Tag: overcome limiting beliefs
How do you Sabotage Your Attempt to Change?
Do others in your organization resist your vision for the future? Are family and friends unsupportive of your attempt to change? Have you found yourself resisting your commitment to change? When you set yourself up for change, you can also set yourself up for failure if you don’t recognize the not-so-obvious internal and external impediments to change. A powerful vision is always met with resistance. Wanting to reduce the risk that comes with change, your family, friends, and co-workers may resist your new ideas. But the strongest resistance will likely come from you – from the parts of your personality, largely subconscious, that are committed not to human potential and fulfillment, but to self-preservation and risk reduction: The Protector and […]
Are You Frustrated with Your Life?
Do you feel unchallenged or uninspired at work? Do your relationships lack meaningful connection and depth? What is the cost to you of success? If our average life expectancy were a few hundred years, we’d have plenty of time to experiment in our pursuit of happiness. We could try all sorts of jobs and relationships to see which ones worked well and which were just a lot of work. We could go down each path with little concern about the consequences because we’d trust we have enough time to redirect our course if necessary. (Taken from Chapter 5 of my book, The Business of Wanting More: Why some Executives Move from Success to Fulfillment and Others Don’t) Of course, we […]
“Change Management” is Not Just a Buzzword
How do people and organizations effect change? Sparked by a crisis in my own life – I was highly successful and deeply unhappy, I made a transformational change and make personal fulfillment a key priority in my life. Then, taking what I’d learned about transforming human behavior (my own and others), I created the Q7 Process; a program designed to help executives move from success to fulfillment. I didn’t realize it at the time, but I was creating a change management process not too dissimilar to ADKAR and other models. The “Q” refers to “quadrant,” one quarter of a four-dimensional grid that represents the four dimensions of a person (and can be applied to a group of people), while the […]
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