WHO COMES FIRST – YOU OR OTHERS?

SEE HOW "SELF-SORTING" EMPLOYEES CAN MAKE OR BREAK A COMPANY

Posted by: Tony Robbins

If you’re involved in hiring people, wouldn’t you want to know where an applicant fits on this scale?Some people look at human interactions primarily in terms of what’s in it for them personally, some in terms of what they can do for themselves and others. Of course, people don’t always fall into one extreme or the other. If you sort only by self, you become a self-absorbed egotist.

Not long ago, a major airline found that 95% of its complaints involved 5% of its employees. These 5% sorted strongly by self; they were most interested in looking out for themselves, not others. Were they poor employees? Yes and no. They were obviously in the wrong jobs and obviously doing a poor job, though they might have been smart, hardworking and congenial.

It goes back to building a team that works. They may have been the right people, put in the wrong slots.

So what did the airline do? It replaced them with people who sorted by others. The company determined this through group interviews, in which prospective employees were asked why they wanted to work for the airline. Most of the individuals thought they were being judged by the answers they gave in front of the group, when in fact they were being judged by their behavior as members of the audience. That is, individuals who paid the most attention and gave the most eye contact, smiles or support to the person who was doing the speaking at the front of the room were given the highest rating, while those who paid little or no attention and were in their own world while others were talking were considered to be primarily self-sorting and were not hired.

The company’s complaint ratio dropped over 80% as a result of this move. That’s why metaprograms are so important in the business world. How can you evaluate a person if you don’t know what motivates him? How can you match the job you have available with the correct person in terms of required skills, ability to learn, and internal makeup? A lot of very smart people spend their career totally frustrated because they’re doing jobs that don’t make the best use of their inherent capabilities. A liability in one context can be a valuable asset in another.

In a service business, like an airline, you obviously need people who sort by others. If you’re hiring an auditor, you might want someone who would sort by self. How many times have you dealt with someone who left you in a confused state because he did his job well intellectually but poorly emotionally? It’s like a doctor who sorts strongly by self. He may be a brilliant diagnostician, but unless you feel he cares about you, he won’t be totally effective. In fact, someone like that would probably be better off as a researcher than as a clinician.

Putting the right person in the right job remains one of the biggest problems in American business. But it’s a problem that could be dealt with if people knew how to evaluate the ways that job applicants processed information.

At this point, it’s worth noting that not all metaprograms are created equal. Are people better off moving toward things rather than away from them? Perhaps. Would the world be a better place if people sorted more by others and less by self? Probably. But we have to deal with life the way it is, not the way we wish it were.

You may wish your son moved towards things rather than away. If you want to effectively communicate with him, you have to do it in a way that works, not in a way that plays to your idea of how it should work. The key is to observe a person as carefully as possible, listen to what he says, what sort of metaphors he uses, what his physiology reveals, when he’s attentive and when he’s bored.

People reveal their metaprograms on a consistent, ongoing basis. It doesn’t take much concentrated study to figure out what people’s tendencies are or how they are sorting at the moment. To determine if people sort by self or others, see how much attention they pay to other people. Do they lean toward people and have facial expressions that reflect concern for what others are saying, or do they lean back and remain bored and unresponsive?

Everyone sorts by self some of the time, and it’s important to do so sometimes. They key is what you do consistently and whether your sorting procedure enables you to produce the results you desire.

Tony Robbins

Tony Robbins is an entrepreneur, bestselling author, philanthropist and the nation’s #1 Life and Business Strategist. Author of five internationally bestselling books, including the recent New York Times #1 best-seller UNSHAKEABLE, Mr. Robbins has empowered more than 50 million people from 100 countries through his audio, video and life training programs. He created the #1 personal and professional development program of all time, and more than 4 million people have attended his live seminars.

Source: https://www.tonyrobbins.com/leadership-impact/comes-first-others/

THE HEALTH COACH REVOLUTION

TO CHANGE BEHAVIORS THAT LEAD TO CHRONIC DISEASE, DOCTORS AREN’T ENOUGH

Posted by: Team Tony

This article was contributed by special guest Chris Kresser – see full bio below.

Did you make a New Year’s resolution this year? How did it turn out?

If you’re like most people, you didn’t get very far. In fact, a commonly cited statistic suggests that only 8% of people keep their resolutions.

There are many reasons for this, but they can be summed up this way: changing our behavior is hard, and most people don’t know how to do it successfully.

This is a huge problem, because it is now clear that that the number one cause of the chronic disease epidemic is not genetic, but behavioral – people making the wrong choices about diet, physical activity, sleep and other lifestyle factors.

In fact, a recent study found that 85% of the risk of chronic disease is due to these environmental factors. Another study found that fewer than 5% of adults engage in the top health behaviors, and only 20% of adults are thriving.

The consequences are severe:

• One in two Americans has a chronic disease; one in four has multiple chronic diseases.
• Seven of ten deaths in the United States are caused by chronic disease.
• 27% of children now have a chronic disease (up from 13% in 1994).
• Chronic disease will account for $47 trillion in healthcare expenditure by 2030 if the epidemic is unchecked. That’s more than the annual GDP of the six largest economies in the world.

Given these statistics, it should be clear that 1) chronic disease is the biggest threat to our health that we face, and 2) changing our behavior is the most important step we can take to prevent and reverse chronic disease.

WE DON’T NEED MORE INFORMATION – OR MORE DOCTORS – TO SOLVE THIS PROBLEM

It’s tempting to think that we can solve this problem simply by better educating people about the changes they need to make. But it is now well-established that knowledge is not enough to support lasting behavior change. If it was, we wouldn’t have divorced marriage counselors, crazy shrinks, or doctors that smoke cigarettes!

Most people know that eating poorly, not exercising, not getting enough sleep and engaging in other unhealthy lifestyle habits is not good for them. Yet they continue these behaviors anyway, or they chase quick fixes that don’t last for more than a few weeks.

What about doctors? Shouldn’t they be the ones to lead this change? We simply don’t have enough of them to address the problem. The most recent statistics suggest that we’ll have a shortage of 52,000 primary care physicians by the year 2025.

But even if we didn’t have a shortage of doctors, most of them have neither the training nor the time necessary to support people in making lasting behavioral changes. The same is true for most other healthcare professionals, including nurse practitioners and physician assistants.

We could start training doctors and other healthcare providers in this area, but that still wouldn’t solve the problem. Our “sickcare” system is not set up to deliver this type of care. The average visit with a primary care provider in the Unites States is ten to twelve minutes, with newer doctors spending as little as eight minutes per visit with patients. That’s barely enough time to say hello, review the patient’s current medications, and possibly prescribe a new one. It’s not even remotely enough time to assess what behavior and lifestyle changes would be most effective for the patient and provide the support necessary for sustaining them for a lifetime.

What’s more, doctors are trained in the “expert” approach of simply telling people what to do and expecting them to do it. That might work well when someone is facing a serious, acute health crisis (like an appendicitis), but it fails miserably when it comes to long-term behavior changes like losing weight, managing stress, or adopting an exercise routine. Doctors aren’t trained to work collaboratively with their patients. This is painfully reflected by the fact that patients get to speak for only 12 seconds on average before being interrupted with advice from their physician.

HEALTH COACHES ARE THE SOLUTION

If more information and more doctors won’t solve the problem, what will?

Health coaches.

People want to feel good, avoid chronic disease and live a long life. They want to see their children and grandchildren grow up and have the energy to play with them. They want to perform better at work, enjoy their relationships, and be well enough to get the most out of life. But there’s a big difference between wanting the benefits of being healthy and consistently engaging in the behaviors that lead to health.

That’s where health coaches come in. Coaches are trained in a number of disciplines that support people in making lasting change. These include (but aren’t limited to):

• Positive psychology, which leverages people’s strengths (rather than focusing on their weaknesses) to make changes
• Motivational interviewing, which helps people to link behavior changes to their deepest needs and goals (e.g., “I will change my diet because I want to live to see my grandchildren graduate from college.”)
• Habit formation and reversal, which supports patients in making positive habits, or breaking negative ones

Coaches are also trained to work with patients in a more collaborative way, rather than with the expert approach that is common in medicine. In the expert approach, the “authority” assesses the problem, delivers advice, recommends solutions, and in some cases, teaches new skills. In the collaborative approach, the coach acts as a partner or ally, encourages clients to discover their own solutions and become their own advocate and supports them in developing the skills they need to embrace new behaviors.

This collaborative approach empowers the client to become the primary driver of change. It also builds confidence, self-awareness, and self-actuation – all of which are crucial for long-term change, since the client will likely not work with the coach for the duration of his or her lifetime. To use the old analogy, the doctor gives the patient a fish so she can eat for a day, whereas the coach teaches the client to fish so she can eat for a lifetime.

Not surprisingly, studies have consistently shown that coaching interventions improve health outcomes for several chronic diseases, including diabetes, heart disease, obesity, and cancer. This is not a small effect. In fact, some research has shown that applying evidence-based principles of behavior change can increase the chances of success by over 1,000%!

A visit with a health coach is often more affordable than a visit with a doctor, whether the client is paying directly or the insurance company is covering it. This is critical, because more frequent visits are required to support effective behavioral change.

Along the same lines, the barriers to entry to become a health coach are significantly lower than to become a doctor, nurse practitioner, or physician assistant. This is also important, because we’ll need at least ten times the number of health coaches than doctors in order to make a significant dent in preventing and reversing chronic disease.

COACHES AND DOCTORS WORKING TOGETHER: THE BEST OF ALL WORLDS

I’m not arguing that health coaches will replace doctors. Doctors and other licensed clinicians will always be required to order lab tests, analyze those results, diagnose disease, prescribe treatment and coordinate care. Health coaches aren’t trained to do those things, just as doctors aren’t trained to support behavior change.

I’m advocating for an approach that utilizes the professional that is best trained and suited for each particular need: health coaches to support diet, lifestyle, and behavior change, and doctors to practice medicine.

What would this look like in practice? Imagine the healthcare population as a pyramid:

The top 5% of the pyramid – those experiencing acute or emergency problems that require intensive care, often in a hospital or specialized setting – are best served by conventional medical intervention.

The 25% of patients in the middle of the pyramid – those dealing with fairly significant chronic health challenges – will likely require the ongoing support of a licensed clinician (ideally practicing Functional Medicine) but would also benefit from working with a health coach to implement the recommendations of the licensed provider.

The 70% of patients at the bottom of the pyramid – those with less severe chronic health problems, or those who are generally healthy – might be best served by working primarily with a health coach, with occasional visits with a doctor for labs, check-ups, etc.

This approach would not only be more effective for preventing and reversing chronic disease, but it would also save us an enormous amount of money. Given that we spend nearly $4 trillion on healthcare each year, if utilizing health coaches could reduce that by even 25% (which is entirely reasonable) that would save us a trillion dollars a year. That’s no small thing, since some estimates suggest that the United States will be bankrupt by the year 2035 if healthcare spending continues to increase at its current pace. And since medical expenses are the number one cause of individual bankruptcy, using health coaches in this way could have a significant impact on each American’s pocketbook as well.

The writing is on the wall: chronic disease is destroying our quality of life, shortening our lifespan, bankrupting our country and threatening the health of future generations. It’s clearer than ever that our “disease management” system, which was designed to address medical emergencies and other acute conditions, is not prepared for the challenge of chronic disease. We desperately need a new solution – one that is affordable, timely and suitable for the task at hand. In short, we need a health coach revolution!

ABOUT CHRIS KRESSER

Chris Kresser is the author of Unconventional Medicine: Join the Revolution to Reinvent Healthcare, Reverse Chronic Disease, and Create a Practice You Love, a book for healthcare practitioners and the general public that proposes a bold solution to the chronic disease epidemic. He is also the founder of Kresser Institute, an organization that trains healthcare practitioners in applying Functional Medicine and an ancestral diet and lifestyle in their practices; the creator of ChrisKresser.com (one of the top natural health websites in the world); and the New York Times best-selling author of The Paleo Cure. His new book Unconventional Medicine will be released on November 7th.

Team Tony

Team Tony cultivates, curates and shares Tony Robbins’ stories and core principles, to help others achieve an extraordinary life.

Source: https://www.tonyrobbins.com/health-vitality/health-coach-revolution/

CHANGE YOUR WORDS, CHANGE YOUR LIFE

THE SIMPLEST TOOL FOR IMMEDIATELY TRANSFORMING THE QUALITY OF YOUR LIFE

Posted by: Tony Robbins

Throughout human history, great leaders have used the power of words to transform our emotions, to enlist us in their causes, and to shape the course of destiny. From Winston Churchill’s focus on the “finest hour” to Martin Luther King, Jr.’s depiction of a “dream” we are well aware that beliefs are formed by words – and they can be changed by words. But what about the ability we each have within us to use words to ignite change, to move ourselves to action, and to improve the quality of our lives?  

“Language shapes our behavior and each word we use is imbued with multitudes of personal meaning. The right words spoken in the right way can bring us love, money and respect, while the wrong words—or even the right words spoken in the wrong way—can lead to a country to war. We must carefully orchestrate our speech if we want to achieve our goals and bring our dreams to fruition. — Dr. Andrew Newberg, Words Can Change Your Brain”

We all know words provide us with a vehicle for expressing and sharing our experience with others. But do you realize that the words you habitually choose also affects how you communicate with yourself and therefore what you experience?

For the past 40 years I’ve had the privilege of working with more than 50 million people and I’ve observed firsthand the power of changing just one key word in communicating with someone and noted how it instantly changes the way people feel – and how they behave. And I can tell you that simply by changing your habitual vocabulary – the words you consistently use to describe emotions – you can instantaneously change how you think, how you feel, and how you live. This is the power of what I call Transformational Vocabulary – consciously using your words to improve the quality of your life today and for the rest of your life.

According to Compton’s Encyclopedia, the English language contains some 500,000 words. Yet the average person’s working vocabulary consists of 2,000 – 0.5% of the entire language. And the number of words we use most frequently – the words that make up our habitual vocabulary? For most people, it averages 200-300 words. Isn’t that unbelievable? (By contrast, John Milton’s writings used about 17,000 words and William Shakespeare used 24,000 words, 5,000 of which he only used one time.) Of those 500,000 words total, as much as 3,000 are used to describe emotions – two-thirds of which are used to describe negative emotions.

With such amazing resources with which to express our feelings and ideas, why should people accept such an impoverished vocabulary? Most people are not challenged by the size of the vocabulary they understand, but rather by the words they chose to use. Our brains are working at high speeds; they’re trying to help us to process what things mean and what we should do as fast as we can. As a result, we tend to use the same words over and over again. Many times we use shortcuts, but these shortcuts often shortchange us emotionally.

For more than two decades, I’ve been testing with live audiences all around the world, asking them to take on a very simple task: Make a list of the emotions you feel at least once a week. I have people take five to ten minutes, and write down not all the emotions they feel in a rare while (i.e. once a month or year), but simply the ones they consistently feel. Ironically, whether the audience is 2,000 people or 30,000 people, 90% of the people write down an average of a dozen words – and more than half of those represent negative feelings. That means literally, out of the 3,000 words we have for emotions, most people feel about five or six good feelings; and the bad feelings we find over and over again. We tend to get happy and excited, then angry, frustrated, sad, or even depressed, as an example. Have you ever taken the time to actually become aware of the habitual words you use to describe the emotions that you feel? Do you think it’s possible that when we feel negative sensations, that those sensations are transformed emotionally by the word labels we put upon them?

The problem is that most often we do not choose our words consciously to describe our emotions. Any emotions we experience that are distressing, we have habitual words that we unconsciously attach to them, and the challenge of course is the words we attach to our experience become our experience. Words have a biochemical effect on the body. The minute you use a word like “devastated” you’re going to produce a very different biochemical effect than if you say, “I’m a bit disappointed.”

It’s not hard to see the impact of this when other people speak to us. For example, if someone said to you, “I think you’re mistaken,” versus, “I think you’re wrong,” versus, “You’re lying,” would you have a different biochemical response to that simple word? The same exact process happens with the words that we use within ourselves, but unfortunately, we’re less conscious of its impact.

I first became consciously aware of the power of the words we use to label the experience of our emotions during an intense negotiation, more than a decade and a half ago. I shared information to the other side that I thought would help my two business partners and myself to cut through the positioning and show good faith. Unfortunately, rather than reciprocating with good faith, the other side ended up using that information to try to leverage us in an unjust way to close the deal that would not be to our advantage.

To say it was upsetting at the time would be an understatement. As I left the meeting to sit down with my two other partners, I couldn’t help but notice that the three of us labeled the experience radically different. I was frustrated and angry, but in the midst of my own emotion, I was literally jarred by the intensity of one of my partners. He was enraged and talked about how furious he was by their response; and how he felt that they were “putting a gun to our head.” His face was beet red and he was totally out of control. I was trying to calm him down – the intensity of his emotion struck me because it seemed over the top to my anger and frustration. By contrast, I couldn’t help but notice that my other partner seemed completely unmoved by the experience. When I asked him, “You don’t seem to be upset by this. Aren’t you angry?” He said, “Well, no, not really. I’m a little annoyed by this.” I was incredulous, “Annoyed?” I asked, “Don’t you realize what these people have done?” He said, “Of course I do. It certainly peeves me a bit.” “Peeved?” I echoed back the word. “What do you mean, peeved?” To which he responded, “Well, it’s really just not worth being upset over and that’s how I feel.”

I was struck by how each of us used words that had such radically different levels of intensity—enraged versus angry versus and annoyed/peeved—and also how the experience of the event was radically different. How could it be that I was “angry” and “upset,” one of my partners was “furious” and “enraged,” and my other partner was “annoyed” and “a little peeved?” The word “peeved” itself “annoyed” me. I thought, “What a ridiculous word to describe what these people had done to us.” It seemed stupid in my mind. I thought to myself, I would never use this word to describe how I was feeling…but then again, I had never been that calm in an unjust situation. I began to wonder, “If I did, how would I feel?” Just to use the word “peeved” would probably make me laugh. It seemed so ridiculous.

Is it possible that the words we attach to our experience, actually become our experience? Do words have a biochemical effect? Over the next few weeks, I began to notice the pattern of language that different people had and how their language patterns produced a magnification of their emotion or a softening of it.

So I decided to try a 10-day challenge with myself where I would first identify the emotions that I experienced most often that were most distressing, and find a new word – a word that would soften or actually seem ridiculous to break my own pattern of thought and feeling.

I got my first opportunity after a long series of connecting flights, all of which were late. I arrived at my hotel at two in the morning, knowing I had to be up to speak at 8 a.m. and waited at the front desk for 10 minutes while the clerk searched for my name in the computer at a pace that would make a snail impatient. I felt the frustration gathering inside me, it started to build into anger, and I finally turned to the man, as I felt my intensity grow, and said, “I know this isn’t your fault, but right now I’m exhausted and I really need to get any room you can find for me because I’m starting to feel myself getting “a little bit peeved.” Just saying the word “peeved” by itself changed the tone of my voice and made the whole situation seem silly. The clerk looked at me perplexedly and then broke into a smile. I smiled back; my pattern was broken. As ridiculous and overly simplistic as this sounds, the simple replacement of the word I used within my own vocabulary, broke my pattern. It was like the difference between saying you’re “mistaken” versus you’re “wrong.” The emotional volcano that had been building up inside of me instantly cooled.

Could it really be this easy? Just by changing the habitual words we use to describe the emotions within ourselves, could we change the pattern of how we felt and therefore the quality of our lives? Ten days turned into a month and I can tell you, beyond a shadow of a doubt, it was a life-transforming experience. This is not to say there aren’t times when you want to feel angry or enraged, but wouldn’t it be nice to have that be a conscious choice versus just a habitual reaction?

Here’s what I found: If you want to change your life, if you want to shape your decisions and your actions, shifting your emotional patterns are the key. One fundamental tool that can change it faster than anything else is consciously selecting the words you’re going to use to describe how you feel. This is how you create a level of choice instead of a habitual reaction.

I call this Transformational Vocabulary because it gives you the power to change your experiences in life by taking the most negative feelings in your life and lowering their intensity to the point where they no longer control you. It also can be used to take positive experiences and increase them to even greater heights of pleasure.

Intellectually this sounds just like semantics, doesn’t it? What difference does it make to play with words? But if you test it in your own life experience, you’ll know it’s true. What would your life be like if you could take all your negative emotions and lower their intensity consistently? How much greater would the quality of your life be if you could intensify every positive experience you’ve ever had?

Tony Robbins

Tony Robbins is an entrepreneur, bestselling author, philanthropist and the nation’s #1 Life and Business Strategist. Author of five internationally bestselling books, including the recent New York Times #1 best-seller UNSHAKEABLE, Mr. Robbins has empowered more than 50 million people from 100 countries through his audio, video and life training programs. He created the #1 personal and professional development program of all time, and more than 4 million people have attended his live seminars.

Source: https://www.tonyrobbins.com/mind-meaning/change-your-words-change-your-life/

The FIRST Thing A Leader Does

How one begins, and what he commits to, and his essential reasoning, and perceptions, generally, makes, the most difference, between a potential leader's success, and less - than - stellar, results! Perhaps, both, the most - often, overlooked, as well as most relevant behavior, is, how one begins, the process of leading! One of the reasons, nearly every group, has some time period, between electing a leader, and that individual, assuming the office/ position, is to permit, someone, to get off, to the best possible start, and planning, as effectively, as he might, to address the needs, goals, priorities, etc, of his group, in a relevant, sustainable manner, from, day - one! With that in mind, this article will review, examine, and briefly discuss, using the mnemonic approach, the FIRST thing, leaders must do.

1. Focus; future; formulate; fresh: How will you be certain, you look at what's needed, with fresh - eyes, and focus, on the best way to proceed? It's important to create one's initial strategic and action plans, based, not only on, present challenges and obstacles, but, also, the best way, to create, a future, which is sustainable and relevant! This should leader a quality leader, to proceed, with the commitment, to formulate, the best course of action!

2. Ideas; imagination; integrity: Rather than proceeding, with the same - old, same - old, approaches, one should use a well - developed, refined imagination, to introduce ideas, which will improve his organization! Never abandon the commitment to proceed, with absolute integrity, because constituents, will, generally, be more willing to follow someone, who they trust, and believe in!

3. Relevant; reasoning; ramifications: What might you do, to ensure, your reasoning is, significant, and relevant? Will you identify potential ramifications, and prepare accordingly?

4. Sustainable system; strengthening solutions: Will you be ready, willing, and able, to look, beyond simplistic, populist rhetoric, and perceive and conceive of, create, and develop, the finest possible, sustainable system? A true leader avoids the easy - path, of blaming and complaining, and pursues, consistently, strengthening solutions!

5. Timely; think: One must enhance his abilities, to strengthen his reasoning, and thinking, rather than taking a convenient path! There can be no place, for procrastination, if you hope to lead, effectively, but, rather, one must move forward, using well - considered, timely planning, and taking appropriate actions!

If you want to be a real leader, you must consider the FIRST steps, and hit - the - ground, running! Doesn't that make sense?

Richard has owned businesses, been a COO, CEO, Director of Development, consultant, professionally run events, consulted to thousands of leaders, and conducted personal development seminars, for 4 decades. Rich has written three books and thousands of articles. His company, PLAN2LEAD, LLC has an informative website http://plan2lead.net and Plan2lead can also be followed on Facebook http://facebook.com/Plan2lead

Article Source: https://EzineArticles.com/expert/Richard_Brody/492539

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