate experienced affective states in animals, as effective models for fathoming the primal evolutionary sources of emotional feelings in human beings. This work has implications for further developments in Biological Psychiatry, ranging from an understanding of the underlying brain disorders, to new therapeutic strategies. Panksepp is a Ph.D. Professor and Baily Endowed Chair of Animal Well-Being Science, College of Veterinary Medicine, Washington State University. His scientific contributions include more than 400 papers devoted to the study of basic emotional and motivational processes of the mammalian brain. He has conducted extensive research on brain and bodily mechanisms of feeding and energy-balance regulation, sleep physiology, and most importantly the study of emotional processes, including associated feelings states, in other animals.
This talk was given November 9, 2013 in Seattle at TEDxRainier, a local TEDx event, produced independently of the TED Conferences.
TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations) -
Cognitive Behavioural Therapy (CBT) for Depression | Dr. Keith Gaynor | Inspire Hope
Dr. Keith Gaynor gives a brief introduction to the CBT ideas and skills that can be helpful in improving low mood and depression. This will help people understand depression and how to address it even at difficult times in the their lives
Dr Keith Gaynor works as a senior clinical psychologist in the Outpatient Department of St John of God Hospital, Stillorgan. He specialises in Cognitive Behavioural Therapy (CBT) treatments of anxiety and depression. Keith trained at King’s College London and University College Dublin. He has written widely in academic journals on the topic of CBT and is a regular contributor to the Irish media, including The Tubridy Show, Prime Time and The Irish Independent, on issues of mental health. -
Positive Emotion and Evolution
How we evolve depends on the positive emotion we experience.
Visit us at: http://gotoANI.com
The structure of the brain reflects what is the emotional focus of our attention. We are, not only what we think, but we are much more what we feel and experience emotionally. -
Embodied Happiness: The Practical Neuroscience of Positive Emotions - Part I
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The Foundations of Well-Being: A year of Growing Good in Your Brain and In Your Life. Click Below to Learn More:
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Hacking your brain for happiness | James Doty | TEDxSacramento
Dr. James Doty explains the neurological benefits of Compassion. "Project Compassion" has now turned into a leading research and educational institution and the only institution solely focused on the study of Compassion, Altruism and Empathy.
Compassion improves the world; yet the world around us seems ever in need of greater feats of compassion. How, then, can we create more compassion and inspire compassionate acts? And how is it that the brain and the heart work together to create compassion in the first place? James Robert Doty, M.D., tackles these tough questions, examining the neural, mental, and social bases of compassion. He serves as Professor of Neurosurgery at Stanford University School of Medicine and Founder and Director of Stanford University’s Center for Compassion and Altruism Research and Education (CCARE) – of which the Dalai Lama is the founding benefactor. He serves as Chairman of the Dalai Lama Foundation and as a member of the International Advisory Board of the Council of the Parliament of the World's Religion. He has just release his first book, Into the Magic Shop: A Neurosurgeon’s Quest to Discover the Mysteries of the Brain and the Secrets of the Heart.
This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx -
Wisdom: From Philosophy to Neuroscience (Stephen Hall)
Stephen Hall is the author of critically acclaimed histories of contemporary science and has been a contributing writer and editor at the New York Times Magazine. In his new book, Wisdom, Mr. Hall explores the concept, which he reports is no longer the exclusive domain of theology and philosophy. Clinical psychology and neurobiology have elbowed their way into the subject in recent decadesand their investiga- tions and investigators make up much of the book. Hall details brain-scan experiments intended to elucidate at a neuronal level components of wisdom such as ethics and also cites studies that rely on interviews with older people about their life experiences. From the author's accounts, it doesn't seem as though the scientist in the lab coat offers better definitions of wisdom than the sage in the toga. An essential ineffability about wisdom dogs both the empiricist and the theorist, according to Hall, but, not willing to concede futility in the hunt for wisdom, he suggests it is to be sought in family life and interpersonal relationships—a practical proposition on which his readers can reflect. -
Mindfulness and Neural Integration: Daniel Siegel, MD at TEDxStudioCityED
Exploring Relationships and Reflection in the Cultivation of Well-Being.
Daniel Siegel, MD, is Clinical Professor of psychiatry at UCLA, Co-Director of Mindful Awareness Research Center, Executive Director of Mindsight Institute, author, and recipient of numerous awards and honorary fellowships.
This talk examines how relationships and reflection support the development of resilience in children and serve as the basic '3 R's" of a new internal education of the mind.
In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.*
(*Subject to certain rules and regulations) -
Dr Daniel Siegel presenting a Hand Model of the Brain
Many people experience times in their lives when they feel overwhelmed and need clarity. Our mission is to provide the highest quality psychological care by honoring the integrity of individuals and families who seek our services. We strive to communicate understanding, instill hope and provide direction for change and wellness. -
How Meditation Can Reshape Our Brains: Sara Lazar at TEDxCambridge 2011
Neuroscientist Sara Lazar's amazing brain scans show meditation can actually change the size of key regions of our brain, improving our memory and making us more empathetic, compassionate, and resilient under stress.
Learn more about TEDxCambridge at http://www.tedxcambridge.com. -
Introduction to The Optimized Brain, with Steven Kotler
Flow is technically defined as an optimal state of consciousness where we feel our best and we perform our best. Steven Kotler runs through the neuroanatomic shifts that make it possible. If your guess is that the brain somehow works harder or faster during flow states, you may be surprised to learn that everything actually slows down thanks to what's called transient hypofrontality.
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Transcript: Flow is technically defined as an optimal state of consciousness. A state of consciousness where we feel our best and we perform our best. It refers to those moments of total absorption when we get so focused on the task at hand that everything else disappears. So our sense of self, our sense of self-consciousness, they vanish. Time dilates which means sometimes it slows down. You get that freeze frame effect familiar to any of you who have seen the matrix or been in a car crash. Sometimes it speeds up and five hours will pass by in like five minutes. And throughout all aspects of performance, mental and physical, go through the roof. Underneath the flow state is a complicated mass of neurobiology. There are fundamental changes in neuroanatomy – which is where in the brain something’s taking place, neurochemistry and neuroelectricity which is the two ways the brain communicates with itself. The most prominent of this is the neuroanatomical changes.
So the old idea about ultimate performance - “flow” is what’s known as the ten percent brain myth. The idea that we’re only using ten percent of our brain at any one time so ultimate performance must obviously be the full brain firing on all cylinders. And it turns out we had it exactly backwards. In flow parts of the brain aren’t becoming more hyperactive, they’re actually slowing down, shutting down. The technical term for this is transient, meaning temporary, hypo frontality. Hypo – H – Y – P – O – it’s the opposite of hyper means to slow down, to shut down, to deactivate. And frontality is the prefrontal cortex, the part of your brain that houses your higher cognitive functions, your sense of morality, your sense of will, your sense of self. All that shuts down so, for example, why does time pass so strangely in flow? Because David Eagleman discovered that time is calculated all over the prefrontal cortex. When parts of it start to wink out we can no longer separate past from present from future and we’re plunged into what researchers call the deep now.
Transient hypofrontality is interesting. It was discovered back in the nineties and it had a very negative connotation, it was found in schizophrenics and drug addicts. And then in the early two thousands Aaron Dietrich who was then at Georgia Tech discovered or hypothesized that transient hypofrontality actually underpins every altered state – dreaming, meditation, flow, drug addiction – it doesn’t really matter. And then in 2007, 2008 Charles Limb at Johns Hopkins working with first jazz musicians and second with rappers was looking at flow in those contexts and found that the prefrontal cortex was shutting down as well. Though depending on the altered state you get different parts are shut down. Like in flow one of the most prominent examples is the dorsal lateral prefrontal cortex. It shuts down in flow. This is the part of the brain that houses your inner critic, that nagging defeatist always on voice in your head turns off in flow. And as a result we feel this is liberation right. We are finally getting out of our own way. We’re free of ourselves. Creativity goes up. Risk taking goes up and we feel amazing.
The project at the Flow Genome Project – my mission for the past 15 years has been sort of to reclaim flow research from the hippie community, from the new age community and put it back on a really hard science footing. And really what that took was flow research has been going on continuously at kind of both here in the United State and Europe all over. And it really just took synthesizing all the information and bringing it together and putting it on a hard and neurobiological footing. [TRANSCRIPT TRUNCATED] -
The Neurochemistry of Flow States, with Steven Kotler
Steven Kotler explains the neurochemical changes during flow states that strengthen motivation, creativity and learning. "The brain produces a giant cascade of neurochemistry. You get norepinephrine, dopamine, anandamide, serotonin and endorphins. All five of these are performance enhancing neurochemicals." Kotler discusses how each amplifies intellectual and cognitive performance.
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Transcript: Besides neuroanatomical changes in flow there are neurochemical changes, right. The brain produces a giant cascade of neurochemistry. You get norepinephrine, dopamine, anandamide, serotonin and endorphins. All five of these are performance enhancing neurochemicals, right. So they make you faster, stronger, quicker and they do the same thing with your brain. In the front end of a flow state you take in more information, you process it more deeply meaning you process it using more parts of your brain and you process it more quickly. There’s some debate about this but it does appear that you process it more quickly. This is norepinephrine and dopamine. So when people enter a flow state they talk about feeling like they’re senses are incredibly heightened. This is the performance enhancing aspect of norepinephrine and dopamine.
Where these chemicals really come in handy is how they affect motivation, creativity and learning. We’ll start with motivation. Besides being performance enhancing chemicals these are obviously all feel good drugs, right. These five chemicals are the most potent feel good drugs the brain can produce. As a result flow is considered the most addictive state on earth. Scientists don’t like the word addictive so instead they use autotelic. When something is autotelic it is an end in itself. What it means is that once an experience starts producing flow we will go extraordinarily far out of our way to get more of it which is why researchers now believe flow is the source code of intrinsic motivation. Another thing that those neurochemicals do is they augment the creative process. So creativity is always recombinantory. It’s the product of novel information, bumping into old thoughts to create something startlingly new. So if you want to amplify creativity, you want to amplify every aspect of that process. Again, the neurochemicals help. So on the front end of the flow state when you get norepinephrine and dopamine they’re tightening focus so you are taking in more information per second. So you are boosting that part of the creative process. Norepinephrine and dopamine do something else in the brain which is they lower signal to noise ratio so you detect more patterns. They jack up pattern recognition so our ability to link ideas together is also an enhancer. Taking in more information we can link it together.
Anandamide which is another chemical that shows up in flow doesn’t just promote pattern recognition. It promotes lateral thinking. So pattern recognition is more or less the linking of familiar ideas together. Lateral thinking is the linking of very disparate ideas together, right. So more information per second, all kinds of pattern recognition, lateral thinking. All of it surrounds the creative process and amplifies all of it which is why, for example, studies run by my organization, the Flow Genome Project, we found creativity is increased 500 to 700 percent. To give you another example in a recent Australian study they took 42 people, gave them a very tricky brainteaser to solve, the kind that needs very creative problem solving. Nobody could solve the problem. They induced flow artificially using transcranial magnetic stimulation to basically knock out the prefrontal cortex. They induced artificial transient hypofrontality technically.
As a result, 23 people solved the problem in record time. So massively amplified motivation, massively amplified creativity. The last thing flow does that’s really important is it jacks up learning. [TRANSCRIPT TRUNCATED] -
The Neurochemistry of Flow States, with Steven Kotler
Steven Kotler explains the neurochemical changes during flow states that strengthen motivation, creativity and learning. "The brain produces a giant cascade of neurochemistry. You get norepinephrine, dopamine, anandamide, serotonin and endorphins. All five of these are performance enhancing neurochemicals." Kotler discusses how each amplifies intellectual and cognitive performance.
Read more at BigThink.com: http://goo.gl/O8uR
Follow Big Think here:
YouTube: http://goo.gl/CPTsV5
Facebook: https://www.facebook.com/BigThinkdotcom
Twitter: https://twitter.com/bigthink
Transcript: Besides neuroanatomical changes in flow there are neurochemical changes, right. The brain produces a giant cascade of neurochemistry. You get norepinephrine, dopamine, anandamide, serotonin and endorphins. All five of these are performance enhancing neurochemicals, right. So they make you faster, stronger, quicker and they do the same thing with your brain. In the front end of a flow state you take in more information, you process it more deeply meaning you process it using more parts of your brain and you process it more quickly. There’s some debate about this but it does appear that you process it more quickly. This is norepinephrine and dopamine. So when people enter a flow state they talk about feeling like they’re senses are incredibly heightened. This is the performance enhancing aspect of norepinephrine and dopamine.
Where these chemicals really come in handy is how they affect motivation, creativity and learning. We’ll start with motivation. Besides being performance enhancing chemicals these are obviously all feel good drugs, right. These five chemicals are the most potent feel good drugs the brain can produce. As a result flow is considered the most addictive state on earth. Scientists don’t like the word addictive so instead they use autotelic. When something is autotelic it is an end in itself. What it means is that once an experience starts producing flow we will go extraordinarily far out of our way to get more of it which is why researchers now believe flow is the source code of intrinsic motivation. Another thing that those neurochemicals do is they augment the creative process. So creativity is always recombinantory. It’s the product of novel information, bumping into old thoughts to create something startlingly new. So if you want to amplify creativity, you want to amplify every aspect of that process. Again, the neurochemicals help. So on the front end of the flow state when you get norepinephrine and dopamine they’re tightening focus so you are taking in more information per second. So you are boosting that part of the creative process. Norepinephrine and dopamine do something else in the brain which is they lower signal to noise ratio so you detect more patterns. They jack up pattern recognition so our ability to link ideas together is also an enhancer. Taking in more information we can link it together.
Anandamide which is another chemical that shows up in flow doesn’t just promote pattern recognition. It promotes lateral thinking. So pattern recognition is more or less the linking of familiar ideas together. Lateral thinking is the linking of very disparate ideas together, right. So more information per second, all kinds of pattern recognition, lateral thinking. All of it surrounds the creative process and amplifies all of it which is why, for example, studies run by my organization, the Flow Genome Project, we found creativity is increased 500 to 700 percent. To give you another example in a recent Australian study they took 42 people, gave them a very tricky brainteaser to solve, the kind that needs very creative problem solving. Nobody could solve the problem. They induced flow artificially using transcranial magnetic stimulation to basically knock out the prefrontal cortex. They induced artificial transient hypofrontality technically.
As a result, 23 people solved the problem in record time. So massively amplified motivation, massively amplified creativity. The last thing flow does that’s really important is it jacks up learning. [TRANSCRIPT TRUNCATED] -
THE PURPOSE - Motivational Video (ft.Tony Robbins)
This has been one of my favorite songs i've made for a motivational video, hope you like it as well! All information is down below:
MUSIC:
Nostalgia by Paul Elhart (that's me!)
Second channel about my music:
https://youtu.be/WTrECKbw_E4
FB PAGE: https://www.facebook.com/ChispaMotiva...
INSTAGRAM: https://instagram.com/cpmotivation/
TWITTER: https://twitter.com/ChispaMOTVATION
SoundCloud: https://soundcloud.com/chispamotivation
SPEAKER:
Tony Robbins
MOVIES:
Nike Commercial
The search for freedom
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The psychology of your future self | Dan Gilbert
"Human beings are works in progress that mistakenly think they're finished." Dan Gilbert shares recent research on a phenomenon he calls the "end of history illusion," where we somehow imagine that the person we are right now is the person we'll be for the rest of time. Hint: that's not the case.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). Look for talks on Technology, Entertainment and Design -- plus science, business, global issues, the arts and much more.
Find closed captions and translated subtitles in many languages at http://www.ted.com/translate
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Tony Robbins: Why You Should Change Your Mind ( Tony Robbins Psychology )
Tony Robbins (February 29, 1960) is an American author, entrepreneur, philanthropist and life coach.Tony Robbins is known for his infomercials, seminars, and self-help books including Unlimited Power and Awaken the Giant Within. Approximately 4 million people have attended his live seminars. Tony Robbins is the founder of several companies which earn approximately $5 billion in annual sales. In 2015 and 2016 he was listed on the Worth Magazine Power 100 list.Tony Robbins is also an active philanthropist, partnering with organizations such as Feeding America.
Robbins was born Anthony J. Mahavoric in North Hollywood, California, on February 29, 1960. His surname was originally spelled 'Mohorović' and is of Croatian origin. Tony Robbins is the eldest of three children and his parents divorced when he was 7. His mother then had a series of husbands, including Jim Robbins, a former semiprofessional baseball player who legally adopted Anthony when he was 12.
Robbins was raised in Azusa and Glendora, California, and attended Glendora High School. Tony Robbins was elected student body president in his senior year. While growing up, Robbins worked as a handyman to help provide for his siblings.
During high school, Robbins grew ten inches, a growth spurt later attributed to a pituitary tumor. Tony Robbins has said his home life was "chaotic" and "abusive." When he was seventeen years old, he left home and never returned. Robbins later worked as a janitor, and did not attend college. -
Three Myths of Behavior Change - What You Think You Know That You Don't: Jeni Cross at TEDxCSU
Jeni Cross is a sociology professor at Colorado State University. She has spoken about community development and sustainability to audiences across the country, from business leaders and government officials to community activists. As a professor and consultant she has helped dozens of schools and government agencies implement and evaluate successful programs to improve community well-being. In this talk, she discusses her work around changing behaviors.
This video was originally posted 3/14/2013 and received 481 views. This corrected version was posted on 3/20/2013.
In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, wher/e x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations) -
Trans-Theoretical Model of Behaviour Change
A short ePresentation introducing the trans-theoretical model of behaviour change.
Produced by Nathan Smith
With support from the University of Birmingham
Voice over: Thom Udall
Illustration: Kelsey Heinrichs -
Jim Rohn Lesson of the seasons
Jim Rohn, the philosopher talks about the seasons and how we cal learn from it. -
Improve Your Life Using the Stages of Change (Transtheoretical) Model - Dr Wendy Guess
Following the Stages of Change (aka Transtheoretical) Model can help people change their behaviors, and thus, change their lives. Read the article on www.DrWendyGuess.com/change
There are 5 stages:
1. Pre-Contemplation - before you're ready to make a change
2. Contemplation - considering the pros and cons
3. Preparation - getting ready to make a change
4. Action - making the actual change
5. Maintenance - converting the change into a positive habit
This video is one of a series of Successful Positive Change training videos that address key elements of making personal, professional, emotional, physical, mental, and social changes. These training videos are designed for both personal and professional use and can be used as a roadmap to changing attitudes, behaviors, organizations, and cultures.
Subscribe to the channel to have access to other videos to inspire your positive life.
And in the comments below, please share your positive behavior change experiences so we can all be inspired. -
Wellness-Stages of Change
Short animated presentation on stages of change for starting a wellness program.
Visit my site for a free A&P etext and more: http://www.drbruceforciea.com
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Stuart Brown: Play is more than fun
http://www.ted.com A pioneer in research on play, Stuart Brown says humor, games, roughhousing, flirtation and fantasy are more than just fun. Plenty of play in childhood makes for happy, smart adults -- and keeping it up can make us smarter at any age.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes. Featured speakers have included Al Gore on climate change, Philippe Starck on design, Jill Bolte Taylor on observing her own stroke, Nicholas Negroponte on One Laptop per Child, Jane Goodall on chimpanzees, Bill Gates on malaria and mosquitoes and "Lost" producer JJ Abrams on the allure of mystery. TED stands for Technology, Entertainment, Design, and TEDTalks cover these topics as well as science, business, development and the arts. Watch the Top 10 TEDTalks on TED.com, at http://www.ted.com/index.php/talks/top10 -
Why Set Goals? Part 1 of How To Set Effective Goals & Achieve Them
Please subscribe to my channel and leave a comment below!
Try my Leadership Playlist @ https: //www.youtube.com/playlist?list=PLBFODwZMg04EQc-nqMmG-kTFVEH3fkBHH
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om/BExceptional.com.au
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Book link: https://amzn.to/2xZGpYq
Study reference: Libet, Benjamin; Gleason, Curtis A.; Wright, Elwood W.; Pearl, Dennis K. (1983). "Time of Conscious Intention to Act in Relation to Onset of Cerebral Activity (Readiness-Potential) - The Unconscious Initiation of a Freely Voluntary Act". Brain 106: 623–642.
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Transcript:
Well hello and welcome back, In this latest series of videos I’m going to explore the subject of goals. I’ll be covering, how best to set and how to increase your chances of achieving them.
I'll also, look at a powerful way of breaking the habits that may be getting in the way of you achieving your goals and give you some hints and tips on how you can improve your goal achievement on a day to day basis.
If you want to see the whole series, don’t forget to hit subscribe to get my regular Thursday updates.
In this first video, I’m going to explain why goals are so important and why bother setting them in the first place?
Well firstly, if you look at how the brain works, about 97% of the time we are running on auto-pilot and it's our goals that guide our behaviour, our choices and our efforts toward them.
Secondly, our brains can only process a very limited amount of information and so it cheats by applying a filter on what we perceive in our environment and that filter is driven by our goals.
So think about it, no goal, means no direction, no focus and no attention given to the things that matter most to you.
Now a great example of this is from the field of neuroeconomics, which studies how we make decisions. Now a key study (which I'll link below), found that consumers brains have already made the decision on what to buy, several seconds before consciousness kicks in.
What's interesting is that post the decision, something called confirmation bias kicks in and you start to interpret, search for, favor and recall information that confirms your decision.
The bottom line here is that if you don’t set your own, or your team's goals, someone or something else will set it for you, and you'll end up prioritizing the things that either isn't relevant or important to you.
So that’s it for this video if you want to learn more about effective goal setting and how to increase your chances of achieving then don't forget to subscribe for the next part in the series, where I'll discuss how to set effective goals. -
Increase your self-awareness with one simple fix | Tasha Eurich | TEDxMileHigh
Self-awareness has countless proven benefits -- stronger relationships, higher performance, more effective leadership. Sounds pretty great, right? Here’s the bad news: 95% of people think that they’re self-aware, but only 10-15% actually are! Luckily, Tasha Eurich has a simple solution that will instantly improve your self-awareness. As a third-generation entrepreneur, Dr. Tasha Eurich was born with a passion for business, pairing her scientific savvy in human behavior with a practical approach to solving business challenges. As an organizational psychologist, she’s helped thousands of leaders improve their effectiveness, from Fortune 500 executives to early-stage entrepreneurs. Her new book, Insight, reveals the findings of her three-year research program on self-awareness, which she calls the meta-skill of the 21st century. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx -
Walter Mischel - The Marshmallow Test
Walter Mischel has research interests in personality structure, process, and development, and in self-regulation (aka willpower).
His professional honors and awards include the following: National Academy of Sciences (elected 2004); Merit Award, National Institute of Mental Health, 1989 up to 2009 (awarded twice, sequentially); Jack Block Award for Distinguished Contributions to Personality Psychology (2005); Distinguished Scientist Award, Society of Experimental Social Psychologists (2000); Fellow of the Society of Experimental Psychologists (elected 1999); Doctor of Science, Honoris Causa, Ohio State University (1997); Fellow, American Academy of Arts and Sciences (elected 1991); Distinguished Scientific Contribution Award, American Psychological Association, 1982; and the Distinguished Scientist Award, APA Division of Clinical Psychology, 1978.
Professor Mischel has served as President of the Society for Personality and Social Psychology, President of the Association for Research in Personality, and Editor of Psychological Review. Since 1994, he has been the Niven Professor of Humane Letters at Columbia University. -
Willpower and how to make it work for you with Roy Baumeister at Happiness & Its Causes 2014
LEARN TOOLS & TECHNIQUES FOR A HAPPIER LIFE
25 – 26 June 2018, International Convention Centre, Sydney
Don't miss the world's largest conference on happiness and wellbeing! For more information visit https://happinessanditscauses.com.au/
• How do self-control and willpower function?
• How do we learn self-control as children?
• What bolsters willpower? What undermines it?
• Why do we so often fail to break bad habits?
• How can we increase our willpower and make it work for us?
Professor Roy Baumeister, USA, respected social psychologist exploring self-control, self-regulation, meaning and happiness and author of Willpower: Rediscovering the Greatest Human Strength -
Grit: the power of passion and perseverance | Angela Lee Duckworth
Leaving a high-flying job in consulting, Angela Lee Duckworth took a job teaching math to seventh graders in a New York public school. She quickly realized that IQ wasn't the only thing separating the successful students from those who struggled. Here, she explains her theory of "grit" as a predictor of success.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). Look for talks on Technology, Entertainment and Design -- plus science, business, global issues, the arts and much more.
Find closed captions and translated subtitles in many languages at http://www.ted.com/translate
Follow TED news on Twitter: http://www.twitter.com/tednews
Like TED on Facebook: https://www.facebook.com/TED
Subscribe to our channel: http://www.youtube.com/user/TEDtalksDirector -
The Science of Procrastination - And How To Manage It
We'll write a description later....
Written and created by Mitchell Moffit (twitter @mitchellmoffit) and Gregory Brown (twitter @whalewatchmeplz).
TWITTER: http://www.twitter.com/AsapSCIENCE
FACEBOOK: http://www.facebook.com/AsapSCIENCE
Music by Mitchell Moffit
http://www.mitchellmoffit.com
http://www.twitter.com/mitchellmoffit
http://www.facebook.com/mitchellmoffit
Art by Gregory and Mitchell
http://www.gregorybrownart.tumblr.com
http://www.twitter.com/whalewatchmeplz
Some Sources---
Procrastination:
1) http://my.ilstu.edu/~dfgrayb/Personal/Procrastination.pdf
2) http://www.ncbi.nlm.nih.gov/pmc/articles/PMC3177330/
3) http://pss.sagepub.com/content/13/3/219.short
4) http://www.sciencedirect.com/science/article/pii/S0191886900000349
5) http://bigthink.com/ideas/15771
The Pomodoro Technique:
6) http://www.pomodorotechnique.com/ -
Self control: Dan Ariely at TEDxDuke
Behavioral economist Dan Ariely talks about self control and the difference between our long term goals and our short term actions. Dan Ariely is an renowned professor of psychology and behavioral economics. He teaches at Duke University and is the founder of The Center for Advanced Hindsight and also the co-founder of BEworks. -
How To Stop Procrastinating & Make Better Choices To Achieve Your Goals.
Please subscribe to my channel and leave a comment below!
Try my Leadership Playlist @ https: //www.youtube.com/playlist?list=PLBFODwZMg04EQc-nqMmG-kTFVEH3fkBHH
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In previous videos I've talked about setting effective goals, but what happens when you simply can’t get started, you procrastinate or just keep making the wrong choices that take you away from, rather than toward your goals?
Well, in this video I want to address that and I'm going to talk about two science based techniques that you can combine to literally change how you think, tackle road blocks and change habits that get in the way of you achieving your goals.
Firstly, let me explain a concept called implementation intention or if/then planning. This is a technique described as a way of strategically delegating control of your behavioural responses to situational cues. Now that sounds complicated, but in simple terms, provided you have the right goal in place and we've talked a heap about that in previous videos, you can create a decision guide for your subconscious mind to make pre-determined decisions on how you'll behave or react, to cues, people, behaviours or events, that are getting in the way of you achieving your goals.
The fascinating thing with if/then planning is that it drives your sub-conscious, in a way that can beat previous inclinations to procrastinate or make short term choices, that might go against you achieving a longer term goal.
It's also a very effective technique for tackling those really tough steps towards your goals, that run counter to long formed existing habits, or that require significant effort outside of your comfort zone.
So, how's it done?
Well first you identify what might be getting in the way of you using your goal and to do this, you can use another technique called mental contrasting, which in this case is about working out the best outcome of a desired goal and then elaborating the biggest obstacles and potential problems that you may face along the way.
Those obstacles become the IF part of your IF/Then plan.
You then develop the THEN part of the plan, which is a pre-determined and automated action you intend to take when the IF part of your plan happens.
Here's an example, based on my goal to improve my health and an objective to spend 1 hour at the gym 4 times a week, which I wasn't consistently achieving.
And don't forget you can apply this thinking to ANY obstacles whether they be personal or professional.
So, first I used 'mental contrasting' and identified that one of the obstacles I had, was that whenever I had even a minor problem like a painful knee or even a stiff neck, I would use that as an excuse not to go to the gym.
So I created an IF/THEN plan, to tackle that issue.
IF I had a sore knee, THEN I'd still go to the gym, but I'd do exercises that wouldn't need my knee, like pull-ups or upper body work.
This removed the reason I'd been using not to go to the gym and replaced it with an automated response in my subconscious, that made the decision for me, even when I wasn't physically feeling up to it. Now you can apply this very simple approach to any obstacle.
Sounds too simple to be true doesn't it, but studies support IF/Then planning as key way of breaking habits, automating responses to specific cues, reducing procrastination and being more likely to make the right choice in situations where you have competing goals.
Now, don't take my word for it, try it out.
And if you want to get help with your obstacles and IF/Then planning, please comment below, contact me and check out the links to other materials below.
Well that’s it for this video and don't forget to subscribe for my next video in the series. -
The Marshmallow Test and Why We Want Instant Gratification: Silvia Barcellos at TEDxMidAtlantic 2012
Silvia Helena Barcellos is an Associate Economist at RAND Corporation, Santa Monica Office. Her research focuses on applied microeconomics topics in labor and development economics. Her labor economics research includes works on the economic causes and consequences of immigration to the United States and on the effects of taxation on location and organizational choices of firms and individuals. In research on development economics, Barcellos has investigated the existence of gender discrimination in parental time investments in India.
In the spirit of ideas worth spreading, TEDx is a program of local, self-organized events that bring people together to share a TED-like experience. At a TEDx event, TEDTalks video and live speakers combine to spark deep discussion and connection in a small group. These local, self-organized events are branded TEDx, where x = independently organized TED event. The TED Conference provides general guidance for the TEDx program, but individual TEDx events are self-organized.* (*Subject to certain rules and regulations) -
Barry Schwartz: Our loss of wisdom
http://www.ted.com Barry Schwartz makes a passionate call for practical wisdom as an antidote to a society gone mad with bureaucracy. He argues powerfully that rules often fail us, incentives often backfire, and practical, everyday wisdom will help rebuild our world.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes. Featured speakers have included Al Gore on climate change, Philippe Starck on design, Jill Bolte Taylor on observing her own stroke, Nicholas Negroponte on One Laptop per Child, Jane Goodall on chimpanzees, and "Lost" producer JJ Abrams on the allure of mystery. TED stands for Technology, Entertainment, Design, and TEDTalks cover these topics as well as science, business, development and the arts. Watch the Top 10 TEDTalks on TED.com, at http://www.ted.com/index.php/talks/top10 -
Randy Pausch Last Lecture: Achieving Your Childhood Dreams
Carnegie Mellon Professor Randy Pausch (Oct. 23, 1960 - July 25, 2008) gave his last lecture at the university Sept. 18, 2007, before a packed McConomy Auditorium. In his moving presentation, "Really Achieving Your Childhood Dreams," Pausch talked about his lessons learned and gave advice to students on how to achieve their own career and personal goals.
For more on Randy, visit: http://www.cmu.edu/randyslecture
Learn how to support the Randy Pausch Memorial Bridge, visit: http://www.cmu.edu/homepage/images/extras/emails/pausch/pausch_bridge.html -
How To Have Difficult Conversations - Difficult Conversations Part 2
Please subscribe to my channel and leave a comment below!
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Transcript:
Welcome back and thanks so much for all the feedback and comments. If you like my videos, you might want to hit subscribe for future content, or if there's a subject on leadership you'd like me to cover, comment or follow the links below.
As I discussed in my previous video in the series, I explained why difficult conversations usually play out in one of two ways.
You either avoid the conversation altogether or you prime yourself in advance for conflict and a negative experience.
The likelihood of a great outcome under these circumstances is average at best and there’s one thing that great teams and organisations are NOT built on and that’s being average. So what’s the alternative?
Well, here are my 5 steps for a more productive approach to those difficult conversations:
First, be specific and direct – don’t sandwich anything, just get straight to the point. It sounds counterintuitive, but your people will thank and respect you for being straight with them, so talk to the impact the performance is having on you, the team, your customers and your organisation and also include how it makes you feel.
Second, use two specific examples, firstly, one that includes the specific issue or behaviour you want to address and secondly, the right behaviour or strength that you’ve seen in use already that could help address the issue.
This approach moves both of you into a positive state of emotion and leverages their strengths, which means they will be more energised, more creative and more likely to deliver a successful outcome.
Third, listen for what is and what isn’t being said. This is where your Emotional Intelligence gets a workout, so stay engaged and focused on things beyond what they say, like their body language and emotional state. And don’t forget to self-monitor, throughout the process, your own emotional state creates a ripple effect and is literally contagious to the person in front of you.
Fourth, agree what’s next, help develop, rather than give, the solution and next steps. People with autonomy have much higher levels of positive emotion, which equals more creativity, broader thinking, and ownership.
Then agree on the what, who and when of what’s next, including how you intend to help and support them going forward.
Finally, follow up. This is the key thing that impacts effective execution of any objective, so make sure that there is a cadence of accountability and that means regular follow up against what was agreed in step 4.
This final step importantly should also include recognising success, more ongoing support and further coaching to improve performance.
Well, that’s it for this video, if you like the content, hit subscribe for my weekly updates and please comment below.
Thanks and see you next time. -
You Asked: How to Stop Anxiety & Fear - The Difference & Why it Matters
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Try my Leadership Playlist @ https: //www.youtube.com/playlist?list=PLBFODwZMg04EQc-nqMmG-kTFVEH3fkBHH
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Beyond Blue Website: https://www.beyondblue.org.au/about-us/who-we-are-and-what-we-do
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Transcript:
Welcome back and thanks for your ongoing support and maybe subscribe if you like the content for future videos.
Now, this video is part of my new series of videos called You Asked, I Answered.
So, You Asked, how do you control the feelings of anxiety or fear from taking over, when you have that big presentation, an important interview or a tough conversation to have with someone.
Well, there isn’t a simple answer to this, but I'll work through answering this question over a series of videos.
So first, let me explain the basic difference between anxiety and fear and why understanding this first matters?
Well, let's start with Anxiety. Anxiety is future orientated, it’s like a feeling of worry associated with an event in the future. This can include all sorts of thinking errors, like catastrophizing or generalizing about potential outcomes. This is where you imagine the worst case scenario or focus on what could go wrong, or tell yourself that you are terrible at presentations and ALWAYS do a poor job.
So let’s compare fear. Well, Fear is more immediate, it's an alarm response to present an imminent danger that could be real but more often than not is perceived. Using the same example as giving a presentation, fear would kick in just before you take the stage to present. You would feel threatened, so you react with an autonomic surge of neurotransmitters, like cortisol and Adrenalin that create symptoms like faster heart rate or palpitations, you could start sweating, you would probably have faster and shallower breathing, your ability to think would be narrowed and you may even feel nausea. With fear you just might want to escape or run away from the situation.
So why is knowing the difference important? Well, there's a couple of reasons.
Firstly, the types of techniques you use, although complimentary, are different depending on whether you are experiencing anxiety or fear.
Secondly, the level of intensity and duration of fear or anxiety is important in that you may need more specific support, than the techniques I’ll run through in future videos.
You may not know this, but 26% of Australians experience anxiety disorders in their lifetime so if you do suffer from this, you are not alone. So if your anxiety is extreme or persistent, then take action. You can read more and explore this by using great organizations and resources like Beyond Blue, which I'll link below, or just simply discuss it with your GP or doctor.
Well, that’s it for this video, don’t forget to hit subscribe to get Part 2, where I'll talk about more specific techniques that you can use to deal with fear and anxiety in the context of leadership.
Thanks and see you next time. -
Positive Psychology 2.0 - new ideas for happier living
Dr Itai Ivtzan and Dr Tim Lomas share the latest findings from the new "second wave" of Positive Psychology research, including the unexpected benefits of embracing the darker side of life. This talk was filmed at an Action for Happiness event on 8 Feb 2017 -
The Further Reaches of Adult Development - Robert Kegan
Robert Kegan's theory of adult meaning-making has influenced theory and practice internationally across multiple disciplines. In a special RSA event, he considers: is it really possible to grow beyond the psychological independence of the "self-authoring mind," so often seen as the zenith of adult development?
Listen to the podcast of the full event including audience Q&A: http://www.thersa.org/__data/assets/file/0009/1523385/20130523RobertKegan.mp3
Follow the RSA on Twitter: http://www.twitter.com/thersaorg
Like the RSA on Facebook: http://www.facebook.com/thersaorg
Our events are made possible with the support of our Fellowship. Support us by donating or applying to become a Fellow.
Donate: http://www.thersa.org/support-the-rsa
Become a Fellow: http://www.thersa.org/fellowship/apply -
Don Beck & Jessica Roemischer ~ Axioms & Elements of Spiral Dynamics
All Rights: Don Beck -
01-Carl Rogers on Empathy
Part 1 - Carl Rogers's 1974 lecture on empathy.
Full Lecture: http://www.youtube.com/watch?v=iMi7uY83z-U&feature=share&list=PL9w3l7GkGUr1yxU4s2PiggyCbOO3XfpRf
Companion to: Rogers, C. R. (1975). Empathic: An unappreciated way of being. The Counseling Psychologist, 5(2), 2-10. -
Psychological flexibility: How love turns pain into purpose | Steven Hayes | TEDxUniversityofNevada
What can we do to prosper when facing pain and suffering in our lives? More than a thousand studies suggest that a major part of the answer is learning psychological flexibility. Steven C. Hayes is one of the researchers who first identified that process and put it into action in the form of a popular acceptance and mindfulness method called Acceptance and Commitment Therapy. In this emotional talk, Hayes distills the essence of psychological flexibility down into a few easy to understand sentences. He takes viewers through a harrowing journey into his own panic disorder, to the very moment in his life when he made this life changing choice: I will not run from me. Hayes shows how making that choice allows us to connect with our own deep sense of meaning and purpose, arguing that taking a loving stance to your own pain allows you to bring love and contribution into the world.
Steven C. Hayes is Nevada Foundation Professor at the Department of Psychology at the University of Nevada. An author of 38 books and more than 540 scientific articles, he has shown in his research how language and thought leads to human suffering, and has developed “Acceptance and Commitment Therapy” a powerful therapy method that is useful in a wide variety of areas. His popular book “Get Out of Your Mind and Into Your Life” was featured in Time Magazine among several other major media outlets and for a time was the number one best selling self-help book in the United States. Dr. Hayes has been President of several scientific societies and has received several national awards, such as the Lifetime Achievement Award from the Association for Behavioral and Cognitive Therapy.
This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx -
Dr. Ken Pargament - Psychotherapy & Spirituality
Keynote for historic Spirituality & Health Session
International Symposium on Brain Death & Disorders of Consciousness
Havana, Cuba 9 December 2015 -
The Psychology of Money - Professor Glenn D Wilson
It has been claimed that economics is just a branch of psychology. Certainly movements on the stock market reflect human greed and fears. The desire to acquire wealth is a major driving force in human behaviour and our relationship with money says much about who we are. If money doesn't necessarily make us happy it does powerfully affect our emotions and is a factor in many psychological disorders ranging from anxiety and depression to hoarding and kleptomania.
The transcript and downloadable versions of the lecture are available from the Gresham College website:
http://www.gresham.ac.uk/lectures-and-events/the-psychology-of-money
Gresham College has been giving free public lectures since 1597. This tradition continues today with all of our five or so public lectures a week being made available for free download from our website. There are currently nearly 1,500 lectures free to access or download from the website.
Website: http://www.gresham.ac.uk
Twitter: http://twitter.com/GreshamCollege
Facebook: http://www.facebook.com/pages/Gresham-College/14011689941 -
Money Makes People Less Socially Focused
Money changes people's motivations -- increasing their sense of self sufficiency and even making them keep a greater physical distance from others. After focusing on money, individuals work longer before asking for help, are less helpful to others, and prefer to play and work alone. Kathleen D. Vohs presented at the "Small Steps, Big Leaps: The Science of Getting People to Do the Right Thing" research briefing at the Stanford Graduate School of Business, co-sponsored by the Center for Social Innovation.
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Social anxiety: How to rewire your confidence and be a better communicator | Andrew Horn
Read more at BigThink.com:
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One of the most important aspects of meaningful conversation is listening. If you’re asking important questions and not listening, you’re not having a conversation at all; you are giving a soliloquy. So one of the easiest ways that we can practice active listening and avoid a conversation dead-end is to make sure that we are “turning” the conversation more than we’re “taking” it. So I’ll give you a quick example.
So my sister just comes back from Thailand and she says, “I had amazing trip. We went to the north and the beaches in the south.” So here’s what a “take” would sound like. It’s like, “Oh I went to Thailand last year. We went to the beaches too.”
So do you see what you just did? You just directed that thing right into a dead-end, and now it’s going to stop. So what a “turn” looks like is you get to say, “Oh wow I went to the beaches as well! What was your favorite part?” And so that simple turn shows them two things: that you heard what they said and that you care enough to ask a follow-up question.
And I promise you that the best conversationalists always turn the conversation more than they take it. Because often times what happens is that it’s not our first question that is going to get the answer or the depth that we desire, so if we commit to turning the conversation back three and four times we’re going to peel off those layers and get more depth out of our conversations. So always remember turn the conversation more than you take it, and you’re going to avoid those conversation dead ends.
When we move past asking better questions we move into the “metamorphic two-step”. And this is all about presence. And presence is so important in conversation. You’ve all said this before, “She has such presence.” “He has such presence.” Presence is that embodied existence in the moment, it’s when you’re only responding and reacting to what’s happening right now. There’s no story from the past, there’s no fear of the future, and it’s a magical thing when we can create that in conversation. And one of the easiest ways to do that is something called the metamorphic two-step. And the metamorphic two-step is actually a hypnosis technique that will help you to identify how you want to feel in social situations.
So I learned this from my friend Andrew who is a hypnotherapist here in New York City, he works with a lot of the Fortune 500 brands, the quickest growing startups. And basically what he talks about with some of these leaders is helps them to identify where they have anxiety in their leadership roles and helps them to overcome that and really achieve peak performance.
And so when I first met him I said, “Okay so how would you use hypnosis to alleviate something like a social anxiety?” And so what he would tell me is he’d say, “Okay, so what I want you to do is think about a social situation where you might have some anxiety.” And I would say, “Okay I’m going into a big tech conference with a bunch of really influential people and I might be nervous.” And he’d say, “Articulate the undesired state of being. What is that?” And so I’d say, “I’m worried that I won’t have anything to say, I’m worried that they won’t think that I’m high up enough to actually care about what I’m going to say, I’m not going to add value.” -
How to make stress your friend | Kelly McGonigal
Stress. It makes your heart pound, your breathing quicken and your forehead sweat. But while stress has been made into a public health enemy, new research suggests that stress may only be bad for you if you believe that to be the case. Psychologist Kelly McGonigal urges us to see stress as a positive, and introduces us to an unsung mechanism for stress reduction: reaching out to others.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes (or less). Look for talks on Technology, Entertainment and Design -- plus science, business, global issues, the arts and much more.
Find closed captions and translated subtitles in many languages at http://www.ted.com/translate
Follow TED news on Twitter: http://www.twitter.com/tednews
Like TED on Facebook: https://www.facebook.com/TED
Subscribe to our channel: http://www.youtube.com/user/TEDtalksDirector -
Breaking free from anxiety | Mel Schwartz | TEDxBeaconStreet
Anxiety has reached epidemic rates in Western society. Most professionals simply try to manage it, primarily through medication. Psychotherapist and author Mel Schwartz shares his perspective on both the cause and the solution to this mass disquiet. He proposes that anxiety is often due to our relationship with our thoughts. These are thoughts that are perpetually seeking certainty. The more we try to know the future – which is of course unknowable – the more fearful and and anxious we feel. Mel demonstrates how to shift our relationship with uncertainty and embrace the unknown, freeing us from the grip of anxiety. Anxiety has reached epidemic rates in Western society. Most professionals simply try to manage it, primarily through medication. Psychotherapist and author Mel Schwartz shares his perspective on both the cause and the solution to this mass disquiet. He proposes that anxiety is often due to our relationship with our thoughts. These are thoughts that are perpetually seeking certainty. The more we try to know the future – which is of course unknowable – the more fearful and and anxious we feel. Mel demonstrates how to shift our relationship with uncertainty and embrace the unknown, freeing us from the grip of anxiety. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx -
How Your Brain Can Turn Anxiety into Calmness
Visit The Healing Mind website to learn more:
https://thehealingmind.org/
Physician, author, speaker, researcher, and consultant Martin L. Rossman, MD, discusses how to use the power of the healing mind to reduce stress and anxiety, relieve pain, change lifestyle habits, and live with more wellness. Series: UCSF Mini Medical School for the Public [3/2010] [Health and Medicine] [Show ID: 17631] -
Automatic Thoughts
Sign up for our WellCast newsletter for more of the love, lolz and happy! http://goo.gl/GTLhb
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Are you plagued by negative thinking? This week on WellCast, we're talking about automatic thoughts—those destructive worries that creep into your mind and escalate without reason, like "I'm not going to graduate," or "I'm going to get evicted." These thoughts are actually pretty harmful to your health, but never fear! We've got an exercise that will help you to start replacing those thoughts with healthy, calm, rational ones in no time!
Check out some other awesome episodes of WellCast:
1. Coming Out http://goo.gl/amysN
2. Coping With Grief http://goo.gl/aD4OH
3. How to Break the Ice http://goo.gl/CmS8O
4. Dealing With Rejection http://goo.gl/f3Pw5
5. Party Survival Guide for Introverts http://goo.gl/WYZVe
ABOUT WELLCAST:
In this twice-a-week show, we explore the physical, mental and emotional paths to wellness. With an emphasis on education, the show addresses both the latest trends and long-standing practices of wellness—everything from the efficacy of the gratitude experiment to the importance of sunshine and vitamin D. Follow along as your host, Kate, guides you through a bi-weekly journaling exercises that helps you apply what you've learned. The ultimate goal: one year, one show, one journal, one collective journey to wellness.
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3.4 Lazarus and Folkman's Transactional Model of Stress
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Difficult Conversations Part 1: Why So Difficult?
Please subscribe to my channel and leave a comment below!
Try my Leadership Playlist @ https: //www.youtube.com/playlist?list=PLBFODwZMg04EQc-nqMmG-kTFVEH3fkBHH
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Website: http://www.bexceptional.com.au
Facebook: http://www.facebook.com/BExceptional.com.au
LinkedIn: http://www.linkedin.com/company/bexceptional
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Transcript:
Well hello and welcome back, in this series I'm going to help you understand why difficult conversations are so tough. I also want to share an approach that will have you and the person involved, feeling positive about the process, your ongoing relationship and the plan to move forward.
So, let's explore why difficult conversations are so difficult in the first place?
Well firstly, leaders use formal approaches to improve performance like appraisals or one-off documented performance discussions, which can add value, but only if they are part of a regular ongoing feedback, that includes good, bad and indifferent aspects of performance.
Secondly, leaders are taught informal techniques for giving critical feedback like sandwiching, where you sandwich the bad news between two pieces of good news to soften the blow and hypothetically leave the person involved feeling wonderful about the whole situation.
Bottom line here is that the shit sandwich, which is what most people on the receiving end call it, just doesn’t work either.
But why is that?
Well firstly, in evolutionary terms we haven't evolved much from when our ancestor’s survival, depended on how attuned we were to either potential or real threats to our physical well-being.
This along with a predisposition to let negative thoughts and emotions have a disproportionate effect on us means that we have a brain that is constantly scanning for and looking for potential threats in our environment.
The bad news is that our ‘flight or fight’ response to potential threats, still gets triggered as a response to even thinking about, let alone having a difficult conversation.
This usually plays out in two ways, you either avoid the conversation altogether or you prime yourself in advance for conflict and a negative experience, which seriously limits the prospect of having a productive and positive outcome.
Now I'll cover off the specifics of how to prime yourself for success and have that difficult conversation in the next video, but as I mentioned at the start, the keystone to success here is to have regular coaching conversations on performance, that are balanced, fair and include recognition.
The so-called difficult conversation then becomes a normal conversation on performance and an integral part of your approach as a leader.
Well, that's it for this video if you like the content you might want to subscribe for my next video in the series.
If you have any questions, ideas for future videos or just want to chat on any subject relating to leadership get in touch using the links below.
Thanks and see you next time. -
You Asked: How to Stop Anxiety & Fear - The Difference & Why it Matters
Please subscribe to my channel and leave a comment below!
Try my Leadership Playlist @ https: //www.youtube.com/playlist?list=PLBFODwZMg04EQc-nqMmG-kTFVEH3fkBHH
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Website: http://www.bexceptional.com.au
Facebook: http://www.facebook.com/BExceptional.com.au
LinkedIn: http://www.linkedin.com/company/bexceptional
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Beyond Blue Website: https://www.beyondblue.org.au/about-us/who-we-are-and-what-we-do
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Transcript:
Welcome back and thanks for your ongoing support and maybe subscribe if you like the content for future videos.
Now, this video is part of my new series of videos called You Asked, I Answered.
So, You Asked, how do you control the feelings of anxiety or fear from taking over, when you have that big presentation, an important interview or a tough conversation to have with someone.
Well, there isn’t a simple answer to this, but I'll work through answering this question over a series of videos.
So first, let me explain the basic difference between anxiety and fear and why understanding this first matters?
Well, let's start with Anxiety. Anxiety is future orientated, it’s like a feeling of worry associated with an event in the future. This can include all sorts of thinking errors, like catastrophizing or generalizing about potential outcomes. This is where you imagine the worst case scenario or focus on what could go wrong, or tell yourself that you are terrible at presentations and ALWAYS do a poor job.
So let’s compare fear. Well, Fear is more immediate, it's an alarm response to present an imminent danger that could be real but more often than not is perceived. Using the same example as giving a presentation, fear would kick in just before you take the stage to present. You would feel threatened, so you react with an autonomic surge of neurotransmitters, like cortisol and Adrenalin that create symptoms like faster heart rate or palpitations, you could start sweating, you would probably have faster and shallower breathing, your ability to think would be narrowed and you may even feel nausea. With fear you just might want to escape or run away from the situation.
So why is knowing the difference important? Well, there's a couple of reasons.
Firstly, the types of techniques you use, although complimentary, are different depending on whether you are experiencing anxiety or fear.
Secondly, the level of intensity and duration of fear or anxiety is important in that you may need more specific support, than the techniques I’ll run through in future videos.
You may not know this, but 26% of Australians experience anxiety disorders in their lifetime so if you do suffer from this, you are not alone. So if your anxiety is extreme or persistent, then take action. You can read more and explore this by using great organizations and resources like Beyond Blue, which I'll link below, or just simply discuss it with your GP or doctor.
Well, that’s it for this video, don’t forget to hit subscribe to get Part 2, where I'll talk about more specific techniques that you can use to deal with fear and anxiety in the context of leadership.
Thanks and see you next time. -
How to STOP Anxiety & Fear - Part 2 - A Simple Approach
Please subscribe to my channel and leave a comment below!
Try my Leadership Playlist @ https: //www.youtube.com/playlist?list=PLBFODwZMg04EQc-nqMmG-kTFVEH3fkBHH
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Website: http://www.bexceptional.com.au
Facebook: http://www.facebook.com/BExceptional.com.au
LinkedIn: http://www.linkedin.com/company/bexceptional
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LinkedIn: http://www.linkedin.com/company/bexceptional
Transcript:
Hi. A couple of weeks ago, I covered off the difference between fear and anxiety, and as part of that video, I mentioned that I'd share some techniques in the future to help with that. Now, context-wise, this is all about preventing fear and anxiety from escalating to a point where it absolutely mitigates your ability to perform as a leader. It may be a tough conversation going on, maybe a presentation, maybe a meeting. Whatever it might be, when you're feeling that fear or anxiety about something, a great way to actually dial that back is to use the acronym STOP, and a few techniques that sit within it. So, what does that stand for? Well, S stands actually for stop, and it's basically you stopping what you're doing in that moment and physically and psychologically resetting yourself. And from a psychological perspective, that basically means that you just count backwards 3-2-1, and then make a physical move. When you do those two simple things, what you're doing is re-engaging the conscious part of your brain, the prefrontal cortex, versus the limbic part of your brain, the system that's driving that fear and anxiety, and it switches mindset. You cannot engage your prefrontal cortex and your limbic system at the same time. They're on a pretty much like a balance scale. If one's one, the other's off. So, this is a great way to just get yourself reset initially, so think about that. The other thing within that is excitement and fear are very similar in terms of how they play out emotionally and in terms of how you feel. So, a good thing to do at that point is also to say to yourself, I'm excited about what's coming up, and that in itself really sets and re-primes you in a very different way. The next part to this is the T, which is take a breath, and some good reasons behind this. So, generally when you're anxious and fearful, you're in a state where you're breathing more shallow and faster, and that sends a signal, a physical signal, through to your brain that you're nervous and fearful, and that can compound, so what you wanna do is reverse out of that and actually take a deeper breath in the first instance, and breathe out longer than you do inwardly. Yeah, so a longer outward versus inward breath, and that reverses the signal. It sends a signal to your brain that you're actually calm, and that's again, you're kidding your brain into just calming down a little bit. It takes some time, but it will start to work. The third sort of letter in this is the O of stop, so the observation or observe what's going on. And you observe what's going on both internally and externally. On the internal side, it's all about awareness of what you're thinking and how you're feeling, and actually applying labels to what you're feeling. There's plenty of research that tells us that applying labels to how you feel actually dumbs down the physical response to them. So, get a gauge on that. Also, get a gauge on how you're feeling physically, as well. Where are the tension points? Where do you feel tense, and relax those out. You tend to close down when you're feeling stressed, so relax that back, throw the shoulders back, and give yourself a feeling of openness. That in itself again is sending a trigger to the brain that you're relaxed and calm. In terms of externally, get curious about the people and your environment. Again, you can't be curious and anxious at the same time, because they're triggering two totally different parts of the brain, the old brain versus the new brain, and it's that prefrontal cortex you want engaged, and when you're curious about the people in the room and you're curious about the environment, then maybe you ask questions say in a meeting instead of thinking about what you should say, that creates a level of curiousness, and switches and re-primes and resets you in that moment. Then, finally, the P is for play on. At that point, play on in a more positive, open, engaged way, and if you keep practicing this over time, it's not something that's gonna work overnight, but if you keep practicing this over time, you can get it down to a minute of pre-priming before these key events to actually set you up for success. Well, that's it, and hope you enjoyed it. Any questions, ask them below, and I'll see you next time.
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The art of managing emotions | Daniel Goleman | WOBI
The world's leading expert on emotional intelligence explains why feeling good at work leads to outstanding performance and how to spread the emotions that promote success.
WOBI focuses on the issues most relevant to today’s business world, stimulating new thinking and inspiring action. Through WOBI events, WOBI TV, WOBI Magazine and WOBI.com, our team travels the world to seek out the CEOs, entrepreneurs, innovators, leaders, thinkers and disruptors who are shaping the future of business.
Follow WOBI news on Twitter: https://twitter.com/wobi_en
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Subscribe to our channel: https://www.youtube.com/user/Wobi -
The Power of Emotional Intelligence | Travis Bradberry | TEDxUCIrvine
Why do people with average IQs outperform those with the highest IQs 70% of the time? It all comes down to emotional intelligence. And unlike IQ, emotional intelligence is a choice and a discipline, not an innate quality bestowed upon the lucky. In this powerful and entertaining talk, Dr. Travis Bradberry, coauthor of Emotional Intelligence 2.0, shows you how to use this critical skill to your advantage.
Dr. Travis Bradberry is the award-winning coauthor of Emotional Intelligence 2.0 and the cofounder of TalentSmartÒ¾the world’s leading provider of emotional intelligence tests and training serving more than 75% of Fortune 500 companies. His bestselling books have been translated into 25 languages and are available in more than 150 countries.
Dr. Bradberry is a LinkedIn Influencer and a regular contributor to Forbes, Inc., Entrepreneur, The World Economic Forum, and The Huffington Post. He has written for, or been covered by, Newsweek, Time, BusinessWeek, Fortune, Fast Company, USA Today, The Wall Street Journal, The Washington Post, and The Harvard Business Review.
This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx -
What is EQ with Gerald Pauschmann and Dr. Ben Palmer
Video courtesy of Gerald Pauschmann. Subscribe to Gerald's channel here: https://www.youtube.com/channel/UCZuQPcvVoNR_tLxnYEqF2AA
For most people, emotional intelligence (EQ) is more important than one's intelligence (IQ) in attaining success in their lives and careers. As individuals, our personal and professional success depends largely on our ability to read other people's signals and react appropriately to them. Here Gerald talks with renowned EQ specialist and CEO/Founder of Genos International, Dr. Ben Palmer, as he defines what EQ is and isn't. -
Dr. Ben Palmer, CEO: The Science & History of EI Development
Genos International had the pleasure of speaking at this year's ICF Advance 2014 Conference: The Science of Coaching. There were over 200 attendees, with an additional 300 coaches watching virtually. Here is CEO Dr. Ben Palmer's presentation on the science & history of emotional intelligence development, from the coach's perspective. -
Increase your self-awareness with one simple fix | Tasha Eurich | TEDxMileHigh
Self-awareness has countless proven benefits -- stronger relationships, higher performance, more effective leadership. Sounds pretty great, right? Here’s the bad news: 95% of people think that they’re self-aware, but only 10-15% actually are! Luckily, Tasha Eurich has a simple solution that will instantly improve your self-awareness. As a third-generation entrepreneur, Dr. Tasha Eurich was born with a passion for business, pairing her scientific savvy in human behavior with a practical approach to solving business challenges. As an organizational psychologist, she’s helped thousands of leaders improve their effectiveness, from Fortune 500 executives to early-stage entrepreneurs. Her new book, Insight, reveals the findings of her three-year research program on self-awareness, which she calls the meta-skill of the 21st century. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at https://www.ted.com/tedx
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2017 Personality 01: Introduction
In this lecture, I define personality from multiple angles, historical, constructivist, psychoanalytic, behavioral and neuropsychological. Personality is a way of looking at the world, and a characteristic mode of behaving. It's both stable and adaptively dynamic.
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 02/03: Historical & Mythological Context
In this lecture, 02 and 03 combined, I provide some historical context for the understanding of personality, suggesting that the clinical theories, concerned with the transformation and improvement of personality and character, are embedded within a classic narrative/mythological structure.
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 04/05: Heroic and Shamanic Initiations
In this lecture, 04 and 05 combined, I discuss the relationship between the initiatory structure characteristic of shamanism and the process of radical personality transformation, self- or therapy-induced. The basic structure is order/paradise, chaos/the fall, re-establishment of order/paradise. Since all paradises fall, however, the true paradise is identification with the process of transformation itself.
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 06: Jean Piaget & Constructivism
In this lecture, I talk about the great developmental psychologist Jean Piaget, who was interested, above all, in the way that knowledge is generated and transforms. His analysis of the development of morality in children, which relates early play to social cooperation and competition, is particularly profound.
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 07: Carl Jung and the Lion King (Part 1)
In this lecture, I use Disney's Lion King to further illustrate the basic principles of the personality and clinical theories of Dr. Carl Gustav Jung, student of Nietzsche and Freud, originator of analytical psychology, and great interpreter of mythology and archetype.
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 09: Freud and the Dynamic Unconscious
In this lecture, 9th in the 2017 series, I discuss some of the essential of Sigmund Freud's theories, concentrating on his conceptualizations of the dynamic (living) unconscious.
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 10: Humanism & Phenomenology: Carl Rogers
Support this channel at https://www.patreon.com/jordanbpeterson
In this lecture, 10th in the 2017 series, I begin to talk about Dr. Carl Rogers, a humanist psychotherapist in the phenomenological tradition, and an expert on listening and embodied wisdom. Dr. Rogers offers very profound and practical lessons on the value of truthful relationships.
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 11: Existentialism: Nietzsche Dostoevsky & Kierkegaard
In this lecture, 11th in the 2017 series, I discuss the giants of existentialism, a philosophically-grounded psychological position positing (1) that psychopathology or mental illness/distress is built into Being itself and (2) that the adoption of responsibility through action is the appropriate response.
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 12: Phenomenology: Heidegger, Binswanger, Boss
In this lecture, 12th in the 2017 series, I discuss the Heidegger's phenomenological philosophy of Being, interpreted through the eyes of the psychotherapists Ludwig Binswanger and Medard Boss. The phenomenologists were attempting to to reduce the painful separation between object and subject that has as one of its consequence the elimination of meaning from existence.
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 14: Introduction to Traits/Psychometrics/The Big 5
In this lecture, I begin discussing the development of modern trait theory. Psychologists, expert in measurement and statistics, discovered extraversion, neuroticism, agreeableness, conscientiousness and openness to experience, and began the process of delineating their social significance and biological underpinnings.
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 13: Existentialism via Solzhenitsyn and the Gulag
In this lecture, I explore the dreadful socio-political consequences of the individual inauthentic life: the degeneration of society into nihilism or totalitarianism, often of the most murderous sort, employing as an example the work/death camps of the Soviet Union.
Buy The Gulag Archipelago by Aleksandr Solzhenitsyn. It is arguably the most important book of the twentieth century.
Audiobook online: https://www.youtube.com/watch?v=ccASsjhhgP8
Use versions of Volume 1, 2 and 3 are available through Amazon: http://amzn.to/2miMOGt
An abridged version is in print: http://amzn.to/2lSWBqx
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 16: Biology/Traits: Incentive Reward/Neuroticism
In this lecture, I continue my discussion of the relationship between subcortical brain processes and the big five personality traits identified by psychometric researchers, focusing on the relationship between positive/negative emotion and extraversion/neuroticism.
This is a repost from a 2014 lecture, but the slides are edited in. I was not available for this class, and the scheduled replacement speaker had to cancel.
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 15: Biology/Traits: The Limbic System
In this lecture, I begin my discussion of the relationship between brain function, at a deep, subcortical level, and the existence of the five traits identified by psychometric researchers.
This is a repost from a 2014 lecture, but the slides are edited in. I was not available for this class, and the scheduled replacement speaker had to cancel.
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 17: Biology and Traits: Agreeableness
In this lecture, I talk about the Big Five trait agreeableness, which is the dimension of the care system, in Jaak Panksepp's terminology. It can be construed as cooperation vs competition, or compliance vs non-compliance, or tender-mindedness vs tough-mindedness. It is also an important determinant of political belief, being the trait most associated with the body of ideas that has come to be known as politically correct.
Agreeable people tend to view the political world as innocent infant vs reptilian predator. Perhaps this is good for you (although probably not) if you are placed in the innocent infant category, but it is not so good if you are deemed reptilian predator 🙂
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 18: Biology & Traits: Openness/Intelligence/Creativity I
In this lecture, I talk about Big Five trait openness to experience, which is the dimension composed of an amalgam of creativity and intelligence. I also discuss IQ: how it is measured, what it means, how powerfully it predicts long-term life success, as well as the highly skewed Pareto distribution of creative production.
Here's a good representation of a Pareto distribution: https://www.youtube.com/watch?v=QPKKQnijnsM
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2015 Personality Lecture 20: Conscientiousness - Industriousness, Orderliness & Disgust
University of Toronto PSY230
Course Information: http://jordanbpeterson.com/Psy230H
Playlist: https://www.youtube.com/playlist?action_edit=1&list=PL22J3VaeABQAhrMCQUa6sde_Y9DVbLYRv
March 26, 2015
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 21: Biology & Traits: Performance Prediction
In this lecture, I talk about the thorny problem of predicting performance: academic, industrial, creative and entrepreneurial); about the practical utility of such prediction, in the business and other environments; about the economic value of accurate prediction (in hiring, placement and promotion) -- which is incredibly high.
Intelligence (psychometrically measured IQ) is the best predictor of performance in complex, ever changing environments. Conscientiousness is the (next) best predictor, particularly in the military, in school and in conservative businesses. Agreeable people make better caretakers; disagreeable people, better disciplinarians and negotiators (within reasonable bounds). Open people are artistic, creative and entrepreneurial. Extraverts are good socially. Introverts work well in isolation. People low in neuroticism have higher levels of tolerance for stress (but may be less sensitive to real signs of danger).
Match the career you pursue to your temperament, rather than trying to adjust the latter. Although some adjustment is possible, there are powerful biological determinants of the five personality dimensions and IQ (particularly in environments where differences are allowed to flourish).
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
2017 Personality 22: Conclusion: Psychology and Belief
In this lecture, I bring the 2017 Introduction to Personality and its Transformations to its close, talking about the psychology of belief, describing the reality and potential of the individual. Human beings are information foragers, evolved to live on the border between explored and unexplored territory, order and chaos and, symbolically, ying and yang. That's where information flow is maximized, and the meaning that helps buttress us against tragedy is to be found.
Additional relevant links:
Website: http://jordanbpeterson.com/
Books:
12 Rules for Life: An Antidote to Chaos: https://jordanbpeterson.com/12-rules-for-life/
Maps of Meaning: The Architecture of Belief: https://jordanbpeterson.com/maps-of-meaning/
Blog: https://jordanbpeterson.com/blog/
Podcast: https://jordanbpeterson.com/jordan-b-peterson-podcast/
Reading List: https://jordanbpeterson.com/2017/10/great-books/
12 Rules for Life Tour: Dates, Cities and Venues: https://jordanbpeterson.com/events/
Self Authoring Suite: http://selfauthoring.com/
Understand Myself personality test: http://understandmyself.com/
Twitter: https://twitter.com/jordanbpeterson
Instagram: https://www.instagram.com/jordan.b.peterson/
Facebook: https://www.facebook.com/drjordanpeterson
Support this channel: https://www.jordanbpeterson.com/donate -
WILLPOWER BY ROY BAUMEISTER & JOHN TIERNEY
Get the book here: http://amzn.to/1SoX7FU
Get any FREE audiobook of your choice here: http://audibletrial.com/fightmediocrity
If you want a suggestion for the free audiobook or for reading a book, here's FightMediocrity beginner's reading list: http://fmediocrity.com/reading-list/
Follow on:
Facebook - http://www.facebook.com/FightMediocrity
Twitter - http://twitter.com/fghtmediocrity
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THE PURPOSE - Motivational Video (ft.Tony Robbins)
This has been one of my favorite songs i've made for a motivational video, hope you like it as well! All information is down below:
MUSIC:
Nostalgia by Paul Elhart (that's me!)
Second channel about my music:
https://youtu.be/WTrECKbw_E4
FB PAGE: https://www.facebook.com/ChispaMotiva...
INSTAGRAM: https://instagram.com/cpmotivation/
TWITTER: https://twitter.com/ChispaMOTVATION
SoundCloud: https://soundcloud.com/chispamotivation
SPEAKER:
Tony Robbins
MOVIES:
Nike Commercial
The search for freedom
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FAIR-USE COPYRIGHT DISCLAIMER
* Copyright Disclaimer Under Section 107 of the Copyright Act 1976, allowance is made for "fair use" for purposes such as criticism, commenting, news reporting, teaching, scholarship, and research. Fair use is a use permitted by copyright statute that might otherwise be infringing. Non-profit, educational or personal use tips the balance in favor of fair use.
-This video has no negative impact on the original works (It would actually be positive for them)
-This video is also for teaching purposes.
-It is not transformative in nature.
-I only used bits and pieces of videos to get the point across where necessary.
Help us caption & translate this video!
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http://amara.org/v/OnaX/
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Tony Robbins 2018 (Motivational Video) - Find The Meaning of Your Life - Best Motivation Ever!
Tony Robbins 2018 (Motivational Video) - Find The Meaning of Your Life - Best Motivation Ever!
https://youtu.be/Q3xBf1Rs8CY
Thanks for watching! -
Finding Your Meaning of Life - Inspirational Video
Subscribe for more inspiring videos
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www.facebook.com/thejourneyofpurposeTJOP
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Speech: Les Brown at NAC13 2014
Music: Jon Hopkins - Abandon Window
Included Footages:
Chevrolet Determination
Rio on the Move Time-Lapse video (On-Move-On)
VFX Test - Sunrise 2012
Live Your Dream - iReleaseEndorphins
Afterlife - The Thinking Atheist
And others purchased from VideoBlocks
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Finding your life's purpose - Passion
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TheJourneyofPurposeTJOP
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An inspiring video to encourage us to seek passion in life and live fully, appreciating the life that we have been given.
Featuring: Randy Pausch, Steve Jobs, Will Smith, Stuart Scott
Music:
Tony Anderson - Rise
Tom Day - Going Home
Follow TJOP: www.facebook.com/thejourneyofpurposeTJOP
TJOP takes no credit for any music or footages in this presentation.
All credit to the owners of the music and footages presented. -
How Plants Transformed My Life | Rich Roll | Shine Talk
Former entertainment attorney, podcaster, and author, Rich Roll, shared his story of the two wake up calls that transformed his life and led him to become a plant-based ultra-endurance athlete! This talk was recorded at the Los Angeles Shine at Platform in Culver City, September 2016.
See more at http://www.richroll.com/
The Shine is a mindful variety show in Los Angeles and New York that uses music, film, philanthropy and storytelling to inspire its audience to do more, give more, and be more. There are also pop-up Shine events in other cities around the world. Learn more about The Shine at http://theshinemovement.org
Follow The Shine on social media:
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Instagram: http://instagram.com/theshinemovement
Subscribe to our youtube channel: http://bit.ly/1lH8lIit.ly/1lH8lIi -
WATCH THIS EVERY DAY - Motivational Speech By JOE ROGAN
[GET MOTIVATION] https://www.mulliganbrother.com
MAIN CHANNEL - SUBSCRIBE FOR MORE MOTIVATIONAL VIDEOS https://goo.gl/RJDPL0
Music - Borrtex
Speaker - Joe Rogan
LISTEN TO MOTIVATION - Get your FREE audio book w/ 30 day trial: http://amzn.to/2scFJO6
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PATREON SUPPORTERS! "Thank you So Much!"
John Ernstein, Matthew Lloyd, Eaton Asher, Gulraj S Bains, R Gill, Ivan Mashkov, Marcos Welker, Johnathan Castaneda, ServaniX, MorgueTV, Loren Robinson, Shilpa Reddy, Martin Schmid, Petra Otten, Louis Hodges, Tempest_101, Adil Karrak, Matt Alexander, Andrew W, Mindgate17, Dan Ozanick, Emil Ihsan-Alexander Torabi, Raphael Bauer, Alex Malitsky, Scott Timpanelli, Laila Organics, Ashley Munsamy, Tawanda Kanyangarara, Motivational Movement, Martin Stevens, Elaina, Derek Ragan -
Jim Rohn Lesson of the seasons
Jim Rohn, the philosopher talks about the seasons and how we cal learn from it. -
SHARK MINDSET | One of the Best Speeches Ever by Walter Bond
ONE OF THE BEST SPEECHES EVER by Walter Bond (Must Watch!) This is one the Best Keynote Speeches and Best Motivational Videos Ever featuring hall of fame Motivational Speaker Walter Bond.
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▼Subscribe to Walter Bond for more inspiring speeches: http://bit.ly/WalterBondMotivation
Walter has some great videos coming soon (edited by yours truly) so make sure you subscribe to his channel as well!
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#SharkMindset #Motiversity #WalterBond
Help us caption & translate this video!
https://amara.org/v/l1lF/ -
One of the Greatest Speeches Ever | Jeff Bezos
Jeff Bezos's Life Changing Advice (Must Watch!!) The $160 billion dollar man share's his greatest advice with you.
Subscribe for new Motivational Speeches and videos from the greatest minds every day: http://bit.ly/SubscribeHub
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Speech: Jeff Bezos - CEO and Chairman of Amazon and the richest person alive (2018)
Music: Borrtex
Bandcamp: https://borrtex.bandcamp.com/
Soundcloud: https://soundcloud.com/user-910809074
Instagram: https://www.instagram.com/borrtex/
Youtube: https://www.youtube.com/Borrtex
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Fair Use Disclaimer:
Our purpose, when making motivational videos, is to make quality educational motivational videos and share these with our viewers.
1)This video has no negative impact on the original works (It would actually be positive for them)
2)This video is also used for teaching purposes.
3)It is transformative in nature.
4)I ONLY used bits and pieces of videos to get the point across where necessary.
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Get Back Up, Nick Vujicic
http://www.GrowToGive.com Nick Vujicic, born with no limbs, faces obstacles every day of his life. It's not how you start, it's how you finish. -
How Bad Do You Want It? (Success) HD
"When you want to succeed as bad as you want to breathe, then you'll be successful"
Speech by Eric Thomas (AKA ET The Hip Hop Preacher).
Inspirational video featuring Giavanni Ruffin (player for the Seattle Seahawks).
Original: http://vimeo.com/27933991
Greyskale Multimedia: http://www.facebook.com/GreyskaleGSK http://www.GreyskaleMultimedia.com
More from ET The Hip Hop Preacher:
Eric Thomas on Instagram: ETTHEHIPHOPPREACHER
Eric Thomas on Twitter: @EricThomasBTC
Eric Thomas on Periscope: Eric ThomasBTC (Free broadcast/sessions each and every Tuesday evening)
Eric Thomas on Facebook: Eric Thomas
Eric Thomas Online: http://www.ETInspires.com
Eric Thomas Online: http://www.BreatheUniversity.com
More from Giavanni Ruffin: http://www.GiavanniRuffin.com/
Both background songs are by Explosions in the Sky. The first song is called Home (http://www.youtube.com/watch?v=qwk5F-mJH8g).
The second song is called Your Hand in Mine (http://www.youtube.com/watch?v=JzIK5FaC38w)
I do not own this video, nor am I in any way affiliated with Greyskale Multimedia. All credit goes to them. I originally saw this video in Vimeo, I just wanted to share it with YouTube and have GSK's full permission to do so. -
The surprising science of happiness | Dan Gilbert
http://www.ted.com Dan Gilbert, author of Stumbling on Happiness, challenges the idea that we'll be miserable if we don't get what we want. Our "psychological immune system" lets us feel truly happy even when things don't go as planned.
TEDTalks is a daily video podcast of the best talks and performances from the TED Conference, where the world's leading thinkers and doers give the talk of their lives in 18 minutes. Featured speakers have included Al Gore on climate change, Philippe Starck on design, Jill Bolte Taylor on observing her own stroke, Nicholas Negroponte on One Laptop per Child, Jane Goodall on chimpanzees, Bill Gates on malaria and mosquitoes, Pattie Maes on the "Sixth Sense" wearable tech, and "Lost" producer JJ Abrams on the allure of mystery. TED stands for Technology, Entertainment, Design, and TEDTalks cover these topics as well as science, business, development and the arts. Closed captions and translated subtitles in a variety of languages are now available on TED.com, at http://www.ted.com/translate
If you have questions or comments about this or other TED videos, please go to http://support.ted.com -
Randy Pausch Last Lecture: Achieving Your Childhood Dreams
Carnegie Mellon Professor Randy Pausch (Oct. 23, 1960 - July 25, 2008) gave his last lecture at the university Sept. 18, 2007, before a packed McConomy Auditorium. In his moving presentation, "Really Achieving Your Childhood Dreams," Pausch talked about his lessons learned and gave advice to students on how to achieve their own career and personal goals.
For more on Randy, visit: http://www.cmu.edu/randyslecture
Learn how to support the Randy Pausch Memorial Bridge, visit: http://www.cmu.edu/homepage/images/extras/emails/pausch/pausch_bridge.html -
Dream - Motivational Video
Subscribe: http://www.youtube.com/user/TheMiro0r?sub_confirmation=1
Website: http://www.mateuszm.com
Facebook: http://on.fb.me/R8jxxV
Instagram: http://bit.ly/1fjzPrZ
SoundCloud: http://bit.ly/1W0ehad
Twitter: http://bit.ly/1nNEv30
Music:
(00:13) Tom Tykwer, Johnny Klimek & Reinhold Heil: Prelude - The Atlas March
(01:05) Angelo Milli: Requiem
(01:37) Steve Jablonsky: Bumblebee
(04:08) Hans Zimmer: Arcade
(06:07) Hans Zimmer: I Will Find Him
Movies:
Into The Wild, Rocky 4, Seven Pounds, Pursuit of Happyness, A Beautiful Mind.
Speakers:
Les Brown: https://www.facebook.com/Brown.Les,
Eric Thomas: http://www.youtube.com/user/etthehiphoppreacher
Will Smith: https://www.facebook.com/WillSmith
Help me caption & translate this video!
http://amara.org/pl/videos/WC51MYVGtcbl/ -
Matthew McConaughey | 5 Minutes for the NEXT 50 Years of Your LIFE
"98% of people don't understand this" Matthew McConaughey's Incredible Motivational Speech.
Matthew McConaughey's Important Life Advice That Will Change Your Future.
►If you struggle and have a hard time, consider taking an online therapy session with our partner BetterHelp - http://tryonlinetherapy.com/videoadvice
#videoadvice#matthewmcconaughey
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SUBSCRIBE to our second channel VIDEO ADVICE-DAILY: https://www.youtube.com/channel/UCRXEFBRE-NZfkvbZWfkUcGg
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Follow us for daily motivation:
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Motivational speech by Matthew McConaughey.
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Music by Dominik A. Hecker
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Footage credits:
Ryan Scott - Fishtown Soldier https://vimeo.com/ryanscottfilms/fishtownsoldier -
INKY JOHNSON'S INKSPIRATIONS - Aflac in Dallas, Texas