Mindfulness – A key to successful behavioral modification

Many of us want to break patterns. Those that have flattened the trajectory of our results for some time, and, despite magnitude and quality of effort, end up producing similar outcomes. The major problem is that people are aware of their conscious beliefs and behaviors, but not of subconscious beliefs and behaviors.

Most people don’t even acknowledge that their subconscious mind is at play, when the fact is that the subconscious mind is a million times more powerful than the conscious mind and that we operate 95 to 99 percent of our lives from subconscious programs.

Studies have proven that our subconscious beliefs are working either for or against us, but the truth is that we are not controlling our life, because our subconscious mind supersedes all conscious control. This is part of the reason why I’m such a big believer in methods that alter subconscious beliefs.

Researchers do not yet know how or when, exactly, unconscious drives may suddenly become conscious; or under which circumstances people are able to override hidden urges by force of will. Millions have quit smoking, for instance, and uncounted numbers have resisted darker urges to misbehave that they don’t even fully understand.

Yet the new research on priming makes it clear that we are not alone in our own consciousness. We have company, an invisible partner who has strong reactions about the world that don’t always agree with our own, but whose instincts, these studies clearly show, are at least as likely to be helpful, and attentive to others, as they are to be disruptive. Being mindful of such subconscious programs is the only way to at least make a good effort and increase the degree of success with our own behaviors, and to be successful, one needs to develop mindfulness over a period of time.
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Managing disengaged leadership

There is enough empirical evidence that suggest a direct correlation between performance and engagement. The measurement of engagement levels has been  quite a widely accepted methodology that reflects upon the organizational consensus on the prevalent conditions at work, on both hygiene and motivational aspects. While the measurement does suggest areas that require attention, it is important to strategically build the culture that permanently helps build engagement through high impact points in the structure, that is, at leadership levels.

I have had a chance to look at engagement across levels in various organizations, and the most explosive situation I ever saw was high disengagement levels at the leadership level itself, while the engagement score were comparatively high at lower levels in the organization. This is but a clear indicator of a simmering disaster and evident foreseeable consequences. High attrition, indifference with talent, high inertia and bureaucracy,politics, inability to attract, silo's, and misdirected effort are just few consequences to be seen. Flattening growth curve, either indecision or decisions at snails pace, confusion across levels and complete erosion of innovation and lateral thinking have added to the weak culture of such organizations.

The prognosis is simple. Thought leadership is clearly missing, and so is ownership and onus to translate vision (if there was one), into reality  Ambiguity and mediocrity had grown into the DNA, and turned malignant. Leadership has to have, non negotiably,high impact on the culture and therefore, engagement, and for enabling that, their own engagement is of supreme importance. It is high time the organizations begin to scan the early signs of leadership disengagement and ensure professional intervention to ensure clawing back to higher engagement levels. 

Leadership has high potential to positively or negatively impact the organizational culture, and it needs to be recognized well in time. It is imperative that the senior leadership must get professional inputs for development.

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Respecting your resolve

Most individuals commit to a change and make resolutions after enormous effort, and overcoming mental and attitudinal barriers. The journey that begins with very high energy and momentum, soon begins to slow down, only to find its death, sooner in some, or little longer in other cases. Practically, success rate is as low as 15-20% among self driven people, while an improved 50% success rate is achieved among people with stronger resolve and professional help at regular intervals.

Failure in realizing results from sometimes life changing resolutions has strong correlation to some key attributes;

1. Not being true to oneself - people often lie to themselves and begin pursuing what they are not sure about.

2. Not committing time to initiatives - thinking that once rolled out, initiatives will auto complete themselves.

3. Not reviewing progress - resolutions begin to skid down for immeasurability and progress destroyed faster.

4. Not deploying enough resources or banking too much on them - resources alone cannot suffice.

5. Not seeking professional help - hesitating, not trusting, or undermining professional help proves disastrous.

6. Trivializing the significance of initiatives - No sooner one loses sight of significance of result, failure happens.

7. Not living, breathing and thinking of a resolution almost certainly dilutes focus and energy towards any initiative

Consistent professional help is most helpful in sticking to resolutions in all walks of life, and it does require a trustworthy professional to negotiate through the decisions people make towards their life goals. Looking for some major life changing resolutions, visit www.thegrowthevangelist.com or call +91 9893222222