Your perspective is always limited to the extent of your knowledge. I think by broadening your understanding, you open doors to transforming your mindset. By delving into your true history can empower you, instilling boldness, and self-confidence. Not everything needs a reaction; instead master your emotions by training your mind to stay calm, think, and then act with purpose.
““If you cannot be corrected without being offended, then you will not truly grow in life.””
c/o LinkedIn
Understanding what we can change and what we cannot change in this world creates a wonderful harmony, because when we cannot do anything about it, then we just have to accept it. This is part of our life, and life is very imperfect and I am imperfect, I’m neither good or bad, I’m just a regular human being. And through this method of acceptance we can take giant steps towards a greater realm of happiness.
““God, grant me the serenity to accept the things I cannot change, the courage to change the things I can, and the wisdom to know the difference.””
In a world where cynicism seems to reign supreme, it's easy to adopt the belief that nobody does anything out of genuine kindness – it's all just a facade masking self-interest. This perspective paints a bleak picture where altruism is a rare commodity and everyone is simply looking out for themselves. Change, if it ever happens, is portrayed as a slow and agonising process, often met with resistance and reluctance. I think in this cynical narrative, the pursuit of money becomes the primary driving force, overshadowing any noble intentions or aspirations for a better world. It's a harsh reality where trust is a luxury and sincerity is viewed with suspicion.
What is the illusion of objectivity?
In simple terms the “Illusion of objectivity” allows us to believe we are free of biases we recognise in others. For example, imagine you are in a museum looking at a painting with one of your friends, and each of you have a different opinion about what the painting means or how good it is. You might think it's amazing, while your friend thinks it's just okay. Now, imagine there's an art critic who's supposed to judge the painting objectively, meaning they should have no personal biases and just look at the painting for what it is. In reality, even though the art critic tries to be fair, they may still be influenced by their own experiences, preferences, or background. This is called the “Illusion of Objectivity” – the idea that something can be completely unbiased or neutral when, in reality, everyone brings their own perspectives and biases to the table, whether they realise it or not. So, remember even when we try to be objective, it's important to recognise that our opinions are shaped by who we are and what we've experienced.
c/o LinkedIn
We all have biases, as it's these biases that allow our brains to sort through vast amounts of material very quickly. While some biases are conscious, others operate at an unconscious level. In an ideal world we would not have to justify the necessity of discussing diversity as a business case, but for some leaders’ economics is the only language they understand. And in some cases I think this is the only way to underscore the need for dialogue as we strive for greater inclusivity within our communities and workplaces.
Inclusion is promoting an environment that embraces people from diverse cultural backgrounds are welcomed and treated with respect. It involves integrating them into the community, affording them equal opportunities to share their perspectives and address their concerns. I think it encompasses re-evaluating your criteria for evaluation and support, considering who you invite into your circle and who you provide additional opportunities to. Ultimately, inclusion is about creating a space where everyone feels empowered to contribute and thrive.
Nowadays, all organisations need diversity, equity, and inclusion (DEI) consultants to promote a more inclusive and fair work environment. And these consultants play a pivotal role in identifying biases, implementing inclusive practices, and cultivating a diverse workforce. Contact me here or via e-mail for a DEI maturity assessment.
““True leaders don’t create separations, true leaders bring people together.””
Organisational preference occurs when a group of like-minded people who share similar backgrounds, values, information, and perspectives, embeds these traits into the organisation's policies, procedures, and practices. I think this tendency often results in favouring a limited set of norms, behaviours, and individuals, mistakenly perceived as the only "right" approach. The issue arises when organisations claim to value diversity but fail to embrace genuine change when welcoming individuals from diverse backgrounds. Instead, organisational preference continues a cycle of seeking people who closely resemble those already present within the organisation.
The Golden Rule: “Do unto others as you would have them do unto you.”
When it comes to sales, we should treat others the way they need to be treated. Whenever I lead sales trainings, I encourage salespeople to stretch themselves beyond their comfort zone and be kind to themselves during the learning process.
““Diversity is being invited to the party; inclusion is being asked to dance, and equity is being allowed to choose the music.””
Satan held a meeting with the rest of his fellow devils to decide how to make mankind miserable. One of the devils suggested they take away man’s wealth.
Satan replied, “No, actually increase his wealth to increase his sins and his worries.”
Another young devil suggested to take away man’s brain.
Satan replied, “No, man cannot comprehend misery unless he has a brain.”
An old and seasoned she-devil said, “Let us steal his happiness.”
Satan looking convinced said, “Yes, that is it, that is man’s most precious thing, that will make him really miserable. But then they had to decide where to hide ‘happiness.’ One of the devils suggested to hide it deep in the ocean, another suggested high at the top of the mountains.
Satan said, “No, it’s a matter of time and mankind will invent something to reach and find it. The same old she-devil said, “Hide it where he will never look, hide it deep within himself, deep in his heart. Man will look for his happiness in wealth, glory, power, pride and joys of life and he will not find it there, because it is within himself.”
Satan bowed in respect for this old she-devil. Since then, man has been searching for happiness everywhere while it is hidden inside him.”
The voice of the customer is crucial in today's business landscape, as it offers invaluable insights into their needs, preferences, and pain points. I think by actively listening to customers, businesses can foster trust, loyalty, and differentiation, particularly in industries where products or services are commoditised. Moreover, when incorporating customer feedback into innovation processes this enables companies to develop offerings that better align with market demands. And by addressing customer concerns promptly this will reduce churn rates, allowing businesses to stay agile and adapt their strategies to changing market conditions.
Reading people involves observing their behaviour, body language, verbal cues, and emotions to understand their thoughts, feelings, and intentions. The greatest advantage to possessing the skill of reading people is that it immensely improves our ability to communicate with them. Understanding is much deeper than knowledge, as it delves into the depths of comprehension, encompassing not just what is known but also what is felt and perceived. I think the thoughts and emotions of others serves as a cornerstone for achieving success, positioning us in a realm where empathy reigns supreme. While many may profess to possess knowledge about us, genuine understanding remains a rare gem amidst the masses.
All my mentoring and coaching sessions are about real-life issues, they are not about entertainment and my friends who I have spent any significant time with, are typically ones where I can have meaningful conversations. It's a transformative journey where individuals gradually find solace in vulnerability, reaching a stage where openness becomes the norm. I think we all have the capacity to be authentic and empathetic, unfortunately, too many people hide their compassion for others. Why? Perhaps out of fear or societal pressures.
Timothy R. Clark’s book “The 4 Stages of Psychological Safety” highlights that at work, psychological safety is essential for employee wellbeing, engagement, and performance. There are four stages of psychological safety:
Including - Actively promoting diversity and ensuring that everyone's voice is heard and considered.
Learning - Encouraging a growth mindset and recognises that failure is an essential part of the learning process.
Contributing – This involves recognising and appreciating the unique strengths and contributions of each team member.
Challenging - Recognising that innovation and growth often come from questioning assumptions and exploring new ideas.
I think that each of these stages highlights a unique human need that exists across demographics, psychographics, and geographies. Contact me via e-mail for a confidential meeting about your organisations psychological safety efforts.
A stereotype is a social perception that categorises individuals based on their membership in a particular group or their physical attributes. It involves making a generalisation about a group and then attributing those characteristics to individual members of that group. This process simplifies and often distorts the understanding of individuals within the group, potentially leading to biases and discrimination based on preconceived notions rather than individual merit or characteristics. Where do you think these stereotypical beliefs come from?
Why do you think men are better at science than women?
Why do you think overweight people are unhealthy?
Why do you think Muslims are more violent than Christians?
I think by delving into these questions we will prompt reflection on the complex interplay of cultural, historical, and psychological factors that shape our perceptions and attributions of certain traits or behaviours to specific groups. Contact me via e-mail and let’s explore the underlying assumptions and biases that influence your societal perspectives.
What do you really want to do, and why do you want to do it?
I think to bridge the gap between your current position and your desired outcome, it's crucial to identify the reasons behind your inaction. Let's be honest about the possible barriers:
1) Fear
2) Limited belief in your capabilities
3) Feeling overwhelmed due to anger or resentment
4) Bad habits
5) Lack of skills
Contact me via e-mail to book a coaching course.
Nowadays everything is reactionary with little or no perspective, it's all engagement driven. The concept of race, originally devised to foster division, impedes the unity of individuals based on common interests. When discussing ethnic communities, reference is made to groups distinguished by their national heritage or unique cultural norms. This encompasses diverse groups such as the Irish, Japanese, and Americans, as well as Jews, whose identity is often defined by cultural customs rather than solely their country of origin.
I think getting new, valid, and visible ideas requires effort as the creative process requires effort. Frequently, this inventive journey follows a cascade of ideas and thoughts that may seem disconnected and unrelated to the untrained observer. It takes a clear state of mind to see connections suddenly and serendipitously between unrelated concepts. Contact me via e-mail if you are interested in hearing more.
““There are three things that are extremely hard: steel, diamonds, and to know oneself.””
The most recent reports from the World Health Organization (WHO) describes ageism as encompassing stereotypes, prejudice, and discrimination based on age, affecting both individuals and groups across various stages of life and professional development. One can portray these components further to understand how age-based biases manifest in different dimensions:
- How we think? (stereotypes)
- How we feel? (prejudice)
- How we act? (discrimination)
I think ageism can affect individuals at every stage of their career and is prevalent across diverse industries and sectors. It’s a relevant diversity topic and in the future, we will see its impact on society as a whole.
Positioning plays a crucial role in defining how a product stands out in the market by delivering specific value to a well-defined group of customers. I think it's essentially about creating a distinct place in the consumer's mind where they perceive the product as uniquely addressing their needs or desires. Starting a conversation with a customer by discussing product positioning is strategic because it sets the stage for understanding the product's relevance and differentiation. By shaping the consumer's perception and expectations, product positioning provides context that answers fundamental questions:
– What is the product?
– What does it offer?
– And why should the customer care?
This context is essential for customers to grasp the value proposition and make informed decisions about whether the product aligns with their needs and preferences.
The concept of a wealth blueprint is grounded in a structured progression of steps, highlighting the interconnectedness of thoughts, emotions, and behaviours in achieving financial success. I think ideas lead to feelings, and feelings lead to actions, and subsequently actions lead to outcomes. And in order to achieve these goals, good behavioural habits will be required.
