One of the very best responses I've ever received about a page on my site!
It's a quick read (but it has a number of links that you might find quite useful, methinks...)
A Summary Of A Deepened Understanding Of What Meditation Is About
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One of the very best responses I've ever received about a page on my site!
It's a quick read (but it has a number of links that you might find quite useful, methinks...)
A Summary Of A Deepened Understanding Of What Meditation Is About
The reason we are not effective at change is that we are not following the full process for effective change. We use the wrong process or we fail to complete the process, and then we conclude that we are broken or that “humans are just humans” and are not capable of it (i.e. they are victims of it).
I pulled the following reasons why effective change doesn’t happen from The Complete Worksheet For Effective Behavioral Change - The Complete Process To Succeed In Change.
“WHAT MAKES THIS NOT WORK
__ I quit too soon. I stop short. I do not complete (and then I conclude that it didn’t work,
when the real problem was that I didn’t DO the work!!!).
__ I leave off steps or fail to execute them fully, thinking I can take a short cut and not
realizing that they are all necessary to make the whole thing work!
__ I succumb to blaming the process for not working, when I should note that it didn’t work
and then keep on persisting on finding what’s missing and should be added or what’s a
wrong step in the system. I go passive, fall victim to it, instead of going “all the way” to
correcting and persisting to the point I actually get the desired results.
__ I fail to notice that the new behavior begins to fade and/or I fail heed the fact that I am not
getting the results I want, that I am getting bad results! And/or I just don’t do the necessary
repairs to fix/repair the system.”
So, the question I have for you, is will you choose to follow through to become really, really good at effective change or will you…?
Some managers always treat their subordinates in a way that leads to superior performance.But most … unintentionally treat their subordinates in a way that leads to lower performance than they are capable of achieving. The way managers treat their subordinates is subtly influenced by what they expect of them. If manager’s expectations are high, productivity is likely to be excellent. If their expectations are low, productivity is likely to be poor. It is as though there were a law that caused subordinates’ performance to rise or fall to meet managers’ expectations.”