#HR #RRHH Making love and making personal #branding #leadership
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#HR #RRHH Making love and making personal #branding #leadership
Leadership, HR, Human Resources, Recursos Humanos, aptitudes and personal branding.May be you can find in there some spanish links.
Curated by Ricard Lloria
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Why You Should Hire an Executive Coach (and What to Look For)

Why You Should Hire an Executive Coach (and What to Look For) | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Behind every great athlete there is an even greater coach. There isn't a top athlete--from Muhammad Ali to Tiger Woods to Serena Williams--who did not need a mentor to help them reach the top of their profession.  

 

If you think about it, your business is similar to that of an elite athlete. You may have the drive, the skills, and the vision, but there are times when you need professional guidance to ensure you stay on the right path, and how to best utilize your talents and work on your shortcomings in order to reach your goals. An executive coach can be that person.

 

No matter where you are on your career path--from eager up-and-coming manager to a seasoned senior executive to an entrepreneur--there will be times when you can benefit from some professional coaching.


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The Learning Factor's curator insight, December 17, 2017 7:26 PM

Here's how to choose the best executive coach for your goals.

CCM Consultancy's curator insight, January 23, 2018 1:10 AM

Behind every great athlete there is an even greater coach. There isn't a top athlete--from Muhammad Ali to Tiger Woods --who did not need a mentor to help them reach the top of their profession. your business is similar to that of an elite athlete and an executive coach can be that person.

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#HR The 1 Question All Your Employees Wish You Would Ask

#HR The 1 Question All Your Employees Wish You Would Ask | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Having a discussion with your employees or manager about job performance is never an easy feat. If executed incorrectly, the process could produce counteractive results. Managers have to find ways to provide both motivation and constructive criticism, and employees have to share individual goals underneath the scrutiny of their bosses.

 

However, what if you could knock down these obstacles with a single process? A system that created a platform for managers to discuss improvement opportunities, and one question that encouraged employees to be open with their managers. Well, you're in luck. One such process and question exists. First, let's take a look at the process: 360 feedback.


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The Learning Factor's curator insight, June 25, 2017 7:17 PM

Employee development conversations can be scary. These two approaches can help ease the nerves of all parties involved.

Vanessa Ong Li Wen's curator insight, June 26, 2017 2:55 AM
Reading this article really opened up my mind towards being an effective leader. As a senior and the oldest in Junior High, I have given many After Action Reviews (AAR) and talks towards my peers and juniors on their development and areas of improvement. Although many my age harbour fears of having to interact with others on such a personal level, I have always found it easy for me to provide both motivation and constructive criticism to someone. However, this article mentioned about a process named 360 feedback – something I was exposed to but unfamiliar with. To implement 360 feedback in a company, there were a few criteria that the company should have: have the continuous intention of growth and improvement of employees, emotionally mature and open leaders to be accepting of criticism, a platform to integrate data with support mechanisms that can prove the 360 feedback useful, and senior engagement with employees. In my opinion, the latter is the most important criteria that an organisation should have in order to establish good rapport between senior and junior, regardless of whether a 360 feedback implementation is in contention. As a senior and a leader, it is essential to be able to open up your juniors to open and insightful development talks. My peers have always opened up to me, saying that what they wish to gain most out of in a developmental talk, is insights on their journey thus far, and areas for improvement. I believe that the 360 feedback is a wonderful platform for individuals to understand their confidential, anonymous feedback from those they interact the most: their batch mates, seniors, juniors and teachers. The process ensures that we can draw feedback from objective, multiple perspectives to evaluate our overall effectiveness. I have always been intrigued by the idea of 360 feedback as I feel that it is an effective platform to provide constructive feedback. However, after reading this article, I realise that there are many criteria to consider in order to ensure that the 360 feedback becomes effective, depending on the nature and context of your organisation. Rather than brainstorming complex methods of improving development of employees, I believe what is more critical is to have leaders who know how to engage and motivate their employees. The essence of a good leader is someone who does not have to continually motivate employees, but rather leverages on their internal passions and desires to create sustainable engagement. An insight that I also gained from the article is that conversations with employees should not only center around yourself, but around them as well. By asking questions that encourage them to be more open and honest, this will allow me to channel their internal motivations and redirect it towards projects that enjoy my employees the most. When centering the conversation around THEM and not YOU, the talk will also take the form of mentoring rather than dictating, creating an atmosphere of trust and rapport between the two that will break barriers and lead to a more enjoyable working process in the company.
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Gaining Commitment for Change

Gaining Commitment for Change | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
My first exposure to the use of a “ruler statement” is one I will never forget.  The marketing manager of my former company presented his product plan
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#HR #Leadership How do effective leaders manage their negative thoughts?

#HR #Leadership How do effective leaders manage their negative thoughts? | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
How effective leaders manage their negative thoughts and feelings
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#HR Is Overcommitment Destroying Your #Leadership?

#HR Is Overcommitment Destroying Your #Leadership? | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
I have watched a very talented leader self-destruct before my very eyes. He wants to do it all, both professionally and personally. He works long hours in his office, always taking on tough

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7 #Leadership Lessons From the Coach Who Mentored Steve Jobs, Eric Schmidt, and Jeff Bezos

7 #Leadership Lessons From the Coach Who Mentored Steve Jobs, Eric Schmidt, and Jeff Bezos | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

And then there was Bill Campbell, who died of cancer on Monday at 75. He was one of the most influential figures in Silicon Valley, yet was outside the norm in just about every way. Even though he was CEO of Intuit and was chairman of its board until his death, "Coach," as everyone called him, could not write a line of code. He grew up in the Rust Belt of Pennsylvania and attended Columbia only because his father knew the football coach there and he wanted to play. He got a degree in education and headed into a career as a college football coach. But somewhere along the way he took a left turn and wound up at Apple (where, among other things, he kept the company from chickening out and canceling its famous "1984" Super Bowl ad).

 

His death is a sad, sad loss. But we can all still benefit from his wisdom.

1. Care about people more than anything
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The Learning Factor's curator insight, April 19, 2016 8:07 PM

Most Silicon Valley titans are familiar figures. They make commencement speeches that rack up millions of views on YouTube, get profiled by business websites such as this one, and have irreverent movies made about their lives.

resortsindelhi's comment, April 22, 2016 6:25 AM
SOme are here River Rafting in Rishikesh @ http://raftingcamps.in/
pertinentapplied's comment, April 22, 2016 6:36 AM
Thats really good...
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Best Advice I Ever Got: Have the Courage to Follow Your Vision

Best Advice I Ever Got: Have the Courage to Follow Your Vision | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

I attribute much of our success to three pieces of advice that have become our guiding principles:

 

1. Ask, "How much do I really want it?"

 

My high school crew coach told me that success only depends on one thing: how much you really want it. The difference between winning and losing, he would say, is nothing more than deciding that you want to win.

 

This advice has had a huge impact on my life and career. Every time I've dreamt up a new idea or venture, my coach's words have come to mind: How much do you really want this?

 

Asking yourself this question forces you to pause and evaluate the situation honestly. Do you have a true passion for it? Are you ready to do whatever it takes to make it work? Taking a genuine look at how much something matters to you will help you weed out certain projects and make time for the ones that truly captivate you.


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The Learning Factor's curator insight, September 14, 2014 6:54 PM

You're the captain of your own ship, so at the end of the day, you must trust yourself to do what's right.

AHORA MAS RECURSOS HUMANOS's curator insight, September 15, 2014 5:14 AM

Although not always success is just a matter of your decision to get it, it is interesting this article

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What Coaches Teach Us

What Coaches Teach Us | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
March Madness has arrived, and with it Pete Folan has decided that it's high time we celebrate good coaches.

Back in my undergraduate days, when every other self-respecting college basketball fan in the country had already filled out a bracket in preparation for the first day of March Madness, a group of friends and I would just sit back and watch for a while.  One of us proposed that we wait to begin our own little tournament until the field of 64 shrunk to 16, that way we could all enjoy any huge first or second round upsets without worrying about our brackets being demolished.  Moreover, we could get a feel for each team’s strengths and weaknesses, given that most of us had not seen the vast majority of them in action.  The lesson I learned from looking at those Sweet Sixteens year after year now guides my choices in virtually any sports playoff, including the full bracket of 64 68 teams in March Madness: do not pick superstars; pick coaches.

Now, I admit that the best coaches will be quick to give credit to their players when the W’s outweigh the L’s.  They are right to do so.  Yet the last two decades in just about any major sport reinforce the lesson I picked up in college (remember, oh naysayer, that for every Eric Spoelstra ring there is a whole jewelry store on the hands of Phil Jackson, Joe Torre, Bill Bellichick, and Mike Krzyzewski).  Still, I am less interested in proving my point’s worth with statistics than I am in using it to say something – three things, actually – about coaching.  Coaches remind us, they teach us, and they learn from us.

***

Good coaches remind us.  The late Steve Jobs – himself a Bobby Knight-esque coach of sorts at Apple – remarked to his biographer, “One way to remember who you are is to remember who your heroes are.”1 Jobs was commenting on Apple’s wildly successful “Think Different” campaign of the late 1990s, but his words could have just as easily come out of the mouth of the baseball manager whose club is celebrating the 25th anniversary of a World Series championship or the college football coach who invites back yesterday’s greats in the hope of jumpstarting tomorrow’s dynasty.  On one level, I grant that such tactics can amount to little more than publicity stunts designed to sell tickets.  College and professional sports, after all, are businesses.  On a deeper level, however, good coaches preach We in a culture run amok in I’s.  The best coaches know that while the past does not define the present,2 the “we” of any team, is not limited to the names that appear on the current roster.  Coaches like this know that we are who we have been.

This can, of course, amount to bad news sometimes, especially when a program would just as soon line-item veto some portions of its past.  When it wakes up the echoes, Notre Dame football whispers in the hope that the Faust, Willingham, and Weis eras keep slumbering; in its pantheon of heroes, the Yankees were, for more than a decade, unwilling to make room for 10 (yes, 10) time World Series champion Yogi Berra;3 and now, the cycling world must deal with the admission of Lance Armstrong, its onetime standard bearer, that the doping allegations he has denied for years were, in fact, true.

All of these examples amount to so much straw, though, in the face of the sex and power abuse scandal that is now forever linked to Penn State football.  A microcosm of how Penn State has struggled to own (accept? rage against? negotiate?…at some point, words fail) this horrifying reality emerged in the debate regarding the fate of the Joe Paterno statue that stood in front of Beaver Stadium until July 22, 2012.  An op-ed piece in the New York Times that appeared while the statue’s removal was being debated, argued that the monument ought to remain right where it is because, “Removing the Paterno statue allows Happy Valley to forget its own compliance in a national crime, to expunge its own culpability in its ruthless pursuit of glory.”  Others, understandably, clamored to have the bronze sculpture removed just as soon as the Freeh Report dropped, if not sooner.  The disagreement proves yet again what everyone already knows: the past is a tricky beast.

***

Pat Summitt Caught Coaching

When coaches remind us of the past, especially the parts that are convoluted, complex, or downright criminal, they do more than jog our memories.  Good coaches teach us.  In many ways, this is unsurprising.  After all, the classic image of a coach is someone presiding over a team practice, whistle in mouth, dry-erase board and marker in hand, drilling, encouraging, correcting, and improving.  In other words, teaching.  But I think we do coaches a disservice if we mistake their peerless knowledge of X’s and O’s for the real substance of what they teach their players and fans.

Think about Pat Summitt, the legendary coach of the University of Tennessee’s women’s basketball team.  An 8-time national champion and obvious first-ballot hall-of-famer, Summitt resigned her coaching position in April 2012 on account of her having been diagnosed with early-onset Alzheimer’s disease.  Her 1,098 career wins (with an astonishingly low 208 losses) might well wind up being part of the second sentence of her obituary one day, hopefully many years from now.  If Summit is half the teacher I think she is – and I suspect she’s more likely two or three times the teacher anyone estimates she is – her life’s most noteworthy victories might be yet to come.

That all of this is part of Pat Summitt qua teacher was made clear this past spring.  In presenting her with the 2012 Arthur Ashe Courage Award, Vols alum Peyton Manning reminded the assembled crowd, “The best leaders in sports, leaders like Pat… are the ones who use their game to teach you something about life.”  Summitt’s lesson is all the more poignant because she has made the courageous decision to teach it in such a public fashion.  Illness, especially an illness like Alzheimer’s, which can lead to the death of a personality years or decades before a bodily death, is not something we like to see unfolding before our very eyes, and so we would be just as happy to shoo it away or let it be a private (read: invisible) affair.  On the hardwood, Summitt never let an opponent escape that easily.  Why should she do so now?  She won’t.  It’s just not what good teachers do.

***

Finally, good coaches learn from us.  The scene that keeps popping into my mind is the climax of the 1986 classic film Hoosiers (which you can see here).  With only seconds on the clock Gene Hackman’s character, Coach Norman Dale, diagrams a play that he thinks can win the championship game, and he has decided not to use Jimmy Chitwood, his star player,only as a decoy.  As he looks at his huddled players the stern teacher recognizes that something is awry.  As Dale’s eyes meet Chitwood’s, he becomes a student.  “I’ll make it,” Jimmy says, and with that Dale changes the play.  The lesson he taught everyone in that huddle was the same: the best teachers are lifelong students.

The Wizard of Westwood

Though Hoosiers is shot through with Hollywood drama in mind, the lesson it imparts is pure non-fiction.  The same message echoes in my ears when I hear a coach give an interview after his team loses a championship game.  TV cameras usually cut to him after having shown the locker room celebrations of the winning team, and the sharp contrast between the champagne-soaked hysteria and the funereal silence is easily marked.  It’s then that the losing coach congratulates the victors, praises the effort of his own team, and then, shows himself to be what he truly is: a perennial student of the game.  Here were the mistakes, the missed opportunities, the blown chances.

Sometimes, good coaches go further, learning particular lessons from special players.  My mind turns to high school basketball coach Jim Johnson of Greece Athena High School in Rochester, New York.  In February of 2006, Johnson told the team’s student manager, Jason McElwain, that he could suit up for the final home game of the season, though he would get playing time only if Greece Athena were up or down by a significant margin in the final few minutes of the game.  Sure enough, with about four minutes to play and his team assured a victory, Johnson substituted McElwain into the game – only to see him score 20 points in three minutes.  The video is here, and it is definitely worth watching.  And as if this tale were not inspiring enough, one factor made it trend nationwide: McElwain is autistic.  Johnson learned an important lesson that day, and he did the rest of the country a favor by sharing it: nothing is more powerful than watching a kid’s dream come true, especially when the world tells that kid to dream small.

***

Good coaches remind, teach, and learn from us.  So do good ministers, be they catechists, directors of religious education, classroom teachers, chaplains, priests, religious, deacons, musicians, or some combination of these.  In reminding us, they show us that we are part of a community that spans two millennia and boasts an incalculable number of saints and sinners.  In teaching us, they show us ways forward where, before, there were just roadblocks.  And in learning from us, they demonstrate their own humanity and convince us that being human isn’t so bad after all.

Thanks, coach.

– — – — –

Walter Isaacson, Steve Jobs (New York: Simon & Schuster, 2011), 328. ↩The most philosophical of such coaches know that this line of thinking makes a fatal assumption, namely, that the past is something external to the present (and the future), and thus, can either be used to influence it or disregarded altogether ↩Some would argue – and I would not dispute them – that Berra’s being squeezed out had everything to do with accommodating George Steinbrenner’s Ruthian ego. ↩
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Annette Schmeling's curator insight, April 8, 2013 9:00 PM

We all belong to the communion of Saints and of sinners. Thank you Peter Folan, SJ @TheJesuitPost for a reminder to look, see & remember the great coaches that we've all experienced. 

Levi Derosby's curator insight, April 9, 2013 10:09 PM

There are some very good insights on how coaches are leaders in this article. It is ever so important especially with how coaches are coaching there athletes these days.

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#HR This Is The Link Between Employee Motivation And Their Manager’s Mental State

#HR This Is The Link Between Employee Motivation And Their Manager’s Mental State | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

To effectively lead and motivate employees, you don’t need charisma and a grand vision. Research from Michigan State University (MSU) found that being a successful boss was more about mind over matter.

 

The study, published in the journal Organizational Behavior and Human Decision Processes, found that a leader’s focus, or mind-set, affects his or her own behavior, which in turn affects employees’ motivation. And the good news is that your mind-set can be changed to produce certain outcomes from workers, from creativity to loss prevention.

 

“Effective leadership may be based in part on a leader’s ability to recognize when a particular mental state is needed in their employees and to adapt their own mental state and their behaviors to elicit that mind-set,” says Brent Scott, MSU professor of management and study coauthor. “Part of the story here is that you don’t have to be Steve Jobs to be an effective leader. There is no one-size-fits-all approach to managing.”

 


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The Learning Factor's curator insight, August 24, 2017 7:24 PM

Effective leaders don’t have to be charismatic, but a certain mind-set is required.

rodrick rajive lal's curator insight, August 25, 2017 12:10 AM
According to Brent Scott, MSU Professor of Managment, " effective leadership may be based on a leader's ability to recognize when a particular mental state is needed in their employees and to adapt their own mental state and their behaviours to elicit that mindset." Ideal leadership needs to be a judicious combination of the "Conservative Mindset and Innovative mindset". I would compare these two mindsets with the "Fixed mindset and Growth mindset". Fortunately, according to the writer of the article, mindsets can be changed!
1
CCM Consultancy's curator insight, August 27, 2017 1:43 AM

The motivations of managers are contagious and ‘trickle down’ to their subordinates. The central phenomenon is what is called shadow of the leader.

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7 Ways to Leverage Your Power at Work

7 Ways to Leverage Your Power at Work | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it
Power is an interesting concept when leading and working within organizations. Power is not always just as it appears on the organizational chart! Just because someone’s box is higher up on the chart does not always mean that they have the most power.

For example, take the following case study:

One person is a senior vice president, two levels down from the CEO. One person is the administrative assistant to the CEO.

Who has the most power?

In theory the SVP has a lot more power than the administrative assistant. This is “what should be”. In actuality, what can the senior VP do to damage the administrative assistant’s position? Not too much. What can the administrative assistant do to hurt the SVP? Plenty! Who really has the power – the SVP or the administrative assistant?


Via David Hain
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7 Ways to Ask Questions like a Coach

7 Ways to Ask Questions like a Coach | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Leaders should be more coach-like. I’m probably not the first person who has penned those words in a blog post. My guess is that you’ve heard that advice before—possibly even tried being more coach-like with your team members and direct reports but ultimately realized that it takes a lot of time to do well. 

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What Millennial Entrepreneurs Need To Become Great Leaders  4 Ways To Work With A Mentor

What Millennial Entrepreneurs Need To Become Great Leaders  4 Ways To Work With A Mentor | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Mentorship is invaluable. When I first started working as a young professional, I was fortunate enough to have mentors who told me directly when I was making a mistake or when I could be challenging myself more. My mentors were the reason I took a risk to launch a startup, the reason I pursued an MBA, and why I felt confident that I could lead a startup at a young age.

 

At the end of the day, I know I have someone to reach out to when my wisdom and experience runs out and I’m at risk of making a decision that may cause my team or startup undue harm. Mentors help guide you to success and here are four ways to move forward in getting a mentor that is a good fit for you and for your career goals:


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Andrea Lorena Galván's curator insight, May 30, 2016 1:08 PM

Entrepreneurs

Bryan Worn's curator insight, May 30, 2016 9:20 PM

The cheapest mistakes to learn from are others. Good advice here

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3 Daily Habits Of Peak Performers, According To Michael Phelps' Coach

3 Daily Habits Of Peak Performers, According To Michael Phelps' Coach | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Phelps’ record is extraordinary. His 22 total medals and 18 gold medals is the greatest medal performance in all of Olympic history. I caught up with Bowman to speak about his new book, The Golden Rules, and to learn how his years of coaching superstar Michael Phelps can help everyone—especially business leaders—reach peak performance in their chosen fields.

 

In my conversation with Bowman it became clear that raw talent alone is not enough. Champions like Michael Phelps practice three daily habits to achieve excellence.


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The Learning Factor's curator insight, May 24, 2016 6:00 PM

A person can be blessed with raw talent (or an eighty-inch wingspan like Michael Phelps), but nobody can achieve excellence without putting in hours and hours of practice.

emma's curator insight, May 25, 2016 3:57 AM
Vision, visualization and practice like a pro!
cheerfulscorpius's comment, May 26, 2016 12:26 AM
Its incredible
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3 Ways Responsive Leaders Learn to Lead Themselves

3 Ways Responsive Leaders Learn to Lead Themselves | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

While many leaders rely on proven past methods (often learned in B-school), others are taking new approaches that help them transcend what they already know. These fresh methods help them handle the day-to-day, while becoming responsive to other things that matter.

 

One of these “new” methods is a coaching approach that has been used with individuals, now making its way into the C-suite.

 

“The ‘coach approach’ asks leaders to define who they want to be at this moment and in the future,” says Jennifer Antolak, president of Learning Journeys, a life coaching academy. “And it’s about helping others understand that we support their choices.”


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The Learning Factor's curator insight, September 22, 2014 6:51 PM

It's easy to lead others. But when today's business climate includes untimely squalls and unpredictable tsunamis, it's difficult to know how to lead yourself.

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Why Your Life Needs A Mission Statement

Why Your Life Needs A Mission Statement | #HR #RRHH Making love and making personal #branding #leadership | Scoop.it

Forming a personal mission statement means identifying your purpose. While this may sound like too profound a question on par with the meaning of life Rimm says asking “what am I here to do?” isn’t as challenging as it seems. Here, she walks us through what it takes to make a personal mission statement

 

Fantasize about your perfect day or week

 

What do you need to have in a day to make it joyful? For Rimm, a joyful life meant connecting with people on a daily basis and doing something that made a valuable contribution to someone else’s life. Make a list of all the things you need in your day to make it joyful. Perhaps it’s as simple as spending time outdoors every day or seeing your kids off to school. “It’s not picturing yourself on a beach with a pina colada, but what you need to make your life meaningful to you,” says Rimm.


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The Learning Factor's curator insight, May 6, 2014 7:37 PM

We’d all love to say we wake up in the morning feeling exhilarated joyful even and move through the day with purpose and intention, but the reality is most of us spend the larger part of our day going through the motions, feeling exhausted and wondering what the point of it all is.