The next big thing in self-improvement is BEHAVIOR transformation

It’s a common misconception that altering your behavior implies the betrayal of integrity and authenticity. In reality, these changes to your behavioral patterns are a way to improve how you engage with others. Adapting your behavior such that it suits the situations at hand helps people understand what you are conveying. For doing that, it is crucial to understand how your behavior or personality helps or hinders your progress. And thus, behavior change/ transformation is the next level in self-improvement.

Growing your awareness of how your style differs from others will dramatically enhance your conversation skills. It is particularly true with whom you have trouble interacting. Learning how to adapt your behavior to the particular person so as to minimize the risk of them having an issue with you is the ultimate goal. Consequently, the quality of your relationships, both at work and in life, will transform. And that is the beginning of a long-term, sustained behavior change and transformation.

Nevertheless, changing your behavior will not be an easy endeavor. Anyone who has tried to break a bad habit, such as smoking, knows how hard it is. It requires a lot of commitment and persistence. Therefore, it's necessary to empower yourself with the right knowledge, time, effort, and self-discipline.

The beginning

Regardless of the goal that you wish to accomplish, you must know that there is no one-size-fits-all solution. You will realize that you need to try out a few different techniques until you find the right one for you. It will typically include a series of trial and error. This is the stage when many become discouraged and give up on their goal. It is vital to keep yourself motivated for identifying the most appropriate techniques that enable the change in you. 

The elements of change

As we all know, inducing behavioral changes is not easy. Over many years, psychologists have developed various techniques that therapists, teachers, and physicians use to help people change their behavior. Researchers have also worked on theories attempting to explain how changes happen. In order to achieve your goals, you need to understand the elements of change, the stages of change, and learn how you can go through all those stages effectively.

Here are the three critical elements of behavior change:

• Readiness to change: Evaluate the ability to make a lasting change using the knowledge and resources at your disposal. 
• Barriers to change: Identify anything that is blocking your change.
• Likelihood of relapse: Identify what triggers cause the relapse to former/ prior behavior.

The stages of change

The Stages of Change, aka the Transtheoretical Model, was introduced in the late 1970s. This model has been found to be highly effective in understanding how people go through changes.

It deems that relapse is inevitable and describes the change as a gradual process. It begins with people's resistance to change. Eventually, people adopt a natural approach for changing their behavior and become committed. It shows that change is a process that consists of a sequence of small steps leading towards the goal.

Pre-contemplation

People in this stage are not truly considering the change. It’s a state of mind that we describe as being ‘in denial’. In this stage, people often claim that their behavior is not a problem, or they don't understand how their behavior is detrimental. If you are currently in this stage, think about what would need to happen so that you consider your behavior problematic.

Contemplation

This is the stage when people actually begin to realize the need for change and understand the benefits of the change. Simultaneously, they start to realize the costs of the change. As a result, instead of focusing on the physical, emotional, or mental gains that the change will bring about, people feel like they are giving something up. Unfortunately, many never move past this phase. If you are in this stage, figure out what could help you make the change. Understand why you want to change and try to identify anything that may be preventing you from making the change happen.

Preparation

The preparation stage often involves making more minor changes as a way to prepare for the big leap. During this phase, it is essential to create a support system that will provide encouragement. Hiring a coach can prove to extremely helpful during this phase.

Action

This is when concrete efforts towards achieving the goal happen. If you have dedicated enough time to the previous stages, you have a better chance of success. For example, people who decide to get their body in shape and jump immediately into doing physical activities or a work-out will often tend to give up after a few weeks. However, if they have given enough time during the pre-contemplation, contemplation, and preparation stages and keep finding the motivation to stay physically active, the chances are they will keep up with their efforts. These stages will help them in not losing momentum. It’s important to ensure that you reinforce your new behavior with positive rewards for every step you take. Celebrating the small wins helps in positively encouraging you to repeat the newly adapted behavior. 

Maintenance

The maintenance stage implies avoiding old behaviors and maintaining the new ones. At this stage, it would be best if you try to avoid temptation. Identify the situations when you have managed to prevent relapse successfully and reward yourself for that. And if you do relapse, don't beat yourself up. It's just a part of the overall process.

Relapse

If and when you relapse, you will likely feel disappointed and frustrated. Don't let this ruin your confidence. Instead, understand what triggered the relapse and try to avoid it going forward. Remember that your mistakes are an excellent source of insight. In this case, it would help if you started back from the preparation stage. It may be a good idea to go over your resources and techniques and reaffirm your motivation. To help you in the near-term, prepare a plan on how you will avoid possible future temptation and the risk of a relapse.

Conclusion

Any type of change is difficult and especially behavior change is a massive step. It looks like a state change from ice to water or water to steam. For our personal improvement, it is good to know that difficulties and challenges build our resilience. We become stronger by overcoming each challenge in our journey of personal development. Keeping an optimistic outlook for a more positive outcome even when things are less than perfect is what enables this transformation. This process is highly effective for making changes in our communication and interactions with others. Identifying and understanding the problematic behaviors is the start of the journey towards changing those behaviors and helps in sustaining the newly adopted behavior when interacting with other people. Moreover, identifying behaviors that cause your negative mood shifts and becoming aware of your destructive thought processes can enhance your awareness of your thought patterns and auto-conditioned response. Using this awareness and the above change process can help in reprogramming your inner script. This could significantly improve the quality of your life. The process is arduous, but the rewards are worth the struggle. Finally, it’s your decision whether to change or remain the same.

“When the pain of staying the same becomes more than the pain of going through the change, then you are truly ready to take the leap for behavior transformation”.

Excuses most people make for not hiring a coach

Excuse# 1: “I am already successful”

All the world’s top athletes have coaches. They are successful and continue engaging with a coach to help themselves get even better. Similarly, top executives hire a coach either to help themselves get better or to develop the next level of leadership effectiveness.

Excuse# 2: "I don't have the time to engage with a Coach"

In today’s world, no executive has any more time than you. They all have the same number of hours every day. The question is: how do we choose to spend our time?

Coaching nets you saved time by helping you to delegate effectively, distinguish
meaningful vs. wasteful work, prioritize tasks, and devote more time to the
most important things in your life.

Excuse# 3: "I need to wait until I get over this project or initiative or busy patch in life"

Were you struggling to find time in the past 12 months? Past 6 months? Past 3 months?
If yes and you think - "I will have more time after I get over this current busy
phase" This statement is not accurate in predicting the future. There will always be more
busy phases to follow this current patch.
Striving to find time is not the cure for not engaging a coach. In fact, coaching
enables you to live without constantly humping and fighting fires. It helps you do more in less time by taking wise and well-thought decisions.

Excuse# 4: "I can't afford coaching"

This depends on whether you want to budget for your own professional development. Are you willing to invest in your own growth?
Coaching is not a way to spend money, it is your best means for getting a great return on your investment in self-growth.

Excuse# 5: "I already get advice from family and friends"

Sure! Our buddies and family members all give us advice. But they may not have the right experience and expertise that professional advisors and coaches provide.
Coaches are thinking partners and your best collaborators for guiding you to
create a matching solution for your specific need or situation.

Excuse# 6: "I can't trust someone with my secrets"
Are you a loner?
Coaches maintain confidentiality because that is the necessary part for working with clients and building a trusted relationship. The confidentiality clause is part
of a standard coaching agreement and you must insist your coach to include it
in the agreement.

Excuse# 7: "I am not sure if I could learn from another person"
Do you want to figure out everything on your own? Are you planning to walk all alone in your career journey?
Coaching allows you to find out your blind-spots and figure out your development areas. Whether you are totally ready to learn or somewhat reluctant at the start,
anyone who hires a reputed coach will gain some valuable insights and take-aways. 

The Manager title is dead, long live leadership!

 

Ever-changing customer demands, volatile markets, uncertain environments, ambiguity, etc. directly affect how businesses operate today. Stagnation is the road to failure, and as the business cycle progresses, things become obsolete after some time and require replacing them with an improved alternative.

With that in mind, it is time to discuss a controversial topic: The Manager title is dead, long live leadership! Managers were the backbone of any successful project, and in a lot of companies, they still are. However, the approach to how things are done is rapidly changing, and it requires different qualities, attributes, and behavioral traits.

 

The difference between a manager and a leader

Generally speaking, a position of a leader offers more creative freedom than that of a manager. A leader leads the team and motivates them to achieve strong results. Whereas a manager works under a set of strict rules and short-term objectives that could hinder long-term growth. If you decide to overlook some of these apparent issues and push them under the rug, the long-term consequences will be detrimental to your business. The way to build a resilient business is to embrace each piece of information with an open mind. 

 

Be a visionary, not a coordinator

Essentially, the goal of a manager is to coordinate all parts of a project. The objective is to streamline the workflow, assign tasks to everyone, and perform day-to-day tracking to ensure all the timelines are met.

On the other hand, a leader is responsible for the success of the project, and the implementation of an overarching vision for further enhancement. A leader helps everyone on the team understand and keep the bigger picture and vision in mind when executing the tasks. The leader’s focus would not only be limited to assigning tasks, but also on explaining the backdrop, context, and purpose of the project. By doing so, all employees will know why they are doing what they are expected to do.

 

The focus must be on the people and not solely on the project

One of the main reasons why the manager title is dead is because managers are project-centric. They focus only on ensuring that the project is completed within the set deadline, people meet their individual objectives, and the project stays within the boundaries of the budget.

The reason why everyone chants ‘long live leadership’ is because leaders are people-centric in addition to being task-centric. It is true, though, that all projects must be completed on time for a business to succeed. The key variant is that the results of the project completion are only as good as the people behind them. That's why a leader focuses more on people, to help them realize in their own way about the purpose and rationale of what they are trying to achieve.

Thus, emotional intelligence plays a vital role when selecting or promoting people to leadership roles. The benefit of an emotionally intelligent leader to an organization is the enablement of a motivated and empowered workforce who consider themselves to be an integral part of the company. These engaged and committed employees will strive for the success and value growth of the business.

 

Executing a project vs. envisioning new ideas

A manager gets tasked with the goal of completing a project as per the company’s directive. All steps must be executed with precision and within the respective deadlines. Based on what we have discussed so far, it is safe to say that a manager focuses solely on the execution of tasks and driving short-term results. Even though this is required for the company's immediate success, there is an even bigger agenda that a leader pursues.

A leader uses a different approach. Managing the team effectively and the project in an efficient manner is just a single facet of the complete equation. The ultimate goal is to motivate employees through the completion of projects, help them envision innovative approaches, and enhance the level of effectiveness. This will eventually lead to better outcomes, sustained growth, and long-term value.

Every project needs to facilitate employee development, knowledge gain, and skill enrichment. This helps in building a high-performing team versus just a short-term success that makes people feel that they are dispensable. Such a short-term approach can lead to a lack of a deeper level of engagement, and employees might constantly seek another job or role. If a leader uses a project as a tool to equip employees with new skills and help them learn more, it will create a sense of importance and belonging. Employees will feel that they are a valued part of the organization, and not just a replaceable entity paid to do a job.

As we mentioned initially, the business cycle emphasizes the importance of catering to the change in the market conditions and customer preferences. In the earlier time, managers were a necessity for businesses to survive on a pre-established path. In the 21st century, it’s time for a significant improvement for taking the business and people to the next level.

 

We need more leaders to guide people through the transition to a new age of business!

The core values of a leader are to:

·  recognize potential

·  encourage innovation

·  invest in upskilling of the workforce

·  participate in talent optimization 

·  inspire and motivate employees

·  ensure high-performance through coaching and mentoring

 

Whether a project needs to be completed on-time or there are issues with the employees, it's a leader's job to help overcome such hurdles. Transitioning to a new location for better opportunities or to pivot to new markets is a big deal, and employees may have trouble navigating through the process. While a manager would coordinate the required steps and ensure that each phase is on time, a good leader needs to guide them through this change.

 

For those who are in ‘management’ roles

Manage tasks, Lead people

Manage process, Lead purpose

Manage efficiency, Lead effectiveness

 

Long live leadership indeed

By now, we hope that you see why the Manager title is dead due to the inevitable evolution in business. Looking at the wholistic scenario will ease the acceptance of this change that is needed to meet the evolving needs of both your customers and employees. For sustained growth and progress, it is best to embrace this change. Long live leadership!

Building a high performing team

 

Teamwork is one of the most crucial skills required for running a successful business. Your team’s performance drives the business forward and creates a solid foundation for any expansion or future development. However, building a high performing team is a challenging process that takes time, patience, energy, and a lot of effort. Nevertheless, with the right guidance and dedication of team members, it can be an incredible journey that creates strong bonds with everyone, increases productivity & performance, and brings success-over-success for any company. Let's see how to do it the right way.

Main factors that determine a good team

When building a high performing team and becoming resilient, there are various factors to consider. My goal is to share insights about the perspectives on teams, possible environmental blockers that may hinder the development, understanding your work style and that of your employees, and finally, how to approach the work that has to be done. The objective is for you to have all the necessary tools to create your dream team!

The importance of team composition

Team composition plays a vital role in building a high performing team. What helps each individual to excel and communicate with others is driven by:

● Characteristics: communication, focus, support, organization, diversity.

● Attributes: a clear vision of the goals, the ability to take responsibility, cooperation.

● Behaviors: social cohesiveness, collective efficacy.

● Traits: self-awareness, commitment, motivation, reliability, honesty, optimism, empathy.

If each member of your team focuses to develop in these areas, your team will function flawlessly. However, if they fail to do so, it will create obstacles that will be challenging to overcome.

What prevents your team from achieving the best results?

Understanding environmental blockers that will hinder your team's development and performance is the best way to find a proactive solution. When an employee starts working for a company, they are usually very energetic and try to perform to the best of their capabilities.

However, beyond the initial 90 days, their performance could go down, commonly due to misalignments such as:

● Job position/role: if an employee does not move to a more desirable position/role after some time or does not get promoted, then their morale and performance could decrease.

● Daily activities: if an employee is getting too many or not enough daily tasks, it will affect their work efficiency.

● Salary: an increase in monthly earnings will motivate an employee, but a status quo might create unease. Not everyone deserves a salary raise, but they must understand the rationale for not getting the increment.

● Manager: if an employee is not satisfied with their manager, they will look for a way out of the team. A manager must cultivate the ability to notice a change in their team member’s behavior in a timely manner.

● Culture: this can be a serious issue especially for employees who are not aligned with the values practiced and the traits emphasized by company management.

● Location: a lot of people work away from their hometown during their school years, and one of the challenges can be relocation.

As a leader, your objective is to recognize these issues and talk to your employees about their disengagement or dissatisfaction. They must see your empathy for the issues and hurdles they are facing due to the above factors.

The leader grows with the team.

Coaching and nurturing have a goal to create strong managers that will not only lead their team but also grow together. However, this process is not the same for everyone. Your work style will set the tone for your team.

There are four basic quadrants that teams can be classified as:

● innovation and agility

● results and discipline

● process and precision

● teamwork and employee experience

Depending on the team’s collective characteristics, they will fit in one or more of these categories.

Additionally, your employees might have a stronger drive than you. In that case, you must inspect your blind spots, or your development will not be a match to their expectation. As a leader, you must set an example that others will follow. That's why it is essential to understand your team's strengths, weaknesses, and overall makeup.

Understand the work to be done and map your team’s objectives.

Performing a few team exercises is a crucial step because it will enable setting different objectives & relevant tasks under each objective, discovering the blind spots & resolving them. Upon completing the exercise, they will have a higher understanding of the work to be done. Furthermore, it will allow you to get to know everyone's capacity.

Consequently, you will learn to optimize the talent and stretch them to unleash their full potential.

How to create cohesion within the team?

The final piece of the puzzle is team cohesion. Teams constantly communicate, make decisions, and take actions collectively. As a leader, you need to align them to reduce friction, curb any loss of team spirit, and reduce energy waste.

Essentially, become aware of your individual strengths, fix your blind spots, and create synergy among your team members. At the same time, understand your team's strengths and weaknesses, as well as their potential and capacity.

Building a high performing team

With time, even leadership traits have evolved in some ways. Leaders of yesterday had a different approach, and they used to tell their employees what to do. However, the leaders of tomorrow must learn to ask, solicit ideas, encourage participation, and collaborate with employees.

An effective leader helps their team to adapt in various situations, leverages their strengths, stretches their capabilities, unleashes their true potential, facilitates open dialogue, and delegates effectively.

The path for driving results is hard, and you need to visualize yourself, your employees, and the entire team as a cohesive group that functions as one body and one mind.

Optimize your talent to drive business results

 

Devoting attention to how much your employees are engaged and motivated when they execute their daily tasks is crucial if you want to make your company as efficient as possible. Estimates show that a highly engaged workforce can lead to over 20 percent increase in annual profits, which is a staggering improvement considering the resources that need to be invested for achieving your business goals. For this purpose, we will discuss a matching and influential strategy to maximize your employee productivity - Talent Optimization.

What is Talent optimization?

It is a data-driven framework that leverages information on employee characteristics and performance. It helps leaders and managers to accurately assess individual behavioral traits to help choose the right person for a particular job or task. Thus, you can ascertain the skills and characteristics necessary for the task at hand. Based on this finding, you can place the right person for the role, evaluate workstyles of the team, increase cohesion among the team members, align the team with the work to be performed, and provide timely guidance for further improvement. Thus, you can increase productivity to help improve your company’s bottom line.

Why do I need talent optimization?

Workforce disengagement is potentially an insidious issue that can significantly undermine the progress of your company. Most organizational strategies fail to consider that most employees do the bare minimum that is just enough to keep their job. Hence you must pay attention to the behavioral traits and needs of your employees.

Layoffs and terminating staff are practices that would be best to avoid if you consider the overall costs of employee training that amounts to a considerable sum depending on the given position and industry. In most cases, hiring a new employee entails a lot of upfront investment in the first year. In addition to the salary, an amount equal upto 40% of the worker's annual salary needs to be invested in recruitment, proper training, and adaptation to the work dynamic. Hence, periodic layoffs and termination can put a lot of strain on your profits. Luckily, good workforce management can alleviate this problem.

How do I improve employee engagement?

By implementing talent optimization to align, motivate, and engage employees according to their behavioral drives and needs. Let us take a deeper dive into this subject.

Talent optimization enables you to:

• Measure and create worker profiles
• Create a scalable people strategy
• Choose top talent for the job
• Create efficient teams

How does talent optimization improve employee productivity?

There are three main areas to consider:

1.Talent optimization takes the business context into account

Depending on the specifics of the business context, talent optimization helps achieve projected business goals. You need to align your business operations for creating a viable working climate, informed by talent optimization and the immediate work context. Since talent optimization 'sorts' people according to their skills and performance metrics, it is possible to track how well a given employee is suited to work in a particular context and/or team.

2. Talent optimization takes employee behavioral traits and performance metrics into account

As mentioned, workforce analytics is a powerful driving force for restructuring your organizational and operational strategies. Moreover, talent optimization is data-driven in that it predicts how an individual employee will fare based on their skills, character traits, cognitive & behavioral characteristics.

This predictive metric is an optimization solution that reduces unwarranted bias or misjudgment, minimizing human error in the operational process of hiring employees, assembling teams, and assigning tasks & responsibilities.

3. Talent optimization facilitates employee engagement

Essentially, the main benefit of this approach for organizing your talent is that it is centered around reducing worker disengagement.

Good leadership must use prudent and effective strategies to promote a good working environment. In fact, employee engagement is the number one contributor to workplace productivity. Hence, when it comes to maintaining productivity in your company, actively promoting employee engagement is a more efficient and long-term strategy in comparison with just giving out financial incentives and bonuses. Employee engagement and good rapport contribute to increased motivation and productivity on a sustained basis.

What type of issues could be solved through talent optimization?

1.      Employee misalignment with the work culture

Talent optimization can help you hire workers that are more in tune with your work culture. Furthermore, this optimization strategy can reveal aspects in which your workforce is imbalanced and, in some cases, synergistic. Thus, talent optimization can help in pinpointing solutions for recurring issues and systemic problems in your company.

For instance, when transferring to a new premise you could assess the alignment of the team to significantly improve engagement and adjusting to the new environment.

2.      Job misfit with the employee.

Reference profiles help assign people to jobs they will do conscientiously and diligently. In companies that conduct mass hire campaigns to recruit hundreds of employees, it is easy to overlook that a particular employee does not work well under pressure or that team members are incompatible with each other. Talent optimization helps you to assign reference profiles for people. Therefore, with a dataset that shows you the employee behavioral stats and metrics, you can easily see if the person is analytical, extroverted, cooperative, rules-driven, etc.

3.      Manager and employee misfit.

Sometimes, the team leader may not have the requisite leadership style to match with the current objective, and thus could be less effective in leading the team towards success in a specific situation. You can use talent optimization to fine-tune your organizational structure to leverage natural leadership strengths, flex your team strengths to address the gaps, and augment the team in accordance with the collective needs and the situation or project.

4.      Teams that don’t get along well.

When you have larger projects with more than one team working on them concurrently, it is essential to implement a cohesive approach to teamwork. Also, traditional organizational techniques are frequently time-consuming in the sense that you need to do extensive scale efficiency assessments for every new project from scratch. Once you have a detailed dataset, talent optimization allows you to do this quickly, without new workforce assessments, team compatibility trial runs, and resulting productivity delays and deficiencies. 

As you can see, talent optimization provides you with particularly useful information and enables you to increase productivity and help solve issues that have been impeding your business functioning. By gathering insight into your team’s functioning you will be able to take the requisite decisions and actions to bring your business to the next level.

In a nutshell, talent optimization connects your people strategy with your business strategy to facilitate the achievement of your goals!

Gathering radical insights from your mistakes

 

As the old saying goes, ‘To err is human, to forgive is divine’. Going forward, you could regard this proverb as - ‘To err is human, to learn from it is divine’.

Making errors is perfectly normal, however, it is paramount that we also learn how to gather radical insights from our mistakes, and consequently, direct the experience not towards self-loathing, but towards personal growth. This skill will prove to be one of the most useful and comforting skills both in your everyday life and your professional development. It will provide you with a new outlook on life! Reflecting on the causes and results as objectively as possible will render your decision-making to be more cautious, conscientious, and capable of overcoming potential errors.

Sometimes it can be hard to face our failure directly, and yet it is a necessary step towards self-growth.

Why is self-reflection so important?

Developing a habit of gathering radical insights from your failures or shortcomings allows you to use every single situation as a scaffolding for self-improvement. Some people believe that a human being is a sum of their failures and successes. More importantly, improving your ways would be impossible if you never had the opportunity to see how you are mistaken. In the end, a mistake is only a mistake if we do not put in the time and the energy to fix it.

Once you are aware of your internal urges and faults, you are equipped to analyze yourself and your acts both subjectively and objectively. The goal in this journey towards complete self-awareness is to apply this knowledge to understand others as well as how to understand yourself.

When you reach this state of mind, it will be beneficial both in your personal and professional relationships. It is rarely the case that a skill can be both deeply spiritual and pragmatic, but once you observe your behavior from this perspective, you will learn soon enough that this is, in fact, the case.

What are these radical insights that promote self-growth?

Deeply radical and novel insights of the sort we have mentioned are a product of our interaction with every facet and domain of our day to day life. It is not entirely true that only radical mistakes lead to radical revelations. However, it cannot be denied that certain events in our lives, such as the death of a loved person, the birth of our children, migration to another city or country, transition to a different profession, etc. leave the most significant trace on our minds, hearts, and personalities.

Moreover, seemingly minor mistakes, events, or changes can also provide a fertile ground for self-growth. For instance, when relocating to a completely new space, people frequently become overwhelmed, and irritable to other people around them. In such stressful situations, it may be challenging to realize that our family or co-workers are suffering due to our self-centeredness and lack of self-reflection. At times, it is even difficult to recognize that we are in the wrong. In those moments, it’s so difficult to develop the habit of self-reflecting even when you are certain that you are not the one who is at fault.

It is precisely due to such oversight that it is essential to develop the habit of gaining insights from our failures and shortcomings. In fact, it does not take a trip to some exotic place or spiritual get-away to expand our capacity to self-reflect on our mistakes. Deriving insights got to be ingrained into our daily lives to help us when making our decisions and planning our future. Consider your capacity to self-reflect as a system of checks and balances that will stall the choices prompted by selfishness and personal ego.

We need to keep in mind the extent of the influence that we have on the people that surround us. Each individual life is a matrix of benevolent and malevolent actions, words, and relationships. However, the traditional dichotomy of good and evil usually does not hold in everyday situations such as your relationship with your staff or co-workers.

Most failures to establish a productive and cooperative environment stem from forgetfulness in the form of:

· Forgetting the wants and needs of the people around us

· Negligence of our duties and responsibilities

· Ignoring to focus on our priorities

For this reason, it is crucial to keep in mind that our actions need to be motivated not by self-interest, but by the realization that so many people rely on us and look up to us.

Characteristics of an insightful person

A fundamental characteristic of an insightful person is that he/she always holds the postulates of mindful behavior as fundamental truths in their work-life. An insightful individual is a teacher and a student at the same time. This means that an insightful individual has the capacity to be mindful of everything around them and learn a worthy lesson from every situation, conflict, or failure, no matter how insignificant or minor it may seem on the surface.

Let’s look at a few examples to illustrate how this awareness and mindfulness of our surroundings works:

Observation: Extremely wealthy people frequently organize charity events.

Insight: Vanity and hubris are rebranded as humanitarianism.

Observation: A person is smoking a cigar in their electric automobile.

Insight: Human beings are inconsistent beings that contradict themselves. Health needs to be a state of mind, not an accessory.

Observation: A lion hunts down the gazelle under the light of the setting sun.

Insight: Nature is equal parts order and chaos. Both are essential for sustaining life as life ought to be.

Try to practice different ways to gather radical insights from your mistakes as well as your environment. Hopefully, this article through the essential characteristics and skills of a mindful individual will help you deal with mistakes as they show up and help in working on yourself for personal growth.

I hope that you enjoyed reading this article! Feel free to share in your network.

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