Add You - Is It Time To Change Your Mind About Mindsets?

Passion, inspiration and commitment are a function of people’s mindsets. The usual perception is that a) people either have the right mindset or they don’t; or b) if they aren’t already passionate, inspired and committed in their job, the only practical way to change this is to change their job.

If this has been your view of how mindsets work, we have good news: People’s mindsets can change quickly - even in one conversation.

How can mindsets change quickly?

1) Mindsets are separate from the current situation

It’s a myth that mindsets are directly caused by the current situation. We often hear "I’d be more committed in this role if they gave us the budget we asked for", or "we can’t make the target in the current market environment". These views are limiting people’s potential, when it’s equally possible to have a different perspective on the same situation: "We can’t fund all the great ideas we have - we should focus only on the most important ones," or "any change in the market always surfaces new opportunities; we will create a new way to make the target."

2) The skills to change mindsets are different from the skills needed to change situations

Mindsets are fixed perspectives about a situation. The situation is a separate set of facts. The skills to alter people’s mindsets are things like listening, honouring and inquiring; the skills to alter the situation are things like information gathering, analysis and presentation. People usually try to affect mindsets with information, analysis and presentation - it doesn’t work. For example, the way to change people’s mindset about their budget is NOT to explain to them why the budget was cut - while this is essential, it is not enough. Mindsets (fixed perspectives) soften when they are listened to and honoured - not criticised or proved inaccurate. Once they are listened to, people are more open to other views, not the "right" or "better" ones, simply equally valid ones. When this is done skilfully, people always embrace a perspective that empowers everyone and is best for the organisation.

3) New mindsets are sustained through actions and results

When people embrace a new mindset, they always see new actions to take, consistent with their new view; these could be conversations to have, commitments to make, things to stop doing, etc. It’s crucial to take these actions quickly. These actions need to be cared for like a child taking his/her first steps - every effort needs to be taken to ensure that they are successful. Once there are enough steps taken and results produced, the new mindset is sustainable. The bonus is that your organisation sees objective results along the way.

It’s simple, but not easy!

If it’s so simple, why isn’t everyone doing this already? There are two main reasons for this:

1) The skill set to change mindsets is missing in business.

Until recently, the focus of most businesses has been managing financial performance through the skilful analysis and diligent implementation of effective business processes. Business leaders unwittingly apply the same skills of analysis and management to people. While this can affect what people do, it doesn’t impact people’s mindsets. In fact, it’s counterproductive to manage people in the same way as managing business processes (after all, the inventory system doesn’t have an opinion about what it does!).

2) It is personally uncomfortable

A crucial element in changing mindsets is the willingness to suspend your own beliefs about people and situations -- many people resist doing this. But you can’t change another’s mindset if you have a limiting mindset of your own. People who are skilful at changing mindsets consistently challenge their own mindsets so these are out of the way when they are coaching others. This is never a comfortable thing to do - and therefore rarely done.

Why bother with mindsets?

Mindsets are the key to unlocking the potential in your organisation. Limiting mindsets can be quickly shifted to empowering mindsets, and the impact of these shifts can be seen in objective results within a matter of months. The catch is, you need to be willing to abandon your own mindsets - in front of other people! Are you willing to do this? Do you have the courage to change your mind about your own mindsets?

==> for more information view Over 40? Is Your Work Full of Purpose?
How do you define your work?Do you look to your work to define meaning and joy or just to collect a paycheck? Each carries a different result. Those who seek meaning and joy in their work tend to choose carefully what they do; they know what they do helps determine who they are. For others who work just for the money, there is little expectation of meaning or joy—just as long as the paycheck rolls in.Career vs. vocational passionIn my work, I am often asked, “What is the difference between Career and Vocational Passion?” Jobs are just an exchange of services for mothe current market environment". These views are limiting people’s potential, when it’s equally possible to have a different perspective on the same situation: "We can’t fund all the great ideas we have - we should focus only on the most important ones," or "any change in the market always surfaces new opportunities; we will create a new way to make the target."

2) The skills to change mindsets are different from the skills needed to change situations

Mindsets are fixed perspectives about a situation. The situation is a separate set of facts. The skills to alter people’s mindsets are things like listening, honouring and inquiring; the skills to alter the situation are things like information gathering, analysis and presentation. People usually try to affect mindsets with information, analysis and presentation - it doesn’t work. For example, the way to change people’s mindset about their budget is NOT to explain to them why the budget was cut - while this is essential, it is not enough. Mindsets (fixed perspectives) soften when they are listened to and honoured - not criticised or proved inaccurate. Once they are listened to, people are more open to other views, not the "right" or "better" ones, simply equally valid ones. When this is done skilfully, people always embrace a perspective that empowers everyone and is best for the organisation.

3) New mindsets are sustained through actions and results

When people embrace a new mindset, they always see new actions to take, consistent with their new view; these could be conversations to have, commitments to make, things to stop doing, etc. It’s crucial to take these actions quickly. These actions need to be cared for like a child taking his/her first steps - every effort needs to be taken to ensure that they are successful. Once there are enough steps taken and results produced, the new mindset is sustainable. The bonus is that your organisation sees objective results along the way.

It’s simple, but not easy!

If it’s so simple, why isn’t everyone doing this already? There are two main reasons for this:

1) The skill set to change mindsets is missing in business.

Until recently, the focus of most businesses has been managing financial performance through the skilful analysis and diligent implementation of effective business processes. Business leaders unwittingly apply the same skills of analysis and management to people. While this can affect what people do, it doesn’t impact people’s mindsets. In fact, it’s counterproductive to manage people in the same way as managing business processes (after all, the inventory system doesn’t have an opinion about what it does!).

2) It is personally uncomfortable

A crucial element in changing mindsets is the willingness to suspend your own beliefs about people and situations -- many people resist doing this. But you can’t change another’s mindset if you have a limiting mindset of your own. People who are skilful at changing mindsets consistently challenge their own mindsets so these are out of the way when they are coaching others. This is never a comfortable thing to do - and therefore rarely done.

Why bother with mindsets?

Mindsets are the key to unlocking the potential in your organisation. Limiting mindsets can be quickly shifted to empowering mindsets, and the impact of these shifts can be seen in objective results within a matter of months. The catch is, you need to be willing to abandon your own mindsets - in front of other people! Are you willing to do this? Do you have the courage to change your mind about your own mindsets?

==> for more information view 5 Steps for Publishers on Getting Paid!
There have been quite a few complaints from publishers about late or non payment from distributors and book stores. Some have stopped sending books to large distributors because of past due invoices, some over 180 days old. Part of the problem is no response, it is bad enough when you are not getting paid, but when orders keep coming in and you are not getting any acknowledgement to your collection efforts, you just can’t keep sending books, says one publisher.There are steps you can take to get paid on those past due invoices and keep new invoices current.Step #1 Gatherplain to them why the budget was cut - while this is essential, it is not enough. Mindsets (fixed perspectives) soften when they are listened to and honoured - not criticised or proved inaccurate. Once they are listened to, people are more open to other views, not the "right" or "better" ones, simply equally valid ones. When this is done skilfully, people always embrace a perspective that empowers everyone and is best for the organisation.

3) New mindsets are sustained through actions and results

When people embrace a new mindset, they always see new actions to take, consistent with their new view; these could be conversations to have, commitments to make, things to stop doing, etc. It’s crucial to take these actions quickly. These actions need to be cared for like a child taking his/her first steps - every effort needs to be taken to ensure that they are successful. Once there are enough steps taken and results produced, the new mindset is sustainable. The bonus is that your organisation sees objective results along the way.

It’s simple, but not easy!

If it’s so simple, why isn’t everyone doing this already? There are two main reasons for this:

1) The skill set to change mindsets is missing in business.

Until recently, the focus of most businesses has been managing financial performance through the skilful analysis and diligent implementation of effective business processes. Business leaders unwittingly apply the same skills of analysis and management to people. While this can affect what people do, it doesn’t impact people’s mindsets. In fact, it’s counterproductive to manage people in the same way as managing business processes (after all, the inventory system doesn’t have an opinion about what it does!).

2) It is personally uncomfortable

A crucial element in changing mindsets is the willingness to suspend your own beliefs about people and situations -- many people resist doing this. But you can’t change another’s mindset if you have a limiting mindset of your own. People who are skilful at changing mindsets consistently challenge their own mindsets so these are out of the way when they are coaching others. This is never a comfortable thing to do - and therefore rarely done.

Why bother with mindsets?

Mindsets are the key to unlocking the potential in your organisation. Limiting mindsets can be quickly shifted to empowering mindsets, and the impact of these shifts can be seen in objective results within a matter of months. The catch is, you need to be willing to abandon your own mindsets - in front of other people! Are you willing to do this? Do you have the courage to change your mind about your own mindsets?

==> for more information view Successful Interviewing: 7 Questions You Must Always Ask
Many small and medium sized firms suffer from high levels of staff turnover simply because they have hired the wrong people in the first place.Similarly, many business owners go through the whole recruitment process and make an offer to someone they like only to find that they have chosen to take another role.Very often this “mis - hiring” of people or “missing out" on people is down to the way in which these people have been interviewed – in particular the questions that were are asked (or rather NOT asked!).You see, if you ask the righresults produced, the new mindset is sustainable. The bonus is that your organisation sees objective results along the way.

It’s simple, but not easy!

If it’s so simple, why isn’t everyone doing this already? There are two main reasons for this:

1) The skill set to change mindsets is missing in business.

Until recently, the focus of most businesses has been managing financial performance through the skilful analysis and diligent implementation of effective business processes. Business leaders unwittingly apply the same skills of analysis and management to people. While this can affect what people do, it doesn’t impact people’s mindsets. In fact, it’s counterproductive to manage people in the same way as managing business processes (after all, the inventory system doesn’t have an opinion about what it does!).

2) It is personally uncomfortable

A crucial element in changing mindsets is the willingness to suspend your own beliefs about people and situations -- many people resist doing this. But you can’t change another’s mindset if you have a limiting mindset of your own. People who are skilful at changing mindsets consistently challenge their own mindsets so these are out of the way when they are coaching others. This is never a comfortable thing to do - and therefore rarely done.

Why bother with mindsets?

Mindsets are the key to unlocking the potential in your organisation. Limiting mindsets can be quickly shifted to empowering mindsets, and the impact of these shifts can be seen in objective results within a matter of months. The catch is, you need to be willing to abandon your own mindsets - in front of other people! Are you willing to do this? Do you have the courage to change your mind about your own mindsets?

==> for more information view Office Workers and Warm, Breezy Weather
Warmer weather has arrived. April showers have brought May flowers. Now it’s time to get out and enjoy that fresh air!Office workers spend the majority of their days inside, toiling in their little cubicles. Many of these workers aren’t even near a window. Have any of you been surprised, upon leaving work at 5:00, to see that it rained sometime that afternoon?These same office workers are seated, day in and day out, in their sedentary jobs. It’s easy to experience burnout that way, especially when deprived of Vitamin D. What’s one natural way we get Vitamin D? Sunlisets is the willingness to suspend your own beliefs about people and situations -- many people resist doing this. But you can’t change another’s mindset if you have a limiting mindset of your own. People who are skilful at changing mindsets consistently challenge their own mindsets so these are out of the way when they are coaching others. This is never a comfortable thing to do - and therefore rarely done.

Why bother with mindsets?

Mindsets are the key to unlocking the potential in your organisation. Limiting mindsets can be quickly shifted to empowering mindsets, and the impact of these shifts can be seen in objective results within a matter of months. The catch is, you need to be willing to abandon your own mindsets - in front of other people! Are you willing to do this? Do you have the courage to change your mind about your own mindsets?

==> for more information view the original newsletter article here <==

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