Wednesday, October 31, 2007
CHANGE IS GOOD......BUT SOMEONE HAS TO STEP UP TO THE PLATE.....
Leadership Matters In Managing Change Effectively.
By William King
Organizations need to change their functioning and way in which they conduct their business and services. The reason behind these changes might be external forces in economy, needs of customer or marketplace. These changes would affect whole organization and it can be known from level of opposition of leadership and employees.
For any organization, if change takes place then it's essential for all employees to understand three preliminary steps in the process. These three steps are as under:
1. What is needed to change?
2. What needs to happen to make it a reality?
3. How can we make it happen?
The fact is, not every employee of the organization follows these principles in same way. But, understanding these concepts has really helped many organizations to successfully bring an effective change.
Why individual opposes change?
• People are insecure about loss of control by change
• Lots of insecurities are being created due to change affecting the status quo
• People are used to working in a particular laid down manner since long
• Change requires hard work
• There had been bad experience in past due to change.
• Changes are forced upon people without any valid explanations.
Reduce the conflict and build loyalty to change-Reduce the resistance by providing obvious picture of change. Change should be step by step, planned and estimated. Engage people in this process and do inform them regularly. All you need to do is to reduce disruption through efficient planning. Leadership at every level should express people's dedication to the change. Appreciate them for their involvement in change process and also give award to earlier pioneers.
Key to effective change-As a leader, one important thing is to study present culture of the organization and to know where you are. It is also necessary for a leader to identify employees who want change and those who are not happy with change. Take example from existing model that has effectively implemented change and also communicate with them regarding their experience with change. Don't completely change existing culture immediately, but take advice from people about ways to implement the change and methods to solve the problems while implementation. Vision may help you in change, but this is not the only way.
Steps leading to successful change-Find out, what is taking place in areas, where changes have taken place by involving persons who will be in charge of results. Analyze the conditions with the representatives. Make strategic planning that leads towards success after change in organization. Continue activities with involvement of employees that will help in solving problems and also in improvement of change process. Finally measure, examine and estimate the change.
Involvement of Critical Factors-Collaboration and good communication is essential and plays important role in process. All processes, practices and functionalities give more values to customer, goals and performance for achievement of goals. There should be internal solutions. Horizontal, Vertical and multi directional interaction must be carried out before change in organization.
William King is the director of UK Wholesale Suppliers & Drop Shipping Wholesalers Directory, Australia Wholesalers - Australian Wholesale Dropshippers & Suppliers Directory and France Wholesalers - French Wholesale Dropshippers & Suppliers Directory. He has 18 years of experience in the marketing and trading industries and has been helping retailers and startups with their product sourcing, promotion, marketing and supply chain requirements.
Saturday, October 27, 2007
CHANGE IS GOOD......ITS ALL UP TO YOU.
Why Not You, Why Not Now?
By Michael Conrad Kelley
After the birth of my first child earlier this month, I was overcome with emotion. Thoughts of joy and fear raced through my head while tears welled up in my eyes. From the moment she came in to the world, an overwhelming sense of endless possibilities is constant in my mind. Each time I hold her, I am swept away by her power. Tiny, fragile, and innocent, yet she is powerful beyond comprehension.
I promised her that I will provide her all the nurturing, support, and love I can in her journey to fulfill her dreams, whatever they may be. Then it struck me, will I uphold that promise? After all, I once made a similar commitment to myself, and others, but fell short. Or have I? Sure, my dreams may be different now than they were when I was a child, but I still find that I have them. I realize that my phone won’t ring on Major League Baseball’s draft day, just as it has remained silent for twenty years. But, I am quite sure that it will ring with business opportunities, or creative projects, or even simply with friends or family who just want to catch up. Regardless, the dream is alive.
I believe that we are often far too hasty to judge our success or failure in life. For as long as we remain, the outcome has yet to be determined. We are only as stuck or as limited as we allow ourselves to be. We make excuses and call them sacrifices. We accept survival and a mediocre existence as a way of life. Our circumstance is tolerable but not ideal, but hey, there are those who have it worse, right? Wrong! There is nothing worse than giving up on our own potential.
I hear all of the talk surrounding the rich and famous, athletes, actors, actresses, church leaders, and politicians who fall from grace. I think that we are angrier that they achieved the lofty dreams we once had for ourselves and lost it than we ever are for their transgressions. We take it as a personal insult that one would attain such fame, fortune, and privilege then give it all up through bad choices or addictions. On the other hand, we sabotage our lives in a similar, though less grandiose way on a daily basis. We settle for being less than we are capable of becoming.
You may not be exactly where or what you thought you would be in life right now but wherever or whatever you are, you are. And, that beats the alternative. If you want your situation to change, identify the number one excuse you afford yourself, and lose it forever. See yourself exactly where and exactly as you want to be and take positive action to move in that direction. To simply sit back and hope for change is wasting valuable time. How much time have you got? Since I doubt you know the answer, I suggest you get going. Start thinking bigger than you have allowed yourself to think in years. Stop setting the bar so low that there is no longer a thrill when you reach it. Challenge yourself to achieve greatness and to help others achieve it as well. Millions of dreams will be dreamt this day. Some will even be realized, but by who? Why not you, why not now?
Michael Conrad Kelley is the co-author of the children's book and parenting guide Zooch the Pooch, My Best Friend. http://www.zoochthepooch.com
Tuesday, October 23, 2007
CHANGE IS GOOD.......BUT IT'S BETTER WHEN YOU'RE PREPARED
Change Management - The Top Ten Blockers in Organizations
By William Meikle
In order to effectively manage any major change in organisations, it is necessary to understand the culture of the company, and the way that culture may actively resist any changes.
There are ten major cultural components that will affect a company's ability to change
1. Rules and Policies
Some of the company's rules and policies may, for example, tie staff down to specific jobs at specific times, or mean that specific functions have to be done on specific times, or tie staff down to operating only within a narrow band of responsibilities. The way to foster change here is to eliminate rules and policies that hinder the change and create new ones that reinforce the desired way of operating. i.e. develop and document new SOP's.
2. Goals and Measurement
The stated company goals, and the way those goals are measured, may mean that the company is focussed only on those goals, to the hinderance of seeing new opportunities or developing new ways of measuring company achievements. To foster change the company should develop goals and measurements that reinforce the desired changes.
3. Customs and Norms
The customs of the company may get in the way of change. "We do it this way because we've always done it this way" is a standard cry in many companies. Rigid methods may be hindering change, for example, an over-emphasis on strict lines of reporting, or slavish reliance on written reports and minute taking.
To foster change it may be necessary to replace old ways of doing things that reinforce the old ways with new customs and norms. Eg replace written reports with face-to-face meetings.
4. Training
Company training plans may only train staff in areas that reinforce existing company ways of doing things. To foster change it may be that the company should replace training that reinforces the old way of doing things with new training and think about developing experiential training that provides real time, hands on experiences with new processes and procedures.
5. Ceremonies and Events
Areas like commitee meetings, AGMs and staff meetings all have an effect on company culture, as to any company organised events, whether it be "team building" exercises, or just regular organised outings. They all serve to give both staff and people outside the company a view of "what the company is like", a corporate image if you like. If change is required, the company should try to put in place ceremonies and events that reinforce the new ways, and recognise individual and team contributions to making the changes work.
6. Management Behaviours
The company management might be tied into behavioural routines linked with historical ways of working. To foster change a company should publicly recognise and reward managers who change by linking promotion and pay to the desired behaviours. ( And the opposite often applies. Companies fostering change often do not promote or pay increases to managers who do not come on board. )
7. Rewards and Recognition
The current staff assessment schemes in a company may be leading to rigid hierarchies, or may be fostering one area of competence over another eg a performance management system that measures only individual behaviour will undermine any attempts to inculcate a culture of teamwork. A company determined to foster change should make rewards specific to the change goals that have been set and ensure that the performance management system recognises and rewards the desired ways of operating and does not simply reinforce the old ways.
8. Communications
The company communications strategy, both internal to the company, and external to clients , media and the public, may be highly resistant to change, and may again be tied to the companies corporate image. Change in this area can be expensive, but companies that require to make changes will have to deliver communications in new ways to show commitment to change. And when change is being made, it is advisory to use multiple channels to deliver consistent messages at all stages during the transition, before, during and after.
9. Physical environment
This is a big area where change is resisted. Staff like their "nest" areas, and like to feel secure in their workplace. If a company is determined to make changes, they need to pay particular attention to this and make sure the physical environment reflects the change in a way that makes the staff comfortable. If knowledge and information sharing is the goal, they should get people out of offices and into open, shared areas. If they want them to talk to their customers, they should create 'virtual' offices so that people are encouraged to work outside the office with customers.
10. Organizational structure
Rigid hierarchies can work against change, and people at the top of the tree don't like having the branches rattled. Many companies in the modern business world have found this to be a hard area to make flexible, but if operational change is to happen in a company, there will, of necessity, need to be organisational change. The way to make it happen is to make sure that structure reinforces the operational changes. Combine overlapping divisions; re-organize around customers as opposed to functions.
In summary, all the above cultural areas have to be taken into account if change is required in a company, and they all have an effect, in different ways in different companies, in resisting attempts at such change.
Make sure you understand them before implementing any big decisions, otherwise you might not be in business long enough to regret it.
William Meikle is a Scottish writer, currently travelling in Canada, with seven novels published in the States and three more coming in 2007/8, all in the independent fantasy and horror press. His short work and articles have appeared in the UK, Ireland, USA, Canada, Greece, Saudi Arabia and India. He also has three shorts produced from his scripts, and several supernatural scripts currently on option, including four shorts, and a supernatural thriller feature.
William Meiklehttp://www.williammeikle.com
By William Meikle
In order to effectively manage any major change in organisations, it is necessary to understand the culture of the company, and the way that culture may actively resist any changes.
There are ten major cultural components that will affect a company's ability to change
1. Rules and Policies
Some of the company's rules and policies may, for example, tie staff down to specific jobs at specific times, or mean that specific functions have to be done on specific times, or tie staff down to operating only within a narrow band of responsibilities. The way to foster change here is to eliminate rules and policies that hinder the change and create new ones that reinforce the desired way of operating. i.e. develop and document new SOP's.
2. Goals and Measurement
The stated company goals, and the way those goals are measured, may mean that the company is focussed only on those goals, to the hinderance of seeing new opportunities or developing new ways of measuring company achievements. To foster change the company should develop goals and measurements that reinforce the desired changes.
3. Customs and Norms
The customs of the company may get in the way of change. "We do it this way because we've always done it this way" is a standard cry in many companies. Rigid methods may be hindering change, for example, an over-emphasis on strict lines of reporting, or slavish reliance on written reports and minute taking.
To foster change it may be necessary to replace old ways of doing things that reinforce the old ways with new customs and norms. Eg replace written reports with face-to-face meetings.
4. Training
Company training plans may only train staff in areas that reinforce existing company ways of doing things. To foster change it may be that the company should replace training that reinforces the old way of doing things with new training and think about developing experiential training that provides real time, hands on experiences with new processes and procedures.
5. Ceremonies and Events
Areas like commitee meetings, AGMs and staff meetings all have an effect on company culture, as to any company organised events, whether it be "team building" exercises, or just regular organised outings. They all serve to give both staff and people outside the company a view of "what the company is like", a corporate image if you like. If change is required, the company should try to put in place ceremonies and events that reinforce the new ways, and recognise individual and team contributions to making the changes work.
6. Management Behaviours
The company management might be tied into behavioural routines linked with historical ways of working. To foster change a company should publicly recognise and reward managers who change by linking promotion and pay to the desired behaviours. ( And the opposite often applies. Companies fostering change often do not promote or pay increases to managers who do not come on board. )
7. Rewards and Recognition
The current staff assessment schemes in a company may be leading to rigid hierarchies, or may be fostering one area of competence over another eg a performance management system that measures only individual behaviour will undermine any attempts to inculcate a culture of teamwork. A company determined to foster change should make rewards specific to the change goals that have been set and ensure that the performance management system recognises and rewards the desired ways of operating and does not simply reinforce the old ways.
8. Communications
The company communications strategy, both internal to the company, and external to clients , media and the public, may be highly resistant to change, and may again be tied to the companies corporate image. Change in this area can be expensive, but companies that require to make changes will have to deliver communications in new ways to show commitment to change. And when change is being made, it is advisory to use multiple channels to deliver consistent messages at all stages during the transition, before, during and after.
9. Physical environment
This is a big area where change is resisted. Staff like their "nest" areas, and like to feel secure in their workplace. If a company is determined to make changes, they need to pay particular attention to this and make sure the physical environment reflects the change in a way that makes the staff comfortable. If knowledge and information sharing is the goal, they should get people out of offices and into open, shared areas. If they want them to talk to their customers, they should create 'virtual' offices so that people are encouraged to work outside the office with customers.
10. Organizational structure
Rigid hierarchies can work against change, and people at the top of the tree don't like having the branches rattled. Many companies in the modern business world have found this to be a hard area to make flexible, but if operational change is to happen in a company, there will, of necessity, need to be organisational change. The way to make it happen is to make sure that structure reinforces the operational changes. Combine overlapping divisions; re-organize around customers as opposed to functions.
In summary, all the above cultural areas have to be taken into account if change is required in a company, and they all have an effect, in different ways in different companies, in resisting attempts at such change.
Make sure you understand them before implementing any big decisions, otherwise you might not be in business long enough to regret it.
William Meikle is a Scottish writer, currently travelling in Canada, with seven novels published in the States and three more coming in 2007/8, all in the independent fantasy and horror press. His short work and articles have appeared in the UK, Ireland, USA, Canada, Greece, Saudi Arabia and India. He also has three shorts produced from his scripts, and several supernatural scripts currently on option, including four shorts, and a supernatural thriller feature.
William Meiklehttp://www.williammeikle.com
Monday, October 15, 2007
CHANGE IS GOOD......BUT SOMETIMES IT HURTS.
When You Find Yourself Outside Your Comfort Zone...
By Michaela Scherr
Life is an ongoing learning experience for many and whilst I personally get immense enjoyment from this especially when it involves reading and researching (anything), when I start the ‘doing’, it has, on the odd occasion, produced some interesting and uncomfortable feelings.
What I’m talking about is the feeling of physical discomfort in the chest area, frustration, tears, ranting and raving, and immobilisation.
The physical pain I experienced within my heart area was very real and uncomfortable when I wrote my first newsletter; when I first designed and wrote copy for my website; when a close relationship was breaking apart; I literally experience this pain whenever there is a ‘first time event’ or major issue I need to work through. The upside of this is once something new is mastered, the physical pain miraculously disappears and once again life becomes comfortable.
It’s a comfort zone thing. The comfort zone is a place of security; comfort (naturally); safety; and protection. Stepping outside the zone can be scary and lonely. It involves the stretching and the growing of our Self; and this where physical pain can manifest.
Remember back to when you were little and your legs or knees ached. Maybe the grown ups told you these were growing pains. This is what I was told and for me, stepping outside the comfort zone and experiencing new things is much the same.
The positive aspect of working through all this discomfort is the end result – Mastery! When mastery is finally reached a side product might be increased inner strength, new-found confidence and a feeling of liberation. These feelings will be different for each individual.
This doesn’t only apply to the ‘big stuff’. It applies across the board, no matter how big or small.
Below I’ve listed 5 easy things to help become comfortable with the uncomfortable, starting with the most important:
1. Start by noticing what you notice. Each time you do something different notice what your reaction to it is and where this reaction manifests within your body (breathing rate, tightening of shoulders, tingling feeling etc)
2. Keep a journal or diary of what you’re experiencing (feelings, reactions, inner dialogue etc) as you continue to learn and grow through stepping out of your comfort zone.
3. Write at least three pages for one month (or more if you like) in your journal or diary each morning about your ever expanding comfort zone. When you’ve done that, reflect on what you wrote starting from page one, and notice any patterns, useful or not.
4. Use a different coloured pen for things that worked for you in becoming more masterful. Colour all positive statements in big, bold lettering.
5. Use a grey coloured pen to make note of what definitely did not work. Reflect on these statements and reframe into how things could work with a developing a new strategy.
6. Ask yourself probing questions around your growing and stretching experience. For example:
7 “What needs to happen now to make this less painful for me?”
8. “What are the benefits for me in mastering this new thing (relationship, job, task etc)?”
9. “If I give up now, where will I end up?”
10. “What am I learning from this experience?”
11. “What am I not learning from this experience?” “Am I repeating a pattern which no longer serves me well?”
12. Reframe negative self-talk into more upbeat and positive speak. When positive self talk is practised often, the more comfortable it will become for you, until it’s fully integrated and natural once again.
13. Know it takes time and patience to become comfortable with a new comfort zone. Unfortunately there is no instant fix or ‘cure’; I would have discovered it by. The quicker your mastery level rises the faster the comfort zone returns.
In dealing with uncomfortable feelings, some suggestions to help deal with this may be to learn meditation within a group; do some breath work; have some transformational coaching sessions to help find inner peace; or find a flower essence practitioner near you. There are many ways of dealing with discomfort; allow your creative genius to find the right way for you.
The outcome of your efforts will be living how you want to live, and a knowing that you’ve achieved this through your courage to expand and grow.
A very close friend of mine once said to me “Become comfortable with the uncomfortable”. This has since become something of a mantra for me during my own uncomfortable periods when I step outside that familiar comfort zone I love so well.
Nothing in life is permanent and this includes experiencing physical discomfort when the comfort zone is no longer there to keep us safe and secure. Whilst resistance to change can increase our discomfort level; going with the flow of learning and growing can make life that much more interesting.
Copyright requirements are that it remains with Michaela Scherr and for the link to be "click able" or "live" at http://www.michaelascherr.com
Michaela Scherr is a Transformational Coach, author of self help e-books and articles, as well as an Intuitive. Michaela is totally committed to helping others create positive and action oriented changes to their lives.
By Michaela Scherr
Life is an ongoing learning experience for many and whilst I personally get immense enjoyment from this especially when it involves reading and researching (anything), when I start the ‘doing’, it has, on the odd occasion, produced some interesting and uncomfortable feelings.
What I’m talking about is the feeling of physical discomfort in the chest area, frustration, tears, ranting and raving, and immobilisation.
The physical pain I experienced within my heart area was very real and uncomfortable when I wrote my first newsletter; when I first designed and wrote copy for my website; when a close relationship was breaking apart; I literally experience this pain whenever there is a ‘first time event’ or major issue I need to work through. The upside of this is once something new is mastered, the physical pain miraculously disappears and once again life becomes comfortable.
It’s a comfort zone thing. The comfort zone is a place of security; comfort (naturally); safety; and protection. Stepping outside the zone can be scary and lonely. It involves the stretching and the growing of our Self; and this where physical pain can manifest.
Remember back to when you were little and your legs or knees ached. Maybe the grown ups told you these were growing pains. This is what I was told and for me, stepping outside the comfort zone and experiencing new things is much the same.
The positive aspect of working through all this discomfort is the end result – Mastery! When mastery is finally reached a side product might be increased inner strength, new-found confidence and a feeling of liberation. These feelings will be different for each individual.
This doesn’t only apply to the ‘big stuff’. It applies across the board, no matter how big or small.
Below I’ve listed 5 easy things to help become comfortable with the uncomfortable, starting with the most important:
1. Start by noticing what you notice. Each time you do something different notice what your reaction to it is and where this reaction manifests within your body (breathing rate, tightening of shoulders, tingling feeling etc)
2. Keep a journal or diary of what you’re experiencing (feelings, reactions, inner dialogue etc) as you continue to learn and grow through stepping out of your comfort zone.
3. Write at least three pages for one month (or more if you like) in your journal or diary each morning about your ever expanding comfort zone. When you’ve done that, reflect on what you wrote starting from page one, and notice any patterns, useful or not.
4. Use a different coloured pen for things that worked for you in becoming more masterful. Colour all positive statements in big, bold lettering.
5. Use a grey coloured pen to make note of what definitely did not work. Reflect on these statements and reframe into how things could work with a developing a new strategy.
6. Ask yourself probing questions around your growing and stretching experience. For example:
7 “What needs to happen now to make this less painful for me?”
8. “What are the benefits for me in mastering this new thing (relationship, job, task etc)?”
9. “If I give up now, where will I end up?”
10. “What am I learning from this experience?”
11. “What am I not learning from this experience?” “Am I repeating a pattern which no longer serves me well?”
12. Reframe negative self-talk into more upbeat and positive speak. When positive self talk is practised often, the more comfortable it will become for you, until it’s fully integrated and natural once again.
13. Know it takes time and patience to become comfortable with a new comfort zone. Unfortunately there is no instant fix or ‘cure’; I would have discovered it by. The quicker your mastery level rises the faster the comfort zone returns.
In dealing with uncomfortable feelings, some suggestions to help deal with this may be to learn meditation within a group; do some breath work; have some transformational coaching sessions to help find inner peace; or find a flower essence practitioner near you. There are many ways of dealing with discomfort; allow your creative genius to find the right way for you.
The outcome of your efforts will be living how you want to live, and a knowing that you’ve achieved this through your courage to expand and grow.
A very close friend of mine once said to me “Become comfortable with the uncomfortable”. This has since become something of a mantra for me during my own uncomfortable periods when I step outside that familiar comfort zone I love so well.
Nothing in life is permanent and this includes experiencing physical discomfort when the comfort zone is no longer there to keep us safe and secure. Whilst resistance to change can increase our discomfort level; going with the flow of learning and growing can make life that much more interesting.
Copyright requirements are that it remains with Michaela Scherr and for the link to be "click able" or "live" at http://www.michaelascherr.com
Michaela Scherr is a Transformational Coach, author of self help e-books and articles, as well as an Intuitive. Michaela is totally committed to helping others create positive and action oriented changes to their lives.
Saturday, October 06, 2007
CHANGE IS GOOD............YOU MUST DEAL WITH YOUR EMOTIONS.
A Special Time For Tears
By Ena Clewes
There seems to be no special times for tears. Although we ordinarily think of them as results of unhappiness, this is not always the case.
Sadness is easier to bear with tears, but there are also tears connected with the beautiful.
Tears can be for a love so wonderful, that only God could have created it. Even deep, honest laughter has tears.
For whatever reason, whether there is sadness or sweetness to tears, the deeper their meaning, the greater our capacity for living. The most frequent reason for crying is out of frustration . We condition ourselves for many of the major things, but frustration comes so often and in so many ways, sometimes it takes a good cry to relieve the tension.
Tears are not a sign of weakness but have in themselves a cleansing that can wash away humiliation and hurt, and even the remains of a love , well past its prime. Who hasn't had those moments , when circumstances just overpower us and we feel lost and alone, a feeling that no one cares about us, we just don't matter in the larger scheme of life. We keep our feelings intact in front of others, when we can, but if the situation is too stressful, then tears are the only answer to our emotional upheaval.
Do grown men cry? Of course they do, and why should they be made to feel inadequate or soft if this allows them to deal with their feelings, either of happiness or sadness. Crying knows no sexual barrier, it is an honest human emotion, and if men need to express themselves in this way, then we should feel empathy for them, not ridicule.
There is a great truth in that weeping may endure for a night, but joy comes in the morning.
We can make that morning be any time we alter our thinking and our words.
Ena Clewes is an author of short stories and is an avid Organic Gardener.Visit Ena's website at http://organicgardengardening.com Ena is also a pet lover you will find her website at http://catsarepurrfect.com
Thursday, October 04, 2007
CHANGE IS GOOD.........JUST DO SOMETHING
Too Much Talk Not Enough Action
By Craig Harper
One of my biggest challenges and frustrations (if not the biggest) of my work is not providing people with the appropriate information, education, inspiration, direction, advice, feedback or support.... it's actually getting them to stop thinking about it, talking about it, planning for it, fretting about it... and getting them to actually do something now.
Anything!Like right now.Getting people to consistently be pro-active (doers) is the hardest part of my job.
They're always about to do it.Never actually doing it.... but oh, so close.
When I do a corporate talk, no matter how great the presentation goes or how much positive feedback I get, I know that the majority of the people (who have all indicated during the session that they desire change in their life) won't create any lasting change because they won't use (consistently do something with) what they've learned (heard) during the presentation. And this frustrates me because I'm not about their entertainment or amusement, I'm about positive change... a better life (whatever that is for them). Yes, I want them to enjoy the 'me' experience but what I want more... is for them to stop talking about what they want in their life... and to start creating it.
I have a friend who is perpetually perusing sites such as this (he regularly reports in and gives me his rating on my latest post), always reading another life-changing book (books don't change lives; people do) and continually listening to his favourite self-help gurus in the car.
He also attends somewhere between five and ten 'change-your-life-forever' or 'become-a billionaire-by-next-Tuesday' or 'learn-how-to-become-financially-independent-by-selling-this-amazing-fat-burning-herb-from-the-Amazon'.... programs per year.
He's intelligent, talented, and educated.... and he's also fearful, lazy, rarely starts things, never finishes anything and is always 'two inches' away from some massive breakthrough.
Not.
If only he'd take his head out of his... new book, change his behaviour, get pro-active, plan less and do more (do anything, in fact), he'd be way closer to where he wants to be (if not already there).
But he doesn't.He talks about it.A lot.He's full of crap, lies to himself and is delusional.Am I being harsh?No, honest.He's consumed more self-help literature in the last decade than is healthy and still he finds 'reasons' (excuses) to do nothing.
Yes, I've spoken to him about this post and no, he's not offended or grumpy at me because I've told him all this in person.
He knows.We all know.Deep down.
Too many of us spend too much of our life stuffing around not doing the things we know we should. We talk about what we want and how we're going to get it... we just never seem to do it. We talk ourselves into inactivity. We continue to find new and interesting reasons for not changing.
We delude ourselves that we'll do it soon.. but for some very logical reason (of course) now... is never the time. We know we're full of it, those closest to us know it... but we get pretty good at living a lie.
We avoid change because we are fearful but at the same time, we never do anything to get strong (like making those decisions, taking risks, getting uncomfortable). Ironically, it's the change process (the one we avoid)... that makes us strong. We're smart, we're informed, we've done the whole self-help thing... we even have the answers for our friends... but when it comes to us... we're perpetually treading water and spinning our wheels.
So, here's your challenge for today (or tomorrow, if it's too late tonight):
Do something in the next twelve hours that you know you should have done before now.
Make a decision, take some action, change a behaviour, make a phone call, say sorry to someone, give up a habit.... do SOMETHING to create real change.
FOREVER change.
You've 'almost' done so many things, why not break the cycle now? I know it's probably not convenient, practical or easy now.... but perhaps it's necessary. Perhaps it will change your life.
Perhaps you will change your life.
Tony Robbins, Steven Covey, Dale Carnegie, Napoleon Hill, Craig Harper or any 'Coach' will not change your life because 'all' they (we) do is provide information and inspiration (a good thing... but of itself, not enough). It always comes down to doing (not knowing). It always comes down to you.
Know that staying in the same situation, or moving towards amazing is a choice and right now you can choose different. Or the same. You can get up tomorrow with the same mindset, the same thinking and the same behaviours, making the same excuses (no, they're not reasons) and do what you've always done or... you can think, do and be... different.
As I've said before; if nothing changes, nothing changes. Tomorrow you can do what you've always done... and nobody will really take any notice... or you can be different. You can create momentum right now. If you choose.
Yes, the journey between where you are and where you want to be might not always be easy but the journey is where we develop the skills, strength and attitude to succeed and the rewards are incredible...
And if it's 'easy' you're after... then you best change your goal from amazing to average.
If it was easy to create amazing, everybody would do it. It isn't... and they don't.
Will you? Or will you just keep talking about it?
Craig Harper (B.Ex.Sci.) is an Australian motivational speaker, qualified exercise scientist, author, columnist, radio presenter, and owner of one of the largest personal training centres in the world.
He can be heard weekly on Australian Radio SEN 1116 and GOLD FM and appears on Australian television on Network Ten's 9AM.
Motivational Speaker - Craig Harper
By Craig Harper
One of my biggest challenges and frustrations (if not the biggest) of my work is not providing people with the appropriate information, education, inspiration, direction, advice, feedback or support.... it's actually getting them to stop thinking about it, talking about it, planning for it, fretting about it... and getting them to actually do something now.
Anything!Like right now.Getting people to consistently be pro-active (doers) is the hardest part of my job.
They're always about to do it.Never actually doing it.... but oh, so close.
When I do a corporate talk, no matter how great the presentation goes or how much positive feedback I get, I know that the majority of the people (who have all indicated during the session that they desire change in their life) won't create any lasting change because they won't use (consistently do something with) what they've learned (heard) during the presentation. And this frustrates me because I'm not about their entertainment or amusement, I'm about positive change... a better life (whatever that is for them). Yes, I want them to enjoy the 'me' experience but what I want more... is for them to stop talking about what they want in their life... and to start creating it.
I have a friend who is perpetually perusing sites such as this (he regularly reports in and gives me his rating on my latest post), always reading another life-changing book (books don't change lives; people do) and continually listening to his favourite self-help gurus in the car.
He also attends somewhere between five and ten 'change-your-life-forever' or 'become-a billionaire-by-next-Tuesday' or 'learn-how-to-become-financially-independent-by-selling-this-amazing-fat-burning-herb-from-the-Amazon'.... programs per year.
He's intelligent, talented, and educated.... and he's also fearful, lazy, rarely starts things, never finishes anything and is always 'two inches' away from some massive breakthrough.
Not.
If only he'd take his head out of his... new book, change his behaviour, get pro-active, plan less and do more (do anything, in fact), he'd be way closer to where he wants to be (if not already there).
But he doesn't.He talks about it.A lot.He's full of crap, lies to himself and is delusional.Am I being harsh?No, honest.He's consumed more self-help literature in the last decade than is healthy and still he finds 'reasons' (excuses) to do nothing.
Yes, I've spoken to him about this post and no, he's not offended or grumpy at me because I've told him all this in person.
He knows.We all know.Deep down.
Too many of us spend too much of our life stuffing around not doing the things we know we should. We talk about what we want and how we're going to get it... we just never seem to do it. We talk ourselves into inactivity. We continue to find new and interesting reasons for not changing.
We delude ourselves that we'll do it soon.. but for some very logical reason (of course) now... is never the time. We know we're full of it, those closest to us know it... but we get pretty good at living a lie.
We avoid change because we are fearful but at the same time, we never do anything to get strong (like making those decisions, taking risks, getting uncomfortable). Ironically, it's the change process (the one we avoid)... that makes us strong. We're smart, we're informed, we've done the whole self-help thing... we even have the answers for our friends... but when it comes to us... we're perpetually treading water and spinning our wheels.
So, here's your challenge for today (or tomorrow, if it's too late tonight):
Do something in the next twelve hours that you know you should have done before now.
Make a decision, take some action, change a behaviour, make a phone call, say sorry to someone, give up a habit.... do SOMETHING to create real change.
FOREVER change.
You've 'almost' done so many things, why not break the cycle now? I know it's probably not convenient, practical or easy now.... but perhaps it's necessary. Perhaps it will change your life.
Perhaps you will change your life.
Tony Robbins, Steven Covey, Dale Carnegie, Napoleon Hill, Craig Harper or any 'Coach' will not change your life because 'all' they (we) do is provide information and inspiration (a good thing... but of itself, not enough). It always comes down to doing (not knowing). It always comes down to you.
Know that staying in the same situation, or moving towards amazing is a choice and right now you can choose different. Or the same. You can get up tomorrow with the same mindset, the same thinking and the same behaviours, making the same excuses (no, they're not reasons) and do what you've always done or... you can think, do and be... different.
As I've said before; if nothing changes, nothing changes. Tomorrow you can do what you've always done... and nobody will really take any notice... or you can be different. You can create momentum right now. If you choose.
Yes, the journey between where you are and where you want to be might not always be easy but the journey is where we develop the skills, strength and attitude to succeed and the rewards are incredible...
And if it's 'easy' you're after... then you best change your goal from amazing to average.
If it was easy to create amazing, everybody would do it. It isn't... and they don't.
Will you? Or will you just keep talking about it?
Craig Harper (B.Ex.Sci.) is an Australian motivational speaker, qualified exercise scientist, author, columnist, radio presenter, and owner of one of the largest personal training centres in the world.
He can be heard weekly on Australian Radio SEN 1116 and GOLD FM and appears on Australian television on Network Ten's 9AM.
Motivational Speaker - Craig Harper
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