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Change - Recognizing and Reframing Limiting Beliefs in Your Career


change-reframing limiting beliefsStumbling on a change gem

While looking for well written articles on change, I came across a little gem (with ballons no less) that addresses two of my favorite subject change (limiting beliefs) and careers.

Change can be dramatic and long lasting when a limiting belief is altered.

Many people's limiting beliefs are rooted in the language they use internally (yes, we all do talk to ourselves).  This internal language is usually not helpful and can be changed through a process called "reframing".  Reframing is the art/science of creating a change with a statement related to langauge being used.

Reframing Limiting Beliefs for change

In this little gem of an article, six limiting beliefs about career are addressed.  See if you can recognize any of these limiting beliefs in your "internal language" and read the reframe to find ourt for yourself if you gain a new perspective:

How to reframe six career-limiting beliefs | Zaykar Global Ventures

zaykar.com12/8/11

But career experts point out that your beliefs really do influence outcomes. Unless you first believe you can and will find the job or career you want, you'll end up defeating yourself. Here are six common career-limiting beliefs ...

If you're looking to change the way you think about your career, these reframes may work for you...or not. However, with the variety of new and different perspectives, you might gain some insight in how you can change your own limiting beliefs in  a new way.

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Secret of Change Management - motivation, leadership skills, development, styles and business strategy - motivational conference keynote speaker - speech by Patrick Dixon

www.globalchange.com How to make things happen - change management, motivating people, leadership styles - motivational speech by Patrick Dixon.

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Posted In: General, Management

Switch: How to Change Things When Change Is Hard

Switch: How to Change Things When Change Is Hard

  • ISBN13: 9780385528757
  • Condition: New
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Why is it so hard to make lasting changes in our companies, in our communities, and in our own lives?

The primary obstacle is a conflict that’s built into our brains, say Chip and Dan Heath, authors of the critically acclaimed bestseller Made to Stick. Psychologists have discovered that our minds are ruled by two different systems—the rational mind and the emotional mind—that compete for control. The rational mind wants a great beach body; the emotional mind wants that Oreo cookie.


List Price: $ 26.00

Price: $ 12.99

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Posted In: Books, Change, General

Can a Person Make Real Change?

Copyright (c) 2008 Dorothy Tannahill Moran

That's a great question. At some point in your life, you have witnessed in yourself and perhaps others, attempts at making changes to their life which simply didn't "take". The range of changes is everything from losing weight to ending a bad relationship or smoking.

Whatever the example, we have all had an opportunity to experience what seemed like good attempts but for some reason, the good attempt failed. It can leave one to wonder if, at some point, we become too solidified in various behaviors to really change.

Let me set this stage by first saying: yes, we can and do make real changes all the time. I need to add that there is a bit of a process to it, but it's not rocket science so it's all available for us to do.

I usually end with a Pearl of Wisdom but on this topic this needs to be said upfront. If you are considering changing someone else: don't. You only have control over yourself. You will only frustrate yourself and tick off the other person if you make them the focus of YOUR desire to change THEM. You need to work on acceptance, but that's another article.

The process for change starts first with positioning yourself to find the need and desire to make a change. It's like what you hear about addictions, you first must recognize you have a problem before you can start doing anything about it. Along with the recognition of the issue itself, you need to spend time truly analyzing how it impacts your life. You or someone needs to ask the tough questions like: How does this get in the way of accomplishing things you want to do? What would your life be like if this issue didn't exist? How DOES this impact your life? It's not enough to say "I'm over weight and I know I shouldn't be". You need to know at your core why it really is an issue. For this process step to be useful in spurring you on to action, you may need to research the issue by reading or talking to people. This is not a waste of time. Too often people will take a run at changing an issue, before they feel any real need to make the change. When it doesn't work, they walk away wondering why or maybe rationalizing that "I knew it wouldn't work". Once you truly have internalized the need to make a change, it will help drive you forward to the next steps. (more…)

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Posted In: Change, General

Making Workplace Change Happen in Six Steps

Many organizations muddle through change. How is your organization progressing at implementing that new accounting system or moving to a new employee performance management process?

Are your managers nodding approval in public but sabotaging the initiative in private? Are your employees shell-shocked and just giving up? Do you have no money left over for post-implementation support?

Whatever change your organization is trying to implement, knowing about and working through the necessary steps will go a long way to making your change initiative a success.

I have distilled these crucial steps into a process model for change. The model is called the CHANGE Approach, with each letter signifying a step in the process. I have summarized below the key features of each step leading to a successful change transition.

Create tension
With this first step, articulate why change needs to happen and why it needs to happen within the planned timeframe. Many change programs start with a big bang, but then peter out ending in a whimper. Other programs struggle to develop the initial momentum. Think about the immediate force that will get your people moving in the right direction. This could be impending legislative changes, new entrants to the market, high levels of customer dissatisfaction, etcetera. Think also about the impacts of not changing, such as loss of market share or fines from regulators. To prepare your company for the impending objections, collect as much data as you can to back your assertions. (more…)

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Why People Resist Change

You are in the midst of implementing an important change in your organization and find not everybody is rallying around you. Some of the people you need are not translating their words into action or have refused outright to support your change effort. The executive sponsor who liked the idea of being aligned with a high profile, cutting-edge technology change program has failed to deliver the program budget he promised you.

Or the implementation of the performance bonus system designed to lift the take-home pay of low paid process workers has not convinced them to adopt the new system. You thought that you had hit people's hot buttons and can't understand their reluctance to support your change efforts. You now need to develop a deeper understanding of the motivators that drive the people in your organization.

Let's consider more closely the performance bonus example mentioned above. In this case, process workers were promised a 5% increase in their pay if they increased the number of assemblies they produced by 30% over a one-month period. Bonuses were to be calculated and distributed based on each individual's output for the month. The increase in productivity was only possible if the process worker learned and used the new computer controlled production machine. (more…)

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Tis’ the Season for Change

Deciding what changes need to be made may be the easy part. Communicating the change, and obtaining leadership and employee buy-in may be the greater challenge. With all the change that businesses face, you might think that organizations would know how to handle change and do it well.

What Do Statistics Show?

HR Magazine says that, according to a report by IBM entitled The Future of Banking, this is not the case. The report indicated that, even though the industry expected radical (emphasis mine) change, managing it was quite a different story.

15% said they were very successful at managing change.

32% said they were successful.

33% said they had some success.

15% said they had little to no success.

Research by the Corporate Strategy Board of Arlington, VA, agrees that change is not handled well by organizations, citing a 50% failure rate.

The banking industry is far from being alone in the churn of change. The hospitality industry has also endured its share of change because travel is one of the first perks given up in hard times.

“Going green” has become a mantra for business and citizens, but even it has experienced change in the form of lower prices in areas of recyclables.

Given the changes of the past year in the economy, politics and environment, organizations would do well to understand how to better decide, communicate and implement needed changes. (more…)

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Posted In: Change, General

Implementing Change

Step 1 - The Change Think Tank – Planning

Think & Reflect. The first step in implementing change is to stop and think before taking action. Sometimes the natural reaction for a business owner is to jump straight in and make immediate radical changes.

This rarely works. It's best to block some time to plan the change either by locking yourself away at work for a few hours or actually driving to a neutral venue (park, cafe etc) away from your business premises. You need an unbroken focus to plan for change without interruption.

Map out your Initial Changes. Document a first draft of your changes. This should just be a summary and doesn't need to look pretty. Make sure you jot down the steps required and likely timing. Note any major gaps or barriers that need to be considered in implementing the plan. Draft an initial time line you believe is achievable and a working deadline for implementation.

Seek input from Stakeholders & Advisors. Now you've drafted your plan alone, it's time to discuss this with other stakeholders and advisors. Seek input from your stakeholders which include business partners, management, key employees and customers/suppliers (if applicable). Ask for feedback from your trusted advisors where appropriate. Ask them to be open and frank. Listen intently and don't get defensive. Adopt a collaborative approach to planning for change. (more…)

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A Career Assessment Test Can Change Your Life

Do you fear remaining trapped in the same boring job and facing the same grind over and over again? Do you feel like your expectations and your job are at different wavelengths? Is your boss a pain? Are you stressed out at work?

If your answer to any of these questions is “yes” then you surely need a change. But probably, you are not very sure which way to go. You may be ridden with serious doubts about your future career prospects. Nothing new there. Like you, thousands of others are also wondering what to do with their lives; unlike you, a few of them have chosen to do something about it.

There are cost effective ways to explore your career possibilities, extend your productivity and reach a state where you are content with your personal and professional achievement. You can land your dream job, earn the salary you yearn for and become the kind of professional you want to. In short, it may be time for a career assessment test!

Tasks and education, training and required experience are only a few of the issues that career assessment involves. A career assessment test functions as an effective tool or symbolically speaking “a mirror” of what you are really fit for. Therefore, learning something more about the opportunities that could be lying ahead of you in your area of expertise will make it easy for you to make the correct career decisions. (more…)

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Posted In: Career, General

Are You a Change Champion?

Think back to a time when you were really excited about something that was changing.

Maybe it was a new initiative at work or in your community, or a new idea for your family. It can be anything at all that you were excited about and anxious for the change or innovation to take place or for the new idea to be implemented.

It doesn't matter if what you are thinking about is current, recent or "ancient history" or whether it`s work related or in your personal life.

Have you got a situation in your mind?

Great!

When you were living with that change and believed in the value of that change, what did you do?

My guess is that you: (more…)

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Posted In: Change, General
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