There are people at work who drive us all crazy. As a motivational keynote speaker, the complaint I hear the most is about the highly technical, systematic, intellectual personality type. I call them critical analytic people.
I was a motivational speaker for a large tourism conference where I had the pleasure of watching Roger Brooks present.
Usually mindfulness is presented as a touchy feely personal development tactic, so I was curious how he would relate it to insurance professionals.
The guest speaker suggested that maps or neural circuits develop in our brain over time through thought and experiences.
Scientists suggest there are two sets of maps. The first is the default network: this is active when not much else is happening.
The default network involves a narrative circuit that takes information from outside and adds your own narrative.
The second set of maps involves the Direct Experience Network which activates when you are not thinking about past or future but the present.
Here you absorb data direct from the environment.
Thus, you can experience the world through your neural circuitry, where your brain takes incoming information and compares it to past experience.
Or, you can experience the world through your direct circuit where you simply observe the world without judgement.
This distinction and awareness helps you notice direct and narrative paths, otherwise the narrative chatter usually rules.
Mindfulness is a habit. Over time it thickens certain parts of the brain, which become stronger.
The guest speaker didn't relate it much to the insurance world. However, perhaps he didn't have to. I could tell that this stressed out, overworked audience could use a break from their narrative chatter. To directly experience life instead of comparing it to insurance plans and rates might be a healthy relief.
I was a motivational speaker for the Association of School Administrators in Atlanta, Georgia.
On July 18, 2014 I am a motivational speaker for the Georgia Dental Association Annual Meeting. The event will draw over 350 dentists, dental staff and spouses to the Ritz- Carlton in Amelia Island, Florida.
As a motivational speaker, I love asking audiences about the most rewarding aspects of their work. It's jarring to get audiences whose work is inherently rewarding ( healthcare,social workers, etc) who look at me with a blank stare.
On the surface people say money motivates them but dig deeper and audiences remember scenarios where they made a difference to others.
Usually if it takes awhile to get to the core meaning of the work, I know that the audience is pretty worn down. When you are exhausted and frustrated with your workload, you sense that nobody is keeping score. This lack of appreciation combined with exhaustion can wear away at the meaningful and engaging parts of the work.
It's like being on a treadmill constantly working away but not getting anywhere. A growing sense of dissatisfaction knaws at you until positive emotions give way to disgruntled pessimism.
Audiences like this need more than a motivational speech. They need to get into the habit of regularly appreciating the job, their coworkers and the opportunity to serve others.
Recently I was annoyed to see another fabulous friend hook up with a loser. How do I know he's a loser? He is liar( and she keeps taking him back), he is always late, he is in his mid 40's and goes from job to job and he has 3 ex wives that all hate him.
On June 1, 2014 I was a Motivational Speaker for Pennsylvania Association of Court Management. The event attracted over 200 president judges and top court administrators from across pennsylvania.
I am frequently a motivational speaker for American Heart Association's Go Red for Women Events.
According to leadership guest speaker Lance Richards; by 2025 Generation Y will represent 75% of the Global Workforce. Often called entitled, misunderstood and lacking work ethic; this is also one of the most misunderstood generations ever.
According to the author is of the book, Change Anything, there are at least five other factors besides lack of willpower that cause us to give in to temptation.
For instance, while willpower is one a part of the problem, lack of knowledge and skill, may be the other.
To fight your demons check what skills or knowledge you need. If you are a big spender, you may need to work on self control but you may also need to work the skill of financial budgeting. Learning to say no to others requests for money may also require counselling or assertiveness training.
The authors suggest you scan your ability or skill level to do the things you plan. Where are your skill gaps and how can you improve them?
In an attempt to be healthy, one of the skills I need to learn is to prepare tasty, healthy meals. Eating bowls of broccoli every meal can wear on me, so I reach for a block of cheese.
Armed with healthy yet tasty meal alternatives (& the skill to cook them) I could enjoy food enough to not binge.
In the book the 5 Languages of Appreciation, the authors outline five types of praise. Understanding each helps better recognize what makes people unique.
Praise of Tasks. This type of praise focuses on a specific tasks and calls attention to the behaviour. Global praise like good job is shown to be least motivating because it is generic. Specific, focused recognition is most rewarding.
Praise of Characteristics. Looks beyond performance and highlights the inner nature of the person. Some character qualities are perseverance, compassion, forgiveness, honesty, integrity, patience, kindness, loving, hardworking, unselfishness.
Praise of Personality. Personality is our normal way of approaching life. Affirm personality traits like spontaneous, logical, intuitive, talker, doer, optimistic, pessimistic, aggressive, passive, neat, disorganized.
Looking at the three types, the most common praise would be task and the most effective is personality.
On May 20, 2014, I was a motivational speaker for the Kalamazoo HR Conference( KHRMA). Over 125 HR professionals from the Kalamazoo area attended the event. KHRMA serves as a local chapter of the Society for Human Resource Management (SHRM).
Last week at the playground with my 4 year old son, I observed a mother shouting at her 5 year old boy, If you want me to treat you like an adult, you had better act like an adult.