We are the result of our convictions. We tend to create positive statements, yet fail to achieve the result the way we wished.
Do we move too fast from one step of processing information to another?
How do we navigate from one step to another?
What forces us to jump the entire process which we had envisioned in the first place?
According to Nabomita Mazumdar, each information stored as syntax coupled with the (visual, audio and kinesthetic) cues, is creating positive and negative response; a trigger.
The key to implement the strategy is to identify this negative trigger and replace it with a positive one. It proceeds with each visual, audio and kinesthetic concerning level for each cue. The steps to implement the strategies include the following:
- Test – Set your strategies into a script and test them.
- Operate – In case the strategies set doesn’t show the result, creating a new metaphor, reframing and anchoring them to the script is essential.
- Test – Rehearsing the new script to find the perfect fit.
- Exit – The goal to the process needs to be seen clearly. Dissociating at the point where the goal is achieved is essential to mark an end to the process.
Winning script for learning curve
- Suppose you are learning something very difficult. What is the first thing that happens to you?
- Most of the time it is nervousness and thoughts of when did you do something like this.
- Now take a minute and try to hear or see or feel when you are nervous.
- Just take another minute and step into a situation where you are about to learn something challenging.
- Now take a minute and move ahead in your mind, through each step to the end of the learning cycle. See yourself going through every chapter with confidence. Finally see yourself at the end of the course, with the desired outcome.
Winning script for higher emotional intelligence
Step into a situation where your best intentions are being drawn out of proportion. Suppose you have just distributed appraisal letters. You distributed the best raise judiciously among the value creator and productive team members. However, just as they see their new salaries, they are indifferent. Their expectation was way more than what has been offered to them. They come to you and share their dissent.
- Now take a breath and pause for a while. Picture yourself happy with your employees.
- Now return to your present state, where you have your employees speaking angrily. Look at them and see them as the human beings you have always valued. When you do this, observe what you say. The chances are that, you would remain calm and finally share the reason. They may or may not buy what you say, yet they would calm down as they listen to you.
- Remember you cannot change other’s behavior. You can fine-tune yours. They may have situations forcing them to take up a role with a higher pay or move into their preferred location. Even if, the reasons are beyond your control, you will establish yourself as a leader of repute in their minds. If they see it more often, they would realize the benefits of working with a leader as smart as you
- Try this now, in your mind. Imagine a future challenge and see yourself responding positively to it. Repeat the process until, every feeling of letting situations run out of your hands vanish. This practice of mindfulness would build your natural capabilities to respond in those situations.
You may also like:
- The Curve of Forgetting (mvancise1.wordpress.com)
- Learning Curve (timesunion.com)
- Communicating on Their Wavelength: How to Connect With Kinesthetic Communicators (brainpathways.net)
- Making Temporary Changes to Brain Could Speed up Learning, Study Reports (biosingularity.wordpress.com)
- Serotonin & reward (neurosphere.wordpress.com)
- The physical effects of bullying on the brain (holykaw.alltop.com)