What science tells us about hope

Can hope truly drive us to success? This is the question posed in the article, The Will and Ways of Hope, featured on Psychology Today. In this article, it elaborates on the idea of hope and how it can be used to help individuals reach their goals. How having a sense of optimism and belief that a goal can be achieved has been proven to increase motivation and allow people to work harder towards achieving that goal.

The article delves further into the different ways hope manifests itself; through persistence, courage, faith, conviction and taking risks. These are key components needed when striving for success. Furthermore, hope is necessary for managing stress as it provides strength during difficult times and serves as an “antidote” for low self-esteem.  It is also important to remember that hope should be realistic and achievable; otherwise, it will lead to disappointment

The author of the article concludes with emphasising that hope has the power to drive individuals towards their goals and dreams. It can be used as a tool for success when accompanied by determination and hard work, making it possible to have a positive outlook and strive for greatness. Therefore, the power of hope should not be underestimated as it can be a powerful source of motivation in achieving success.

 

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For managers, business owners and supervisors, understanding the psychology behind hope is essential in order to lead teams effectively. Instilling a sense of hope among employees must be done with thoughtfulness in order to motivate them in the right manner towards desired outcomes. Most importantly, leaders must understand how their own behaviour shapes the behaviours of their team members which requires careful consideration when conveying messages regarding expectations or setting deadlines.

The Will and Ways of Hope is an insightful article on the power of hope and how it can be harnessed to reach success. It highlights the importance of having a sense of optimism when striving for greatness and using it as a tool to motivate oneself. Being aware of the psychology behind hope is critical in order for managers, business owners and supervisors to effectively lead their teams.

Find out more in the original article here: https://www.psychologytoday.com/intl/blog/beautiful-minds/201112/the-will-and-ways-hope

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

 

Dna versus outlook: what science tells us about happiness

Have you ever wondered what the secret to happiness is? The ABC News article, “The Science of Happiness: What Makes People Happy,” dives deep into exploring what it is that makes us happy, and how business leaders can apply its findings to their own lives.

The article starts by looking at a study of identical twins raised in the same household who reported different levels of happiness. The study found that 40% of our happiness is within our control, and not predetermined by factors such as genetics or environment. It then goes on to explore the science behind why we feel happy, looking at research from neuroscience and psychological studies. It suggests that positive emotions such as contentment come from connecting with those around us, performing meaningful activities or work, setting achievable goals and challenges for ourselves, and taking care of our physical and mental health.

This article provides helpful insights for business leaders interested in improving employee satisfaction and productivity. Knowing that our level of happiness is largely within our own control should be empowering for managers and supervisors, reminding them that they have the power to make positive changes in their team’s work lives.  Encouraging employees to set achievable goals, taking regular breaks and engaging in meaningful conversations with colleagues are all simple actions that can have a positive impact on workplace satisfaction and employee engagement

Ultimately, the science of happiness is complex and individualised. However, understanding what makes us happy on a deeper level can help business leaders create more productive and

 

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Encouraging collaboration between employees, providing challenging tasks and goals while also offering support when needed, as well as promoting physical activity like yoga or meditation classes during lunch breaks can all help to create a happier workplace environment which will ultimately lead to higher job satisfaction amongst your workers.

In conclusion, while the science of happiness can be complex and unique to each individual, understanding its principles can provide helpful insights for business leaders looking to improve their team’s satisfaction and productivity. Encouraging meaningful conversations with colleagues, setting achievable goals together, and taking regular breaks are all simple ways business leaders can use these insights to.

Offering tools such as goal-setting plans, tips on creating effective teams, motivation techniques and stress management strategies this service is sure to give any manager or supervisor the resources they need to build an engaging workplace where employees feel valued and motivated.

Find out more in the original article here: https://abcnews.go.com/Health/story?id=4115033&page=1

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

 

 

The unwanted effects of being too agreeable at work

Have you ever considered the downside of being “too nice”? Have you ever thought about how your niceness might be having a negative effect on your career or life goals? Sure, being personable and agreeable is important, especially when you need to build rapport. However, being perceived as ‘too nice’ can lead to career stagnation and lack of advancement. This is a problem many women are raising in leadership development sessions these days.

Just how worried should you be about the dangers of being too agreeable? Well, in terms of your career development, I advise you to take it seriously. Here are some examples of how excessive agreeability can negatively impact smart people at work. Let’s start with Marie. She thought it was rude to interrupt, so she let her pushy colleague take over the closing meeting with a potential client. Then her colleague got the credit for the deal Marie had spent six months crafting. Marie lost out because she was too nice to speak up.

The same was true for David. His  boss asked David to rewrite a report his colleague had botched. David agreed, although he was sick of stepping in to cover his team-mate’s poor performance. This happened several times. Then his team-mate was promoted over David. When David asked his boss why, he was told that he was ‘not confident enough to lead’. How would you feel in that situation? I’d be pretty peeved, I must say. David was, too.

 

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Lara’s story shows being too nice happens to self-employed people, too. Her client kept insisting on changes that fell outside the scope of Lara’s freelancing contract. She did the work anyway; despite the fact it took days. She was not paid for this time. Her project was unprofitable. Lara felt stressed, resentful and burned out. All because she was too accommodating to say ‘no’ to an aggressive customer.

Stories like these are all too common. You might even have a few of your own. If that’s the case, you already know that being ‘too nice to speak up’ can stall your career. Here are just five of the consequences it can have:

  1. Your ideas and opinions aren’t taken seriously
  2. You are not seen as a leader
  3. You don’t get the recognition, rewards or promotions you deserve
  4. People take advantage of your good nature
  5. You become overwhelmed and burned out

The bottom line is this: agreeableness is a quality that can be overplayed. Why does this happen? It’s not just lack of assertiveness. It’s also social conditioning and the impact of organisational cultures that stress ‘corporate kindness’. Formalising kindness is a great idea, but we also should consider the need for professionals to set limits and boundaries. Otherwise, we risk increasing the number of people who suffer from the mindset I call Chameleon Syndrome.

This is an excessive eagerness to adjust your behaviour, in order to gain acceptance. It is the number one factor keeping women stuck in lower management, as well as a significant contributor to burnout and low morale amongst highly skilled professionals. However, it is possible to break free of this mentality and reclaim your power. If you’d like to find out how, please contact me to book a one-to-one session or arrange training for your leadership team.

This article was created by Eleanor Shakiba

Eleanor is a leadership trainer and success coach. Her mission is inspiring talented people to become leaders who make a difference.  Since discovering her passion for training and development, Eleanor has trained more than 60,000 people. She delivers face-to-face workshops for corporates, online masterclasses for leaders and Positive Psychology retreats for trainers, HR practitioners and leaders. 

 

 

 

What leaders need to know about narcissistic rage

Are Narcissists capable of understanding the consequences of their own behaviour? This is a key question when it comes to understanding the topic of narcissism and narcissistic rage. According to a recent article on Psychology Today, this is an important concept for managers, business owners and supervisors to understand.

The article provides insight into what drives narcissistic rage – it occurs when someone with a narcissistic personality feels they have been wronged or humiliated. A narcissist may be overly sensitive to criticism or failure and take out their frustration on those around them. They may also become vengeful if they believe that someone has wronged them in some way – whether deliberately or unintentionally – and will stop at nothing to get revenge.

The article outlines how managers need to be aware of these tendencies in order to protect against toxic workplace environments. She discusses how empathy, emotional intelligence and clear communication are essential for managing relationships with employees, customers or colleagues who display narcissistic traits. One key point she makes is the need for managers to provide honest feedback without being too critical; this encourages self-reflection which can help prevent someone from reacting with extreme anger or aggression due to feelings of humiliation or shame.

Managers should also be aware of potential triggers that could cause individuals with narcissistic characteristics to react inappropriately. These triggers could include anything from criticism, seemingly small slights (real or perceived), public humiliation, feeling undermined or disrespected and so on. It’s important that managers remain mindful of these potential scenarios and strive to create a positive work environment where everyone feels respected and valued as an individual.

 

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Above all else, the article emphasises the importance of self-awareness when dealing with narcissism – both in oneself and others. To develop healthy relationships within the workplace it’s necessary for everyone involved (managers included) to recognise their own vulnerabilities and respond accordingly should any issues arise during interactions with others. By having greater awareness one can better manage conflictual situations before they escalate into something more serious such as revenge-seeking behaviour from a narcissist.

Ultimately, understanding of the behaviour and patterns of narcissism is key to creating a successful work environment for everyone. By learning about and recognising the signs of narcissistic rage, managers can more effectively manage individuals who display these behaviours. With appropriate measures in place, it’s possible to create an atmosphere where everyone feels respected and valued – even those  with narcissistic tendencies.

Find out more in the original article here: https://www.psychologytoday.com/intl/blog/think-well/201910/understanding-narcissism-and-narcissistic-rage

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

 

 

Power up your influence with stories

How do stories affect the brain? According to the article, “stories activate the brain’s pleasure centers” and “this is because when we’re engaged in a story, we’re using many of the same cognitive processes that we use when we’re actually living our lives.” In other words, stories can help you learn and make decisions. Stories allow you to see the world from different perspectives, and to understand complex concepts in a simplified way. They also help you to remember information more easily.

Stories tap into your emotions and help you make connections between events. They also give you a sense of control over your environment, which is why they’re so popular in business. Stories activate the brain’s reward system, which is responsible for motivating you to learn and explore new information. They also help you to understand and remember information more effectively than straight facts or statistics. What’s more, stories can be used to change behaviours and attitudes – a fact that’s not lost on business owners and managers.

So why are stories so effective? Our brains are wired to pay attention to stories because they are a combination of both facts and emotions. This combination helps you learn and remember information more effectively than just facts or emotions alone. In other words, stories help you see the world in a more holistic way, and this is why they are such an important tool for learning and decision making.

 

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Managers, business owners and supervisors can use stories to connect with their employees and customers because storytelling is a powerful way to engage an audience and connect with them on an emotional level. Stories can help people to understand your point of view, connect with your values and see how your company operates. They can also be used to inspire people and motivate them to take action.

If you’re looking for a way to connect with your audience and inspire them to take action, storytelling is a powerful tool that you should consider using.

Find out more in the original article here: https://www.brainfacts.org/neuroscience-in-society/the-arts-and-the-brain/2021/why-the-brain-loves-stories-030421

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

 

 

Increase your impact with mental workouts

Do emotional exercises really improve mental health?

That’s the question posed by Washington Post wellness columnist in a recent article. According to the article, there is growing evidence that emotional exercises can help improve mental health, especially for people who are not responding to traditional therapy.

The article cites a study published in the journal Frontiers in Psychology which found that emotional exercises can be an effective treatment for anxiety and depression. The study involved more than 1,500 participants who were randomly assigned to one of three groups – a control group, an exercise group, or a cognitive therapy group.

The exercise group was asked to do thirty minutes of aerobic exercise three times a week, while the cognitive therapy group received twelve sessions of cognitive behaviour therapy. The control group did not receive any treatment.

After eight weeks, the results showed that the exercise group had lower levels of anxiety and depression than the control group. They also had higher levels of self-esteem and were more physically active. The cognitive therapy group fared better than the exercise group, but not as well as the control group.

So what do these findings mean for managers and business owners?

There is growing evidence that emotional exercises can be an effective treatment for mental health issues like anxiety and depression. This means that businesses should consider offering these types of exercises to their employees as part of their wellness programs. Emotional exercises are activities or tasks that help you become more aware of your feelings and emotions. They can help you understand and manage your emotions better.

 

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There is evidence that emotional exercises can be very effective at treating mental illness. However, they can also be beneficial for healthy people too. Emotional exercises can help you manage stress, anxiety and anger. They can also improve your mood and overall well-being.

There are many different types of emotional exercises, but some of the most popular include mindfulness meditation, journaling and cognitive behavioural therapy.

Employees who participate in emotional exercises are likely to be less stressed and more productive. They may also be less likely to take time off work due to mental health issues.

Find out more in the original article here: https://www.washingtonpost.com/wellness/2022/09/28/emotional-exercises-for-mental-health/?itid=sf_wellbeing_wellbeing_Mind

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

 

Can’t quit that bad habit? Blame ‘secondary gain’

Do you ever find yourself stuck in a cycle of self-sabotaging behaviours? It’s soooo frustrating, isn’t it? The sensible part of you is saying ‘No! Don’t do this again’. Meanwhile, that other part of you is whispering ‘It’s easier to do it this way’ or ‘I’ll quit tomorrow’. Sigh. Why do you keep doing this?

Well, the answer is simple: you are getting a ‘secondary gain’ out of it. A secondary gain is a reward, either tangible or psychological, that you are reaping from your behaviour. This benefit can range from feeling comforted, to gaining attention or avoiding responsibilities.

Yes, it’s sad but true: self-sabotaging behaviours have hidden benefits. That’s why smart people do things they know they shouldn’t. For instance, imagine a successful team leader who works long hours. She really resents working harder than anyone else. However, she keeps coming in early and staying back late. That’s because she is hooked on the praise she gets from her manager for handing in ‘perfect’ work. The praise is her secondary gain.

Knowing this gives the team leader a way to break her workaholic cycle for good. You see, if she finds a healthier way to do high-quality work, she won’t need to overwork. She could train her team to help her out, delegate more and focus on working strategically instead of being so hands-on.

 

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You can use this approach to habit change, too. If you identify what the secondary gain of any ‘bad’ habit is, you’ll be able to get some gain without the pain! Try this technique on any of these Top 10 low confidence  habits:

  1. Over-eating
  2. Procrastinating
  3. People-pleasing
  4. Working too hard
  5. Perfectionism
  6. Saying ‘yes’ when you want to say ‘no’
  7. Arguing
  8. Being disorganised
  9. Putting yourself down
  10. Staying out of the limelight

Remember,  no one is trapped forever in their ‘bad’ habits!  You can consciously choose to see the bigger picture, and make a plan to break your habit cycle. With an understanding of secondary gain as your guide, you can take steps towards creating healthier behaviour patterns.

This article was created by Eleanor Shakiba

Eleanor is a leadership trainer and success coach. Her mission is inspiring talented people to become leaders who make a difference.  Since discovering her passion for training and development, Eleanor has trained more than 60,000 people. She delivers face-to-face workshops for corporates, online masterclasses for leaders and Positive Psychology retreats for trainers, HR practitioners and leaders. 

Future-proof your brain, start dancing

What educators and parents should know about neuroplasticity, learning, and dance

Can movement change the way your brains work? According to the article in Sharp Brains, the answer is yes. Neuroplasticity is the brain’s ability to change its structure and function in response to experience. This means that you can learn new things and create new habits, even as you age. Dance is a great way to take advantage of neuroplasticity, because it involves both mental and physical activity. It can improve cognitive function and memory, as well as mood and emotional regulation.

The article cites a study that found that “dancing may improve cognitive function by enhancing neuroplasticity.” It goes on to say that “the brain is incredibly plastic, meaning it can change its structure and function in response to various experiences.” This is great news for educators and parents! It means that you can help you children learn by providing them with opportunities to engage in activities that are challenging and stimulating.

 

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So what does this mean for managers, business owners, and supervisors? It means that you need to be creative in your approach to employee development and training. First, by creating an environment that encourages employees to learn and grow. This could mean offering training opportunities or giving employees the freedom to experiment with new ideas. Second, by providing employees with breaks throughout the day so they can move their bodies and get some exercise. Finally, by promoting healthy lifestyles for employees, which will have a positive impact on their brains as well as their bodies.

This article shows that dance can be a useful tool for improving cognitive skills. Improving cognitive skills can lead to increased productivity and creativity in the workplace. It can also help employees stay focused and motivated. Creating a workplace that encourages employees to be physically active and engage in mentally stimulating activities will benefit the company as a whole.

Find more in the original article here: https://sharpbrains.com/blog/2016/01/22/what-educators-and-parents-should-know-about-neuroplasticity-learning-and-dance

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

 

Emotional labour is hard work

Are you the office mom? If so, your career is at risk.

That’s the conclusion of a new article by Melody Wilding for Forbes. According to Wilding, emotional labour – or the effort spent managing emotions – affects women’s careers more than men’s. And the office mom is often the one who bears the brunt of that burden.

The article discusses how women are often saddled with the majority of the emotional labour in the workplace. This can manifest itself in a number of ways, such as being responsible for managing relationships and handling tasks that are seen as ‘women’s work’. This can be extremely taxing and lead to women feeling overwhelmed and unsupported.

Emotional labour is the process of managing emotions in the workplace. It can include tasks such as cheering up a colleague who is having a bad day, handling customer complaints, or acting happy and enthusiastic even when you’re not feeling it. Women are often expected to shoulder the majority of emotional labour in the office, and this can take a toll on their careers.

There are several reasons for this. First, women are typically socialised to be more emotionally expressive than men. They’re also more likely to be responsible for tasks like organising team events and arranging childcare. All of these activities require emotional labour.

 

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But emotional labour doesn’t just affect women’s personal lives. It can also have a negative impact on their careers. For example, it can lead to feelings of burnout and frustration. It can also make it difficult to assert oneself in the workplace or to take on new challenges.

So what can managers, business owners and supervisors do to help? Here are three tips:

1) Be aware of the issue.

2) Encourage employees to take breaks.

3) Offer flexible work arrangements.

If you’re a woman in business, it’s important to be aware of the emotional labour you’re expected to perform. Take steps to manage your own emotions, and encourage your employees to do the same.

Find out more in the original article here: https://www.forbes.com/sites/melodywilding/2018/06/06/dont-be-the-office-mom-how-emotional-labor-affects-womens-careers/?sh=274620651103

This article summary was created by Eleanor Shakiba

Eleanor is a leadership trainer, success coach and people skills expert. She helps managers and business owners build thriving teams and organisations, using tools from Positive Psychology. She's trained more than 60,000 people during her career as a corporate trainer and professional development consultant. Her mission is inspiring talented people to become leaders who make a difference. 

 

Confidence is not a personality trait. You can learn it.

Are you surrounded by people who seem way more confident than you? Well, let me share a secret: many people APPEAR confident, but that doesn’t mean they’re naturally self-assured. It’s certainly not true that some people are ‘born confident’ or that confidence is part of your personality. Just like imposter syndrome, low confidence is caused by lots of factors. All of which you can overcome! Watch this week’s video for some insights into the real cause of imposter syndrome. Which is also one of the triggers for low confidence.

You see, confidence is not ‘part’ of you. It’s a mindset, which is  driven by your belief in your abilities. And those beliefs can change at any stage of  your life. In fact, brain research shows that you can rewire your brain and change your thinking habits from the cradle to the grave. And that’s great news. It means you’re never too young to be confident and… you’re never too old to be confident!

You can learn to activate confidence by mastering a few mind-management tools. I recommend using  Neuro Linguistic Programming (NLP) to build your emotional mastery, because they are quick to learn. For example, you can use NLP to trigger a confident state just by focusing your attention the right way. Did you know that your brain can’t tell the difference between what is real and what is imagined? That means you can change your mood just by using your imagination and your memory. Many NLP state management tools help you do this.

 

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Try this easy technique right now. Close your eyes and remember a time you WERE confident in the past. Replay that memory, paying attention to what you saw,  heard and felt during that confident experience.  Make the memory as vivid as you can.  Use all your senses as you remember how you ‘coded’ your confidence. You’ll soon notice yourself feeling more confident in real time. That’s because you’ve just activated your ‘confidence pathways’.

Thousands of people use NLP every day. And why is that? Because it’s fastest and easiest way to change your thinking and change your state. If you’d like more tips on using NLP or on building complete confidence, come along to one of my online classes. I’d love to help you master the art of confident thinking!

This article was created by Eleanor Shakiba

Eleanor is a leadership trainer and success coach. Her mission is inspiring talented people to become leaders who make a difference.  Since discovering her passion for training and development, Eleanor has trained more than 60,000 people. She delivers face-to-face workshops for corporates, online masterclasses for leaders and Positive Psychology retreats for trainers, HR practitioners and leaders.