The Effects of Sleep on Vitality and Meaningful Work

Have you ever experienced the exhilarating sensation of waking up rejuvenated after a night of restful sleep? The surge of energy, laser-focused concentration, and the ease with which you approach your work – these elements are intricately woven together by a hidden thread: the profound impact of sleep.

In this blog, I delve into the symbiotic relationship between sleep, vitality, and meaningful work, unravelling the scientific tapestry that binds them.

By the end of this blog, you should have a deeper comprehension of:

• The pivotal role that sleep plays in nurturing vitality and holistic well-being.

• The intricate ways sleep moulds cognitive faculties and fuels creativity.

• Strategies to finely tune your sleep patterns to elevate the essence of your work.

How Sleep Impacts Vitality and Work

Physical and Mental Vitality

The significance of sleep extends beyond the common understanding of mere rest. A wealth of research underscores its role in fostering both physical and mental vitality. During the stages of deep sleep, the body undertakes a remarkable restoration process, repairing muscles and fortifying the immune system. This restorative aspect of sleep sets the stage for optimal vitality, a fact substantiated by numerous studies (Walker, 2017; Besedovsky et al., 2012).

Cognitive Proficiency and Creativity

Scientific insights also uncover the profound influence of sleep on cognitive functions. The brain relies on sleep to consolidate memories, enhance problem-solving skills, and facilitate decision-making processes (Stickgold & Walker, 2013; Diekelmann & Born, 2010). As I've personally experienced, a well-rested mind is akin to a finely tuned instrument, adept at navigating challenges and conjuring innovative solutions (how else did you think I could do those crazy gym challenges?) – both essential components of meaningful work.

Unlocking Your Sleep Potential for Stellar Work

Embarking on the journey to harness the latent power of sleep for vitality and work begins with the establishment of a structured sleep routine. Consistency serves as the linchpin; adhering to consistent sleep and wake times, even during weekends, anchors your circadian rhythm. Crafting an environment conducive to sleep is paramount – dimming lights and curtailing screen time pre-bedtime create the perfect atmosphere. Equally critical is the practice of winding down – techniques such as deep breathing and meditation bestow profound benefits (West, 1987; Zgierska et al., 2008)

Rejuvenate for Success

The revelations are crystal clear – sleep is not a mere indulgence; it's a fundamental catalyst for heightening vitality and infusing deeper meaning into work. Beyond replenishing the body, sleep becomes the driving force that kindles creativity, cultivates cognitive prowess, and fosters a resilient mindset. The passage to meaningful work is paved with self-care, and and the best way to self-care is quality sleep. Prioritise your rest, and witness the surge of vitality propelling your work to new heights.

Final Thoughts…

In the realm of vitality and meaningful work, sleep emerges as the unsung hero, meticulously nurturing the physical, mental, and creative facets of our being. As I embark on the mission to empower individuals with these insights, I invite you to embrace the transformative potential of sleep. By prioritising our sleep, we can elevate our vitality and invigorate our work, unravelling the untapped dimensions of our potential.

#Sleep #Vitality #WorkPerformance #Mindfulness #Meaningfulwork

References:

1. Walker, M. (2017). Why We Sleep: Unlocking the Power of Sleep and Dreams. Simon & Schuster.

2. Besedovsky L, Lange T, Born J. Sleep and immune function. (2012). Pflugers Arch. Jan;463(1):121-37. doi: 10.1007/s00424-011-1044-0.

3. Stickgold R, Walker MP. (2013). Sleep-dependent memory triage: evolving generalization through selective processing. Nat Neurosci. doi: 10.1038/nn.3303

4. Diekelmann, S., & Born, J. (2010). The memory function of sleep. Nature Reviews Neuroscience, 11(2), 114-126.

5. West, M. A. (Ed.). (1987). The psychology of meditation. Clarendon Press/Oxford University Press

6. Zgierska A, Rabago D, Zuelsdorff M, Coe C, Miller M, Fleming M. (2008). Mindfulness meditation for alcohol relapse prevention: a feasibility pilot study. J Addict Med. 2(3):165-73. doi: 10.1097/ADM.0b013e31816f8546

The psychology and effects of Procrastination on vitality and meaningful work

Have you ever found yourself putting off important tasks, even though you know they need to be done? It's a common struggle that many of us face. Procrastination is often a tangle of interplay between different psychological factors, ranging from fear of failure to the siren of instant gratification. This tendency can hinder our ability to accomplish meaningful work and maintain our vitality.

Think about this: Have you ever postponed starting a project because you're worried about not meeting your own or others' expectations? The fear of failure can be paralysing, leading us to avoid tasks that could potentially challenge us. This is where the link between procrastination and meaningful work comes in. Meaningful work often requires us to step out of our comfort zones, and if we’re tempted by procrastination, we're essentially robbing ourselves of the opportunity to make a true impact.

By the end of this blog, you should have:

1. A richer understand the underlying psychological triggers of procrastination.

2. Explored further how procrastination affects our sense of vitality and engagement.

3. Discovered strategies to overcome procrastination and enhance our capacity for meaningful work.

Procrastination is a complex psychological phenomenon that is influenced by various cognitive, emotional, and motivational factors. Research suggests that the underlying triggers of procrastination can be attributed to a combination of factors such as impulsivity, perfectionism, task aversion, and self-regulation difficulties.

1. Impulsivity: Procrastinators often struggle with impulsivity, which is the tendency to prioritise immediate gratification over long-term goals. This can lead to postponing tasks that require effort and delayed rewards in favour of more instantly rewarding activities. A study by Steel (2007) found that impulsivity was a significant predictor of procrastination tendencies.

2. Perfectionism: The desire to achieve perfection can lead to procrastination. Perfectionists often fear that their work won't meet exceedingly high standards, causing them to delay starting or completing tasks. Research by Flett and Hewitt (2002) showed that maladaptive perfectionism was positively correlated with procrastination.

3. Task Aversion: Some individuals may experience task aversion, where they feel a strong negative emotional reaction towards certain tasks. This aversion can lead to procrastination as a way to avoid discomfort. A study by Sirois (2007) found that task aversion was a significant predictor of academic procrastination.

4. Self-Regulation Difficulties: Procrastinators tend to struggle with self-regulation and time management. They may have difficulty breaking down tasks into manageable steps or setting achievable goals. Research by Steel (2010) highlighted the role of self-regulation and perceived control in predicting procrastination behaviour.

Impact of Procrastination on Vitality and Engagement

Procrastination can have a profound impact on an individual's sense of vitality and engagement, leading to negative emotional states and reduced well-being.

1. Stress and Anxiety: Research by Tuckman (1991) suggests that procrastination is associated with higher levels of stress and anxiety. Constantly delaying tasks creates a sense of pressure as deadlines approach, leading to heightened stress and anxiety levels.

2. Guilt and Negative Emotions: Procrastination often triggers feelings of guilt, as individuals recognize their avoidance behaviour. These negative emotions can further diminish one's sense of vitality and engagement with tasks.

3. Diminished Task Enjoyment: Engaging in procrastination can reduce the enjoyment and satisfaction derived from completing tasks. A study by Pychyl et al. (2000) found that procrastination was negatively correlated with task engagement and enjoyment.

Strategies to Overcome Procrastination

1. The Pomodoro Technique: The Pomodoro Technique involves working on a task for a focused period, typically 25 minutes (a "Pomodoro"), followed by a 5-minute break. After completing four Pomodoros, take a longer break. This method helps break tasks into manageable chunks, reducing the perceived difficulty and enhancing engagement (Cirillo, 2018).

2. Embracing a Growth Mindset: Developed by Carol Dweck, a growth mindset involves believing in the ability to develop skills through effort and learning from failures. Embracing this mindset can reduce the fear of failure and encourage a proactive approach to challenges, ultimately combating procrastination (Dweck, 2006).

Final Thoughts…

Procrastination is a multifaceted behaviour rooted in psychological triggers like impulsivity, perfectionism, task aversion, and self-regulation difficulties. Research indicates that procrastination can have detrimental effects on mental well-being, vitality, and engagement. To counteract these negative impacts, implementing strategies such as the Pomodoro Technique and cultivating a growth mindset can enhance one's ability to overcome procrastination and engage in meaningful, productive work.

In my personal journey, I've found that breaking down tasks into smaller, manageable steps can be incredibly effective. By doing so, we create a sense of accomplishment with each completed step, fuelling our motivation to keep going.

References

• Steel, P. (2007). The nature of procrastination: A meta-analytic and theoretical review of quintessential self-regulatory failure. Psychological Bulletin, 133(1), 65-94.

• Flett, G. L., & Hewitt, P. L. (2002). Perfectionism and maladjustment: An overview of theoretical, definitional, and treatment issues. In Flett, G. L., & Hewitt, P. L. (Eds.), Perfectionism: Theory, research, and treatment (pp. 5-31). American Psychological Association.

• Sirois, F. M. (2007). "I'll look after my health, later": A replication and extension of the procrastination-health model with community-dwelling adults. Personality and Individual Differences, 43(1), 15-26.

• Steel, P. (2010). Arousal, avoidant and decisional procrastinators: Do they exist? Personality and Individual Differences, 48(8), 926-934.

• Tuckman, B. W. (1991). The development and concurrent validity of the procrastination scale. Educational and Psychological Measurement, 51(2), 473-480.

• Pychyl, T. A., Lee, J. M., Thibodeau, R., & Blunt, A. (2000). Five days of emotion: An experience sampling study of undergraduate student procrastination. Journal of Social Behavior and Personality, 15(5), 239-254.

• Cirillo, F. (2018). The Pomodoro Technique. Cirillo Consulting GmbH.

• Dweck, C. S. (2006). Mindset: The New Psychology of Success. Random House.

Building Resilience - Coping Skills for Mental Well-being

In this article, I'll take a deep dive into the importance of coping skills and how they can reduce mental health challenges. I’ll touch on Martin Seligman's 3 Ps and the principles of stoic philosophy as powerful tools for developing resilience. Get ready to discover practical techniques and strategies that will empower you to navigate life's ups and downs with grace and strength.

The Role of Coping Skills in Reducing Mental Health Challenges

Coping skills are the invaluable tools and techniques that help us manage stress, cope with difficult emotions, and navigate the inevitable challenges life throws our way. They play a vital role in reducing mental health challenges by promoting emotional well-being, enhancing problem-solving abilities, and fostering resilience. By developing effective coping skills, we empower ourselves to respond to stressors in healthy ways, maintain balance, and protect our mental health.

Remember when you were a high school student preparing for exams? Did you feel overwhelmed by the pressure and as a result experienced anxiety? If you had developed coping skills such as deep breathing exercises, time management techniques, and seeking support from peers and teachers. These skills would have allowed you to manage your stress, stay focused, and maintained your mental well-being during the challenging exam period. Can the same coping skills be used in your work place? Most definitely!

Martin Seligman's 3 Ps and Their Impact on Resilience

Martin Seligman, a renowned psychologist, introduced the concept of the 3 Ps—Personalization, Permanence, and Pervasiveness—which greatly influence our ability to cultivate resilience.

Personalization

Personalization refers to how we interpret events. When faced with adversity, we tend to personalise it by attributing the cause to ourselves. We place the blame on ourselves!

Developing resilience involves recognising that not everything is our fault and understanding that external factors can and often are the contributors to challenges.

If you didn't get a promotion at work, you may initially personalised the experience and felt like a failure. However, through resilience-building practices, you are able to shift his perspective, realising that external factors such as company restructuring or fierce competitions played a significant role. This shift will empower you to learn from the experience, improve your skills, and persevere.

Permanence

Permanence refers to our beliefs about whether negative events are temporary or long-lasting. Resilient individuals understand that setbacks are often temporary and that “this too shall pass,” and there is hope for a brighter future.

Have you ever faced a breakup that left you heartbroken? Initially, you may believed that you would never find love again and that your sadness would last forever. However, by developing resilience and challenging this belief, you will recognise that the pain would eventually subside and that many new opportunities for happiness is just around the corner.

Pervasiveness

Pervasiveness relates to whether we view negative events as affecting all aspects of our lives or specific areas. Resilience involves recognizing that setbacks in one area of life do not define us as a whole and that we can still find fulfilment in other aspects.

Have you ever lost a job or experienced a business failure that impacted your finances? Initially, you’d most likely allowed the setback to affect your self-worth and believed that you were a failure in all areas of life. I’ve experienced this setback in self-worth when I broke my arm during an arm wrestling match in Corfu, Greece. I felt that my life was over and that I am now useless to myself and everyone around me. However, by developing resilience and embracing a more balanced perspective, I realised that my worth extended beyond the effects of my broken arm. I found fulfilment in my personal relationships and hobbies, which eventually put me back on track to doing what I now love. Managing a gym, public speaking and training.

Stoic Philosophy and Its Application in Coping with Adversity

Stoic philosophy originated from ancient Greece and Rome. It provides timeless wisdom that can guide us in developing resilience and coping with adversity.

The principles of stoicism include:

Acceptance

Stoicism teaches us to accept the things we cannot change and focus on what is within our control. That is, we can focus on how we react to certain events because that is within our control whereas we can’t control how others react or their actions. By embracing acceptance, we can free ourselves from unnecessary suffering and channel our energy towards productive action.

Detachment from Outcomes

Stoicism encourages us to detach our happiness from external circumstances and instead focus on cultivating inner tranquillity. By shifting our mindset to value the process rather than the outcome, we become more resilient and less affected by external events.

Virtue and Character

Stoicism emphasizes the development of virtuous qualities such as wisdom, courage, and justice. By cultivating these qualities, we strengthen our character and enhance our ability to navigate challenges with resilience and integrity.

Practical Techniques and Strategies for Developing Coping Skills

• Mindfulness and Meditation - Engage in mindfulness practices to cultivate present-moment awareness and reduce stress. Meditation can help calm the mind, enhance focus, and promote emotional well-being.

• Cognitive Restructuring - Challenge negative thoughts and replace them with more positive and realistic perspectives (i.e. challenge the 3 Ps above). This technique allows you to reframe challenging situations and develop a resilient mindset.

• Social Support - Seek support from friends, family, or professionals. Building a strong support network provides comfort, encouragement, and valuable perspectives during challenging times.

• Physical Well-being - Prioritize self-care activities such as exercise, healthy eating, and sufficient sleep. Taking care of your physical well-being enhances your mental resilience and ability to cope with stress.

Final Thoughts…

If you're ready to enhance your resilience and develop coping skills, start incorporating these techniques into your daily life. Remember, building resilience is a journey that requires practice and patience. By committing to your well-being and embracing these strategies, you're taking a significant step towards living a more resilient and fulfilling life.

References:

• Seligman, M. E. P. (1998). Learned optimism: How to change your mind and your life. Vintage.

• Irvine, W. B. (2009). A guide to the good life: The ancient art of Stoic joy. Oxford University Press.

• Holiday, R. (2016). Ego is the Enemy. Portfolio.

Psychological Hygiene & Safety, Creating a Thriving Work Environment

Beyond physical safety measures, psychological hygiene and safety play a vital role in fostering a thriving workplace. This blog will explore the importance of psychological hygiene and safety, the baseline requirements for individuals to excel at work, practical strategies to enhance psychological well-being, and real-life examples of organisations prioritising employee well-being.

The Importance of Psychological Hygiene and Safety in the Workplace

Creating a psychologically safe work environment allows employees to feel comfortable expressing their ideas, take risks, and being their authentic selves. It fosters trust, collaboration, and innovation. Psychological hygiene refers to the practices that individuals adopt to maintain their mental and emotional well-being that promotes a positive workplace culture.

Baseline Requirements for Thriving at Work

1. Clear Communication - Open and honest communication channels enable employees to voice their concerns, ask for help, and provide feedback. This promotes a sense of belonging and ensures that everyone is on the same page.

2. Supportive Leadership - Effective leaders inspire and empower their teams, create a safe space for growth, and prioritise employee well-being. They promote work-life balance, recognise achievements, and offer guidance when needed.

3. Work-Life Integration - Striking a balance between work and personal life is crucial for overall well-being. Encouraging flexible schedules, promoting self-care, and fostering a positive work culture that values mental health are essential.

4. Meaningful Work - Providing employees with meaningful and purpose-driven work enhances job satisfaction and overall well-being. Connecting individual roles to the organization's mission and values helps employees find purpose in their daily tasks.

Strategies to Enhance Psychological Well-being in the Workplace

1. Encouraging Breaks - Regular breaks, including short walks, not eating lunch at their desk, stretching, or mindfulness exercises, can help alleviate stress and improve focus and productivity.

2. Building Support Networks - Encouraging collaboration, team-building activities, and mentorship programs fosters a sense of community and support among employees.

3. Prioritising Work-Life Balance - Promoting work-life balance initiatives, such as flexible schedules, remote work options, and wellness programs, enables employees to manage their personal and professional responsibilities effectively.

4. Providing Learning and Growth Opportunities - Offering opportunities for professional development and skill-building enhances job satisfaction, engagement, and overall well-being.

5. Clear Communication and Expectations - Open and transparent communication about tasks, goals, and expectations helps reduce uncertainty and stress. When employees understand their roles and responsibilities, they can work more confidently and efficiently. Regular feedback sessions can also provide a platform for constructive discussions and growth.

6. Recognition and Appreciation - Recognising and appreciating employees' efforts and achievements is vital for boosting their morale and overall well-being. Regularly acknowledging their contributions, both privately and publicly, creates a positive and motivating work environment. This recognition can come in various forms, such as awards, verbal praise, or even small tokens of appreciation.

7. Empowerment and Autonomy - Empowering employees by giving them a degree of autonomy and decision-making power can enhance their sense of ownership and satisfaction with their work. When individuals feel trusted and valued for their opinions and choices, they are more likely to be motivated and experience a greater sense of well-being.

8. Physical Workspace Environment - Designing a comfortable and aesthetically pleasing workspace can have a significant impact on employees' psychological well-being. Natural lighting, ergonomic furniture, and well-ventilated spaces can contribute to a more positive atmosphere. Additionally, creating spaces for relaxation or quiet reflection can help employees recharge during the workday.

9. Stress Management Programs - Providing resources and programs to help employees manage stress can be highly beneficial. This could include workshops on stress management techniques, meditation sessions, and access to counselling services. By equipping employees with the tools to handle stress effectively, the overall well-being of the workforce can be improved.

10. Promoting Inclusivity and Diversity - Fostering an inclusive and diverse workplace where all employees feel valued and respected contributes to a positive psychological environment. When individuals feel that their unique backgrounds and perspectives are appreciated, they are more likely to experience a sense of belonging and well-being.

11. Flexibility in Task Allocation - Allowing employees to participate in task allocation and project selection based on their strengths and interests can enhance their engagement and job satisfaction. When individuals are assigned tasks that align with their skills and passions, they are more likely to feel a sense of fulfilment and well-being in their work.

12. Conflict Resolution Strategies - Establishing effective conflict resolution mechanisms is crucial for maintaining a harmonious work environment. Addressing conflicts promptly and fairly helps prevent unnecessary stress and negativity from affecting employees' well-being. Encouraging open dialogue and offering mediation when needed can contribute to a healthier workplace.

13. Regular Social Events - Organising social events and team-building activities outside of regular work tasks can foster positive relationships among colleagues. When employees have opportunities to connect on a personal level, it can lead to stronger bonds, increased trust, and improved overall morale.

Real-Life Examples

1. Google's Approach - Google provides its employees with wellness programs, relaxation spaces, and access to on-site healthcare professionals. Their focus on employee well-being has led to high levels of job satisfaction and productivity.

2. Patagonia's Work-Life Integration - Patagonia promotes work-life integration by encouraging employees to take time off for personal pursuits and offering flexible schedules. This approach has led to increased loyalty and employee retention.

3. Buffer's Transparent Communication - Buffer promotes open and transparent communication within the organisation, creating a culture where employees feel safe to express their thoughts and concerns openly.

Final Thoughts…

Prioritising psychological hygiene and safety in the workplace is fundamental for individual and organisational success. By fostering a supportive and inclusive work environment, implementing practical strategies, and learning from real-life examples, organisations can enhance employee well-being, satisfaction, and productivity.

Start prioritising your psychological hygiene and safety at work today. Take a moment to reflect on your well-being and consider implementing some of the strategies we discussed.

Self-regulation: Vitality for work and life

What is Self-Regulation?

At its core, self-regulation is a skill that empowers us to navigate life's ups and downs with grace and composure. It involves the conscious ability to manage our thoughts, emotions, and behaviours in response to different situations, both in the professional and personal arena.

Let me use myself as an example to highlight the point. I start my day with an early morning gym session every morning to keep my commitment to discipline and consistency. This routine not only keeps me mentally and physically fit but also sets the tone for the rest of my day. During my lunch break, instead of rushing through a meal, I dedicate time to practice my keynote or sometimes shut my eyes for a few minutes because these activities either improves my professional competency or allows me to recharge. By engaging in this intentional exercise, I fine-tunes my skills and demonstrate how self-regulation extends beyond emotions to encompass professional growth.

One of the pillars of self-regulation is emotional intelligence. I understand the impact emotions have on my decision-making and interactions. By honing my emotional intelligence, I have unlocked the power to maintain focus and balance amidst life's challenges. This invaluable skill not only enriches my work as a public speaker and communications trainer but also enhances my personal relationships and well-being. I am by no means perfect at this but it is what I am striving for and I can always improve on it.

Vitality for Work and Mental Health

Self-regulation is the hidden gem that breathes vitality into our work life and nurtures our mental health. In this section, I will share my insights on how cultivating self-regulation can bring about positive transformations in both the workplace and our overall well-being.

With self-regulation as a guiding principle, work becomes an exhilarating journey rather than a monotonous chore. By mastering the art of managing emotions and stress, you can unlock new levels of productivity and creativity. A vibrant work environment awaits those who embrace self-regulation, fostering teamwork, innovation, and a shared sense of purpose.

Moreover, self-regulation serves as a shield against the wear and tear of a demanding professional life. It equips us with the resilience to bounce back from setbacks, reduces burnout, and promotes work-life harmony. For health care professionals dealing with the pressures of their noble profession or corporate employees navigating the corporate landscape, self-regulation becomes a potent tool for personal growth and peak performance.

Finding Meaning in Your Work

Do you yearn for more profound purpose in your career?

Often, the search for meaningful work can seem daunting, but self-regulation holds the key to unlocking this elusive treasure. By developing emotional resilience, you can navigate the challenges of uncertainty and setbacks, turning them into opportunities for growth. Moreover, self-regulation enables us to uncover our core values and align our passions with our profession, creating a sense of fulfilment that goes beyond a pay check.

Honing self-awareness is another crucial aspect of finding meaning in our work. By understanding our strengths, weaknesses, and aspirations, we can make informed career choices and pursue opportunities that resonate with our authentic selves. Self-regulation allows us to embrace change and evolve in our professional journey, leading to greater job satisfaction and a deeper connection to our life's purpose.

How to practice Self-regulation

Integrating the principles of NAP (Nurture and Prioritise), TAP (Take Action and Pivot) and CLAP (Commend yourself, Leverage positivity, Appreciate support, and Pamper) into your self-regulation practices can help you navigate challenges, make effective decisions, and achieve your goals. Let's explore how you can incorporate these principles into your self-regulation strategies:

1. Nurture and Prioritise (NAP)

• Self-Care: Prioritise self-care activities such as exercise, relaxation, spending time with loved ones, and engaging in hobbies that bring you joy. Nurturing your physical and emotional well-being provides a strong foundation for effective self-regulation.

• Reflect and Evaluate: Regularly assess your priorities, goals, and values. Reflect on whether your current actions align with what truly matters to you. Adjust your priorities as needed to stay on track.

• Boundaries: Set clear boundaries to protect your time, energy, and focus. Learn to say no to commitments that don't align with your goals or values.

• Mindfulness: Practice mindfulness to stay present and attuned to your thoughts and emotions. This can help you identify when you need to nurture yourself and make conscious choices about how to respond.

2. Take Action and Pivot (TAP)

   • Goal Setting: Set specific, measurable, achievable, relevant, and time-bound (SMART) goals. Break them down into actionable steps. Taking focused action toward your goals boosts your sense of accomplishment and self-regulation.

   • Adaptability: Embrace flexibility and be open to change. Life is unpredictable, and the ability to pivot and adapt your plans when necessary is crucial for effective self-regulation.

   • Learn from Mistakes: Instead of viewing mistakes as failures, see them as opportunities for learning and growth. Analyse what went wrong, identify lessons, and adjust your approach accordingly.

   • Feedback: Seek feedback from trusted sources to gain different perspectives on your actions and decisions. Specific and constructive feedback can help you make informed adjustments and improvements.

   • Problem-Solving: When faced with challenges, approach them as opportunities to problem-solve. Break down the issue, brainstorm potential solutions, and take strategic actions to address the situation.

3. Commend yourself, Leverage positivity, Appreciate support and Pamper (CLAP)

   C: Commend Yourself:

   • Self-Reflection: Regularly take time to reflect on your accomplishments, no matter how big or small. Acknowledge the progress you've made and the efforts you've put in.

   • Positive Self-Talk: Replace self-criticism with self-praise. Celebrate your strengths, skills, and resilience, and remind yourself of past successes during challenging times.

   L: Leverage Positivity:

   • Gratitude Journaling: Dedicate time to write down the positive aspects of your achievements and the journey you've undertaken. This practice can boost your overall mood and motivation.

   • Mindfulness: Stay present and focus on the present moment, appreciating the steps you've taken and the milestones you've reached.

   A: Appreciate Support:

   • Express Gratitude: Reach out to the people who have supported you and express your gratitude. This not only strengthens your relationships but also reinforces a sense of connectedness and well-being.

   • Collaboration: Recognise the importance of teamwork and collaboration in your achievements. Acknowledge the contributions of others and celebrate collective successes.

   P: Pamper Yourself:

   • Reward System: Create a system of rewards for yourself as you make progress towards your goals. Treat yourself to something enjoyable or engaging as a way to celebrate and reinforce positive behaviour.

   • Self-Care Routine: Incorporate self-care practices into your routine to nurture your well-being. Engage in activities that bring you joy and relaxation, promoting a balanced and regulated state.

By integrating these principles into your self-regulation strategies, you can create a comprehensive approach that not only helps you manage your emotions and behaviours but also encourages a positive and appreciative mindset. Celebrating your wins and practicing self-regulation in tandem can enhance your overall sense of accomplishment, motivation, and well-being.

Remember that self-regulation is an ongoing process that requires self-awareness, intention, and practice. By integrating both nurturing and action-oriented approaches, you can develop a holistic self-regulation strategy that supports your well-being and helps you achieve your goals.

Final Thoughts…

Remember that true vitality for work and life springs from within. Embrace the practices shared here and witness the positive ripple effects in every aspect of your life as you unleash your potential and align with your passions. Let self-regulation be the guide that propels you to success and happiness, both professionally and personally. Now, step forward and embark on a journey of empowerment, purpose, and meaningful connections. Your extraordinary future awaits!

Mindsets - Expanding Possibilities

The Power of Mindsets

Mindsets shape our beliefs, attitudes, and behaviours. They influence how we perceive ourselves, others, and the world around us. By understanding and embracing different mindsets, we can consciously choose the mindset that will support our personal and professional growth.

There are many mindsets such as fixed and growth mindsets, abundance and scarcity mindset, optimistic and pessimistic mindset. In this post, we’re more interested in the growth mindset and how it can help us and how do we cultivate it.

Benefits of Adopting Different Mindsets

• Embracing Challenges

By adopting a growth mindset, you see challenges as opportunities for learning and growth. This mindset encourages you to take on new and difficult tasks, step out of your comfort zone, and acquire new skills. For example, you might embrace the challenge of learning a new language or taking on a leadership role.

• Persistence and Resilience

A growth mindset encourages persistence and resilience in the face of setbacks and failures. Rather than being discouraged, you view setbacks as valuable feedback and stepping stones on your path to improvement. This mindset will teach you more from failure than anything you can imagine. It also helps you bounce back from setbacks, maintain a positive attitude, and stay focused on your goals.

• Continuous Learning

The growth mindset fosters a love for learning and a thirst for knowledge. By cultivating this mindset, you become more inclined to seek out new opportunities for learning, whether through formal education, training programs, mentorship, or self-study. This mindset allows you to stay adaptable and keep up with the ever-evolving professional landscape.

• Effort and Improvement

Individuals with a growth mindset understand that effort and deliberate practice are essential for improvement. They believe that through hard work, perseverance, and consistency, they can enhance their skills, achieve mastery, and reach their full potential.

• Embracing Feedback and Collaboration

A growth mindset encourages you to seek feedback from others and view it as valuable input for growth. You become open to constructive criticism, willing to learn from others, and see collaboration as an opportunity to expand your knowledge and skills.

Cultivating a Growth Mindset

Now that you understand the benefits of a growth mindset, let's explore some practical strategies and techniques to cultivate this empowering mindset:

• Embrace Challenges

Seek out new experiences and challenges that push you outside your comfort zone. Recognize that failure is not a reflection of your worth, but rather an opportunity for growth and learning.

• Shift Your Perspective on Failure

View failure as a stepping stone to success rather than a personal setback. Embrace a growth mindset by understanding that failure is a natural part of the learning process and provides valuable feedback for improvement.

            “The greatest teacher, failure is. We are what they grow beyond. That is the true burden of all masters.” ― Yoda”

• Practice Self-Reflection

Take time to reflect on your thoughts and beliefs. Challenge any fixed mindset thinking and replace it with growth-oriented thoughts. For example, if you catch yourself saying, "I'm just not good at this," reframe it as, "I'm still learning and can improve with practice."

• Seek Learning Opportunities

Continuously seek out opportunities for learning and personal growth. This can include reading books, attending workshops, taking online courses, or finding a mentor who can guide and support your development.

• Surround Yourself with Growth Mindset Individuals

Surround yourself with people who are positive, curious and willing to learn. Their positive attitudes and beliefs will inspire and reinforce your own growth-oriented thinking.

Conclusion

I strongly encourage you to adopt a growth mindset and other positive mindsets to help you embrace challenges, stay persistent, seek continuous learning, put in the effort, and collaborate with others. With a growth mindset, you can overcome obstacles, seize opportunities, and create a brighter future.

References

• Dweck, C. S. (2006). Mindset: The new psychology of success. Random House.

• Grant, A. M., & Dweck, C. S. (2003). Clarifying achievement goals and their impact. Journal of Personality and Social Psychology, 85(3), 541-553.

• Mueller, C. M., & Dweck, C. S. (1998). Praise for intelligence can undermine children's motivation and performance. Journal of Personality and Social Psychology, 75(1), 33-52.

Unlocking Success: How SMART Goals can help you achieve more and find meaningful work

In 95% of organizations, according to a recent survey, employees set goals for themselves or their teams (Sull & Sull, 2018). Think about all the times you’ve set goals in the past and how it has worked out for you. I’d like you to approach this topic with a healthy dose of scepticism. Challenge everything that’s laid out about SMART goal and jot down reasons why it won’t work. To be fair, I’d also like you to challenge your own biases regarding goal setting but keep an open mind. Either way, don’t beat yourself up.

Lets start with some evidence that SMART goals do work.

A study published in the Journal of Applied Psychology examined the impact of setting SMART goals in the workplace. The researchers found that individuals who set specific, challenging goals performed better than those with no specific goals or easy goals. The study concluded that the use of SMART goals led to higher levels of task performance.

Another study published in the Academy of Management Journal focused on the effectiveness of goal setting in a sales context. The researchers compared the performance of salespeople who used SMART goals versus those who did not use any goal-setting framework. The study found that individuals who set specific, challenging goals using the SMART framework outperformed those without goals and those with non-specific goals.

A meta-analysis conducted by Locke and Latham (2002) reviewed numerous studies on goal setting and found that setting specific and challenging goals improved performance across a wide range of tasks, including work-related tasks. The study also highlighted the importance of setting goals that are measurable, achievable, relevant, and time-bound.

Finally, in the educational context, a study published in the Review of Educational Research examined the impact of using SMART goals on student performance. The researchers found that students who set specific, challenging goals using the SMART framework demonstrated higher academic achievement compared to those who did not set goals or set non-specific goals.

Now, instead of telling you what the acronym stands for and define each elements of the SMART goal framework, I’d rather tell you how SMART goals contribute to your personal growth and fulfilment. After all, you can search up each elements and their definition easily enough.

Clarity and Focus

SMART goals provide clarity and focus by defining specific objectives. When you have a clear direction and know what you want to achieve, you can channel your efforts and energy more effectively. This clarity will help you prioritise tasks, make informed decisions, and avoid distractions, resulting in increased productivity and progress.

Motivation and Engagement

SMART goals are designed to be challenging yet achievable. This balance fuels motivation by providing you with a sense of purpose and a target to strive for. When you have meaningful goals that align with your aspirations and values, you become more engaged in your work. You’ll feel a sense of ownership and are more likely to invest your time and effort to excel. If the goals are either too challenging or not challenging enough, you’ll just simply give up out of frustration or lack of interest.

Continuous Improvement

The measurable aspect of SMART goals enables you to track your progress and measure your performance. By regularly reviewing your achievements, you can identify areas for improvement and make necessary adjustments. This process of continuous improvement fosters a growth mindset and a commitment to personal development. It allows you to refine your skills, acquire new knowledge, and strive for excellence.

Sense of Achievement

SMART goals provide a framework for setting specific targets and deadlines. As you meet these milestones and accomplish your goals, you will experience a sense of achievement. This sense of accomplishment contributes to increased self-confidence, satisfaction, and fulfilment – improving your self-efficacy. Celebrating successes along the way will reinforce a positive mindset and encourage you to aim higher and set even more ambitious goals.

Alignment with Personal Values

When you set goals that are relevant and aligned with your personal values, you will find deeper meaning in your work. SMART goals that reflect your passions, strengths, and long-term aspirations makes it easier to connect your daily efforts to a larger purpose. This alignment cultivates a sense of meaning and fulfilment because you’ll see your work as a meaningful contribution to your own growth and the broader goals you value.

HOWEVER,

In organisations, SMART goals undervalue ambition, focus narrowly on individual performance, and ignore the importance of discussing goals throughout the year. According to Sull and Sull (2018), to drive strategy execution, leaders should instead set goals that are FAST — frequently discussed, ambitious, specific, and transparent.

Final Thoughts…

By incorporating the SMART goal framework, you can excel in your work and discover a sense of meaning and fulfilment. The structured approach enables you to set meaningful objectives, stay focused, and experience a sense of accomplishment, ultimately leading to personal growth and satisfaction in your professional journey.

I hope this article has given you a different perspective on SMART goals to at least think about its valid applications for individuals. However, if you’re more interested in a goal setting framework for an organisation, perhaps have a look into FAST Goal in the reference list below.

References:

Bell, J. (2023, March). Do FAST Goals Trump SMART Goals? https://elmosoftware.com.au/resources/blog/do-fast-goals-trump-smart-goals/

Locke, E.A., & Latham, G.P. (2002). Building a Practically Useful Theory of Goal Setting and Task Motivation: A 35-Year Odyssey. American Psychologist.  

Sull, D., & Sull, C., (2018). With Goals, FAST beats SMART. MIT Sloan management review.  

Self-Awareness: Know thyself to improve decision-making

In our fast-paced world, decision-making plays a crucial role in shaping our personal and professional lives. However, making effective decisions requires more than just logical reasoning or a sharp intellect. It demands a profound understanding of ourselves and the world around us. This is where self-awareness and external self-awareness come into play. In this blog, we will explore the importance of these two forms of awareness in decision-making and provide practical strategies to enhance them.

What is the difference between self-awareness, self-conscious and self-knowledge?

According to Carden et al. (2022):

Self-awareness refers to how much we are consciously aware of our internal states and our interactions with others. It involves being attuned to our thoughts, emotions, and behaviours, as well as recognizing how we interacts with others. Self-awareness focuses on understanding ourselves and gaining insight into our own experiences and actions. Or simply, it is “the ability to see ourselves clearly – to understand who we are, how others see us, and how we fit into the world around us” (Eurich. 2017).

Self-awareness is necessary for us to represent ourselves in social interaction and lays the foundation for the recognition of our social emotions such as embarrassment, pride and shame, which are triggered by how we evaluate ourselves in the presence of others (Meltzoff & Prinz. 2002). 

Self-consciousness is one component of self-awareness. It refers to the awareness of ourselves as an object that others can observe or evaluate. It involves being conscious of how we are perceived by others and being concerned about our image or reputation. Self-consciousness often arises in social situations and can impact our behaviour and self-presentation.

Self-knowledge is perceived as an output of self-awareness. It refers to having a deeper understanding of ourselves, including our values, beliefs, strengths, weaknesses, and motivations. Self-knowledge is gained through self-reflection, self-assessment, and introspection. It involves knowing ourselves on a more profound level and having insight into our own identity and characteristics.

External Self-Awareness is understanding how others perceive us and our actions. This is something that can derail your career if you don’t get it right. As you climb higher up the corporate ladder, less people will have the courage to tell you the truth for fear of their own downfall.  

The importance of Self-Awareness and External Self-Awareness in Decision-Making

1. Self-Awareness

   Self-awareness is the foundation of effective decision-making. When we understand our own emotions, values, strengths, and weaknesses, we gain clarity about what truly matters to us. This self-insight empowers us to align our decisions with our authentic selves, leading to greater satisfaction and fulfilment.

2. Identification of patterns and triggers

   Paying attention to internal experiences helps us identify patterns in our thoughts, emotions, and behaviours. We can recognize recurring patterns that may be hindering our personal or professional growth. Additionally, being attuned to external relationships allows us to identify triggers or situations that impact our reactions, behaviours, strengths, weaknesses, values, and beliefs, leading to a better understanding of ourselves and our motivations. 

3. Empathy and perspective-taking

   Developing self-awareness involves understanding how our actions and words affect others. By being attuned to external relationships (external self-awareness), we can gauge how our actions are being perceived by others which helps to empathise with others, consider different perspectives, and recognise the impact of our behaviour on others. This fosters better interpersonal relationships and effective communication.

Practical Strategies to Enhance Self-Awareness and Other-Awareness

Self-Awareness Strategies

• Reflection and introspection

  Take time to reflect on your thoughts, feelings, and behaviours. Engage in activities like journaling or meditation to deepen your self-understanding.

• Seek feedback

  Ask trusted friends, mentors, or colleagues for honest feedback about your strengths and areas for growth. This person must be a loving critic, someone who will be honest with you while still having your best interest at heart, someone who has substantial experience with the behaviour in question and a precise understanding of what constitutes success (Eurich, 2017). This external perspective can provide valuable insights into your blind spots.

• Emotional intelligence development

  Develop your emotional intelligence by recognising and managing your emotions effectively to enhance your self-awareness and improve your decision-making skills:

• Practice techniques like deep breathing, meditation, or engaging in activities that help you calm down and regain control during moments of heightened emotions. By managing your own emotions, you can make decisions with a clear and rational mindset.

• Cultivate empathy by actively listening and trying to put yourself in someone else's shoes. Seek to understand their perspectives, experiences, and emotions. This empathy allows you to consider different viewpoints and make decisions that take into account the needs and feelings of others.

• Develop your social awareness by paying attention to nonverbal cues, such as body language and facial expressions. This awareness helps you understand the emotions and dynamics of those around you. It enables you to respond appropriately and build stronger relationships based on empathy and understanding.

• Practice expressing your emotions clearly and assertively while also being receptive to the emotions of others. Develop active listening skills to fully understand the emotions and messages being conveyed.

External Self-Awareness Strategies

• Active listening

  Practice active listening by paying attention to others' perspectives and emotions. Show empathy and seek to understand their needs and concerns.

• Seek diverse viewpoints

  Surround yourself with individuals from diverse backgrounds and perspectives. Engaging in meaningful conversations and seeking differing opinions can broaden your external awareness.

• Stay informed

• Stay updated on current events, industry trends, and social issues. This knowledge will equip you with a broader understanding of the external factors influencing your decisions.

Real-Life Example of Incongruent Self-Awareness and External-Awareness

Let's consider the example of Sarah, a highly competent employee who believes she deserves a promotion due to her exceptional performance. However, Sarah fails to recognize that she hasn't effectively communicated her competencies to others, leading to a lack of external validation. This mismatch between her self-awareness and external-awareness can result in bitterness, disappointment, and even anger. It highlights the importance of aligning self-perception with external recognition for career growth and personal satisfaction.

Impact of Improved Awareness on Personal and Professional Relationships

• Enhanced empathy

  Increased self-awareness and external-awareness foster empathy, allowing us to understand and relate to others' experiences and emotions more effectively.

• Effective communication

  Awareness enables us to communicate our thoughts, needs, and boundaries clearly. It also helps us interpret others' nonverbal cues, leading to better communication and stronger relationships.

• Conflict resolution

  By understanding our own triggers and biases, as well as appreciating different perspectives, we can navigate conflicts with greater empathy and find mutually beneficial solutions.

Final thoughts…

Self-awareness and external-awareness are essential elements in elevating decision-making. By cultivating these forms of awareness, we can align our choices with our true selves, consider a wider range of perspectives, and build meaningful relationships. So, let's embark on this journey of awareness and unlock our potential for better decision-making.

References:

Carden, J., Jones, R.J., & Passmore, J. (2022). Defining Self-Awareness in the Context of Adult

Development: A Systematic Literature Review. Journal of Management Education. Vol. 46(1).

Eurich, T. (2017). Insight: The Surprising Truth About How Others See Us, How We See Ourselves, and Why the Answers Matter More Than We Think.

Meltzoff, A., & Prinz, W. (Eds.). (2002). The Imitative Mind: Development, Evolution and Brain Bases (Cambridge Studies in Cognitive and Perceptual Development). Cambridge: Cambridge University Press.

The Power of Intentions: Understanding the Theory of Planned Behaviour

Have you ever wondered why you make the decisions you do? Whether it's choosing what to eat, how to spend your money, or even what dreams to pursue - there's a psychological theory that can explain some of these behaviours. It's called the Theory of Planned Behaviour (TPB), and it explores the core components that shape our intentions and ensuing actions. In this blog, we'll have a look at this theory, discuss its relevance in decision-making, provide practical examples, and give you some strategies to leverage the power of intentions in your own life.

What is the Theory of Planned Behaviour?

The Theory of Planned Behaviour suggests that an individual's behavioural intentions are determined by three core components: attitude, subjective norms, and perceived behavioural control. These factors work together to influence our choices and actions.

1. Attitude

   Shaping our beliefs and preferences attitude refers to our personal evaluation of a behaviour, reflecting whether we view it as positive or negative. It encompasses our beliefs, values, and emotions associated with a specific action. By understanding and aligning our attitudes, we can better shape our intentions and drive ourselves towards desired outcomes.

   As an example, let's say you want to adopt a healthier lifestyle. If you develop a positive attitude towards exercise and healthy eating by focusing on the benefits they bring, such as increased energy and improved well-being, you're more likely to have the intention to engage in these behaviours. On the other hand, if you approach it as an obligation, as effortful and a sweaty mess then you’re most likely not going to keep at it.

2. Subjective Norms

   Subjective norms involve the influence of our social environment on our behavioural intentions. They form our perceptions of what others think we should do in certain situations and the importance we attach our actions to their opinions. Understanding subjective norms helps us navigate the social pressures and expectations that can impact our decision-making.

   For example, imagine you're considering starting your own business. If your family and friends express their support and belief in your abilities, it strengthens your subjective norms and boosts your intention to take the entrepreneurial leap.

3. Perceived Behavioural Control

   Empowering perceived behavioural control refers to our beliefs about the ease or difficulty of performing a particular behaviour. It takes into consideration the external factors and our confidence in our own abilities to overcome challenges or obstacles. By enhancing our sense of (perceived) control, we also increase our intentions to take action.

   For example, let's say you want to learn a musical instrument. If you believe that you have the necessary resources, time, and skills to practice consistently and overcome challenges along the way, you will feel that you have high control over your behaviour and actions, leading to stronger intentions to pursue your musical aspirations.

Practical Strategies for Leveraging the Theory of Planned Behaviour

• Clearly define your goals and intentions.

• Assess and align your attitudes by focusing on the positive aspects of the desired behaviour.

• Surround yourself with a supportive social network that encourages and reinforces your intentions.

• Break down your goals into smaller, manageable steps to enhance perceived behavioural control.

• Seek out role models or mentors who embody the behaviours you aspire to adopt.

Final Thoughts…

Understanding the Theory of Planned Behaviour empowers us to make intentional choices and navigate the complex web of decision-making. By aligning our attitudes, subjective norms, and perceived behavioural control, we can shape our intentions and push ourselves towards personal and professional success as every intention moves us one step closer to taking action.

Take a moment to reflect on a behavioural or goal you want to achieve. Identify your attitude, subjective norms, and perceived behavioural control related to that behavioural, and commit to taking the necessary steps to align them. Remember, small changes can lead to remarkable transformations.

References:

• Ajzen, I. (1991). The theory of planned behavioural. Organizational Behavioural and Human Decision Processes, 50(2), 179-211.

• Sheeran, P. (2002). Intention-behavioural relations: A conceptual and empirical review. European Review of Social Psychology, 12(1), 1-36.

You’re not living your true life until you’ve understood the power of Self-Determination

Are you the architect of your own destiny or merely a passenger in this life? In this blog, we explore the life-changing concept of self-determination and its profound impact on our motivation, satisfaction, and overall well-being. By delving into the essential components of autonomy, competence, and relatedness, we'll discover the key to unlocking our true potential and thriving in all aspects of life.

What is Self-Determination?

Self-determination is our natural human desire to have some control over our own lives, make choices, and act in accordance with our values and goals. It is an intrinsic motivation that propels us forward, fuels our passions, and empowers us to pursue a fulfilling life in line with our values rather than having a desire to be appreciated, approved, accepted or rewarded by someone else. Self-determined individuals are driven by a sense of autonomy, competence, and relatedness, which serve as the foundation for their growth and development.

Elements of Self-Determination

1. Autonomy

   Autonomy is the need for independence and freedom in decision-making. It involves having a sense of control over your actions, choices, and direction in life. Autonomy empowers us to align our behaviour with our values, make choices that reflect our authentic selves, and take ownership of our own lives.

2. Competence

   Competence refers to the need to feel capable, effective, and skilled in various areas of life. It involves developing and honing our talents, acquiring knowledge, and mastering new skills. When we experience competence, we feel confident in our abilities, which, in turn, motivates us to take on challenges, set goals, and persevere through obstacles.

3. Relatedness

   Relatedness is the need for social connections, positive relationships, and a sense of belonging. It involves building meaningful connections with others, experiencing empathy, and being part of a supportive community. Having satisfying relationships and feeling connected to others enhances our well-being, provides emotional support, and encourages collaboration and cooperation.

Here’s why autonomy, competence, and relatedness are vital factors that significantly impact personal and professional growth.

1. Autonomy promotes motivation and fulfilment

   When we have the freedom to make choices aligned with our values and interests, our motivation and satisfaction levels increases. Having the freedom to choose allows us to tap into our intrinsic motivation – doing something for its own satisfaction rather than for some external reward, leading to increased engagement, creativity, and a sense of purpose.

2. Competence drives achievement and growth

   Developing and improving our skills, knowledge, and abilities is crucial for personal and professional growth. When we feel competent, we are more likely to set ambitious goals, take on new challenges, and persist in the face of setbacks. Competence fuels our confidence, boosts our self-esteem, and propels us towards success.

3. Relatedness cultivates support and well-being

   Human beings are social creatures, and our relationships play a fundamental role in our happiness and overall well-being. Positive social connections provide emotional support, encourage collaboration, and offer opportunities for learning and growth. Having a sense of relatedness fosters a supportive environment that fuels our motivation and resilience.

Now that we understand the importance of autonomy, competence, and relatedness, here are some practical strategies to cultivate self-determination

1. Set meaningful goals

   Identify goals that align with your values and aspirations. Something that pulls you forward and excites you, even when you don’t feel like doing anything. Setting challenging yet attainable goals provides a sense of direction and purpose, and fuels motivation.

2. Foster autonomy

   Seek opportunities to make choices and decisions in various aspects of your life. Take ownership of your actions, reflect on your values, and ensure that your choices reflect your authentic self.

3. Cultivate competence

   Engage in continuous learning and skill development. Set aside time to acquire new knowledge, practice existing skills, and challenge yourself to expand your capabilities.

4. Nurture relationships

   Invest time and effort in building and maintaining positive relationships. Seek out supportive individuals who share your interests and values, and actively engage in activities that strengthens connection and collaboration.

5. Embrace challenges and failures

   Challenges and failures are as normal to life as day turning into night. View challenges and setbacks as opportunities for growth and learning. Look for the underlying lessons they offer, persevere, and celebrate your progress along the way no matter how small it seems.

Final Thoughts…

Dedication to self-determination is a transformative journey that empowers you to unlock your inner drive and flourish. By embracing autonomy, developing competence, and nurturing positive relationships, we can harness the power of self-determination to achieve personal and professional growth that is congruent with our values, leading to a more fulfilling and satisfying life.

Remember, you have the power within you to unleash your true potential. Embrace self-determination and watch as you embark on a journey of personal growth and unparalleled success.

References:

1. Deci, E. L., & Ryan, R. M. (2000). The "what" and "why" of goal pursuits: Human needs and the self-determination of behavior. Psychological Inquiry.

2. Ryan, R. M., & Deci, E. L. (2000). Self-determination theory and the facilitation of intrinsic motivation, social development, and well-being. American Psychologist.

3. Reeve, J. (2009). Why teachers adopt a controlling motivating style toward students and how they can become more autonomy supportive. Educational Psychologist.

4. Baard, P. P., Deci, E. L., & Ryan, R. M. (2006). Intrinsic need satisfaction: A motivational basis of performance and well-being in two work settings. Journal of Applied Social Psychology.

Forging self-efficacy amongst crises, failures and mistakes. How do we become stronger?

I used to be terrified of doing the wrong thing. I avoided eye contracts at school, on the street and even at stray cats that looked worse off than how I feel for fear of staring at daggers, sharpened by scorn and judgements from all directions.  

I was a small child and a lost soul. I didn’t have any confidence and no sense of who I was and it showed in school reports, in my relationships with friends and later in life – like being egged on to test out my arm wrestling prowess at a club after a few beers. That resulted in me snapping my arm like a KitKat, ending that career.

It ought to have been said that the people who has the most confidence in themselves and their abilities are those who have failed the most and faced their biggest inner demons. The most self-efficacious people are those who have gone through some of the biggest crisis in life.

Self-efficacy is a term used to describe an individual's belief in their own ability to accomplish certain tasks or achieving goals (Lopez-Garrido, 2023). Introduced to the world by psychologist Albert Bandura, it is one of the foundational element related to motivation, determination, and personal growth. Professionally, self-efficacy becomes a super-power for achieving goals, overcoming challenges, and for reeling in that glorious promotion.

Understanding Self-Efficacy

Self-efficacy is the confidence you’ve placed in your skills, knowledge, and ability to successfully perform certain tasks in various areas of your life. But it’s not just self-confidence per se, it’s an unshakable belief in your own control and actions that leads to a desired outcome. The development of your unshakable belief affects the goals you choose to set, the effort you’re willing to put in, and the grit or perseverance you’re willing to tolerate when facing difficulties.

Importance of Self-Efficacy in Achieving Goals

Numerous studies have shown a similarity between self-efficacy and goal achievement. This means that you’re more likely to set challenging goals when you have high self-efficacy. You’ll have and retain higher motivation throughout the set goal, and have grit in spades when things don’t seem to go your way (Lopez-Garrido, 2023). It is one of the most powerful force that drives your personal growth, increases your performance and boosts your resilience. When you have self-efficacy, you’ll see obstacles as a challenge to overcome rather than something that’s impossible, hence it gives you a better chance of success.

With that preface, here’s how I defeated my inner demons and became a much better version of who I was.

Practical Strategies I used to Cultivate Self-Efficacy

a.       Setting realistic goals

Start by setting realistic, achievable goals that matches with your abilities and interests. Break them down into smaller tasks to make them easier to achieve and when doing so, each of these completed tasks will help reinforce your belief in your capabilities.

b.   Looking for aspiring individuals or Role Models (mine happened to be Eric Thomas)

Be in company with successful people in areas similar to your aspirations. As them to be your mentor and pay attention to their achievements as it can boost your self-efficacy since vicarious experience is also effective at building self-efficacy.

c.       Celebrating my wins, big or small

Celebrate your wins, no matter how small they are. When you have evidence of progress, it acts to reinforce your self-efficacy, and the belief that you are capable.

d.       Seeing failure as a learning opportunity

Most people view failure as a negative to be avoided at all cost. Maybe because they see it as a reflection of themselves or their abilities. However, the nature of failure is to provide an opportunity for learning experiences, to analyse the mistakes, identify areas of improvement, and move forward with renewed vigour so that you’re more likely to accomplish whatever goals that you’ve set out – no matter how audacious.

e.      Developing competence through skill-building

Improve your competence in chosen areas by continuously and never-ending improvements. Expand your knowledge and skill set by attending workshops, further education, and seeking every opportunities for growth and development.

As a leader, I try to provide plenty of diverse skill development opportunities, encouraging a participative culture where failures and challenging the status quo won’t be punished. I also encourage agreement on clear expectations from each employee and empower managers to create a work environment where individuals and company experience mutual growth. Additionally, by offering specific, timely, meaningful, and candid feedback and personalised performance improvement plans, managers will enable employees to unleash their full potential. This will result in engaged employees who finds more meanings in their work, have increased work motivation and job satisfaction, and ultimately increased productivity.

Final Thoughts…

The process of building self-efficacy is accumulative and transformative, meaning that all our wins (big or small) will add up to build our unshakable belief in our abilities and as such, it changes our mindset and the way we approach challenges. The most important takeaway here is that self-efficacy is not a fixed trait that we’re born with that doesn’t change, but a skill that can be improved and developed over time. Our full potential can only be unlocked once we have built an adequate amount of belief in our own abilities for certain tasks. Start by doing a self-assessment so that you can set realistic goals, find role models that you look up to, and realise that failure is an opportunity to learn and grow, not a reflection of your worth. If you can embrace the journey, then prepare for your true potential to be unleashed.

What do your customers think about your staff

These days with so much power put in the hands of people and their relationship with your staff due to social media, it is undeniably important that your staff leave your customers in a better place than when they came into contact with them.

Imagine the 2 following scenarios and how they will have a significant impact on the customers and any possible flow on effect

SCENARIO 1:

Your staff are just as they have always been. They are there to tick off the boxes and just basically to get through the day and get their paycheque at the end of the week. They don't have any desire to go above and beyond the least that is expected and they feel like their bosses don't notice what they have done even if they did, and they don't feel at all as if they are a part of the team. This is a classic situation that people are going through on a daily basis, and I feel George Carlin says it the best “People work just hard enough to not get fired and get paid just enough money not to quit”.

When your customers come into contact with your employees like this they don't go away with a positive attitude towards your company or business. These days they are also quick to publish anything negative on social media to get a few more likes on their pages, and this can potentially reach hundreds if not thousands of people, as a result they will not become raving fans and give positive word of mouth reviews

SCENARIO 2:

Your staff are happy and playful. They really care for the experience that the customer is having and more than that they care about their fellow employees. These staff feel like they are appreciated by their bosses and they are playing a role in a thriving team as well as really enjoying the fact that their team is doing really well

The staff in Scenario 2 will do more for their fellow teammates as well as the entire team as they feel appreciated and when you are working with people you care about you tend to be willing to do more for them than you would do if that was just another work colleague. It has been shown time and time again that people will do much more for people they care about than for themselves. This reaches out to the workplace as well. 

A simple way we can change this is to follow the footsteps of great sporting teams out there, and my background as an athlete and coach makes this easy for me, but I will explain this for you.

In sporting teams it all starts even before the pre-season. We select people that will play in certain positions amongst our team according to their skill set and their previous playing background. In the work environment this is obviously the hiring process. If our team was in search for a Front Rower that has great hit-ups, is ok defensively and we will need him for 2x 20 minute stints that is what we would go looking for. Having this level of detail going into the hiring process cuts down a lot of time.

But how do I go about it if the team is already set?

This is more difficult, particularly if the people have been there for years, and they have established routines, habits and the culture of the place is a little dodgy. You cant expect to go in swinging a sledge hammer making instant massive changes, but what you can do is go in a subtly see who is the “Team Captain” and slowly make inroads with them. As a coach in this situation you can really work it 2 ways.

1) Swing that hammer and potentially have it backfire and have mutiny

2) Create an open forum just as we would after a football match or a fight, and have a breakdown of what worked and what didn't work. In this format make it known that we need problems, and problems from ground zero. It is also essential that along with the problems we need solutions, and not personal problems, but problems that as a team we can fix. Anything personal should be left to the coach and trainers (Boss and Managers) to deal with. We have to ensure that every team member knows the direction we are headed and know their role in the team and have them playing to their strengths for the benefit of the team. The players also have to be heard. There is nothing more frustrating than having a meeting, be it in work or sports, where you have left your heart out there only for it to be ignored. Many times it isn't actually ignored, but the opinion of the player is that it was, and that can cut deep to the particular player. You will see them gradually get further and further away from the discussions and potentially become “cancer” within the team.

By Cancer I mean someone that is continually undermining the direction headed by the leadership team, and someone that has nothing positive to say at all, and is continually making negative narky comments to anyone that will listen. Unfortunately if these type of employees go unchecked, as does a cancer, they spread. I have seen this happen before, and it was with quite a positive person who felt tired of not being listened to, turned their back on what was going on and became negative. If they don’t get reined in quick the damage by these people can cause untold damage, and they may even need to be cut out, as needs to be done with real cancers.

If you can’t act on peoples comments, the worst thing you can do is to just leave it. Even in private acknowledge their comment and that you did hear and understand their issue, then you need to explain the process from there. 

Remember the most important thing is that happy staff leave a happy customer. You want staff that will feel part of the team and play their position above and beyond.

If you want to learn more about my “5 Steps Towards Improved Vitality” Feel free to email me at david@davidlindsay.com.au  

FAILURE IS ALWAYS AN OPTION

This goes against what most people think of when they think of success. The majority of people think along the lines of “FAILURE IS NOT AN OPTION”

This is a saying that comes up again and again, and I know people are trying to be helpful and “motivating” but this is one of the sayings that really gets under my skin. Failure is ALWAYS an option, more often than that, failure is quite often the easiest option. How easy is it to just pick up your bat and ball and go home.

Having conversations with various clients I also must be clear what is meant by the term “FAILURE”. If you talk to one person it can mean stumbling and falling, or missing their KPI’s or quotas, to them that is failure. Ask someone else and they may come up with the idea that failing is simply quitting before the game is up. It is such a grey area and as such is down to each individuals own interpretation.

If you take the former idea, that failing is stumbling and falling, I think that failure is, in most instances, a must. That is when we are trying new ideas and concepts and finding out from our own experiences what works and what doesn’t. So long as you are smart enough to learn from these stumbling blocks and come at it with a different strategy and if necessary get some fresh eyes to look over the issue and see if together you brainstorm can combat the problem.

This is in sporting terms like standing up at bat in baseball and being to scared to take a swing. If you don’t take a swing you can still get struck out, but you have no chance at hitting the ball, let along hit a home run.

Babe Ruth (American Baseballer) is a legend for his ability to hit home runs. In his 22 Seasons in the Major League he hit the most amount of home runs in the American League for 12 of those seasons. Having said that he also lead the league in strikeouts 5 times and for many years was known as the King of Strikeouts. But ask just about anyone these days and Babe Ruth is known for his all or nothing approach and his homeruns.

If however you take the latter, that failure is quitting, then there are arguments for that as well. I completely understand if you have put in countless hours of work, and lots of money into a project and nothing is coming from it, that you will want to get something in return. If you ask the question, “Is it all worth it”, well, maybe it just isn’t? You must take a good look at your situation and your mindset and make sure it is something you would do even if you wouldn’t get the rewards.

If i was to do something like programming or computers, it wouldn’t matter how much money or how much time I put in I just wouldn’t have the passion or drive to keep at it when times get tough. You can bet your bottom dollar that business and any endeavour will have it’s tough times and if it isn’t something that you are passionate about you will more than likely give up and quit (FAIL), which in all honesty could be the best thing for you to do strategically.

If however you are doing that you are passionate about, with me it is Speaking, Coaching and Fitness, you will find a way to push through even when the chips are down. That is precisely where you want to be.

Quitting or “FAILING” as it were, can be the best strategic tool when applied properly. If you quit on something that is failing and beyond repair, or something that is of no interest to you, you will free up a lot of time and resources towards what your true passion is.

For those out there that spread the gospel “Failure is not an option”
I ask them to take a close look at the question and truly be honest with themselves. Is failure really not an option, or is it actually the best option?

SPORTS vs BUSINESS

After I have spoken to schools and business I have been approached a couple of times asking why I like to use sporting terminologies. For me the answer is simple and has 3 parts. I would love to hear your thoughts and if you agree or disagree, and why

1) Almost everyone understands sporting terminologies

2) Business, schools and sporting teams run off a similar structure

3) My background and expertise is to raise Vitality and Performance. This comes from my years as an athlete, coach and trainer in sports.

Let me explain these steps further

1) ALMOST EVERYONE UNDERSTANDS SPORTING TERMINOLOGIES

It doesn't matter if you have played the sport at an international level, professional level, club level or not at all. Even if you have never stepped foot on football field you can still be an armchair athlete and understand the rules and nuances of the game. The concepts and ideas can be understood by the majority of people. I have spoken to football teams, schools and even at Financial conferences. I am not a financial “guru”, I am not a principal of a school, but I am a former athlete and coach that knows how to get the most out of myself and my team.

2) BUSINESSES, SCHOOLS AND SPORTING TEAMS RUN OFF A SIMILAR STRUCTURE

People often give me a strangle look when I first tell them this, but then I explain further and them the majority understand. It is another reason why top Coaches and Athletes often transition into top Business leaders. They all run off a hierarchical system.

There are the CEO’s and Managers in businesses.

Principals and Teachers at School.

Head Coaches and Trainers in a sports team.

They have underneath that their employees, students and players respectively.

In order to perform at their best the players should stick to their position in the team and play their specific role. In games such as netball the specific positions can only operate in certain areas of the court. It isn't a free for all, and if you try to play outside your position the entire team gets penalised.

3) MY EXPETRISE IS TO RAISE VITALITY AND PERFORMANCE

If I was to try and talk the “lingo” from the particular arena I was speaking in I would get caught out pretty quick. This would have a massive flow on effect to my credibility, and therefore my presentation would be worthless. If I was to go out and try to tell some financial guys how to best combat their fiscal troubles, or how they can turn a negative into a positive cash flow on  their balance sheet, they would laugh me off the stage (and rightfully so). But using my strengths I can help people and therefore their “team” raise their vitality and their performance. Ultimately companies bring me in to give them systems and strategies to raise their vitality, morale, teamwork and performance. The companies bring in specialists in different areas, and so long as I know the outcome and I know my position in the team I will deliver more often than not.

Those are the basic reasons why I choose to use sporting terminologies. As mentioned above I would love to hear your thoughts on this topic, both for and against the reasons I have mentioned above

David   

STRESS. Is it really a bad thing?

If you take any notice of people at all in society, you will notice a lot of people will say, more so complain, that they are STRESSED OUT. So the question is, is stress really that bad for you?

The answer may confuse some a little, but hear me out and read on and hopefully it will become clearer. The answer to is stress bad is both YES and NO.

The explanations I use will mostly come from a sporting/ training perspective, but studies repeatedly show a direct correlation with physical, mental and emotional stress, and that these principles can go from the sporting world into the business world.

When you start training you have a baseline level of strength, endurance, mobility and technique (mostly these start off quite low). With weight training you will stress the muscles, connective tissues, joints and bones through manipulating the weights, reps, tempo etc. If you don't stress it enough there will be nil to minimal results, yet if you over stress (by using too much weight) the muscles you are using can risk injury, and at the very least you will be very, very sore for quite a few days.

By using the right weight and rep range for your current level and the goals you want to reach, you will stress your body and you may be a little sore the next day or two, but you will create adaptions in your body becoming stronger, being able to lift heavier weights for more reps down the track. This is called progressive overload.

By putting your body, emotions and your mind under the right amount of stress you will create an adaptive response. This in itself isn't enough though. If it were people would be going "Balls to the wall" so to speak, all the time and be getting bigger and better. When you see people taking this approach, be it athletes or your employees, they will eventually hit the wall and burn out. What is needed here is recovery/rest. If you don't get enough recovery your results will eventually start to drop. This tends to create an even bigger issue in itself. When peoples results start sliding they feel they have to train harder, work longer, to get the same results, but the results keep dropping. They are trying harder and longer but their results keep dropping, leading to more, and harder work, eventually leading to burnout.

On the other hand you can be put in a no stress/ low stress environment and end up with no growth at all. Or you can be put in a stressful environment, lets use the weights analogy again, hit the "Sweet spot" of stress, by using the correct weight and reps, have the body adapt, rest too long, then lose any possible gains, only to end up at the same place you started.

The ideal way is to be put under some stress, then enable your body and mind some time to rest and recover, then stress it out again. This can be something as simple as leaving the office and going for a walk in the fresh air, or meet up with some friends to completely escape and disconnect with work and its possible issues.

The main part here is to leave work at work. I know with technology these days it is becoming harder to be done, but it is possible, and I will be discussing this in the next BLOG.

David Lindsay

Integrated Health and Vitality

Why Fitness and Vitality, and what is Vitality?

I get asked all the time "David, why did you go with Health and Vitality, and not Health and Fitness?"

There are a few reasons for this and let me explain. Health and Fitness is a very common phrase, so I would be battling with many, many other people using these names in their business, but that is a very superficial reason, so let me dig a little deeper and explain the true reason for me being THE "Health and Vitality" expert out there.

Firstly we have to get a better understanding of these words, Health, Fitness and Vitality, both individually and grouped together. Lets start with the obvious one HEALTH

Health, when checked out in a dictionary simply states "the state of being free from illness or injury". When we talk about health in the general population we are talking about a persons organs working in harmony, in a state where there is no inflammation or sickness as a result of the organs, and that their joints, ligaments, tendons and muscles work freely and smoothly in the way they were meant to operate. Someone can be completely healthy, but be far from fit (I will explain in more detail later)

Fitness by definition is "the condition of being physically fit". In my world as a coach of athletes we describe fitness as "Being able to execute particular movements that enable you to run, jump, throw, lift, in a safe and functional manner. So in this case, someone may be able to run fast, jump high, lift heavy weights, therefore by the meaning of Fitness they are extremely fit, and yet at the same time be unhealthy. There are many, many athletes that would be considered amongst the fittest on earth and yet, due to "health" issues either have to retire from their sport prematurely, or even end up dead in their prime.  

Vitality is "The state of being strong and active". We talk a lot about Vitality being that X factor, where people are not just full of Vim and Vigour, or have that spring in their step, but how it is also contagious. If you are in the same room as a person  that has high Vitality, then it is almost inevitable that at least some of it will rub off on you. Vitality therefore is more of an attitude that can be learnt by anyone that is willing to go that little bit extra to reach out and get it. I am super passionate about helping teams, workplaces, schools, families and individuals raise their levels or standards of Vitality in order to have a much more rewarding, fun and productive life.

As explained above you can be perfectly Healthy and yet not be able to run out of sight in a week, or you may be super fit and yet die due to being unhealthy. You can even have a combination of being both Fit and Healthy, and yet feel sluggish and not be a productive member of work or society. I have seen my fair share of "Fit and Healthy" people that need to have some electricity run through their system to get things done, and this "electric" shock is some Vitality. You see it when there are the "gym buffs" that can throw weights around like they were feathers and yet ask them to get things completed at work and they don't have the drive or energy to get things done at work.

With the system that I have put together, anybody can raise their Vitality with a few little tweaks of their lifestyle and habits. These have been taken from my career as a coach, trainer and athlete, as well as being able to study top high performance coaches and see what they do, and why they do it. As we progress along the concepts will start to roll together and you will see how with a few little changes here and there you will noticeably see and feel your Vitality and general Zest for life returning in all areas of life. This doesn't mean there won't be any more issues, because problems are inevitable in a full life, and it is through these problems things get done and where we find out more about ourselves, and the people around us. But you will cope better with adversity and be able to better adapt with the bumps in life that are thrown at you and therefore enjoy life so much more.

David Lindsay

Intergrated Health and Vitality