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Energize Performance

Ignite Passion and Performance with User Friendly Brain Tools

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Browsing Category Influence

Brilliant Athletic Motivation!

January 30, 2018 · by Bob Faw

In every area of life positive priming is very helpful. It is particularly powerful in sports.

I’m a lucky person, in that there are many times in my work where I feel deeply fulfilled by people doing great things with tools I teach them… I was training in DC recently, when Lou came up to tell me a story of how he’d used positive priming  since a previous course he’d taken with me. It was brilliantly done! Here is his story…

“My daughter Emily is a competitive figure skater. She’s very talented technically. Yet the area she struggles with is “musicality”–emotionally expressing the music and her passion during her performances. She was getting really down from getting this feedback from coaches and others. They’d tell her, “Express! Show emotion!”. But like most people, this is not an easy thing for her to do on command. She was even beginning to lose some of her enthusiasm for the sport!
I thought about the positive priming I learned from you and suggested to Emily that she create an imaginary story that goes along with the moves and the music to her next performance. She was inspired! She created a story in which exciting things happened during exciting music, and sad things happened during sad music, etc. She even created an imaginary cat friend (coincidentally) named Bob to make it more emotionally engaging. When skating, now she’d play her story (“inner movie“) in her head as she skated and she then expressed the right emotions and energy authentically and in great timing.
She got great feedback from her coach, and really enjoys competing again! Oh, and Emily won a medal at the next competition she was in!”

Well, dear reader, where can you use positive priming to ignite your passion and performance?

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Get High With Daily Highlights

May 18, 2016 · by Bob Faw

This tool is life-changing!

Make yourself and your family more resilient against depression, anxiety and the challenges of life.

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Enjoy Vacations more with “FABLES”

April 9, 2016 · by Bob Faw

Savoring the memory of a vacation can be as good as the vacation itself, sometimes better. There is a fascinating article describing how even anticipating a vacation can give one joy.

I met a wise young man recently that created a delightful, and (I think) scientifically sound method for helping people enjoyably savor their vacations even better–while still on them. I begged him to let me share his creation.

fables

 

This graphic was created by Greg Sullivan of Sullivan Gang Graphics.

Sullivan Gang Graphics
115 S Handley St Wichita, KS 67213
Phone: 316-262-6242

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Don’t Be That Jerk at Work – Inspire Positively

September 17, 2015 · by Bob Faw

Human resources

Priming for Human Resource Pros

As in many jobs, you in HR have the huge challenge of influencing people without being able to simply tell them what to do. Because you are usually not the direct manager of the people you are working with, you will often find yourself in a situation where you have to manage up—you have to convince people above you in the organization about how decisions are going to affect employees.

Another unique challenge for you HR pros is finding the balance between helping people fulfill their potential and holding them accountable. And if all of this weren’t challenging enough, you also have to help guide change you didn’t initiate. Whew!

Many of these situations apply to other managers as well, but you HR pros have some very interesting challenges when it comes to managing the dynamics of people.

In my book, Energize, I talk about the three characters in your mind that are necessary for motivation. You HR pros have to be good at doing all three:

Calming the Cavemen

On a daily basis, you are going to have someone (or a group of someones) in your office who need calming. Since the cavemen part of our brains—the survival instinct—is always looking for threats, this can result in rigidity, irrationality and overreaction. When you encounter employees with an overactive caveman response, you must help them calm their fears, straighten out misconceptions, come up with solutions to their challenges, or simply find a positive attitude if they are angry. HR pros need to be able to empathize as part of calming people down.

Convincing the Thinker

The thinker is the part of the brain that is able to think clearly, consider the future, and process complex ideas. As an HR pro, you need to be able to help convince the thinker when it comes to your colleagues. To do this when managing up, make sure you have facts to back up your suggestions. Talking about how to positively affect the bottom line will make managers more open to your ideas. When it comes to motivating employees around change or resolving issues, you can use tools such as listing long-term benefits for achieving a challenge and brainstorming multiple plans and consequences. If employees feel like they are part of a solution, they are more apt to participate in it.

Energizing the Artist

Being able to activate the artist in others is a powerful motivational skill. The artist fuels our passion for things we feel deeply about. When you’re guiding change, it’s especially beneficial to help people tap into their artists. You can do this by identifying how the change applies to their passions and values, as well as highlighting the benefits of the change for their jobs and duties.

One of the key things to remember when guiding or influencing change is that motivating people around the change is critical. When we are overworked and life is hectic, it can be easy to treat change like a transaction, and simply tell people that they must do it. That occasionally works with some people, but usually backfires if employees don’t understand the need for the change and aren’t emotionally invested in it.

Being in HR is in some ways like being a parent. A big portion of your job is trying to influence. (But one hint here: Don’t ever think of your employees as children, even though they may act like it from time to time!)

If you’d like to chat more about HR challenges, I would love to help. And check out these additional blog posts to watch fun videos on how to Calm the Caveman, Convince the Thinker and Energize the Artist.

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The Amazing Kreskin: Positive Thinking … Makes You Resourceful

September 1, 2015 · by Bob Faw

The Amazing Kreskin clarifies on Big Think that positive thinking isn’t magical. However, by staying focused on the goal and positively looking for ways to get there, you become more resourceful.

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Influencing Jerks, Debbie Downers, Toddlers, and Other Difficult People (AKA Priming for Negative Employees)

August 27, 2015 · by Bob Faw

In our last post we talked about priming for learning. Many of those suggestions can also be used with negative employees (so read through our last post to review), but here are a few more ideas to help navigate the obstacles created by employees with negative attitudes.

Remember: you must energize yourself before you can energize others.

If you have the expectation that a person is negative, it shows in your face, in your tone and even in the words that you choose. Your bias will be evident and the person will react negatively to everything that you are communicating, verbally or not. This is a concept that we have referenced before called the Chameleon Effect. As this principle demonstrates, people tend to respond to an experience in ways that create exactly what they are afraid of happening. Some people would call this the self-fulfilling prophecy, but the Chameleon Effect is more scientific, and as you probably know, I’m a real geek for science!

Negative employees fall into three categories:

  1. People with chronic negative attitudes. (You can’t help but feel sad for people who are in this situation.)
  2. People who are just going through a negative time, but who have high potential if they are energized.
  3. People who you believe are negative, but in reality it’s only your perspective. (For example, if a person disagrees with you in a meeting, you can see them as negative.)

The great news is that there are ways to turn around a negative employee situation, by using a few simple tools. (The more you use them, the easier they become.)

Create Positive Balance

Start by creating a positive list that will help rebalance your negativity bias. To do this, prime yourself with what is good about the negative employee, such as focusing on their skills or past accomplishments. Take some time and come up with a solid list, if you can. This will help you mentally overcome your negative feelings toward their behavior or attitude. These must be sincere; fake positivity backfires.

Initiate a Win-Win

Next, think about the behavior or attitude that you want to see this employee exhibit. Then consider the incentive for the employee to shift their behavior. If you can communicate the effect that this good behavior will have on their relationships and their job satisfaction, you will have a better chance of getting what you want out of them. It’s easy to forget that we need to appeal to the employee’s better interest, not just our own or that of the company.

For example: I have a colleague who kills ideas in meetings a lot, which shuts down creativity. I wanted to run our review meetings more positively and productively. I knew it would help people to share best practices and build creativity-energizing morale. I figured that the incentive for my idea-killing colleague is to please our clients. So before a momentous meeting I told her, “In order to dazzle our client I’d like to start by seeing what has dazzled them in the past—to make sure we keep doing it. Then I want to stay focused on how to really impress the client by brainstorming how to do it even better next time.” My colleague agreed to give it a try. It worked so well that now it’s our agreed upon way to review. She’s also more open to my ideas in general.

Power Up

When you’re working with negative employees, it can be very helpful to use power reframes. Especially if employees are in the second or third category, approaching them with a power reframe gives them an opportunity to live into the change you would like to see. To create a power reframe, start by giving two benefits that will appeal to them before you tell them the behavior that you want from them. For example, if you’ve got an intelligent employee who doesn’t work well with others, but still wants advancement and praise as a high contributor, you can create a power reframe such as, “This project has the opportunity for exposure that can make a difference in future promotions, as well as kudos from the boss. In order to pull this off we need to be sure that people see us communicating really well with our team mates.”

(This is better than saying, “You’re a terrible team player. Stop being a prima donna and get your act together.” You know you’re tempted to say this sometimes. I know I am.)

This power reframe allows the employee an opportunity to envision a better future for themselves, as well as the team goal. People are more likely to go along with you after seeing that it will help them get what they want. The key to an effective power reframe is that it must be authentic and contain incentives that are important to that person. Otherwise you’ll sound like a used car salesman trying to sell a car with three wheels.

Power reframes can be much harder than they sound, so it helps to rehearse your power reframe before you walk into the situation. I’ve been using power reframes for years, but I can still be at a loss for reframing words when I’m in the middle of a frustrating situation.

Get Excited

Another technique that can really help is to get to know negative employees better. If you can discover something about them that you can genuinely get excited about and care about, this will help you in working with them. I’ve had personal experience with people who started out with a negative attitude, but once I developed a connection with them, they turned around and we had a great relationship.

The Golden Rule works in many situations, but with many employees The Platinum Rule works even better: Do unto others as they would have you do unto them.

(FYI, these tips also work with children! You can inspire your children just like you would employees.)

If you think your team members would benefit from learning how to prime themselves and one another, give me a call. I would love to help. And if you have any great tips for priming negative employees, please share them. I love to hear your ideas! Simply comment below or connect with us on social media. (Connect with us on social media anyway; we share lots of cool stuff!)

 

 

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Bowl a Strike – The secrets to learning a new skill quickly and confidently

July 29, 2015 · by Bob Faw

He is a winner. Handsome young men throwing a bowling ball while three people cheering

A number of motivational psychologists have asked the same question: “Which gives better results: focusing on positives or negatives?” (Another questions they ask is “Why do people enjoy bowling?” – just kidding.)

Four researchers at the University of Wisconsin decided to find out (about focus that is). They used one of America’s most popular adult sports, bowling, to do the research. The experiment involved monitoring the scores of low-skilled bowlers in four leagues over a few months, and two leagues showed something startling. One league had been asked to track only what they did right and focus on doing those things more; another league had been asked to track only the mistakes and focus on avoiding those errors in the future. While both teams improved, the team tracking what they did right had 100 percent greater improvement than the team that was tracking its mistakes!

The researchers go on to say that when people are new at skills lots of positive feedback and ideas are the most helpful. Once someone has mastered a skill set a higher ratio of negative feedback is more helpful for improvement. In other words, keep newbies focused on how to do the skill. Distracting with too much negative takes them off course and can diminish important confidence-building.

The bottom-line is that focusing on both positives and negative are important. Both prime people. But prime well, so that they are clear about what how to do the skill well, and they motivated to keep improving. This calms the caveman and energizes the artist.

Whoop it up! Celebrate the positives. At first, only point out negatives that will make a big deal if not fixed. Then quickly get back to what is working, and what is best to do next.

Go bowl nonstop strikes!

Research Note: Kirschenbaum, D. S., A. M. Ordman, A. J. Tomarken, and R. Holtzbauer.

“Effects of Differential Self-monitoring and Level of Mastery on Sports Performance: Brain Power Bowling.” Cognitive Therapy and Research 6, no. 3 (1982): 335–42.

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Who Wins When Employees Compete Against Each Other?

July 7, 2015 · by Bob Faw

Bob Meme Who WIns

With your colleagues aim for a win-win solution. Find a way to a common goal that benefits you all.

Or at least aim for “coopetiion“. Blend cooperation to help others succeed with enough competition to help you feel that rush of accomplishment.

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The Color of the Dress? Mind-blowing & Mind-creating: Our brains construct color!

February 28, 2015 · by Bob Faw

Jason Silva from “Brain Games” eloquently describes how our “Inner movies” (my term) work by describing color.

What part of reality do you choose to look at the most?

What you focus on, not only changes the color of the dress, but also your mood.

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Be Wise: Balance Optimism with Critical Thinking

February 24, 2015 · by Bob Faw

Maria Popova founder of Brain Pickings“Hope without critical thinking leads to naïveté and critical thinking without hope leads to cynicism. To survive, we need both.” Maria Popova

“if you combine those two mental qualities [you achieve] wisdom… The absence of both gets you apathy.” Coert’s Visser coertvisser_l

Slide1These wise insights capture beautifully what I often teach. What gives us the most power and insight is the right blend of optimism while facing the hard truths as well.

hqdefaultThe research by Barbara Fredrickson on the ideal balance of positive to negative communication also supports this. There are no easy answers or beliefs that we can use to make all decisions. We need to take each situation face the hard truth of that situation, then switch a solution focus for ideas. The right balance makes us far better decision makers (and more credible as well).

Popova profoundly states, “Yes, people sometimes do horrible things, and we can speculate about why they do them until we Maria Popova founder of Brain Pickingsrun out of words and sanity. But evil only prevails when we mistake it for the norm. There is so much goodness in the world — all we have to do is remind one another of it, show up for it, and refuse to leave.”

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