Have you ever wondered how attachment styles can affect performance in the workplace? This question is explored in depth in the article “Attachment in the Workplace”  on The Attachment Project. In this article, it asserts that our attachment style can significantly influence how we function and perform at work.

The article begins by introducing attachment theory, which states that people develop certain relationship patterns depending on their upbringing and experiences. It then goes on to explain how early childhood experiences shape our beliefs and behaviours when it comes to forming relationships, both personal and professional.  It further states that these attachment styles can affect our behaviour in the workplace, leading to different levels of performance and engagement

The article then outlines four possible attachment styles which could impact on how well a person performs at work: secure, avoidant, anxious-ambivalent, and disorganised. Each style is associated with its own unique set of beliefs and behaviours which can have a positive or negative effect on one’s performance.

The article finishes with some practical advice for those looking to improve their attachment style in the workplace: develop self-awareness, practice healthy relationships, learn effective communication and problem-solving skills, and seek professional help if necessary. It outlines ways in which understanding our own attachment style can help us better navigate our working environment.

Overall , this article provides an insightful look into how our attachment style can shape our performance in the workplace. It is a must-read for anyone looking to make meaningful changes in their professional life

By understanding your own attachment style, you can develop strategies to help you effectively manage relationships and achieve success at work. This article is an invaluable resource

Examining one’s own attachment style can provide insight into why certain conflicts arise between colleagues, as well as what strategies might be employed to ensure a more effective team dynamic. It has implications for those in leadership positions too; managers, business owners and supervisors are encouraged to understand their own attachment styles so they can better relate to their subordinates and lead them with greater effectiveness.

This is an excellent resource for anyone looking to gain a deeper understanding of how their own attachment style affects their interactions – both positive and negative – in the workplace. Ultimately, understanding one’s self is key for any leader who wishes to foster an environment of collaboration and success amongst their team members.

Find out more in the original article here: https://www.attachmentproject.com/blog/attachment-in-the-workplace/

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 you really improve your focus at work? Recent research gives some interesting insights into how you can do this.  Are you constantly switching between tasks and finding it difficult to stay on track? If so, you’re not alone. In a recent article published by the BBC, here some tips for improving focus and productivity in the workplace.

The first tip is to break up your workday into smaller chunks. Instead of trying to work for eight hours straight, break it up into four two-hour sessions with a break in between. This will help keep your mind fresh and focused.

The second tip is to establish specific times for checking email and social media. Checking these things constantly can be extremely distracting, so try to limit yourself to just twice a day.

The third tip is to take a break every hour. Get up and move around, go for a walk or drink some water. This will help refresh your mind and make you more productive when you return to your work. The fourth tip is to create a distraction-free workspace. This means turning off all distractions (cell phone, TV, etc.) and focusing on one task at a time. The fifth and final tip is to set goals for yourself. Instead of just working on whatever comes your way, try setting specific goals for each day and week. This will help keep you focused and motivated.

These five tips are simple but effective ways to help improve your focus at work. If you’re having trouble staying productive, give them a try! They may just be what you need to get the job done.

Taking regular breaks throughout the day gives your brain a chance to refresh and recharge, which can help improve focus and productivity in the long run. Try setting goals for yourself and tracking your progress over time. This helps you stay accountable and motivated and prevents you from becoming overwhelmed.

It is important that we foster a productive work environment for our employees. By following the simple steps, we can create an environment that is conducive to focus and productivity. And who knows? Maybe we’ll even be able to improve our own productivity in the process!

Find out more in the original article here: https://www.bbc.com/worklife/article/20170925-the-surprising-tricks-to-help-you-focus-at-work

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. 

Do you know how your brain is sabotaging your success? You may be surprised. According to this article, there are five cognitive biases that can block your success. These are sunk cost fallacy, confirmation bias, self-serving bias, winner’s curse, and survivorship bias.

The first bias is the sunk cost fallacy. This is the belief that you’ve invested so much time and money into a project that you can’t give up on it. The sunk cost fallacy can lead to bad decision-making and prevent you from moving on to better opportunities. The second bias is loss aversion. This is the fear of losing something you already have. Loss aversion can lead to hesitation and indecision, which can prevent you from taking action.

The third bias is confirmation bias. This is the tendency to favour information that confirms our beliefs and ignore information that contradicts them. Confirmation bias can lead to poor decision-making and prevent you from considering all possible options. The fourth bias is overconfidence. This is the belief that you’re better than you really are. Overconfidence can lead to unrealistic expectations and poor decision-making.

The fifth bias is sunk cost fallacy 2.0 (or escalation of commitment). This is the tendency to keep investing in a project or idea even when it’s no longer viable. Escalation of commitment can lead to wasted resources and bad decision-making. Each of these biases can be a roadblock to our success. However, by recognising them and taking steps to overcome them, you can move closer to achieving your goals.

So what can you do about these cognitive biases? Managers, business owners and supervisors should be aware of these biases because they can lead to bad decisions that harm the business. The best way to deal with them is to become aware of them and acknowledge that they exist. Once you’re aware of your own biases, you can start making an effort to counteract them. For example, you can try to take a step back and look at situations from different perspectives, or you can ask others for their opinions before making decisions. You can also make a point of gathering data from multiple sources before coming to any conclusions. And finally, you can practice mindfulness, which will help us stay aware of your thoughts and feelings as they happen and keep them from impacting your judgment.

Find out more in the original article here: https://www.forbes.com/sites/carminegallo/2021/09/27/5-cognitive-biases-blocking-your-success/?sh=5f6227282402

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. 

Have you ever wondered why some people seem to thrive under pressure while others crumble? According to the Yerkes-Dodson Law, there is a sweet spot for stress where we are most productive. Too much or too little stress can lead to negative outcomes.

The Yerkes-Dodson Law was discovered in 1908 by psychologists Robert Yerkes and John Dodson. It states that there is a relationship between arousal and performance, with optimal performance occurring at an intermediate level of arousal. The article explores several factors related to this law such as motivation, multitasking, anxiety and fatigue, all of which can affect performance.

There are three factors that influence how we respond to stress:

1. The task itself – some tasks are more challenging than others and require more focus and energy.
2. The person – some people are more easily aroused than others and find tasks more stimulating.
3. The environment – some environments are more stimulating than others and can cause us to be more aroused.

The Yerkes-Dodson Law helps us understand how to get the best out of our employees. Motivation, for example, is essential for getting the most out of any task; however if motivation levels become too high it can lead to burnout or exhaustion. On the other hand, multitasking can be beneficial in certain circumstances but when it is done excessively it can cause mistakes due to lack of focus on individual tasks. Similarly, anxiety can positively drive performance but if it becomes too intense then it will start to hinder progress instead. Finally, fatigue should also be managed properly as working long hours without rest or breaks can significantly reduce productivity levels over time.

Overall, the Yerkes-Dodson Law provides useful insights into how stress and other factors interact with one another to influence performance levels amongst managers, business owners and supervisors. By understanding what triggers these reactions and how best to address them accordingly they will be able develop better strategies for improving their results in both the short term and long term. The Yerkes-Dodson law is an important piece of information for anyone in a leadership position. By understanding how this law works, you can create a work environment that is optimal for your employees’ needs and help them achieve their full potential.

Find out more in the original article here: https://www.healthline.com/health/yerkes-dodson-law#factors

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. 

What are futures fallacies, and why do they matter for managers? Futures fallacies are beliefs or perceptions about the future that influence our decisions in the present, but they’re not always accurate. For example, just because you believe that the future will be a certain way, doesn’t mean that it will be.

There are three main futures fallacies: survivorship bias, technological determinism, and paradigm paralysis. Survivorship bias is when you think that something is more successful than it really is, because you only see the successes and not the failures. Technological determinism is when you think that technology will inevitably lead to certain outcomes, and paradigm paralysis is when you can’t make decisions because you don’t know what the future will hold.

For managers, business owners, and supervisors, it’s important to be aware of these fallacies and learn how to avoid them. By doing so, you can make better decisions based on a more accurate understanding of the future. So, what can you do to protect yourself from these fallacies?

1. Be Aware: The first step is to be aware of the biases that can affect our decision-making. This includes knowing what they are, how they work, and when they are likely to pop up.
2. Question Your Assumptions: Don’t just accept things at face value. When making decisions, ask yourself whether your assumptions are reasonable and whether there is evidence to support them.
3. Use Data-Driven Decision-Making: Use data whenever possible to back up your decisions. This will help reduce the effects of bias and emotion on your decision-making process.
4. Seek Expert Opinion: Get input from experts who can help you understand complex situations and make better decisions.
5. Practice Critical Thinking: Train yourself to be skeptical of information and don’t take anything at face value. Ask questions and probe beneath the surface to get a better understanding of what is really going on.

These fallacies can have a big impact on our work. For example, if you think that technology is going to automate all our jobs, you might not invest in training or development. Or if you think that the future is going to be full of uncertainty, you might hesitate to make any decisions at all.

By following these tips, you can reduce the chances of being led astray by futures fallacies and make better decisions for our businesses and our lives.

Find out more in the original article here: https://jfsdigital.org/articles-and-essays/vol-25-no-4-june-2021/futures-fallacies-what-they-are-and-what-we-can-do-about-them/

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. 

When stress gets to you, go easy on yourself. It’s easy for high-achieving professionals to push themselves too far. You’re often your own worst critic. Instead of stressing yourself out, try self-compassion. Self-compassion isn’t just good for your mental health. It’s also good for your heart. One study found that people who practice self-compassion were at a lower risk of heart disease.

People tend to think of self-compassion as some type of new-age fad. Yet, it’s backed by sound research. Research shows that self-compassion lowers the risk of cardiovascular disease in middle-aged women. Of course, the findings will likely also apply to men and women of all ages. The idea to study the impact of self-compassion came about during the pandemic. Researchers noticed that the pandemic amplified certain stressors. They wanted to know if mindfulness practices, and other examples of self-compassion, could help improve heart health.

Research has previously focused on the impact of stress on the heart. Few studies have investigated the impact of positive psychological factors, including self-compassion. Yet, self-compassion is often used as a tool to help people deal with chronic stress. It makes sense that self-compassion would have a positive effect on the heart.

The study was led by Rebecca Thurston, PhD, from the University of Pittsburgh. Thurston and her colleagues studied 200 women between the ages of 45 and 67. The participants answered a questionnaire to analyse their level of self-compassion. The researchers then scanned the participant’s carotid arteries with ultrasound equipment.

The findings were consistent, even when considering other risk factors for cardiovascular disease. Smoking, physical activity, and depression didn’t change the results. The participants that exhibited greater self-compassion had less blockage in the arteries. The results of the study show the importance of self-compassion, especially during stressful times. Self-compassion promotes better heart health, which is also essential for proper cognitive health.

Treating yourself with compassion is often easier said than done. This is especially true for high-achieving professionals. You may not know how to give yourself a break. One area of positive psychology holds the solution. Neuro-linguistic programming provides effective techniques for greater self-acceptance and mental stamina.

Cognitive reframing is one example. It allows you to rethink your perceptions, including your self-perceptions. You can use reframing to challenge your negative inner critic. For example, you may frequently doubt your skills and abilities. Reframing helps you analyse your skills and abilities in a realistic light. NLP sub-modalities are another solution for transforming your thoughts. You can use sub-modalities to gain a better understanding of your moods and emotions. You can use this knowledge to manipulate your thought processes. Other NLP techniques include anchoring, association, and disassociation.

Self-compassion goes a long way. If you struggle to cope with stress, consider exploring NLP techniques for relaxation. Learning to acknowledge and let go of negative thoughts builds your resilience. Why not get started today? To learn more, explore my one-to-one coaching services and online courses at https://thinklearnsucceed.com.au

How does the science of happiness relate to managers, business owners and supervisors? According to an interesting article in Harvard Magazine, it’s all about creating a positive work environment. The article summarises a study that found happy people are more productive and take fewer sick days than those who are languishing or unhappy. It also points out that when people experience positive emotions at work, they are more likely to be innovative and come up with new ideas.

So how can you – as a positive leader – create turn the science into practical action? Here’s what the authors of The Science of Happiness suggest.

 Express appreciation and gratitude

Regularly give feedback on performance and express gratitude. Remember rewards can be social and emotional, as well as financial. And, of course, show people that you care about them as individuals, not just employees.

Encourage interaction

Help people to work together and share ideas. This makes each person feel part of a larger community. Allow people to spend social time and relax together, too. This builds team spirit and helps beat stress before it sets in.

Link goals to a higher purpose
Too many managers focus on business outcomes, rather than higher purpose. Yet the evidence is clear: connecting your goals to something that matters is the way to make people in your business thrive. Make sure everyone knows not only what they are meant to do, but how their efforts will make a difference.

Foster trust

Show that you care about your people by listening to their ideas and being open to new ways of doing things. Make sure everyone has the tools, resources and support they need to do their jobs well. Make feedback an everyday occurrence. And monitor your positivity ratios. The more positive moments your people experience, the more trust will gro.

If you’re a business owner or supervisor, these are all things that should be on your to do list. Every day.  They’re not part of the HR plan or an annual appraisal system. They’re simple habits that will make your business thrive.

Find out more in the original article here: https://www.harvardmagazine.com/2007/01/the-science-of-happiness.html

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. 

Feeling burnt out? Depression may be at the root of the problem. An analysis completed by Swiss scientists found that depression and burnout are closely linked. Depression may lead to burnout and vice versa. In fact, burnout may simply be a form of depression. Understanding the connection between the two makes the situation easier to address.

So, does depression cause burnout? It’s complicated. An analysis of 14 studies completed by Swiss researchers found that burnout and depression share symptoms. Based on their findings, the researchers believe that burnout may not be a distinct syndrome. For it to be a separate syndrome, a mental issue needs to be mostly associated with distinct symptoms.

Researchers identified three specific symptoms of burnout: exhaustion, detachment, and low professional efficacy. Efficacy is your belief in your ability to bring about change. Researchers then reviewed 14 studies involving 12,417 participants. The findings showed that the symptoms of burnout were more closely related to depression.

For example, exhaustion was more closely associated with symptoms of depression than with the other symptoms of burnout. Symptoms of depression include fatigue, low mood, irritability, and interpersonal distancing. People who reported feeling exhausted were more likely to experience these symptoms instead of detachment or low efficacy. This indicates that burnout may not be a separate issue.

The researchers point out that the findings shouldn’t lead people to dismiss burnout. It’s a real issue that likely affects millions of people, especially high achievers. The goal of the research was to help burnout receive the same concern given to depression. The same steps used to combat depression in the workplace may also help fight burnout. The group of researchers recommend that changes to workplace policies may provide relief. However, you also have the power to relieve yourself of stress.

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Positive psychology offers many solutions for combating depression, including NLP. Neuro-linguistic programming involves developing strategies for gaining better control of your emotions. You can fight depression with positivity. High-achieving professionals can benefit from increased mental stamina and resilience. Some of the most common techniques include meta-modelling and reframing.

Meta-modelling helps you question generalisations, distortions, and deletions. These types of thoughts limit happiness and increase anxiety. NLP meta-modelling challenges these thoughts to alter your thinking patterns. Reframing helps you change your perception of specific thoughts or behaviours. For example, you can find hope in previously hopeless situations. You achieve this by positively reframing feelings or events.

Along with meta-modelling and reframing, I’d recommend meditation and relaxation techniques. NLP can help you achieve a more relaxed state. A relaxed mind provides better emotional regulation. You may find the previous techniques easier to practice with a clear mind.

Depression and burnout both lead to detachment, low professional efficacy, and exhaustion. These symptoms also lead to negative thoughts that keep you from finding a way out. I can help you replace negativity with positivity through effective NLP techniques. To learn more, view my one-to-one coaching services and online courses at https://thinklearnsucceed.com.au