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Leadership: Deception / Candour

Recently, I read an article online about how leaders can effectively use deception to get employees to succeed, on how sometimes telling a lie that they are very good can be an effective strategy to elicit good performance from them. A friend and me got to discussing this and he happened to say, “Even armies are coached to deceive their enemies so what is wrong to use it if I can get things done?”

This got me thinking… and here are a few thoughts on that theme…
Staying in the context of  leaders in an organization being deceptive to employees or managers being deceptive to their team members for better performance, and not venturing into aspects of getting one’s way or having a subterfuge personal agenda or war etc. ..  purely keeping this application in mind:

I believe that the word deception can be replaced with either motivation or perception. Instead of really intending to mean deception, one can look at it as choosing to positively motivate by looking at what can be rather than feel pulled down by what cannot be n in helping people see the plus side.

Deception therefore, can be construed as misleading, as overall the point seems to be as an essence – if you can make people believe they can do well, then they will! – and that what we believe is what we achieve – now this, we have been agreeing from eons..

Deception as a strategy, does not help long term in forming allies… or bonding relationships. It helps when you are on opposite sides or it helps when it is a one timer. Otherwise integrity always is the more successful long term option especially when it is leadership.

For example, for a while, going in line with the article, a fantastic example (I do not know of the truth of this example, just that it is quoted in many a places so using it here) of using deception positively: there is this very popular story of how Napoleon got his very disheartened n defeated soldiers to fight back by tossing a coin and saying that if it falls heads then they are destined to win n if tails then to lose – saying which he tossed the coin, it came up heads and the soldiers, motivated beyond themselves, fight and win! Later when his commander calls it luck that the coin flipped heads, Napoleon is said to have smiled and showed him that it was a double headed coin, there was no chance for a tails at all.

Now correlate this powerful example to today’s organizations. Four major differences

1. today’ organizations are flat in hierarchy and nowhere like an army; today’ leaders cannot get away with making such an independent decision

2. the possibility of information staying outside of a grapevine is less likely, thus the probability of more pepole getting to know about the double headed coin is high

3. anyone can walk up and demand information (unless it is strictly confidential) or ask questions to even the leader, thus having the leader to sometimes even answer for and validate his/her strategies sometimes

All the above 3 ways where today’s organizations work differently from the situatuon that Napoleon faced.

Now this deception still would work one time and maybe a second time but what would happen if by chance someone realized that it really wasn’t the truth, that it was deception? That may break the bonds of trust and demotivate even further, leading to disastrous results.  Better way is to go the Kung fu Panda way – that the secret ingredient is yourself – and create and nurture that belief in people that they can achieve a lot more if only they believed to be able to do so.

I mentioned 4 differences in Napoleon’ and current organization’ situation. The 4th is that there it was a crisis and he said what need to be said. One may argue, today also that, maybe in crisis, leaders  can choose to create that deception. Maybe true that sometimes in crisis, leaders have to withhold information and make that choice. But one thing that leaders today can do that Napoleon couldn’t/wouldn’t is that post facto crisis they can sit the team down, tell the facts, and explain to them why it was essential to do what they did and how the strategy to make them believe worked for the best thus causing them to increase their belief in themselves…

All in all, it is the bonds of trust, the transperancy on communication and the positive integrity of the leader that ultimately works long term, both in organizations as well as in relationships.

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June 4, 2016 Posted by | RevathiOnline Learning, Training and Learning, Uncategorized | | Leave a comment

Breaking Paradigms

A paradigm can be described as a certain mode of thinking bounded by particular parameters and criteria. During any situation or problem, while looking for a solution, an individual has certain assumptions that they make, certain preset notions and rules that they believe in which guide them to think of possible solutions to that situation. These rules and beliefs are within the stipulated paradigm or thinking of the individual or of the society or the field in which the individual is working. These paradigms, though very useful in resolving situations, many a time also limit one’s thinking and perception. Today, we are going to explore the world of breaking these paradigms, i.e. the world of ‘paradigm shifts’!

One of the most popular notations of ‘paradigm shifts’ is as given by Stephen Covey in his bestselling book ‘7 Habits of Highly Effective People’. In this book, Covey talks of paradigms with 2 perspectives. One, of how the passengers in a train, initially irritated by the ruckus created by 3 kids, taunt the absent-minded father for not disciplining them. Later, after learning that the 4 of them were returning from the kids’ mother’s funeral, the passengers understood the uneasiness in the children’s minds and thereafter, started to encourage them to make more noise and jump about, thus attempting to take the kids’ minds off their mother’s departure. One additional piece of information, Covey says, can change the entire way of looking at a situation. He refers to this as a paradigm shift in thinking! Information may also create paradigms, says Covey, through the famous example of the same picture having both an old woman and a young beautiful damsel’s pictures. People would only see the side of the picture that they have been fed information on earlier. Thus, paradigms always exist, and it is possible to also break them and look beyond them.

We see things in a certain way, under certain defined rules. Many a time that helps us to find solutions as well as common notations of interpreting situations. However, some times, stepping out of these rules and boundaries is what gives rise to innovation. For example, from the perspective of mathematics, the answer for ‘what is half of 13’ would always be 6.5! However, assume this from a linguistic perspective, and it may be as 13 i.e. 13 divided with a horizontal line midway. Or it can also be 1I3 i.e. a vertical line between 1 and 3. Once one starts to look beyond the defined rules of mathematics and starts to accept other perspectives, it is possible to find alternate solutions, alternate methods, and alternate paradigms. When solving a mathematical problem, it is important to stay within the realm of mathematics, however, other times, once in a while it can be creative and also a little fun to step beyond the obviously accepted norms.

All great inventions are children of this fantastic phenomenon of ‘breaking paradigms’. From a Galelio who thought beyond the accepted norm that the earth is the centre of the Universe, to an Edison who kept thinking beyond what is known in electricity, to the Wright Brothers who chose to look beyond what human beings can do while inventing the technology of aerodynamics, from the challenge of putting a man on the moon to the experiments conducted on the atom by Rutherford, looking beyond paradigms has always been difficult, revolutionary, and has resulted in extremely successful and useful inventions!

The most powerful example of breaking paradigms that comes to my mind is that of Roger Bannister, who in 1954 decided to break the paradigm that existed in human minds – a paradigm that was considered reality and a medical truth – that the physical human body cannot run a mile in 4 minutes! It was medically proven to be not possible for the physical body. No athlete across the world could accomplish this impossible feat! Roger Banister, a medical student, decided that this was a paradigm in the mind, and on 4th May 1954, for the first time in the history of sports, an individual ran a mile in 4 minutes! Something considered literally impossible!! The most interesting outcome of this paradigm breaking, is that just within the next one year to that event, many more athletes could run a mile in 4 minutes. Today, almost every athlete can run a mile in 4 minutes. Did the human body change??? Or, did the paradigm change???

So, let us understand that, for all of us, paradigms exist! They are in our minds! They are useful! They help in resolving situations and problems with known tried and tested formulae! Sometimes, paradigms can limit. We need to learn the ability to work with the existing paradigms whilst also striving to look beyond them for creative alternatives…

Embrace other paradigms n work with them! Resolve problems creatively…
You have the power!

Published in ‘The Hans India’ on 28th July 2011

September 19, 2011 Posted by | RevathiOnline Learning, The Hans India Newspaper | , , , , , , , , , , , , , , , , , , | Leave a comment

be SILENT to LISTEN!

Sshhh!!! Silence please!!! Keep quiet!!! Stop talking!!!

Words which, I am sure, will take many of us back to our childhood and Kindergarten classes, right??!!! Right back to our teachers shouting and trying their best to get us to listen to their lessons and to their instructions! That we have to maintain silence in order to be able to listen is an age old formula that we have always been taught and will continue to teach for generations to come… and rightly so too!

In today’s corporate scenario, it is neither just technical competency nor just the hardworking ability that take priority whilst employing individuals. Communication is one of the vital aspects taken into consideration too, and a core aspect of communication is the ability to listen. In today’s fast moving world, maintaining personal relationships has sometimes become a challenge, especially when both partners are busy with their respective jobs and have lesser and lesser time to give each other and their family. In both the above cases, taking time out and truly listening to the other person can be an effective solution.

It cannot be just a coincidence that the words LISTEN and SILENT are anagrams i.e. are made out of the same alphabets! It is therefore, but natural that for us to learn how to LISTEN, one must learn to be SILENT first! Let us now understand what being SILENT means:

• S: Sincere – Do you remember the times when the person in front of you was smiling with a sombre look on their face, with all the right signs of listening, and yet you just know that they are not interested at that time, that they are not sincerely listening to you but just so for the heck of it??? Well remember this, so can everyone else make out too!!! Yes, so here is the first step to being SILENT to LISTEN: be sincerely interested in what you are supposedly listening to…

• I: Inquisitive – Be curious. When one is intently listening to something, one’s brain automatically keeps working on the same too. This raises questions in the listener’s mind which they would want clarified. This also helps the speaker to understand that the other individual is truly listening and attempting to understand what is being said. It is thus a good idea to ask relevant and non-threatening questions to customize the conversations.

• L: Like person – Make sure that you like who are listening to… Their communication ability, their competency in the subject, their handling of the audience and the content, etc… Many a time I have seen listening of an amazing topic go flat just because according to the listener, the speaker’s behaviour and value system did not resonate with what was being said. Not just the content of what is being said, but also the person saying it has a lot of impact on how well it is listened to. Ensure that you talk to and are hearing from the right person.

• E: Empathize – Sometimes listening is not just about hearing what is being said, but it is also about communicating feeling what the other person is feeling. Especially when the other individual is sharing information connected with emotions, be they positive and negative, that of joy or sadness, one ought to be able to relate and express empathy on the same towards the other person. After all they are talking to a human being and not a wall!

• N: Non-verbal communication – Ralph Waldo Emerson said, “Your actions speak so loudly that I can’t hear your words!” The impact of the right non-verbal communication whilst listening is vital for the other person to get the feeling and acceptance that listening is happening. So, nod once a while when appropriate, smile at the other person, lean forward, show facial expressions, and let the other individual know that yes, you are listening!

• T: Talk- Listening also involves talking… to a certain extent! One needs to paraphrase (repeat the speaker’s words in their own words) once in a while. One also needs to ask the right questions to continue and steer conversations while also summarizing points once in a while. Also important to talk during listening, is to once in a while also express thoughts about self to the listener as course of self-disclosure in order to continue conversations smoothly. So, talking to the right extent n in the right manner is vital to listen effectively!

From Robert Cialdini who said that listening to the other person helps you to convey your point more effectively, to Stephen Covey who emphasized listening as very important under his 5th habit ‘Seek first to understand than to be understood’ in his popular book ‘7 Habits of Highly Effectively People’, the importance of listening to one another is highlighted in many ways. We ought to learn and practice the above constantly!

Be SILENT so you can LISTEN…
You have the power!

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Published in ‘The Hans India’ on 25th Aug 2011

September 4, 2011 Posted by | RevathiOnline Learning, The Hans India Newspaper | , , , , , , , , | Leave a comment

The Wrong Handshakes

In today’s corporate as well as cultural scenarios, maintaining certain accepted etiquettes are important. Etiquette can be defined as the forms, manners and ceremonies established by convention as acceptable or required in social relations, in a profession or in official life. Etiquette gets formed right from the word go and the initial handshake to the sustenance of perceptions over time. Technically, a handshake is known as a short ritual in which two people grasp one of each other’s opposite hands, in most cases accompanied by a brief up and down movement of the grasped hands.

As per a display in the Pergamon Museum, Berlin and other places, right from the 5th century BC times of ancient Greece, shaking hands while meeting has been a tradition between two soldiers and represented a truce where neither side wielded a weapon. The handshake slowly moved into the western culture and into the area of corporate etiquette. It is important for one to know how to successfully wield the customary handshake in a corporate scenario. Thus it is important to also know how not to give the ‘wrong’ handshake!

A handshake can reflect and let the other person perceive a lot about your personality. There are so many wrong ways to give a handshake. Some of them are as follows:
The Dead Fish: Patricia Rossi, the author of ‘Everyday Etiquette Made Easy’, calls this “The worst handshake in the world,”. This is when the hand is floppy and flimsy and project insecurity and non-commitment.
The Politician: This is when one shakes with the right hand and cover the shaking hands with their left hand. According to author Matthew Rothenberg, this feels too personal and too early in the relationship.
The Wrestler: This is so vigorous a handshake that can almost rip the other person’s arm out. It may convey that one is too eager and pushy
The Queen or The Fingertip: This is when one extends just their fingertips to another person. It conveys the feeling that the individual does not want to touch the other person.
I’m stronger than you are: This is crushing the bones in the other person’s hand so much just like trying to wring all the juice from a lemon. It makes it look like one needs to prove themselves.
The Oww!: This depicts an overeager person who may catch the other person so much by surprise on the handshake, that it becomes awkward for the other person.
Oh ok, I’ll just pretend to care about meeting you: This handshake can be very limp and apathetic and very awkward for the other person, and gives the impression that one is disinterested
We’re now bonded together for eternity: This is when a handshake does not end and just feels like eternity. This happens when people are a little too happy to greet you or who are extremely nervous and forget to let go. You do a few hand pumps…and then some more…and some more…and finally, hopefully, your hand is let go!
Aha! Am sure you didn’t see that one coming: This happens when the individual does something different, mostly out of nervousness. For instance, this can be when one is putting the left hand out for a handshake when everyone usually uses their right hand. This can lead to fumbling and even embarrassing situations. In these scenarios, it is a good idea to follow the crowd and use the right hand.
A good proper hand shake is called a ‘winning handshake’. It consists of a firm but not bone crushing grip and lasts about 3 seconds while maintaining good eye contact. The person has to be approximately 3 feet away. The hand has to be angled towards the chest with thumb pointing upwards. The other person’s hand can be ‘pumped’ once or twice from the elbow and then released, even if the introduction of the person continues.

Learn to meet, greet, part, offer congratulations, express gratitude, or complete an agreement well. Master the ‘right’ handshake!
You have the power!

Published in ‘The Hans India’ on 11 Aug 2011

August 30, 2011 Posted by | RevathiOnline Learning, The Hans India Newspaper | , , , , , , , , , , , , , , , | Leave a comment

Time Management: Breaking Down Tasks

From business leaders who run billion dollar organizations, to executives who operate an enormous number of projects, to housewives who are involved in a multitude of daily activities, to students who have lots of studious and recreational goals – for every one of the above, there is one factor that helps accomplish more and more. That factor is ‘managing time’!

Has it ever happened that you know you have to finish a task that loomed so large in front you that starting it seemed your worst nightmare?
Has it ever happened that while working on a task after hours, you step back, look at it and feel de-motivated by it being nowhere near completion?
Has it ever happened that you were seriously working on just the one thing the whole day and at the end of the day feels like nothing’s accomplished?

For learning to handle ourselves better those times when we encounter more of the above situations, today we shall look into the aspects of effectively accomplishing huge tasks in the time available.

Completing a huge task is like eating a watermelon. The most time consuming activity is before even beginning to eat it, i.e. to cut it into sizeable pieces. Similarly, to successfully complete a huge task, we need to be able to break it down to more manageable small sub-tasks and systematically plan to accomplish the same.

Given below are 8 steps that will help you to achieve the same:
1. Give yourself time to plan sub-tasks
Many presume that when a task at hand is huge, it has to be started immediately without wasting any time. This is however not true. Research shows that, giving yourself a little silent time to virtually run the task in your mind step by step helps in increasing the overall speed while performing the task.

2. Hierarchy of essential sub-tasks
Every task can be divided into a lot of sub-tasks, some big in themselves and some small. The bigger sub-tasks can further be divided into sub-sub-tasks! It is important to keep the number of sub-tasks at any level to at most 4.

3. Know how much close each sub-tasks takes you to the end goal
Simply knowing that completing the sub-task is essential for accomplishing the huge tasks is not enough. It is important to identify the importance each sub-task has in relation to the main task, so that you can feel the satisfaction of accomplishing something at each step.

4. Identify timelines for each sub-task
Deadlines are set by external factors, and timelines are set by the individual. Set your timelines a little longer than what you believe the sub-task would take, yet within the limits of your deadline. This helps in working methodically towards completion.

5. Understanding connections between sub-tasks
The sequencing of the sub-tasks is of utmost importance. Not doing this, causes one to jump back and forth their plan thus ultimately rendering the planning useless. Noting the connections between different sub-tasks helps not only in placing them in the order they ought to be done, but also in putting the most related sub-tasks together.

6. Delegate certain sub-tasks
Not every minute thing has to be done only by you! If there are any sub-tasks that someone else can do, then please delegate them! Let people help! It helps!

7. Use available titbits of time to finish the smaller sub-tasks
Sometimes, an unplanned time gap pops up in the day. Instead of just letting it go by, find a sub-task that can fit into it and get done with it. This will reduce the pressure later.

8. Focus all your energies in the active sub-task at that moment
How many times do you keep thinking about the list of next things to do while working on one thing? That stops now! Once you have planned out the task properly, focus all your energies only onto the sub –task that you working on at that moment, knowing that the rest of the sub-tasks and other tasks are in their own right time.

Breaking down a huge task into smaller, easily accomplishable sub-tasks not only makes it easier to complete them, but also helps in reducing anxiety and in staying motivated to continue working.

Once you are done with the list, just pick up the first one, and get started!
You have the power!

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Revathi Turaga
http://www.revathionline.com

Published in ‘The Hans India’ on 18th July 2011

July 22, 2011 Posted by | RevathiOnline Learning, The Hans India Newspaper, Training and Learning | , , , , , , , , , , , , | Leave a comment

Turn Adversities into Opportunities…

Adversity causes some men to break, others to break records.
William A. Ward

Achievement… Winning… Success… Goals…
Almost each time these words come to our mind, so do other words…
Adversities… Obstacles… Problems…

Adversity is a fact of life. It can’t be controlled. What we can control is how we react to it. And how we can succeed in spite of it!
When faced with adversity we can give up and adopt the poor me attitude. Or we can look at adversity as an opportunity to find ways to do
things… We can be determined, persistent and persevere. It all comes down to your choice – and it is a matter of choosing to achieve; to win
over the adversities; and to succeed!

We may not be able to do anything about the adversities that life brings us… What we can control and manage however – is the courage and
determination with which we perceive our goals to win over challenges…
and to achieve our successes…

Achieve the Meta Mind way… Turn every adversity into an opportunity today!! 🙂

Also see http://content.msn.co.in/MSNContribute/Story.aspx?PageID=2e229dc2-9c45-4f63-b249-ad276d61b520 

Revathi Turaga
International Meta Mind Management and Certified Edward de Bono trainer
www.revathionline.com

January 11, 2009 Posted by | RevathiOnline Learning | , , , , , , , , , | 3 Comments

Meta Mind Elements of Excellence…

A professional today has to breathe and live his/her dream 24×7, and have the ability to put up with tremendous stress… which does not come easy

As we venture into our journeys, armed with our passion, knowledge and skills, there is a comprehensive list of 54 elements of Meta Mind Management™, a researched one stop technique and framework that helps us increase our speed, target the right audience, and achieve results, to practice and use to achieve the same…

Meta Mind Management™ is a behavioral science that provides a model, framework, methodology and philosophy for personal and professional excellence using international concepts for managing mindsets and sharpening skill sets, to achieve success and happiness.

To simplify this, 🙂 over our research of successful and high achievers, amongst others, in this world, it has been found that, there are certain common factors amongst them. They share certain –

1. Values – These are our desired results, and motivators – What we value, aspire for and are precious to us in life. These are our goals. Research provides 9 values that peak performers share to achieve success in life. These include goals like peace of mind, financial freedom, health, relationships, professional goals amongst others.

2. Beliefs – These are feelings of certainty. Based on experiences, we develop belief systems that determine what we do and what we don’t in life. Research provides 9 beliefs that peak performers share to achieve success in life. These include believing in oneself, in hard work, in being in charge of one’s life amongst others.

3. Attitudes – These are our thought patterns & perspectives. This has also to do with the fact that we get what we expect from life, and how we look at life. Research provides 9 attitudes that peak performers share to achieve success in life. These include an attitude of learning, positivity, humility, and gratitude amongst others.

4. Skills – These are our abilities exhibited as behaviors. This is about knowing how to do anything and to practice and perfect that. Ultimately, al skills narrow down to communication at different levels. Research provides 9 skills that peak performers share to achieve success in life. These include communication, creativity, goal setting, assertiveness, and leadership amongst others

5. Qualities – These are our habits which over a period of time, become attributes. Actions when repeated over a period of time become habits; and habits which when become ingrained in ones personality becomes one’s attributes which are exhibited or described as qualities. This is when others define us by these qualities, for example – that we are disciplined. Research provides 9 qualities that peak performers share to achieve success in life. These include discipline, passion, confidence, responsibility, and empathy amongst others

6. Knowledge – This is to have awareness of the laws of excellence in this world. Knowing the laws of human behavior, which are as true as the law of gravity  and science, gives us insights that can help us to create change. Research provides 9 laws of human behaviors that peak performers accept and work with to achieve success in life. These include the law of control, of change, of focus, and of honesty, amongst others.

Revathi Turaga
+91-92915-39560

December 9, 2008 Posted by | RevathiOnline Learning | , , , , , , , , , , , , , , , , | 1 Comment

The Concept of Forgiveness

Let me ask you this question – Should we easily forgive those who have caused us grief and anguish??????

Would you have been honestly able to say yes???

There is a well known story about how a kindergarten teacher helped the children learn the importance of letting go of hatred and to forgive. She gave each child the number of potatoes as the number of children they hate, and asked them to walk around with these in their bag for a week. By the end of the week, the potatoes rot and the children with more number of them start complaining. The teacher then explains that this is what happens when we carry negative feelings or hatred against others and that it will only harm us so we might as well let it go by forgiving.

A very profound concept to which one response from anyone could be that his/her experiences have shown that hating the other person helps him/her to raise and succeed more in life and so s/he would not believe in just forgiving. Seems logical enough and there may be many others who may feel so too… so, does this story reveals a practicable moral? Here are a few thoughts that I penned down as I mulled over this…

This discussion reminds me of the popular statement that most behavioural trainers rely on, “different things work with different people. Pick what works for you and use that.” Not always true. There are always principles and laws in this world that when practiced the way they are professed, will definitely help an individual succeed. Problem is, we do not always follow them as professed, but do so as we like… coz of which the outcome is not the same as it is supposed to be.

The same is true in the case of forgiving also. We so easily say “forgive and move on – that is the way to success” that we do not ask the one important question – “how? How does forgiving and letting go of hatred help clear up the path to success? How should I work on forgiving such that it will clear that path?” Even in today’s age of techniques and concepts such as NLP’s modelling and Meta Mind Management, we do not ask the vital “”why?”

Many people also say – “I am not like the Mahatma. I will not show my other cheek if one is slapped. In today’s world I will do what it takes for me to go forward and those who purposefully come in my way with negative intentions towards me are wrong and I do not need to forgive them.”

Very true, you do not need to… In the article, potatoes are taken as an analogy for hatred. Let us think about this for a minute: it is true that potatoes over a period of time do get rotten! However, it is but human to usually carry these potatoes (feelings) with us for some time. What is important is what do we do with these potatoes for the time that we carry them (while they are not yet affecting us)? Do we achieve what we have to and then get rid of them before they become a problem for us? Or do we just let them be and let them rot and keep holding onto them until they become unbearable (in life this can be stress and frustration caused by our feelings).

Meta Mind Management in forgiveness happens when we accept the negative feelings that arise in us (instead of trying to be saintly – of course, assuming we encounter these once in a while as humans), and know what to do with them such that they help us towards our goals, and then discard them aside before they start to harm us…

Also see http://content.msn.co.in/MSNContribute/Story.aspx?PageID=2819edc7-9825-44f2-b677-862c22bf8eff

Revathi Turaga
International Meta Mind Management and Certified Edward de Bono trainer
http://www.revathionline.com

December 9, 2008 Posted by | RevathiOnline Learning | , , , , , , , , , | 3 Comments

Attitude of Positivity…

You always have a choice, even if it is only a choice of your attitude – Lucy MaDonald

The inner voice of the human mind… can make anything worse!!! It can take a small problem, muse over it for some time, and make it a bigger problem. It can tell what might go wrong, point all the dark possibilities, and imagine a very bad situation, thus taking a mild annoyance to a major disaster and convince itself that the imagined situation is the real situation. We then struggle to confront a problem that only exists in our mind.
à listen to your inner voice à change your inner dialogue à change your attitude à change your actions à change your outcomesJ 

The inner voice of the human mind… can make anything better!!! It can take a huge problem, acknowledge, understand, and assess it, then think and analyze possible solutions. It can look at the chances of overcoming the problem and of generating various alternate options, willing itself to accept the situation, and look beyond the horizon to believe that the situation is resolvable. We then calmly work through the problem towards our objectives.

There are aspects of our life that are beyond our control. When these create problems, i.e. situations that cause us trouble, our energy and peace of mind look for aspects within our control, to be able to stand up and counter the problems. One aspect that we do have within our control is our attitude of positivity!

Observe yourself in situations

Give yourself a serving of positivity every morning…

April 14, 2008 Posted by | RevathiOnline Learning | , , , | 3 Comments