Progress instead of Procrastination
Feeling frustrated because you supposedly have so much more spare time now that you are working from home? Wondering how to get started on one of those longer term projects?…
The value of the little actions
What we call our nature, our personality, is a whole series of habits of thinking and feeling. For example habits of initiating, reacting or responding to others. For many of…
Reading for more than Pleasure
As part of my intention to become a 'maker' more than a 'consumer' of information and stories, I appreciate James Clear's advice today on How to Read Better. The article…
Doing something new – make it simpler to start
It's February already. Time for a quick review: How are you doing with your New Year's intentions? My intention is to become more of a 'maker' than a consumer of…
Can personality be changed?
Today, I was asked by a colleague whether I believe that personality can be changed. The question coincided with my explorations into how neuroscience and the theory of neuoplasticity is…
Tiny Habits
Check out BJ Fogg's tiny habits process, it's a great starter week-long course on how to develop efective habits.
Guilt is Good
Have a look at a great video clip from NLP master trainer Steve Andreas about guilt. He gives us some really good reframing: If I'm feeling guilty about something rude…
FOMO Moments – Missing out or Conking out
FOMO - the fear of missing out. Many thanks to Tim Ferriss for the perfect acronym. I’ve just started a really amazing course and am really wanting to do another…
Strengthen that will power muscle
Discipline, will power and self-regulation are loaded terms at this time of year, when we are torn between letting ourselves go and enjoying ourselves or staying on the straight and…
Getting ourselves and others to change
This article by Morten T. Hansen from the HBR blog - Ten Ways to get people to change - is a great summary of ten ways to get ourselves and…
Complementarity – what it means for organizational change
In my research into sustainable leadership practices, I have come across some helpful research on “complementarity”, which may provide both an answer to the question of “why does it seem so hard for the average organisation to change?” and potential guidance for organisations who do attempt to make a change, especially a change to being a sustainable organisation.
I first came across the idea courtesy of John Roberts and the Modern Firm and am now perusing the supporting literature.
The essence of the academic idea of complementarity is that variables (in this case organisational performance variables) are complements when “doing (more of) one of them increases the returns of doing (more of) the other” (Roberts, 2004, p34).
Grow, develop, change …what’s in a word?
For a while now I have been testing the word "grow" as an alternative to "change". I know I have an aversion to being asked to "change" and even the…