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Edge Learning Institute Presents

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1 Edge Learning Institute Presents
Increasing Human Effectiveness Making a difference. So, how do we get it done?

2 “Increasing Human Effectiveness” An Experience
Facilitator Workbook Discussions Activities Reflection CD’s Tool Kit The Group On-line Follow-Up Power Point Video Use this PowerPoint to illustrate that IHE is an “experience” with many components that create the best opportunity for learning and retention. Utilization of all the components will facilitate greater understanding and accelerated change.

3 Increasing Human Effectiveness
Awareness Thought Process Potential How did I get here? Who am I? Attitude Change 1 1 2 2 Plan of Action How Do I get there? 4 4 3 3 Where am I going? Self-Image Self Esteem Values/Goals Affirmative Reminders Use this slide to orient the participants to what the process looks like. Both the facilitated portion and the follow up on-line sessions.

4 Effective Seminar Participation
1. Ask questions. 2. Keep an open mind. Be willing to try new ideas and techniques. 3. Remember, your meeting leader/facilitator doesn’t have all of the answers! Feel free to share an illustration or an example from your own experience. It’s OK to pass! If you don’t want to answer a question or make a comment, simply pass. 6. Think of ways you can incorporate a concept or skill directly into your daily life. Make a commitment to see the process through to the end. Finish what you start. During the video seminar, respond to Bob as though you are a participant in the seminar. 9. Sit back, relax and enjoy!

5 Increasing Human Effectiveness
Awareness Thought Process Potential Who am I? Attitude Change 1 1 2 2 4 4 3 3 Plan of Action Self-Image Self Esteem Values/Goals The purpose of this PowerPoint is to identify where you are in the process. This quadrant will help us understand what things have determined “who we are”. Primarily, what potential we have, and what things in our life have “shaped” us or influenced us. Affirmative Reminders

6 SLE’s SLM’s Significant Life Events Significant Learning Moments
Two Ways to Learn & Grow SLE’s Significant Life Events SLM’s Significant Learning Moments Use this slide to explain SLE’s and SLM’s as you conduct the Prework review.

7 Effectiveness vs. Potential
Your Potential Your Effectiveness This is the actual picture of an iceberg in St. John’s Newfoundland. What is your potential? Use this PowerPoint to set up Activity #1 of the Unit 2 review. The iceberg simply shows that like us the majority of our potential is dormant and hidden. The amount of potential we use is “our effectiveness level”. We are generally using only a small fraction of our potential. Our goal is raise the “effectiveness level” a little bit. If we are doing pretty well using less than 10% of our potential, what would our life look like if we only realized another 1, 2 or 3%?

8 The Cow Card Use this PowerPoint to help participants see the “Cow”.

9 Increasing Human Effectiveness
Awareness Thought Process Potential How did I get here? Attitude Change 1 1 2 2 4 4 3 3 Plan of Action Self-Image Self Esteem Values/Goals Use this PowerPoint to orient participants to the stage of the program “How Did I Get Here”. In this quadrant, we explore how exactly we have gotten to this point in our lives. We will talk about how the conditioning that has taken place in our lives, through experiences and people, have formed our attitudes and beliefs, and consequently determined our current position. Affirmative Reminders

10 Finished Files FINISHED FILES ARE THE RE- SULT OF YEARS OF SCIENTIFIC STUDY COMBINED WITH THE EXPERIENCE OF MANY YEARS. Use this PowerPoint after everyone has looked at the card to help everyone see all 6 “F’s”.

11 The Thought Process Use this slide following the video to reinforce the thought process and how the mind works. The three parts of the mind are the conscious, the sub-conscious and the creative sub-conscious. Conscious: We take in information at the conscious level (senses: sight, sound, taste, etc) Sub-conscious: All the “data” is stored here. All our experiences, beliefs, attitudes, etc., positive or negative, healthy or unhealthy, they are all in there. Creative Sub-conscious: Does several things, but primarily it is the instrument that makes sure I act like me. At an unconscious level, it influences and even controls my decision and actions so they are consistent with what is in my sub-conscious. So I perceive information at the conscious level, associate it with my “truth and reality” in my sub-conscious mind and I take a course of action. I accept something or reject it depending on whether it is in alignment with my “truth and reality”. Most of the time this happens in the “blink of an eye” and my creative sub-conscious is making sure that I don’t make any decisions that are inconsistent with my “truth and reality”. If I do, it lets me know right away by causing me to be uncomfortable (cognitive dissonance) in order to get me back where I belong.

12 How Attitudes are Monitored…by:
Words – which Trigger Pictures – and bring about Emotion – that predict or perpetuate performance! Use this PowerPoint to reinforce how attitudes get into the sub-conscious prior to Activity #1 after the video. The more vivid the picture, and the greater the emotion, the more quickly it is absorbed in our mind and becomes an attitude.

13 A habit of thinking that controls your spontaneous reactions.
Attitude Formation Positive + Negative - The direction in which you lean at the sub-conscious level. A habit of thinking that controls your spontaneous reactions. This PowerPoint MOVES up and down with the push of the arrow keys. Use this PowerPoint to support the video teaching on an “attitude is the direction in which I ‘lean’ at the subconscious level”. I lean toward something or I lean away from something, and you can move the balance scale with your conversation.

14 Increasing Human Effectiveness
Awareness Thought Process Potential Attitude Change 1 1 2 2 4 4 3 3 Where am I going? Plan of Action Self-Image Self Esteem Values/Goals Use this PowerPoint to transition into Quadrant 3, “Where Am I going”. In this Quadrant, we are going to determine what we want our future to look like, where we want to go. Affirmative Reminders

15 Comfort Zones Your comfort zone is the level of performance
that you believe yourself to be capable of achieving. It corresponds with your current self-image. When you perform outside your comfort zone (either above or below): You get anxiety and tension feedback You get back where you belong Use this PowerPoint to reinforce the definition of comfort zones following the video.

16 Performing above your Comfort Zone
SELF-IMAGE DIAGRAM Performing above your Comfort Zone Performing above your Comfort Zone (or asked to) Anxiety and tension feedback Current Self-Image Comfort Zone Use this PowerPoint (and the next) to set up end of tape activity #1 (Identify comfort zones). This supports the previous slide. The “V” represents an area of potential (the potential wheel). It demonstrates that in any area of potential in my life, I have a self-image (the accumulation of beliefs about myself), and a corresponding comfort zone. If I am asked, or put into a situation that is outside of my comfort zone I get “anxiety” and “tension”.

17 Performing below your Comfort Zone
SELF-IMAGE DIAGRAM Performing below your Comfort Zone Current Self-Image Comfort Zone Anxiety and tension feedback Performing beneath your Comfort Zone Use this PowerPoint to illustrate that the same point as the previous PowerPoint but in the reverse, performing below your comfort zone.

18 Our Values Forgiveness Respect Achievement Health Creativity Knowledge
Integrity Use this PowerPoint as you introduce the warm-up activity (values clarification). Faith

19 The gap between the values you express and the behaviors you exhibit.
The Values Gap The gap between the values you express and the behaviors you exhibit. Values Behaviors Use this PowerPoint following the values activity. Use this PowerPoint to ask participants to pause and consider how there current behaviors may be in or out of alignment with their values, i.e. health is a value but they may smoke. Family may be a value to them but they work or play so much they don’t have any time left for their family. If the participant identifies a “values gap”, then challenge them to take actions that bring them into alignment.

20 Clarity of Organizations Values Clarity of Personal Values
Importance of Values 4.87 6.26 High Clarity of Organizations Values The Leadership Challenge – Correlation between values and commitment 4.9 6.12 Low Low High Use this PowerPoint to further demonstrate the importance of knowing your values. This graph is from “The Leadership Challenge” by Kouzes and Pozner. The graph shows that if someone has good clarity of their personal values, they will generally choose work that allows them to be committed, even if they don’t fully understand the organizations values. It’s almost like a magnetic draw. Conversely, if someone has low clarity of their personal values, they are much less likely to be committed to their work, even if they have a high awareness of the organizations values. This is because their decisions are not primarily being filtered through what matters most to them, but rather more for convenience or transient reasons, therefore they don’t find satisfaction in their work. Clarity of Personal Values

21 Principles for effective goal setting
1. Balance your goals. 2. Set priorities. 3. State goals positively. 4. Clearly define your goals. (Specific, Written and Reviewed regularly) 5. Lock on to an exciting, imaginable end result. 6. Avoid time limits with lifetime goals. Feel free to set time limits on material goals. 7. Keep goals confidential. Share them only with people who can help you accomplish the goal. 8. Update goals regularly. Use this slide to review the principles for goal setting prior to end of tape activity #1 (lifetime goals).

22 Increasing Human Effectiveness
Awareness Thought Process Potential Attitude Change 1 1 2 2 How Do I get there? 4 4 3 3 Plan of Action Self-Image Self Esteem Values/Goals Use this PowerPoint to show participants the transition in the program to “How do I get there”. Now that we know where we want to go, this section will give us the “power” tools to make it a reality. Affirmative Reminders

23 The Traditional Cycle For Change:
Self-image/ Self-esteem Perpetuates existing performance. Performance Self-Talk Use this PowerPoint (and the next) following the video to reemphasize the “traditional” vs. the “responsible” cycle for change. In the “traditional” cycle, all our focus is on our performance. This is normal for most people and it’s where our culture tends to rest. If our performance is inadequate, we have already discovered that this automatically triggers negative self-talk. The negative self-talk then reinforces our current self-image and self-esteem, which holds us in our current comfort zone, and perpetuates the same performance. Remember we will not consistently perform outside of our comfort zone. Yes we may temporarily change our behaviors or attitudes, but before long we will get back to where we belong. Unless of course the consequences are so extreme. Occasionally in this scenario, if the consequence is extremely severe we can at times change under this model. But it is often difficult and painful.

24 Allows personal responsibility for change.
The Responsible Cycle For Change: Self-image/ Self-esteem Allows personal responsibility for change. Performance Self-talk Use this PowerPoint following the “traditional” slide to emphasize the “responsible” cycle for change. In the “responsible” cycle, we acknowledge our performance and that is matters. However we turn our attention additionally to our self-talk. We know now that if we change our dialogue about ourself, our self-talk (in this case through Affirmative Reminders) we will change our self-image (and esteem). When our self-image changes, our comfort zone will change. When our comfort zone changes and is consistent with the level of performance we are capable of, we now have anxiety and tension at our current level of performance. The job of our creative sub-conscious is to make me act like me. Now you will find yourself moving to a new level of performance much more rapidly, and with much less stress, like a magnetic draw. As your mind was working effectively to keep you down, your mind is now working in the safe manner, but rather to take you up. And most importantly, because it is what you believe to be true of yourself and your potential, IT IS SUSTAINABLE! It will just be who you are. You won’t have to consciously think about it all the time, it will simply be “like you”.

25 Definition of Affirmative Reminder
Statement of fact or belief designed to prepare me for reaching a predetermined outcome or goal. A statement of my goal describing myself as though my desired goal has already been achieved. Use this PowerPoint prior to end of tape activity #1B (turning your positive opposites into affirmative reminders) to remind folks of what exactly an affirmative reminder is.

26 Guidelines For Designing Affirmative Reminders
Personal Positive Present Tense Positive Emotion Realistic Specific “I” compare only with my own best self. Describe what you want. Express it as though it’s already happened Use words like enjoy, terrific, happy. Use words like consistently and regularly. Use measurable terms and words. Use this PowerPoint prior to end of tape activity #1B to review the components of a properly written affirmative reminder.

27 Affirmative Reminders
I will be an incredible manager. I don’t see what is wrong, and I always catch my people in the act of doing things right and it will feel great. I will be an incredible manager. I don’t see what is wrong, and I always catch my people in the act of doing things right and it will feel great. I am an incredible manager. I consistently catch my people in the act of doing things right and it feels great. Use this PowerPoint prior to end of tape activity #1B to give an example of a properly written affirmative reminder. Walk them through: The original attempt at the top The areas that were incorrect in the second paragraph And the properly written one at the bottom. Leave this up for them to look at as they right theirs out.

28 SELF-IMAGE DIAGRAM Cause Effect Goal Comfort Zone New Self-Image
Affirmative Reminder Current Self-Image Comfort Zone Use this PowerPoint to illustrate how the affirmative reminder works. The goal is simply the by-product of the new belief and image. The “cause” of the goal being achieved is the process of getting it firmly rooted in your mind creating a new belief, self-image and comfort zone. Your mind then cannot rest until it gets you in alignment with that new belief or goal. It will “cause” me to have more energy, more drive, more creativity, more focus. The goal becomes the “effect”. Cause and effect.

29 Affirmative Reminders
How to Enhance Your Affirmative Reminders Color 3X5 cards (touch) Write it down (action) Scents (smell & emotion) Pictures (sight) Read out loud (hearing) Best time (upon waking & just before sleep) Use this PowerPoint following the completion of the activity to give people ideas to make their affirmative reminders more effective. Anything they use here to enhance their ability to fully experience their goal vividly in their mind by engaging their senses will significantly accelerate the process of their goal becoming a reality.

30 Potential Wheel – Areas of Self-Talk Personal Family Health Spiritual
Friends Vocational Financial Recreation Use this PowerPoint for end of tape Activity #2, Question 2 “Reflecting on your personal Potential Wheel…”.

31 The Clown Card Use this PowerPoint to help everyone see all the elements of the Clown card – the whole circus. It simply illustrates that there is much more to see and know than what we may initially observe. People, and ourselves, are much more complex than what we simply see on the surface. If we are going to be really healthy emotionally, and interact with others in a healthy and responsible way, then we must take time to see the whole person and suspend making judgments to quickly. This will effect every area of our lives, every relationship, how we interact, how we collaborate, how well a team functions.

32 Cauldron Theory “To pour water into another person’s cup you must first have water in yours.” Use this PowerPoint following the video. This PowerPoint illustrates “you can’t give what you don’t have”. An empty well can not give any refreshment. If we are going to really be of value to people and make “deposits” into their lives that are healthy and good, then we have to have something to draw from. For this reason it is important for us to make sure we have or are developing healthy self-esteem. This is particularly important as leaders. People will come to you for this need, and if you are able to meet it, they will be loyal for life! You will set the tone, and if you are an esteeming individual because you have healthy esteem yourself, you will create a culture on your team that is esteeming. This is crucial for any high performing team. You will not have a high performing team with members that have low esteem. They will be to concerned about recognition, validation and their low esteem will literally sabotage the success of the team in order to feed their personal need.

33 Definition of Self-Esteem
Self-esteem is the degree that I, consciously or unconsciously, like and accept myself as I am. Self-esteem is the degree that I respect myself and feel confident to deal with challenges. Use this PowerPoint prior to end of tape activity #1 to make sure participants are clear on what self-esteem is.

34 Edge Learning Institute Presents
Increasing Human Effectiveness Making a difference. So, how do we get it done?


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