It is always the false that makes you suffer
the false desires
and fears
the false values
and ideas
the false relationships between people…
Give up the false !
and you are free from pain…
Truth makes one happy
Truth sets one free…
Nice day to you all 😊
One Love
😘😘😘✌️❤️
And when he said to me:
Your eyes
The most beautiful painting I ever have portrayed
Your love
The most beautiful poem I ever have inked
Your laughter
The most beautiful music I ever have heard.
~Only🌹
There are myriad psychology models and theories on what motivates us to do the things we do: how we respond to incentives, achievement theories, and so on.
I look at motivation as excitement. So how can you remain motivated in a simple way that works every single day? Here are 10 ways.
1. Take a break–you deserve it.
The only way we can perform at an optimal level is create time for rest. The moment you know you can’t take any time off is usually when you need it most.
So take that long delayed vacation, and return to your business with renewed enthusiasm.
2. Keep your cards close to your chest.
Finally running that marathon? Excited about your new diet? Bursting at the seams over your new project? Good. Keep it to yourself.
Announcing your intent to do these feats will backfire. Resist the urge to reap the barrage of Facebook likes, and gushing comments. The positive feedback you receive from your network will trick your brain into thinking you’ve already accomplished your goal, sabotaging your once-motivated brain to do said feat.
So keep it to yourself and share the good news once you’ve already done it.
3. Confront death, and define your legacy.
Death is a powerful motivator. We get bogged down in mindless activities. They make us feel like we’re accomplishing things, when in reality we’re just spinning in circles.
Knowing that you have finite time on this planet helps sharpen your focus. Everything we do is another step in defining our legacy. This may seem like heady posturing, but both can be powerful motivators.
4. Celebrate the little wins, no matter how small.
Little wins may seem like just that–little.
Celebrating these wins can help to create positive habits. You break the inertia of mediocrity by teaching everyone around you how to win. They get the chance to bask in that emotion.
Vishen Lakhiani, CEO of Mindvalley, has gone so far as implementing what he calls the “awesome bell.” Which he rings (you guessed it) anytime something awesome happens.
5. Slash your to-do list in half.
Slashing your aggressive to-do list in half will allow room for success. Knowing that it’s realistic for you to complete the list is empowering.
6. Be gentle with yourself.
Stop comparing the accomplishments in your life with those of your neighbor. The story you create in your head will never be as good, and the reality will never be as bad.
There are many people who are smarter than you. The moment you can embrace this notion, you’re free. Free to explore. Free to follow what excites you. Free to ignore what they do, or how they do it, and focus on you.
7. Hack the way your brain perceives your new habits.
Recently, I began waking up two hours earlier than usual during the week. Instead of viewing it as two hours less I get to sleep, I view it as two extra hours to my day, allowing me to add a full workday per week.
8. Embrace vulnerability.
We live in a culture where we horde Instagram followers, and Facebook likes. The perception of our lives being anything less than perfect is a daunting notion. The glossy Facebookification of our lives can create a dangerous facade of success.
Sharing defeats and admitting failure is a powerful cultivator of motivation, allowing you to move past the failure. Work through the emotion instead of taking it out on someone else. Then move on to something more constructive.
Sharing these vulnerable moments also cultivates deeper connection with peers.
9. Do what you love (sort of).
Find what it is you love to do and get proficient at it. Success dwells at the fulcrum of passion and excellence.
But be careful. Make sure that you can make a living from your passion. I’m passionate about a lot of things that I know I’m not so amazing at and that I definitely can’t make a living at. I love playing guitar. My daughter loves when I play songs from the movie Frozen. It’s fun. I’m never going to be a rock star.
10. Focus.
There is a an anecdote I’ve heard about Warren Buffett, Bill Gates, and Gates’s father at a dinner party. A guest asked them what the most important quality for success was today and all three responded “Focus” at the same exact time. They all smiled and laughed to each other because they hadn’t really prepared the answer.
We are all inundated with texts and emails. These are no longer just work interruptions. Because of the mini-computers we carry around in our pockets, the flood of information distracts us wherever we happen to be, 24/7.
So turn off your iPhone, stop trolling your ex-lover’s Facebook page, and get to work.
The future is being built now with robotics, artificial intelligence, and all kinds of automation that will take over many of the skills we perform today. But there are some skills that we will need for the future, skills that can’t be automated. If you want to excel in the years to come, make sure you’re up to speed in these areas:
Communication. If you’re in leadership, how you communicate, what you communicate and—most of all—how you listen are all supremely important. In communication, it’s the tone that inspires and the spirit that motivates. No robot or machine could ever have the same effect as a leader with great communication skills. Knowing how to communicate is all about creating and clarifying expectations. It’s important to communicate not just what you want someone to do and (without micromanaging) how they should do it but also why you want it to be done and why the person you’re asking is the best person for the job. People want meaning, so communication will always be a crucial leadership skill.
Engagement. Gone are the days of a leader sitting at their desk with the door closed. That doesn’t work (and really, it never did). For any enterprise to excel and achieve its goals leaders need to value engagement, because great leadership begins with connection. When we understand that despite the ways in which we differ we’re all alike in our desire for acceptance and connection, we can recognize those needs in ourselves—and in others. That’s when we can truly make a difference, and it requires human connection.
Influence. Many sources contribute influence in our lives. Parents, other family members, teachers, friends, books we’ve read, discussions we’ve had, life experiences—all of these influences merge together to form our core values and build our character. In the years to come it’s predicted that our biggest commodity will be ourselves—that people will follow others because of who they are and what their character represents. That’s not something you could ever get from a machine, robot or automation.
Heart. Automation can never substitute for heart, care and love. When a leader demonstrates caring, it makes a difference in everyone they touch. The world is full of people who need to be exposed to a caring heart. Great leaders care about the people they lead above their own leadership; they are close enough to show they care but far enough ahead to also motivate. The future relies on this wisdom: leadership is not about being in charge but about taking care of those in your charge.
There are doubtless numerous skills you’ll need to build a successful future, but it’s these core skills that matter most.
Last fall, I had a person reach out to me who was in charge of a huge change initiative in his company. He asked if I would identify a number of behaviors that leaders should avoid at all costs.
I asked him if it wouldn’t be better to identify behaviors that would positively impact every leader’s effectiveness. He asked me why he should make the distinction. I explained that when we tell people what not to do, they usually end up doing the very things we told them to avoid.
He asked me how I knew that. When I was being trained as a ski instructor in my college days, we were told not to say, “If you get out of control, don’t look at the trees.” Rather, they asked us to tell people, “If you get out of control, look downhill where you want to go.”
When we tell our brain what not to do, it may do what we don’t want in absence of clear directions of the correct course of action. In the end, my client pressed me for my “don’t” list rather than a list of effective behaviors.
Here are 12 behaviors that leaders should avoid, along with ideas for what to do instead.
1. Don’t communicate clearly
Give your directions and let that be that. People should know what you mean when you tell them what to do. Also, don’t allow questions, expression of concerns, or ideas for improvements along the way.
What to do instead: You should do all you can to communicate clearly and distinctly. If you have any doubts, ask questions to clarify and check your understanding and theirs.
2. Don’t invite input
People should just do their jobs. You shouldn’t ask them if there is a better way of doing what they should already know how to do.
What to do instead: Ask for input. People who actually perform the tasks may have ideas of what works well and what doesn’t. Allowing people to make contributions will enhance performance and results.
3. Don’t invite people to identify what they need
If you are always asking people to identify what they need (time, people, equipment, or more money), you run the risk of giving them an inch and them taking a mile.
What to do instead: Offer support along the way. Identify what is working and where people are getting bogged down. Make any needed adjustments that will help with the completion of a project.
4. Don’t express appreciation
After all, you pay people for doing their jobs; why should you verbally recognize them and express appreciation for what they are supposed to do?
What to do instead: Smart leaders go out of their way to observe people and catch them doing the right things. They step up and express appreciation for the work people do and the value and contributions that they make.
5. Don’t take the time to get to know your people personally
Getting to know someone on a personal level is not necessary. You are better off keeping to yourself than wasting time talking with people about non-work topics.
What to do instead: People want to connect and know their leaders. Getting to know each person on your team, their history, their goals, and their aspirations will help you establish rapport and make personal connections. People generally want to know that co-workers care about them and respect them for their contributions to the team’s success.
6. Don’t jump in and assist when things don’t go as planned
You don’t have time to worry about how people are doing at their work; they’ll figure it out. If they don’t get good results, you can always blame them. Stay out of the way, and let them work things out on their own.
What to do instead: Being involved when assistance is needed demonstrates commitment and teamwork toward a team goal. You should never be afraid to offer suggestions, share your expertise or backfill when there are not enough hands to do the work. Offering support when it is needed will demonstrate your commitment to people’s success.
7. Don’t trust people to do their jobs
No one can do as good of a job as you can. Why take the chance that your team can do the work to your satisfaction if you don’t manage every step of the process? Constant supervision will ensure that even your poorest performers will turn in good results.
What to do instead: Demonstrate that you are willing to give complete autonomy to people to do their jobs. You can offer training, support and assistance during the entire life of a project. Until people clearly seek your help, assume their best intentions and allow people to do their work. If results are less than expected, you can work with the individuals as needed to strengthen the outcome.
8. Don’t offer feedback, especially when the desired results aren’t achieved
The negative consequences of poor results should be enough to motivate and help people course-correct their behavior.
What to do instead: People love feedback. They want to know when they did the right thing, and they want to know how to improve. Never underestimate the power of giving others feedback. Things won’t change or improve without the benefit of useful and specific feedback. Providing feedback should become a regular function of assessing the quality of your results.
9. Don’t worry about throwing people under the bus
If people are not performing and are to blame for poor results, then they deserve what they get. If you are the leader, it isn’t your fault when others don’t perform. People should take the blame if they are to blame.
What to do instead: Blaming others does not solve a problem. If people don’t get the results that you expect, the first person you should look at is yourself, the quality of your communication, and the clarity of your directions. Then you should hold a conversation to identify what went awry and what should be done to address the current challenge.
If you are the kind of leader who cannot take responsibility, then people will quickly learn that they don’t need to take responsibility, either.
10. Don’t take time to celebrate successes
Taking time and money to celebrate team or individual success is wasted effort. Usually, people are only interested being rewarded with something of monetary value. If you can’t give them that, why bother?
What to do instead: Any time your team meets a milestone, you should take the time to celebrate their success. There are many inexpensive ways to recognize people and their efforts. Taking the time to celebrate in some way sends the message that people are important and that their efforts are recognized and appreciated.
11. Don’t worry about developmental opportunities
You don’t have the budget to send people to training, and it’s a waste of resources. You don’t want people to get distracted from their job. People can worry about that on their own time.
What to do instead: People want to grow and develop. They also want to expand their skills and capabilities so they can do their job better. If you don’t know what each of your people wants in terms of personal growth opportunities and support them in their efforts, they will find an organization that will offer them what they want and need to develop.
12. Don’t worry about saying one thing and doing another
Things change and you have the right to change your mind. People should just fall in line and go with the flow. Sometimes keeping your commitments is impossible and people need to be adaptable.
What to do instead: Things change, and when they do, you should be the first one to alert people and explain why it will occur. If you can’t keep your commitments, you need to apologize, explain why, and reaffirm the importance of your commitment to them. Failure to do so will result in a lack of respect, trust, and loyalty.
Hopefully, you recognize the many false assumptions that I offered above as behaviors that leaders should avoid. Your success as a leader depends upon your ability to do the right things for the right reasons.
I’ve made a few suggestions of things effective leaders do; there are many others. Taking time to assess your personal effectiveness and making needed changes will boost your success as a leader and as a team.
