|Are you aware of what you must have within the next few years? What actually defines whether you succeed of perish?
|The most important competencies are Cognitive abilities, Systems skills and Complex problem solving skills. What we know, through science, is that being successful in all these areas is depending on following elements. 1. Ones ability to make decisions on new approaches and ideas 2. Ones ability to get thoughts and ideas presented to others 3. Ones ability to adapt to new situations and ideas. There are other elements, specially when we think about what leads us to fail. Those might mitigate our abilities to use the core elements to the point, where we end up in failure.
|That is though not enough! There are 3 skills that are booming in demand! The first one Complex problem solving skills. The second one is Social skills. And the third one is Process skills. The need for Complex problem skills is growing very fast. When you think about the speed how fast AI and general computing are taking over the basic tasks, you understand where the future is. As we are to work outside of the area of computers, the demand for Social skills is naturally growing. Our ability to solve problems and to find new ideas is multiplied when we collaborate with people. You sure have been working with people, who talk but lose the sight of the goal. Hence the Process skills also becomes more and more important. There is a high probability, that the new core process is the process of constructive evaluation and target oriented thinking.
|When you look at the most important and the most growing skills, there is one thing that connects them all. There is increasing need to truly understand and lead our own behavior. Leading our behavior consciously is about leading our emotions. We need to get control of our primary emotional response (Amygdala). And to be able to choose the secondary emotion which leads to actions. Failing in that means failing in building success. And what is even worse, the “bad” habits become more and more powerful as they are repeated.
|22 days, that much it takes to build new synapses, the core of new habits, in your brain. The more often you repeat the new habit, the stronger the connection becomes. Here the number of repetitions is the key factor. It is better to be working on something multiple times for 5 minutes than focusing on something for one full day! Sure you have been on full day, or two day, trainings. Coming out full of ideas and energy. And finding out a year later, that very little really changed! You can now get out of that, with less work!
|The world around us is changing in a speed, it never has. Even electricity or steam engine did not produce such profound changes. Our brain needs support in dealing with the new phenomena! You can, if you choose to, help and lead your brain to support your well being and success.
|The answer is in emotional intelligence skills. I am not a big fan of “you need to be more emotionally intelligent / have more empathy / be more decisive”. Because we are, and we need to be, different. The best solution is to learn what you truly have (of those thousands of people I have worked with, no one has 100% accurate picture of him/herself). And the learn to use that in the best possible way!
|Learning to use ones personality in the righ way, being authentic, is the road to success. You accomplish more, you are less stressed and people commit to your goals! When you start now, you will have results in two months. With less than 10 minutes a day! Get the best training for you at https://holvi.com/shop/johtajuustaito/
|Want to learn more about the needs? https://www.weforum.org/agenda/2019/12/fourth-industrial-revolution-higher-education-challenges/
|Success your way is on its way, if you take the action needed. Learn how to make the most of your emotional intelligence!
|Your partner in making success happen, Kari I. Mattila, emotional intelligence advisor|
One of the most important things of leaders is to ensure that the organisation is learning. Only those who dare to challenge their operations before the environment does, will survive on the long run.
For the most people there are two things that make learning difficult. The first one is that our brain sees changes as risks and the second one is the busy life where we seem to lack the time. Learning is about the organisational culture. Culture is the outcome of the leaders behaviour. There is no other person, that can and does have as much impact on the culture than the leader. Leaders don’t like to be seen having made a mistake. They don’t like to tell people, not to mention the boar, that they got lost to a sidetrack. The downside of this is that the thinking window gets smaller and smaller. There is only one “truth” regardless of what happens in the business environment. This is what killed the original Nokia phone!
Balancing between staying on the safe old track and getting lost in some areas is not easy. Perhaps you have seen those videos / sport news clips about rally drivers? Even on a straight ahead road the driver is constantly working with the driving wheel. They want to have full understanding of the grip and keep the tyres as functional as possible. This is what getting lost means. You are making small, but very important, little try outs. Having full control of the environment and knowing your grip. If you don’t prepare your tyres for the forthcoming turn, you may end up having very hectic moments, or get out of the race. When you your organisation is living the culture of small try outs, they are ready for any turn!
For the leader, who should spend about 60 % of his/her time thinking about the future, there must be constantly sidetracks. You need to get lost from the traditional process your organisation has had. That is the way to learn, what to keep, what to update and what to get rid off. Leaders need to be adaptable and to love to study different approaches and solutions. Those who do, will eventually find a new approach, which is building the winning solution. At the same time the leader needs to ensure that the people will not be exhausted by too many changes too often.
The comfort zone of a leader is larger than that of the majority of employees. If the leader is on the outer edge of his/her comfort zone a lot, and keeps the organisation there too, people will be stressed and afraid. People will start to question themselves (sometimes subconsciously): “what will happen to me”. And the way our brain is built, the primary assumption is “something bad”. Then even the little adjustments needed become difficult. Everybody can get lost, we all do. Getting lost in a smart way is a skill of the best leaders.
The best leaders and the best organisation have a culture where getting lost = learning about new approaches is appreciated. As you dare to love getting lost, only then you can accept that sometimes you have lost the best direction. Accepting that is the key to recovery and corrective actions. If you don’t accept that you might have lost the road to success, you eventually will lose it!
The safe and effective way for a leader to “play” with sidetracks is working with a coach. Having regular meetings with coach and external specialists is the way used by the leading organisations and the best leaders. The outsider doesn’t have the right answers, but they get you to think about new questions, they take you deeper to the root causes. They help you to challenge your path, before the competition does!
Do you want to know how to be a great leader? Would you like to try coaching? Get in touch, send me an email to firstname.lastname@example.org
Oletko sinä joskus kaatunut? Mitä siitä oikeasti opit? Minä kaaduin jokunen vuosi sitten polkupyörällä oikein kunnolla. Nolointahan jutussa on se, että tiedän mitä olisi pitänyt tehdä, mutta tein silti toisin. Onneksi kypärä on kaveri ja iho on uusiutuva luonnonvara.
Meitä Johtajuustaito.fi joukkueessa kiinnostaa erityisesti työyhteisössä tapahtuvat kompuroinnit. Tai oikeastaan vielä enemmän se, miten välttää kompurointi? Kuten minä olisin voinut valita toisen pyöräilyreitin ja selvitä kaatumatta. Työkavereiden kanssa toimiminen on ihan kuin polkupyöräily, sitä pitää harjoitella, jotta sen osaa. Ja samalla tavalla siihen liittyy rutiinin riski! Kun olemme tottuneet jotain tekemään tietyllä tavalla, niin toistamme sitä tapaa, vaikka tilanne olisikin vähän erilainen.
Kaikki, jotka työssään ovat kokeneet jonkinlaisen kriisitilanteen, tietävät kuinka vaikeaa siinä tilanteessa on muuttaa toimintatapaa. Kun jollekin polulle lähtee, niin sitä polkua mennään, vaikka se jossain kohdin tuntuisikin hieman kyseenalaiselta. Tämä on luonnollista ja johtuu meidän aivojemme tavasta toimia. Mitä suurempi stressi, sitä vahvemmin meidän aivomme pitävät kiinni valitusta tavasta hoitaa asiaa.
Hyvä uutinen on, että meidän aivomme ovat hyvin oppivaiset (ne oppivat joka päivä, vaikka meistä tuntuu, että me emme opi). Aivot pystyvät oppimaan uusia ratkaisumalleja, luomaan toiminnalle uusia polkuja. Sanovat, että huippuammattilaiseksi pääseminen vaatii 10 000 tuntia tai 10 000 toistoa. Toinen hyvä uutinen on, että me onnistumme paljon paremmin, pystymme menestymään työssämme, jo paljon ennen kuin saavutamme tuon 10 000 toiston määrän.
Itse asiassa jo kolmen viikon päivittäisellä harjoittelulla pystymme luomaan meidän aivoihimme uusia polkuja, uusia tapoja toimia, jotka auttavat meitä ihmisten kanssa. Jotta tuo kolmen viikon harjoittelu onnistuu, meidän on kuitenkin hoidettava pari asiaa kuntoon:
1. ihan ensimmäiseksi meidän on tiedettävä, miksi me teemme sellaisia toiminnallisia valintoja kuin teemme
2. meidän on myös tiedettävä mitkä ovat meidän vahvuutemme, joiden päälle ja joiden tukemana me pystymme uusia malleja luomaan.
Työelämässä toimimista on tutkittu paljon. Mm. A. H. Maslow vietti kuukausia organisaatioissa pelkästään seuraten ja analysoiden mitä siellä tapahtuu. Tieteellistä pohjaa siis on, ja näyttöä sen toimivuudesta (mm. General Electric Jack Welch’n aikana). Tuolta perustieteen tasolta on kehitetty erilaisia tunneälytyökaluja. Työelämässä tarvittavan tunneälyn johtavia työkaluja on Britanniassa kehitetty ”Emotions and Behaviours at Work, EBW” – järjestelmä. Sen avulla voidaan tänä päivänä suomessakin saada tietoa, millainen minä olen suhteessa muihin suomalaisiin, mitkä ovat minun vahvuuteni ja mitkä tekijät ovat saaneet minut käyttäytymään tietyllä tavalla.
Miltä sinusta tuntuisi saada kiitosta erityisen hyvin tehdystä työstä? Tai saada unelmiesi työpaikka, koska osaat tuoda osaamisesi ja persoonasi juuri oikealla tavalla esille?
Jos haluat tietää lisää email@example.com, Kari I. Mattila, onnistumisesi tuki
|Olet varmaan kuullut tarinan siitä, miten USA:ssa joku sai oikeuden päätöksellä paljon rahaa, kun mikron käyttöohjeissa ei lukenut että kissaa ei saa laittaa mikroon. Taru on totuutta ihmeellisempää, tuollaista oikeudenkäyntiä ei ole koskaan ollut. Organisaatioissa on vastaavia totuuksia, kertomuksia ja epävirallisia ohjeita, joita noudatetaan koska ”niin meillä tehdään”. Onko niillä sitten merkitystä? Onko tarvetta puuttua niihin ja jos on, niin miten ihmeessä sen voi tehdä?
|Johtajan ja esimiehen tehtävä on nähdä metsä puilta. Mitkä ovat niitä positiivista yhteishenkeä ja tekemistä ylläpitäviä tarinoita ja traditioita ja mitkä taas oikeasti häiritsevät sujuvaa tekemistä ja tuottavat osalle porukkaan pahaa oloa. Tuota arviointia aina vaikeuttaa se, että aina on niitä, jotka pystyvät vahvasti kertomaan, kuinka tärkeä ja arvokas juuri kyseinen traditio on.
|Miksi traditioita pitää arvioida, miksi niitä pitää kehittää? Taustalla on klisee ”maailma muuttuu Eskosein”, joka on totta. Muuttumattomuus, haluttomuus reagoida ympäristön muutokseen johtaa taantumiseen. Jokaisen ihmisen tehtävä on osaltaan olla tukemassa ympäristön muutoksen huomioivaa kehittymistä. Jotta kehittymisen suunta on oikea, on johtajan tehtävänä näyttää suuntaa, tukea ympärillään olevia matkalla.
|Kehittyminen on arkea, joka pieninä askelina ei ole kenellekään stressaavaa tai pelottavaa. Jos kehittäminen ja kehittyminen jätetään arjesta pois, päädytään tilanteeseen, jossa tarvitaan isompaa muutosta. Silloin monet joutuvat liian kauas mukavuusalueeltaan ja organisaation tasolla kärsitään. Kehittymisen lähtökohta on aktiivisesti ja kriittisesti arvioida, mitkä toimintamallit, traditiot ja perinteet ovat jääneet ajasta jälkeen ja mitä uusia tarvitaan tulevaisuuteen vastaamiseksi.
|Johtajana epäonnistumisen suurin riski on siinä, että rakastuu omiin traditioihinsa. Sellaisiin, joiden aika on jo jäänyt taakse. Toinen merkittävä riski on siinä, että omassa turvallisuushakuisuudessaan jättää kuuntelematta muiden ehdottamien traditioiden sisältämän mahdollisuuden. Jokaisen, jolla on esimiesvastuuta, olennaisin tehtävä on oikeasti ja säännöllisesti kyseenalaistaa omaa tekemistään sekä muodostaa tilaa muiden kyseenalaistamiselle.
|Kun tuon tekee riittävän usein ja halliten omat tunteensa, vie organisaatiota pitkin kehittymisen polkua. Silloin ollaan koko ajan valmiina tuleviin haasteisiin ja vältytään ympäristön pakottamilta muutosprosesseilta. Tasapainon löytäminen uuden luomisen ja vanhassa pysymisen välillä on haastavaa. Jotta pystyy ymmärtämään, missä tuo tasapainoasema oikeasti on, pitää tuntea itsensä. Millaisia ovat minun preferenssini, minun motivaationi lähteet? Minulla henkilökohtaisesti on vahvana motivaation lähteenä halu etsiä ja kokeilla uusia ratkaisuja. Niinpä minun on ollut tarpeen pysähtyä ja miettiä, onko tuo mieleeni noussut ajatus uudesta oikeasti tarpeen tässä kohtaan? Vai pitäisikö mennä pienemmillä askelilla?
|Millainen sinä olet kehittymisen (ja tarvittaessa muutoksen) johtajana? Teidätkö, miten sinun persoonallisuutesi on rakentunut, oletko ”vanhassa vara parempi” vai ”muutoksessa menestyksen siemen” ihminen? Haluatko sinä tehdä päätökset, vai oletko valmis kuuntelemaan muita ja antamaan muidenkin ideoille tilaa?
|Kun teet tilaa muiden ajatuksille, omat ajatuksesi rikastuvat, katsantokantasi laajenee. Sinusta tulee siis työssäsi parempi, menestyvämpi ja saat kaupan päälle lisää hyvinvointia!
|Kehittymisen kumppanisi Kari I. Mattila, tunneälytaitojen valmentaja!|
The most common problem organizations have is related to communication. Which has direct impact of profitability! We hear, that even the Z-generation wants to have constructive feedback. World wide 13 % of employees are truly engaged (and in Finland it is only 12 %, the happiest country in the world). Something is not functioning.
Leaders communicate. That is they listen to, talk with and give feedback to people. They also want and use the feedback people give them. Most leaders say they do. And they are honest with that! In communication there are couple of things where leaders fail. They don’t fail because they are mean, ignorant or stupid. They fail because the forget, or don’t know, how to connect on emotional level. They also fail, because they don’t understand the need of repeating the message. As a leader, have you ever thought about your processing of the some new solution? When you review backwards, you probably can see, that you have been through that 20 – 40 times, before you present it to people. Here our brain fools us! When the leader feels, that he/she communicates enough, it is their brain that says “this has been discussed enough”. The one thing our subconscious mind does not do, is thinking about a certain target group. If there is enough inner talk, talk in the management group, the brain is happy.
At the same time people feel they are not listened to and/or they are not given information enough. Most likely there are people who feel they have never heard about something. Because saying once doesn’t create long lasting memory (what we only hear, two weeks later we remember about 5% of it). So sharing messages and information means, that you need to repeat what you are saying. And not put too much information on one thing. Do you hear people? Actually, you need to ask yourself the question “did I give feedback to people on what they said on a later moment”? If not, you are likely to be seen as one not hearing. Failing in these means, that anyone, who will communicate more, will steal your leadership power!
About 75 % of the reason leaders fail, is due to Emotional Intelligence. At work one major part of that is failing in communication. Failing in ensuring that people take ownership over the new thing. Failing in connecting and engaging on emotional level. The best leaders are mostly worried about how people can understand and commit the future. That can only take place, when you focus on listening to understand, sharing often enough so that people remember and understand.
These mean that you need to ensure that three rules are present: 1. never deliver more than one core message at a time 2. ask for people to give feedback and improvement ideas 3. discuss everything with people more than 20 times. You might cover something daily, so you have done that 20 times in a month. If it is covered with your people weekly, it is about half a year. Have you ever wondered, why they say, that implementing a new strategy can take up to 3 years? In most corporations communication to people takes place on monthly level. Three years, with vacations in it, hits the 30 mark.
Are you talking to your boss about your great idea, and nothing happens? The same rule applies, when we are talking about leading ones boss. Present one thing at a time, repeat it often enough. Then it will start to grow, to deliver results!
Leading strategic well being, which is the outcome of good use of emotional intelligence, has been proven to give back anything from 6 to 12 euros for every euro spent. Would you make the investment, if someone would guarantee you, that if you put in a 1 000 € today, a year from now you would have earned 6 000 €? Why don’t we do it? The answer is simple, we have learnt to survive with the poor behaviour. If you are happy with the survival mode, no problem. If you are interested to A) make your business better and/or B) build yourself a high level career, then it is time to take action.
The action is pretty easy. First you need to take an assessment to really learn where you are in comparison with other people. I’ve heard about a thousand times leaders say “I know where I am”. And after the assessment they all have said “I didn’t realise I am so far from most people in this area”. Finding the true you gives you the ability to listen to how others truly see and get your message. After all, success is only made possible by you, but delivered by your people. Remember Richard Branson’s words “take care of your employees and they will take care of your customers”.
There are multiple trainings to use, as there are multiple assessments. From the assessment point of view, with 9 certificates on assessment and over 30 assessments taken, I have found the #EBW, Emotions and Behaviors at Work to be the best. When talking about the trainings (and assessment), check out https://holvi.com/shop/johtajuustaito/
Do it now, give yourself the Xmas present you’ll be happy for the rest of your life!
Your partner in making change happen, Kari I. Mattila, emotional intelligence advisor
“A fool can ask more questions than 7 wise men can answer” is what the Germans say. Luckily most people know their business, so they are not fools! All they need are good answers. For those they need people with experience and knowledge. People who can also understand what to ask if the question needs clarification.
Questions are a very important part of leadership and management. Not just the questions people are asking. But the questions leaders and managers ask themselves. Those questions are the key to their development, eventually the key to their success. The challenge there is comes form our brain. We have the tendency to use the old answers. Because our brain has learnt that it protects us. This is a very important piece of information. Our brain, specially under stressful situations, focus often on the wrong thing. Protection which is not the same as building success. You and I know, that with old solutions we get old results. Old solutions need to be challenged. And this is where the external questions and answers come in.
You have your question, or questions. When you get an external answer, you start to review the situation from a new viewpoint. If you get a new question, you will start a new process. You start to build the new solutions which deliver new results, opens the door for new success. This is why the most successful people and organizations use external resources, consultants and coaches. Not because they would have perfect answers. But because they will help you build your unique new solution.
One of the biggest mistakes is related to the perfect answer. Too many organisations are working on making it. Which leads to procrastination and failing in meeting what the customers really need and want. There is no such thing as perfect answer. There are the best possible answers within the given framework with the acquired knowledge. The framework is in constant move. There is all the time coming knew knowledge. Therefore you need to ask questions, check your assumptions and review answer accordingly.
That is the beauty and the challenge of leadership. You can always learn more. And you need to learn more, in order to succeed. One of the beauties of today’s world is, that you can find any question and any answer. Artificial intelligence finds, shares and creates knowledge. You just need to use it. But you also need to understand, that your competition is doing the same. Winners use the power of AI connected with crowd-intelligence.
Crowd and artificial intelligence added to your unique personality based processing is what gives the winning edge. I have a couple of questions for you: 1. do you really understand how your personality runs your brain (like the EBW system) 2. are you having a constant process of reviewing your questions and answers (i.e. using coaching way of working) 3. are you utilising crowd sourced question and answer platform (like the “Ask Anything” system we have created)?
In business and leadership, there is no such thing as being able to run every day faster than yesterday. Your cannot build your success on that. There is one thing where no one can beat you. That is being you. Questions and answers processed through you individual mind are the source of success. Working smarter with questions and answers is the most valuable, and impossible to copy, road to win the game.
Making your success happen, with emotional intelligence, Kari I. Mattila
Are you making choices, that kill your career? There are three different phases in our career, that define our career! And a bit more too. Those phases have also an impact on our health and family relations! The first phase is looking for getting a new job. The second phase is maintaining the contemporary position. And the third one is accepting a promotion. Each of these are not just some intermediate element in your life, but they make you road to future. There are 5 questions which help you to define, if this really is doing good for you. If your answer is “yes” to one or more of these five questions, it’s time to reconsider if you should answer different type of questions – job interview question for some other organisation.
1. Do you find yourself questioning your values?
We need to feel valued and that our doing has some real meaning. We need to have a connection to the organisations goals and vision. If you feel that the new job, or the job you are doing right now, don’t deliver those to you, you know you will feel bad, dis-engaged and de-motivated very soon. These will have a negative impact on your achievement level. meaning that you are not building your future success, nor your well being. There is, as our brain has some resistance on change, just to accept the situation. To go on automated mode and think “work is just work” and “I’ll find a better solution later.”
2. nobody cares about your interest to learn and to develop.
Today every job must be a place where you learn and grow. One needs to have a clear path towards professional betterment and increased responsibility and challenge. It is about your success today and tomorrow, so you simply shouldn’t settle for anything less.
When you are about to go to a new job, interview some people who are in the organisations. What do they say? If in your today’s job you have this feeling, remember that it is you, and you alone, who needs to take action. You have the right to an environment where personal growth, curiosity, and desire for advancement are nurtured.”
3. Accountability is a phrase, not reality.
A leader whose leadership is based affiliate approach never challenges people, never puts demands on people’s behaviours. That leads to mediocrity, is toxic and fundamentally dysfunctional. There are teams in which everyone’s default mindset was “not my square,”. This leads to blaming and finger pointing being the norm. Chronic under-performers are not addressed, and where toxic outbursts are not admonished. Accountability is one of the root causes for good on earth. Do you want to learn and improve, or spend your days in meaningless talks about whose fault something is? Blaming is not the same as being held accountable!
4. Silence is culture as talking and taking risks are punished, event the talk would be different.
One of the lessons learnt from organisations in trouble is, that there is no real discussion and developing disagreements. Opinions are asked for, but in the “best” case they are ignored, in many cases they will lead to punishment in some form. This is Toxic, a culture of fear, where no growth is possible. The easy way to learn, if disagreements are truly allowed and appreciated, is asking people how often changes that are implemented are initiated by employees.
5. In toxic culture information is not shared, in poor leadership it is shared once.
If people say, or you feel, that information is not shared, you need to look at it more closely. There are leaders, who don’t understand who to get people to remember and finally really understand some information. And then there are leaders, who believe that when they don’t share information, they will have more power. The latter ones are those you don’t want to work with. Their interest is about three people; my + myself + I. If your leader doesn’t understand the reason and value of good communication, then you need to ask yourself, is it a real risk to you, or can you behave differently and hence build your personal success?”
The more of these questions get “yes”, the faster you need to walk out of the door. Or never even open the door. Just in 3 months your brain starts to adapt to the situation and you are less likely to take fast actions. That can (often does) lead to the point, where you take action only after the toxic culture has not only limited your career development, but also adverse impact on you health and/or family. Don’t wait for the ship to sink, take you lifeboat today.
Building you future is about looking around. You need to ask yourself, will this environment support my growth? If it does not, then it shouldn’t be your organisation. You might to want to remember, that the core of work life today has two things; emotional intelligence and life long learning. Emotional intelligence is your tool to succeed in leading yourself in the best possible way, hence you can understand others better and lead them better.
If you would like to have support, just get in touch, or look for our digital training solutions. Our digital solutions are easy to use, lessons are under 10 minutes and focus on one thing at a time. Check this out https://learning.johtajuustaito.fi/kauppasivu%20verkkokurssit%20eng
Kari I. Mattila, your partner in making success happen with emotional intelligence
Have you ever spent time putting together a puzzle with 1000 or more pieces? What is the lesson from that to leaders and teachers?
I have been putting together puzzles with large number of pieces. It is challenging, takes some time. Putting together a puzzle also takes one to almost meditative mode. You are so focused that you don’t see the world outside. You actually might get a bit angry, when someone disturbs you. One of the things we see when people work on puzzles (puzzle is one tool we use in trainings) is the shift of focus. Those who get pieces on their place actually have an inner dialogue. This dialogue is between the ready made puzzle and the piece. Here is a huge lesson to learn for our every day life. Just think, what happens if you just focus on one single piece? How do you know, that you have a piece in hand, which you actually need to work with much later. Yes, you need to look at the bigger picture. Or get stuck to you one piece. If you are admiring the beautiful big picture, but never focus on single piece, means that you really never start!
When you have done 20 or so puzzles, you start to know how to do it. You know what works for you. One starts from a corner, someone with a very easily identifiable piece. Both need to have two things, understanding of where they are heading to and courage to place the first piece. That is all it takes to become successful! The best part is, that you can learn how to! Success is not something coming “out-of-blue”, it is the outcome of goal oriented actions and commitment!
Why doesn’t everybody do it? The main reason is that our brain doesn’t like to told that it made is mistake, it took the wrong approach. For the brain it means wasting energy. Changing the viewpoint requires energy. It puts us under stress (after all, it is a change). It is some much easier (for the brain) to choose one approach and viewpoint and then just live with that. It is easy to think and to say that we are so busy that we don’t have time to “play around”. But we have time be stuck?
I mentioned earlier, that we can learn. I was referring to the way we work with puzzles. Learning to do puzzles is just one form of learning. Learning is nothing more than a new approach and process we get our brain to do. Therefore we can also learn the habit and process of going from big picture to one piece and back. If you are doing this already, great. You are good in puzzles and in managing you life. If you are not really doing this (thanks for being honest to yourself), then the future is really great for you!
Whether you do or do not swap between the big picture and the single piece, the following will help you to pick up a good habit. Lets start with those, who love the little pieces. When you have this little piece at your hands, you need to stop for a couple of seconds. You need to ask yourself the following questions: A) is this really somehow related to the big picture, B) is the time right for doing this thing and C) what is the best possible outcome of this? As you practice these, you will find out, that they become standard operating procedure. Fast and giving results. Asking yourself those questions will really take a few second. Just like with the puzzle, you know quickly, if the piece has any value right now.
If you love the big picture, you need to build the habit of looking to little pieces. The best way to do it, is to make a daily work schedule. This is a bet done through the following process; 1. what is the big goal, 2. what is little thing you need to take care of today, 3. why is this little thing really important? You should do this in writing with a piece of paper, something you can and will have visible to you every day. Just like you have a set of those puzzle pieces next to you, you know you will be needing soon.
Leading oneself is about improving the quality of what we are doing. Both at work and at puzzle you can improve. Becoming better gives you flow – feeling. You get better results, in shorter time. Your trained brain serves you better, also when the situations change. The puzzle work approach is becoming more and more important, as the world is evolving faster than ever!
Leading oneself is THE MOST important skill for entrepreneurs and leaders. It all starts with looking at oneself. You wouldn’t buy a puzzle without getting to know the goal, the big picture. As you have the goal, then you can start to look at the details, single pieces!
Would you like to be puzzle master, who masters his/her business? Get in touch, we can make your progress faster and more powerful. Call today!
Your partner in making success happen, Kari I. Mattila, emotional intelligence advisor
Changing culture, implementing new strategies take a lot of time. This is what we have been taught over and over again. At the same time we know, how one single event can change persons behaviour. Most of us have been that person, a big mistake during teenage has changed our behaviour, for me this has happened too.
Why something, that happens fast naturally takes so much time in organisational context? This question gets more value, as the researchers have found out, that building new synapses in our brain takes about 21 days. We have learnt, that getting to the point of learning something requires about 10 repetitions, getting to really understand it requires another 10 repetitions. And as we have done the repetitive work for about 40 times, it starts to convert to tacit knowledge. Some more distracting information; when we look at how much people remember two weeks after a training session, the figures are astonishing, pure lecture leads to 5 % being remembered. The same training, but getting the person to teach others means that 90 % will be remembered. These pieces of information have a crucial and valuable message to us. The time needed for change to become reality is not time sensitive. It is process sensitive.
Going from 3 years to 18 months, even less, is achievable when you hve the proper process in place. We have created this process. After having used it in more than 80 cases, we know that it works. Like on CEO said “I didn’t believe in this, but took the process anyhow. And now I know, that we were able to change our entire organisations culture in less than 6 moths”. This CEO did not say this to me. He was participating an event and asked there, if he could say something. By his own interest and happiness. Our solution is built on the latest knowledge of learning psychology, emotional intelligence, gamification (not games) and visualisation. Do you need to get your strategy implemented faster? Are you a new leader, who wants to change the culture (I’ve been there and done it, multiple times)? If so, keep on reading!
Board for emotions activating learning, BfEAL®, is a process and a system. It has also been audited by external specialists with very high marks on it. BfEAL® has proven it functionality in Finland, China and Brazil. Can you afford to lose money and good people because new solutions don’t get implemented fast enough? Can you take the risk of joining that 70 % of organisations, who fail in implementing new solution, strategies and organisational structure? Those failures don’t happen because people would be lazy or leaders incompetent. They happen because their “vehicle” does not have “fuel” to operate. Yes, I’ve failed too. And I didn’t like it. That’s why I’ve studied this field for the last 25 years. Why something fails and what builds success.
In using BfEAL® you get the fuel your people need in order to implement hte new solution. As BfEAL® is working on emotional, sharing and helping other to learn level, it works in all businesses. Production company, no problem. Public administration, no problem (in these we hare reached huge savings). School, no problem (do you need to implement new approach in order to answer the 21st Century needs?). Sales people, yes you can get sales people to improve their ability to reach their quota.
What would your life be, if you could improve your teams productivity by just 10 %? Without a penny more on the expense side! How would your organisations position in the market be, if you could deliver new solution in half of the time your competition does? These are just some examples BfEAL® does. We have also learnt, that this process improves peoples well being at work, which means that the volume of sick leave days is going down. What is your organisations sick leave volume would be 85 % of the present level?
Like mentioned earlier, BfEAL® is a system and a process. Like in any change, the top management must commit in the process. When you are willing to do that, then the rest is on our hands. Our process, in brief picture, has the following steps; 1. analyse 2. tailoring the process to your organisation 3. preparatory task for the people (normally takes them about 10 minutes to complete) 4. material preparation, 5. training day 6. intermediate tasks (again talking about minutes) 7. second training day 8. post tasks with following the new way.
Would you like to know more about this? Send me a message, email (firstname.lastname@example.org) or call me. I will tell you more and answer our questions. Do it now!
Making your success happen, with emotional intelligence, Kari I. Mattila
Questions inspire passion. Passion delivers commitment and engagement, the root causes of success. Are you ready to ask questions, and more so, to listen to answers to understand where the passion is hiding?
The value and meaning of your work / study is what keeps you going. The feeling one gets when your work is noticed, when a goal is reached, is the reward we look for and we all deserve. We all know, how people who are passionate about something, get exceptional results. What ever your goal is, passion always helps. If you are looking for personal development or learning, passion will take you there. If you are looking to get other people to do things or to learn something, when you get them passionate about it, they will get there. Why don’t we use passion, why don’t we ignite passion? Why are we not taking the benefits passion will deliver? There are a couple of reasons for that. Let us look at them!
What are we afraid of in passion? The answer might be surprising. Passion has carried a risk in it in the past. It gets us to try out new things. It can even invite danger to us. Passionate people have also been a threat to us. Those in rage show emotions in very passionate way. We have been wired to limit passionate behaviour to moments when that is needed for our protection. At the same time we admire great artists and divas and limit ourselves from the alike behaviour. Our brain hasn’t changed, even the world has. In contemporary world we could, and should, use passion as a source for achievement and engagement.
We’ve now established the biased way our brain sees passion. The good news is, that our brain is something we can lead. And, as the world has evolved, we also should. The automated reaction and preferences that got the human beings where we are now, are often outdated. How can we change the situation? Perhaps you even think, why should you change the situation? The answer to the second one, why, comes from your personal goal, your legacy. If you want to live a calm and no stress, no big emotional reward life, then passion is not for you. You can still enjoy as other people reach something and share their passion. BUT, if you want to leave a legacy, if you want to achieve something special, then you really should take the advantage passion gives you.
Passion is a process. It starts with setting a goal. It is kept alive with noticing and celebrating the sub-goals achieved during that journey. Does your brain say “no, that is bad behaviour, bragging”? This is what many of us feel. I’ve had that feeling. There has been moments, when I’ve shown passion about my doing and people have attacked me on it. That still does have an impact on me. But I can overcome that! So can you. This is how to do it; first, have small goals that you can reach in a month or less. Make a personal promise, that as you reach that goal, you will give yourself a treat. Second, think of a person, who doesn’t put your down (pretty many grandparents are great in this). Practice with this person sharing and showing your passion. You will very soon feel the power of the passion in your soul.
The funny thing about our brain is that at the very same time it wants to keep us safe and the rewards of achievement. You choose, which one you nurture. Daring to nurture the reward side is about feeling passionate about something. Just make getting the rewards a habit. The more you do, the faster your brain starts to accept living a life with passions and achievement. This is also known as emotional intelligence, the skill of leading our emotions, feelings and eventually behaviour.
Passion never comes from external sources. It also never is just the end. Passion is the journey, which gives you the reward at the end. And many rewards during the journey. If you would like to get the benefits of passion faster and reach higher results, let me help you. With emotional intelligence based coaching you can build your personal way of finding passion and enjoying the results of it. Get in touch right away, let us talk about the opportunities you have, the gains there are!
Your partner in creating your success, Kari I. Mattila, emotional intelligence advisor