The modern world is fast moving, and we are, more than ever, required to try to keep pace with it. This requires the following…
To have a big enough WHY – If you’re not driven towards something, you’re going to struggle to find the motivation to learn what needs to be learned, and to do what needs to be done. Aligning your inner purpose with your outer purpose is a sure way to commit to the cause.
Ensure there is NO RESISTANCE – let go of the way things are, release any fixation you might have on the way things are or have been and open yourself up to the new, which brings me nicely onto the next point.
Open your mind to new ways of working, at least to the actual way things are now, today and keep one eye on where things are heading.
Keep looking forwards – stay ahead of the curve. The pace of change might scare you, because often change means risk and uncertainty, but with the right mindset, it also presents opportunities. Position yourself to take advantage of the way things are going to be. It’s going to happen, whether you like it or not, so better to make the most of it, rather than burying your head in the sand and pretending it’s not happening.
The next point is to become a FAST LEARNER! The skill that is going to future-proof you is the ability to learn new things as fast as possible. This starts with having the right mindset; be a lifelong learner, a master of what you know and an apprentice of what you don’t know. The fastest and most effective way of learning is by doing. You really can’t beat experience and purposeful practice.
Keep bureaucracy to a minimum, that of you or your organisation. This includes any regulations and rules you might operate within. Use just enough to get the job done. We can take a lead from nature with regards to this. The impressive flying acrobatics of Swallows runs on 3 simple rules; avoidance, direction and distance. Complex communities like that of Ants is based on simple rules that don’t rely on mountains of regulations, paperwork, check sheets and meeting about meetings.
Give yourself a a GOAL, and use it to gauge general direction, rather than it being a rigid, fixed, non-movable destination. Remain open to accidental discoveries and serendipity, but be wary of temptations and distractions that gets in your way and damage productivity and progress. There’s a fine balance to be struck here, which can only be fine-tuned through trial and error.
Finally use the getresults framework to ensure you KNOW – WANT – DO what’s necessary to get the results you’re seeking. Sign up for our newsletter to learn more.
Change is hard for one person, doing it yourself can be really difficult, let alone managing the change of a whole organisation.
Everyone is different, motivated by different things, with their own personal insecurities and fears.
How is it even possible to manage what is essentially a very personal thing, but on a one-size-fits-all basis, as you would with a large organisation?
We have one thing in common, in that we all want to improve our current situation, to feel we are improving in some way. This can come about through…
Feeling more valued
Feeling we are contributing more through our job function
Learning new skills
Our ability to make use of our talents
Being trusted more to use our judgments and skills
Not feeling like we are being exploited and used without any of the benefits
believing we can move forwards or upwards within the organisation
feeling we are not getting caught up in unnecessary politics within the workplace, and being supported when flare ups occur
It’s important we don’t over pander to employees, instead treat them as adults, with responsibilities, but be supportive, when required.
There are lots of frameworks that lay out the step by step stages people may pass through, throughout the change process; feeling anxiety, happiness, denial, then fear, guilty, depression, hostility, and finally acceptance (as in the illustration above). These kinds of frameworks can give us some appreciation of the possible stages our employees may go through, but they aren’t going to help us actually manage the change process, because they fail to account for the complexity of individual employees and the fact that employees have different fears, and motivations, and will be going through different stages and emotions at different times and for different reasons.
Let’s now look at the possible objections employees might have to any organisational change.
Why employees resist CHANGE
They may fear losing something from the current status quo.
They may just be indifference to the change process and/or destination the organisation is hoping to move towards.
They just can’t see or don’t agree with big picture vision of what the organisation is wanting to do.
They don’t agree with the path forward and the possible discomfort they might have to endure while making the transition, or they might just think there is a better solution available to the organisation.
They might feel they are already overworked and don’t want more workload on top of what’s currently on their table.
They may feel ignored or excluded in the decision making process.
They may fear a loss of face, responsibility, job security as a result of the change process.
They may be suspicious of some hidden agenda – fear a devaluation at some point – lack of trust in those who yield power.
They may feel change will be slow or it might prevent some self interested increase or advancement further down the line.
They may fear they will lack autonomy going forward or fear extra responsibility in future, which they are uncomfortable about.
Now not every employee will have such objections, others will have some or all of the above. A one-fits-all solution is not going to be an effective approach to implementing change because of such complexities.
The way ahead for long lasting CHANGE
So the question becomes, how do we effectively manage change, taking all these concerns and complexities into consideration?
Well you would have to first ensure that the organisation goals and change process are aligned to the inspirations of employees whilst actively managing their fears on a one to one basis.
This could be achieved by ensuring they feel more valued, have more autonomy, learn more skills, are trusted to make decisions, are able to contribute more etc.
The change process will only be successful, if employees are involved, are part of the process, and benefit from the changes.
Take employees through the getresults.org.uk framework, and improve their self awareness, improve their ability and willingness to take responsibility, ensure they are open minded and able to see possibilities rather than risks, help them be more committed to the process of change, by dealing with their own fears, discomfort and conflicts with the support of the organisation, at every stage. Sign up for our newsletter for more info.
Change requires employees to acquire the necessary knowledge to make progress, be more motivated to seek improvements and learn better techniques and methods, and embrace the opportunities to improve productivity.
The organisations leadership should be like a gardener, preparing the ground, the space, to make it easy for nature to do it’s thing, rather than being like the carpenter, who tries to control every aspect of the work, shaping it to his/her wishes.
If your method for change doesn’t align with the natural instincts of employees, and doesn’t take advance of human nature, you’re facing a path of conflict and struggle.
In his book “Brave new work”, Aaron Dignan uses the following method for organisational change.
This is an inclusive, persistent, continual process of evolution rather than revolution, where employees are empowered to remain involved in the evolving process permanently. It breaks away from a linear process, one step, then the next, and instead involves looping through a cycle of noticing Tension, Practice and Experimentation. I’d recommend checking out his book for more about this approach.
For more info about getting results and the methodology we use, sign up for our newsletter, or look through the information on this website.
Connecting with your creative instinct can provide you with a deep sense of fulfillment. Creativity has a way of directly touching something in our soul. Personally I find it rejuvenating, fulfilling and even spiritual.
Be more creative!
For efficiency we tend towards path of least resistance, often this is the path taken before; routine, habit, structure.
We have to dig deeper to get more creative.
Get off the path of least resistance, and try something new, a change of direction.
Step out of your comfort zone and learn a new skill.
Specialisation is rewarded by society, but it is binding and narrowing, whereas trying lots of different things, means a greater variety of inputs, more influences, more diverse experiences.
To do new things, you have to be confused and frustrated, at least to start and to be creative, to think outside the box, you have to be willing to be wrong.
Brains are novelty seekers, they gets bored easily.
We have to push boundaries.
If we go too crazy, too far out, nobody is going to follow us there. The secret is to explore the range of possibilities, pushing boundaries everywhere to figure out what works and push the limits of creativity.
Our brains can interfere with the creative process, we fear failure. Don’t be afraid of failure – success rises from the ashes of failure. Embrace the possibility of failure as an opportunity to try and learn
You don’t have to invent something completely new to be creative, use an old idea in a new way. Blend different ideas into new ideas, different things into new things.
Develop a creative mindset, take risks and try something new TODAY!
Time spent on self improvement is time well spent. Investing time into educating yourself is of the utmost importance on your journey through life and it can also be great fun.
I’ve been interested in self improvement for many years and during time I collected many gigabytes of information.
I realised I needed to organise this knowledge into a coherent form, so that I could retrieve and deploy it when needed. I figured it was not enough just to discover and learn the information, but far more importantly, to make use of it.
People talk about the benefits of education; reading books, watching tutorials and sometimes they’ll brag of reading a few books a week, but how much of that knowledge is forgotten over time? Before I’d developed the model, I’d forgotten much of what I’d learned previously.
I decided to record what I’d learned and try to break things down into a framework that would help me make the most use of it. I intended to do one for business, one for marketing, one for spiritual wellbeing and one for health.
However I realised that what I’d developed could be transferred from one area of life to another.
This is the deep down framework is focused on how people actual behave in the wild; why they do and don’t do things, how thoughts form into beliefs and instruct behaviours, and subsequently, experiences. And how experiences feedback into thoughts and beliefs and ultimately influence our motivation, knowledge acquisition and productivity going forward.
After developing the basis of the GETRESULTS model, I developed other subject specific layers on top of it, which could be used in particular areas of life, such as business, marketing, spiritual wellbeing, health and relationships. These included specific strategies and tactics. – for instance marketing requires winning and keeping attention at its heart, and there are a number of tactics that can be executed to achieve this.
This website is a labour of love. I have other business interests, but enjoy helping others on their self improvement journey, and use this website as a vehicle for doing that.
Have a good look around the site, and thanks for taking time to check us out.
I love this poem by John Whittier called Don’t quit. Words can be inspiring, and help generate positive, forwards momentum. They often help us re-focus our motivation, and gentle push in the right direction. Hope you enjoy…
Self imposed limitations are the stories we tell ourselves why we can’t do something, or can’t reach a certain level..
People won’t like me
I don’t know enough
I’m not an expert in the field
I’m no good at writing
I’m not good at running a website
I don’t have the money
I don’t have the time
I don’t have the resources
I’m not thick skinned enough to be able to deal with any criticism that might come my way
I don’t have the talent to earn £500k a year
These stories start with “I don’t”, “I can’t” , “I’m not”, so look out for them.
These are all reasons why you shouldn’t take action, so you don’t get hurt. They are designed to protect you from failure. They are coping excuses for not pursuing your goals and feeling okay about it. Coping excuses are one of the main reasons goals don’t get chased down.
Tell yourself more empowering stories. Stop trying to protect yourself from everyone else, start protecting yourself from yourself. Get out of your own way, because deep down you are your own worst enemy.
Failure isn’t something to fear, it is an opportunity to learn what doesn’t work, so you can get closer to what does work.
Failing often, means your pushing boundaries, you’re trying things out.
The worst thing is making all the same mistakes, over and over again.
Just make sure you’re listening to the market, to the feedback it gives you, even if it’s critical and be prepared to pivot when necessary.
A caveat here though, figure out what you are truly good at, ideally something you also like doing, and what you’re not so good at. It is a case of horses for courses, you can’t be great at everything, so be honest with yourself, enlist of people close to you, who will give you honest feedback, or let the market tell you. Improving your self awareness is a critical first step for success. You can then focus on your strengths and enlist the help of people who are better at the things you’re not so good at, or figure out a way forward that better suits your unique skills set.
Laughter is one of mankind’s greatest gifts, it can get us though the toughest of times and situations.
The ability to laugh at yourself, lifts the burden of taking yourself and life too seriously.
It frees you from the worry of other people’s opinions about you; if you don’t seriously judge yourself, why should anyone else.
Sure our teenage years are all about fitting in, conforming with our social circles. It’s a time when we’re genetically wired to care about how others view us, but as we get older, we can appreciate our individuality a little bit more objectively.
We can relax our critical, judgmental side in favour of a more accepting, look-for-the-funny-side-of-this situation, disposition.
I used to take life far too seriously. I was in a very responsible management position, and played the role the way I thought it should be played, with a great deal of seriousness. I used to get really uptight about presenting the best impression to senior managers and peers.
There was another more junior manager that came along some time later, who was refreshingly lighthearted, a self -deprecating sort of bloke, who was popular because he was so easy going, jovial,and easy to work with. Sure he’d get the work done, and make sure he didn’t get taken advantage of, but he did it with humour and humility.
I learned a lot from him, and let go of my stuffiness, I worried less about what others thought of me, because I judged myself less harshly. It was amazing how less stressed and worried I became, it really was like a weight being lifted from my shoulders.
I now love to laugh, I try to find the funny side of any situation and am happy to laugh at the silly things I find myself saying and doing from time to time.
I came across this poem by Walterrean Salley that I really like, so I thought I’d share it with you here.
Laughter is infectious.
It is a joyful sound that
Once it starts ringing,
Passes all around.
Laughter is infectious.
Some folks have no clue
As to what another’s laughter
Could do unto you.
Laughter is infectious.
You can get it on a whim,
But chances of it harming
Are very, very slim.