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[Audiobook] Personal Development | Trust Building and Resilience Development
Ever wondered how to build unshakeable trust and resilience within your team? Join us for an insightful episode where we break down the essential techniques for creating a supportive and collaborative workplace. From setting clear expectations and accepting team input to delegating tasks effectively, we share actionable strategies that empower staff and enhance performance. Hear how managers Beth and Jamal at Pearson's Paper Company successfully apply these methods to foster trust and boost team morale.
Discover the secrets of powerful communication as we dive into both verbal and non-verbal tactics that prevent misunderstandings and build solid relationships. Speaking confidently with a natural tone and using clear, succinct language can make all the difference. We also emphasize the role of non-verbal cues like eye contact and posture, and the importance of honest feedback. Learn how to foster a gossip-free environment and manage commitments reliably to maintain a trustworthy team culture.
Navigating change and building resilience are key themes in our final chapters. We discuss how to stay motivated and adaptable during times of adversity, using practical examples from Bill's product development team. Explore strategies to keep the end goal in sight, maintain optimism, and connect with supportive colleagues. This episode is packed with valuable insights and practical advice to help you and your team thrive, no matter the challenges you face.
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Sign up for our self-paced courses or instructor-led workshops at www.ht-a.solutions
Trust Building and Resilience Development. Module 1. Getting Started. Welcome to the Trust Building and Resilience Development Workshop. Creating relationships that are built on trust and having the tools to be resilient are crucial in creating a workplace that is safe and a stable place for all to work. This course will introduce you to your company's responsibility with regard to promoting honesty, as well as how to deal with the inevitable changes that come along with building a stronger business. Module 2. Empower staff.
Speaker 1:When many think of gaining the trust of their employees and co-workers, they think it can simply be done by being trustworthy themselves. While this may be an effective way to gain trust, you must consider active methods of gaining trust, such as empowering others. Trust is not just something you say. It's something you do. Providing others with the tools they need in order to be successful shows them that you are willing to invest in them because you believe they have what it takes to be an asset in the workplace. Gain trust by giving trust.
Speaker 1:It is unfair to believe that your expectations are obvious to your employees. How can anyone meet your expectations if they don't know what they are? Not everyone thinks alike. What is routine to you may not be routine to others. Once you set your expectations, you must communicate them to the others. As you are writing your expectations, ensure they are Smart, specific, measurable, att, measurable, attainable, reasonable, timely. Here are some other important things to keep in mind when setting your expectations 1. Are they necessary? Only create expectations that are absolutely necessary. 2. Write them down. 3. Make them clear. If you don't understand your expectations, it's likely no one else will. 4. Discuss them with employees. Don't just hand employees a document to read. Sit down with them and explain your expectations. Give employees the opportunity to ask questions. 5. Gain employee agreement and commitment. 5. Gain employee agreement and commitment. No employee wants to be viewed as a number or as just another worker. Each wants to be considered a valuable contributing team member. What better way to do this than to seek the input of each member on various issues? There are some issues that will require an executive decision, but there will also be situations when it is appropriate to gather and assess the feedback of others before making a final decision. Use a formal means of obtaining input, such as a questionnaire, but an informal word-of-mouth method can prove to be equally effective.
Speaker 1:Once the ideas have been evaluated, action must be taken. This does not mean that every idea will be implemented, but employees must be given some indication that you are listening and on board with executing necessary changes. Any ideas that will not be used should be addressed and an explanation given as to why they were not used. Don't forget to give credit where it is due. If you want something done right, you have to do it yourself. While this may be true in some instances, it is not always the case.
Speaker 1:You do not want to develop a mindset that says you are the only one who can successfully perform a certain task. Putting that responsibility on yourself is not healthy for you or the employees around you. According to the Merriam-Webster Dictionary, to delegate is to assign responsibility or authority. Let's take a look at some of the advantages of delegating work to others. Builds trust between employer and employees, of delegating work to others. Builds trust between employer and employees. Strengthens communication between employer and employees. Allows others to showcase their skills. Allows others to develop their skills. Affords the manager time to work on higher-level tasks. Another part of building trust between yourself and employees is providing them with what they need to be successful. This includes whatever they need to do, their everyday jobs, as well as whatever they may need in order to successfully complete newly delegated tasks. It is healthy to allow employees to determine and seek resources for themselves to some degree, but in order to be efficient and productive you must provide them with the basic required resources. Some of these resources include human reasonable accommodations, office supplies, training.
Speaker 1:Beth and Jamal are two managers at Pearson's Paper Company. Pearson's is a relatively new company with the recent hire of 10 employees, five assigned to each manager. The two felt it was appropriate to have a meeting on what they feel is important to bring to their teams. Jamal starts the conversation by saying that the number one factor in making sure their teams are successful is building trust with each team member by empowering them. Beth agrees and begins to write a list of several ways in which this trust can be built. Beth's list looked like this 1. Set expectations. 2. Accept input. Jamal said the list is a great start then added delegate and supply resources. Beth states Jamal's additions are perfect. The pair then begin to develop a document that outlines the specifics of each step listed.
Speaker 1:Module 3. Transparent communication. Transparent communication is exactly what it sounds like communication that is open and honest. This is an essential aspect of any successful relationship. This module will discuss the idea that all communication with employees should be transparent in order to build trust.
Speaker 1:What is verbal communication? Simply using your words to express yourself? When speaking, most people hear what you say, but perhaps not your intention behind it. It's important to get it right the first time, otherwise you may have to do damage control. Speaking comes easily for some and not so easily for others. If you fall into the latter category, there are ways you can improve this. For example, practice what you are going to say before saying it. Granted, it's not reasonable to practice everything you say, but there are those times when what you say will have a major impact and you don't want to leave any room for misinterpretation. Keep employees in the loop of the status of the company or of any upcoming changes that may affect them directly. Make employees aware of important changes as they happen. Some people will be forgiving if you get it wrong the first time, but for others, this means starting from scratch in the trust building department.
Speaker 1:Here are some tips to help ensure your verbal communication is sending the right message. Speak with confidence. Use a natural tone. Speak clearly and succinctly. Make sure your body language isn't saying the opposite of your words. Be an active listener. For many, non-verbal communication can be difficult to master because you are not consciously aware of what you are saying. However, it is important for you to be mindful of your non-verbal communication and ensure it supports your intended message. Again, not doing so can give the impression that you are not being transparent or are an untrustworthy individual. Here are some non-verbal communication cues to consider Eye contact, handshake Posture, body movements, facial expressions, aspects of speech tone and speed, silence.
Speaker 1:When giving feedback, it may be tempting to say what you believe the other person wants to hear, but doing so is a disservice to that person and non-beneficial to you. The purpose of feedback is to highlight strengths and make the person aware of potential areas for improvement. No matter how great a job one is doing, there is always something that can be done better or more effectively. Don't rob that employee of an opportunity to grow. On the other hand, if all you focus on are areas for improvement, without commending the employee for what they are doing well, you are robbing them of a chance to shine. When giving feedback that requires change on the part of the employee, make sure you are specifically focusing on the behavior that needs to be changed, not something that can't be changed, such as the employee's personality. Also, be timely in your feedback and set clear expectations of change and gain the employee's commitment to do so.
Speaker 1:Gossip is not appropriate for the workplace, or any place for that matter. It is designed to tear down, not to build up, so why would you want that as a part of your company? Besides, if one person shares gossip with you, chances are they will be sharing gossip about you. Gossip is the opposite of transparent communication. It tells secrets to one party while keeping the other party in the dark. This typically means the whole truth isn't being exposed. Truth is what honesty is based on. Promoting an environment where gossip is not tolerated is promoting a workplace where trust thrives. Here are some suggestions for ridding your workplace of gossip. Institute a zero-tolerance policy Address. The gossiper Set a positive example.
Speaker 1:Brett and Mike are in the break room talking about how they feel working for the company. Brett said he loves his job and the benefits the company offers, but feels like employees aren't kept in the know regarding the state of the company. Judging by the body language of some of the managers, it seems that the company isn't doing so well, but since no one has said anything, he's not really sure. Mike agreed that something seems to be amiss, but he thinks it's best not to assume anything. He encouraged Brett to share his concerns with his manager so he can get peace of mind. Brett agreed and talked to his manager, beverly. She assured Brett that everything is fine and she believes in transparent communication, so if there was ever anything that the team needed to be aware of, she would be sure to share with them. Brett was relieved and thanked Mike for encouraging him to talk to Beverly.
Speaker 1:Module 4. Keep promises. Making a promise and not keeping it is the fastest way to lose the trust of your employees. Sometimes things are beyond our control and we cannot stay true to your word, but making a promise and not following through can have dire consequences on the relationships you are trying to build. Do I have the time to commit to this? Do I have other resources? These are questions you should ask yourself before making a promise.
Speaker 1:Sometimes it's easy to act in the moment and make a promise in order to make others happy, without considering whether or not it's even possible. Try not to act on impulse. Think logically. Here are some other questions to ask yourself. Why am I agreeing to do this? What outcome am I looking for? Is this too lofty of a promise. Is this absolutely necessary? Why, or why not? What would be the ramifications if I'm unable to keep this promise? You've weighed the pros and cons of this promise, decided to go through with it. Now you have to do it. The excitement of being the hero who said yes has worn off. Now the real work begins. It can be tiring. What do you do? Well, since you made the promise and you do not have a legitimate reason not to follow through, you must push through your lack of motivation and make it happen. Consider these tips in helping you stay motivated. Remember why you are doing this.
Speaker 1:Break down your task into smaller chunks. Only focus on positive thoughts. Don't procrastinate. Don't be easily distracted by other things. Visualize the outcome. To overcommit and under-deliver is worse than just saying no in the first place. Decide what you can handle and agree to only that. Don't sign on to be an overachiever, since this will likely cause you to appear to be the complete opposite. Saying you can do it all but ending up not following through will establish you as unreliable, unskilled, dishonest. Always err on the side of caution. Don't take on more than you can handle, keeping track of what you must get done and how to get it done is what will lead you to the positive outcome you are looking for. How can you keep track? Create a list of what needs to get done, break down the steps of how each task will get done. Determine the deadlines for each task. Get to work. Evaluate your progress. Determine whether any changes need to be made to the work you've done. If so, make them. Deliver the final product.
Speaker 1:Natalie is a member of the customer service department. She talked to her manager, betty, about the idea of creating a questionnaire for their customers to complete to get a feel for how satisfied they are with the company. Betty tells Natalie that is a great idea and gives her the go-ahead to create the questionnaire. In her excitement, natalie tells Betty that she can get the questionnaire done during her lunch break that day and have it ready for Betty's review. Betty suggests that Natalie take a week in order to research the types of questions that should be included. Natalie assures Betty that she can have it done that day. Natalie begins working on the questionnaire and becomes stumped regarding whether or not some of the questions she included will really give them the feedback the company is looking for. She regretfully has to ask Betty for an extension on the questionnaire deadline. Betty grants the extension and tells Natalie her enthusiasm for this project is great, but it is okay to think about all of the factors that go into completing the task and set a deadline according to that, rather than the excitement for completing it. Natalie agrees, then walks away feeling a bit deflated but has learned a good lesson for the next time.
Speaker 1:Module 5. Respect. Respecting others should go without saying, but unfortunately sometimes people forget that respect should be afforded to everyone, not just the ones you get along with. Let's take a look at some areas to keep in mind when thinking about respecting others. Everyone in the workplace makes up a body. What kind of body would it be if everyone was the head or arms? Even though not everyone holds the same position as you, all positions are important. It's simple treat others the way you want them to treat you. Here are some things you can do to ensure you are exhibiting respect for employees holding various positions. Encourage others to share their ideas. Listen to their ideas. Utilize others' ideas when appropriate. Don't insult or demean others. Give credit where it is due.
Speaker 1:An opinion is one of those things that everyone has. One is not more right than another. Opinions are typically based on experiences, not on fact. Keep this in mind when working with employees who have an opinion that differs from yours. Your aim should not be to change their opinion, although sometimes having a discussion about differing opinions can be beneficial. Nor should your aim be to discredit someone because of their opinion. Regardless of what someone thinks of a particular issue, they have a right to feel that way and should continue to be respected. In essence, don't take someone else's opinion personally. Don't let your emotions take control when it comes to someone else's opinion. If beneficial, encourage dialogue about your opinions.
Speaker 1:Time is a commodity that there never seems to be enough of Knowing that. You should value all employees' time, whether you want to meet with an individual employee or conduct training for a group. Consider the fact that they have other work to do, so use their time and yours wisely. Here are some ways to use time wisely If you can send an email rather than calling or having an in-person meeting, do so. If your co-worker is working on something that is time-sensitive or otherwise, should not be interrupted. Wait. If you continually promise deliverables by a certain deadline but do not deliver on time, change this. If you are not prepared for meetings, make that a priority before going into your next one. Set a time to start and end meetings. Stick to it. No matter how great a job a person may do, do not volunteer someone else without consulting them first.
Speaker 1:As previously mentioned, everyone serves a particular purpose in the workplace. As such, everyone brings with them a certain skill set. What may be a strength for one may be an area for improvement for another, and vice versa. Pointing out another's weakness is of no benefit. Instead, work to help your co-worker gain strength in their specified area of need. An organization is only as strong as its weakest link. Examples of areas that can be a strength for some and a weakness for others Communication, problem solving, work ethic, integrity, creativity. Work ethic, integrity, creativity, taking initiative, flexibility, accountability, being organized, leadership, decisiveness, goal-oriented.
Speaker 1:Stacey and Reba are having a conversation about respect in the workplace. Stacey said that's one thing about the sweet candy company that she loves. Everyone seems to respect everyone else, regardless of the job they do. Reba agreed that respect seems to be a strong focus of the company, but sometimes feels like her manager doesn't listen to her ideas about how they can build morale when they have to work a lot of overtime. Stacey said it's sad that Reba feels that way and encouraged her to talk to her manger one-on-one. Reba shared her concerns with her manager, fred. He assured Reba that was never his intention. He went further to say that she should always feel welcome to share her ideas and, if she ever feels like she is being dismissed, to call him on it. Reba thanked Fred for his time and told him she felt a lot better after talking to him. She shared the good news with Stacy, module 6.
Speaker 1:Develop Positive Relationships. As humans, we are not designed to be completely alone, whether at home or work. For your mental health and to build resiliency, it is important to develop positive, non-toxic relationships with others. When at work, do you ever feel like the world is sitting on your shoulders? There is no need to let this happen. Building and maintaining a support network will benefit you extensively. It will change your life for the better and make dealing with uncomfortable situations and accomplishing new tasks easier. When we think of a support network, it's usually family and friends that come to mind, but getting to know your colleagues and building a network at work can be just as beneficial. Before building a support network of your colleagues, you must get to know them as individuals. Here are some tips for getting to know them Use an icebreaker. Remember names. Find common interests. Spend time together outside of work. Find common interests. Spend time together outside of work.
Speaker 1:Establishing new relationships or strengthening old ones doesn't mean anything goes. You want these relationships to be positive for you and the other party. Part of having a positive relationship is having and managing boundaries. For some, talking about boundaries is addressing the elephant in the room, but you want to be honest and upfront about them so no one gets hurt. How can I set boundaries? Recognize your limits Clearly communicate your boundaries. Be aware of your feelings. Let your actions speak louder than your words. Address any breach of boundaries set.
Speaker 1:It goes without saying that in order to develop relationships, you have to collaborate at some point, whether it be working on a particular project together or working in the same department. Collaborating with others can be a valuable experience, but can also be stressful if you don't understand the concept of working with others. Each person is different and has a different personality. Learn how to work with different personality types. Some of these include extroverted and playful. These people require more attention and verbal approval than some other personalities. Assertive leaders this type of personality requires loyalty and recognition of achievements. Meticulous planners, meticulous people need the space to complete the tasks and their perfectionist habits require understanding Peacemakers peacemakers work to avoid and settle conflict. They require a calm work environment and appreciation for their efforts.
Speaker 1:Thanking others for their help is not hard to do. It doesn't have to be elaborate. A simple thank you goes further than you know. Whether you are thanking someone for volunteering to help with something that is not part of their required duties or thanking them for what they get paid to do, it is always appreciated and can build morale. While the words thank you are sufficient, it's understandable that sometimes you want to do a little more. Here are some ideas on things you can do Free lunch, opportunities of career advancement, peer recognition program. Give employee extra time off. Bonus, company branded merchandise Gift card, movie passes.
Speaker 1:Amelia has been with the company for three years. Although she has talked to a couple of her co-workers outside of work, she feels like a stranger each time she walks into the office. She decided to share this concern with Beth, a co-worker she knew before starting with the company. Beth recommended that Amelia get to know other co-workers so she can build deeper relationships. Amelia agreed that was a good idea but admitted getting to know others is not one of her strong suits. Beth suggested they have lunch together so she can share important aspects of developing relationships, such as collaborating with others. Amelia agreed. By the time lunch was over, amelia felt confident enough to begin talking to others right away.
Speaker 1:Module 7. Personality Types. It's important to understand personality types when working with others. Most people tend to believe that others think and act the way that they do, and if they don't, the person has a personality flaw. If you truly want to build the trust of your co-workers, then learn what it means to interact with one who is the leader, the analytical, the amiable and the expressive. Those with the leader personality thrive at taking charge, although they are skilled at delegating when necessary. They are always involved in seeing something through to the end and have the motivation to do what it takes to get there. Some of the common traits of the leader are confident, have high expectations, optimistic, not easily discouraged, accountable, full of integrity, passionate, ethical, charismatic, strong communicator, influential, reliable, cooperative, decisive, calm.
Speaker 1:Those with the analytical personality thrive at deep thinking in order to get to the bottom of things. They can sometimes be viewed as unfriendly, rigid and insensitive, but they aren't this way consciously. They are just focused on getting results. Some of the common traits of the analytical are Serious, set very high standards, organized, reserved and quiet, orderly, modest, problem solver, intelligent, prefer to work alone, rational and logical thinkers, formal, dependable, goal-oriented, task-oriented, introspective. Those with the amiable personality thrive at being easygoing. They don't want to offend people and want everybody to get along. They are patient and sympathetic to the needs of others. Some of the common traits of the amiable are trustworthy, relaxed, loyal, supportive, listener, agreeable, friendly, solicits feedback, rapport building, caring, respectful, cooperative, team player, people-oriented, soft-spoken. The expressive personality is one that includes high energy and the drive to brainstorm. An expressive person is enthusiastic about starting high energy and the drive to brainstorm. An expressive person is enthusiastic about starting new projects and focuses on the big picture. Some of the common traits of the expressive are engaging, socially adept, talkative, trusting, imaginative, persistent, creative, spontaneous, highly involved, works quickly, inspirational, relationship-oriented, persuasive, funny Peter, the new manager of the sales department, is holding a meeting with his team regarding a new pot and pan set.
Speaker 1:The company is offering. His excitement about the product carries over into his overall governing of the meeting. He begins spouting several techniques that his salespeople can use to get their customers interested in learning more about the set. John leans over to Paul and says this guy can't be serious. His excitement is too much. I don't believe what he's saying about the pots and pans is true. What makes him think the customers will believe it? Paul agrees that Peter is very excited, but says that's just his personality. He goes further to say that it's not fair to judge his sincerity based on how he expresses himself. John pauses for a minute, then tells Paul he's right and says he's just not used to such personalities.
Speaker 1:Module 8. Change Acceptance and Management. Accepting the fact that change has occurred and managing those changes can be difficult, but it must be done in order to grow. In this module, the idea that change is constant will be addressed, as will some techniques to demonstrate how change can be integrated into the business. There are changes that you initiate and those that naturally occur. Whether you are prepared or not, change is inevitable. Here are some tips to help you feel like you have some level of control when change is knocking at your door. Prepare in advance when you are aware of impending changes. Implement plans to accommodate those who will be affected. Be clear. Give complete explanations of the impending change and why it is beneficial, as well as access to any and all necessary resources. Address potential questions. Give adequate information regarding indirect consequences of any changes. Simplify implementation. Make the change as easy as possible by providing support and preparing everyone so that they can continue to focus on their jobs with as little distraction as possible.
Speaker 1:You see that your current method is not working, so you change it. It seems to work for a while, but then you see it is no longer effective. You begin to feel like you don't know what you are doing because another change is in order. What do you do? First, take a breath. Remember change is constant. You are not the problem, it's just that it's time for another change.
Speaker 1:Here are some ways to deal with the evolution of change. So discouragement does not set in. Work to maintain a positive mindset, learn new things, communicate with others, ask questions, step outside of yourself and help others. Help implement the change. Look at the big picture. You have made it to a point where you can take a breather. You don't have to change your current way of doing things. But that doesn't mean it's time for you to get comfortable. Reflect on the changes you have made and how they have affected the company's status. If the change and your practice of being resilient in the face of adversity have been effective. You should notice that you are more self-aware, more confident, more mindful, moment-by-moment awareness, more optimistic, more in touch with boundaries, more willing to learn, more empathetic, more communicative, more flexible. As stated before, change can be scary for anybody. With that in mind, it is important to slowly and steadily integrate change to avoid intimidation and, at the same time, ensure your goals are still being achieved.
Speaker 1:Step one promote the change before integrating. Step two Highlight the benefits of the change. Step 3. Train employees on the changes. Step 4. Integrate changes into the workday. Step 5. Get feedback on the integration. Step 6. Consider feedback and make additional changes if necessary. Step 7. Start over with Step 1.
Speaker 1:James and Kathleen are having lunch. They just finished working on a course designed to train employees on the integration of new technology. James states that he believes their training covers everything employees will need to know to get started using the technology. Kathleen agrees that the trainers did a great job, but she is concerned there may be glitches in the technology that they won't catch until employees begin using it. James says that is possible, but that is the nature of change. The kinks may not all be worked out the first go around and they'll have to make additional changes. Kathleen strives for perfection and is concerned that if things aren't perfect the first time around, they may lose credibility with the employees. James assures Kathleen that they have what it takes to implement any further changes if necessary, and that everything will work out. Kathleen feels at ease and says she is ready to conduct the training Module.
Speaker 1:9. Overcoming adversities Resilience development can improve our ability to overcome adversity at work. It improves our relationships, assists in conflict management and decreases the anxiety and stress related to our careers. Failure is one of the common adversities that we must overcome. How we handle our emotions after a failure is key to learning to turn a negative into a positive Failure, the state of lacking success. Failure is unavoidable. We have been trained to view failure in a negative light, but we must begin to realize that failure can offer us an opportunity for growth. Recognizing our failures, rather than ignoring, hiding or blaming others for them, will relieve stress and anxiety and improve our relationships. It will exhibit a level of honesty and diminish the appearance of the need for perfection, depicting us as more approachable. Failures open the door to improvements, both in ourselves and at work. What we learn from our fails is more important than the act itself. How can we learn from our mistakes? We can, first and most importantly, turn the negative failure into a more positive plan for the future.
Speaker 1:Here are some examples you make a careless mistake. You need to seek out more support or training. You do not receive the promotion. You may need to seek out a different career path. You raised your voice to a co-worker. You may need to reduce your workload and slow down. Taking the time to evaluate your changes and improvements will help you determine if they were effective. As an example, for the past three quarters, you have worked on several projects. During each quarter, there was one project you missed the deadline on, so you requested an extension. You've decided that missing deadlines is not acceptable and have created a plan so that this is no longer your norm. Here are some questions to ask yourself in order to determine whether or not your plan is effective 1. Have I managed my time well so that I didn't have to ask for any more extensions? 2. Is the quality of my project as good as it was when I had to ask for extensions?
Speaker 1:Learning from mistakes should not be just a one-time thing. If you have in fact learned something. It becomes a part of you, meaning that you will carry it forward with you. What are some steps to help you avoid the same pitfalls in the future? Give your complete attention to what you are working on. Take breaks to give your brain a chance to regroup. Don't get easily distracted. Keep track of your progress. Think ahead. Consult with your network.
Speaker 1:Gilbert missed the deadline at work. He is devastated. He really wanted to impress his boss by completing the task on time. He goes home and turns on the television. He finds a movie about a man who initially fails at his job but turns himself around to end up becoming a success. The next day Gilbert talks to his co-worker, hal, about the movie and how he wishes he was the guy in the movie. Hal explains to Gilbert that he too can turn a failure into a good thing. All he has to do is acknowledge his mistake and learn from it. Once Gilbert makes the decision to use the experience of not meeting his deadline and feeling so bad about it, he creates a strategy for staying on task and for meeting deadlines. Module 10. Stress Management how can you be mentally resilient if you are physically worn out? You can't. Good habits outside of the workplace will affect your ability to manage stress in the workplace, which will, in turn, help increase your resilience.
Speaker 1:Exercising you either love it or hate it. For those of you who hate it, exercise is the dreaded thing to be avoided at all costs. For the people who love it, it's a euphoric experience that makes you feel good and look good. Loving exercise can be learned Once you start. It has an addictive property it makes you feel physically and mentally better. It may take a while to get to this point, but if you commit to exercising, you will soon feel the benefits. Ways to stay motivated to exercise on a regular basis Change your perspective on exercise. Set a goal. Create a regular workout time. Set a goal. Create a regular workout time. Make it fun and include variety. Benefits of exercising Fitness, feeling of well-being, sleeping better, feeling alert, being relaxed, weight management, appearance.
Speaker 1:You can exercise as much as you want, but you truly will not be a healthy person without eating well. Eating well is what gives us energy throughout the day and keeps our minds and bodies functioning properly. How many calories you should consume each day is dependent on your sex, age and activity level. This can be determined by a doctor if needed. Whenever you can try to eat healthy. Make healthy food decisions and remember that the better you eat, the better you will feel. A healthy diet will include Protein, fish, meat, eggs, nuts and beans, fat Dairy products, nuts and oils, vitamins, vitamin A, b, c, d, e and K, minerals, calcium, potassium and iron. Water. It is important to set yourself up for success. Make it easy on yourself to follow a healthy diet. Ways to do this include Prepare your own meals. Make the right changes. Simplify your meals. Read product labels. Drink lots of water. Focus on how you feel after eating certain foods.
Speaker 1:Sleep is the thing we all wish we had more of. Sleep is so incredibly important to our health. Getting proper sleep keeps us mentally aware and physically healthy. As an adult, 7-9 hours is considered the ideal amount of sleep. This may seem impossible to some, but if you put in the effort, you can accomplish this. Sleep provides the body with so many benefits. It is not something that should be skimped on. Consequences of not enough sleep Memory problems, depression, weakened immune system. Memory problems, depression, weakened immune system, increase in perception of pain, increased risk of chronic diseases. Habits to improve your sleep health Be consistent going to bed the same time each night. Be consistent, eating at the same time each morning. Keep the bedroom quiet and dark. Avoid large meals and caffeine before going to bed.
Speaker 1:Exercise An important aspect of taking your health into your own hands is working at your own pace. You never want to jump right in and overwork yourself. It will only cause you to become exhausted and discouraged. Working too slow, on the other hand, can leave you with minimal results. It is important to find a pace that fits your body and your needs. Through trial and error you will discover the correct pace for you. Once you find that pace, increase it gradually. No need to go from 0 to 100, but once your body becomes content with a routine, it is time to move forward.
Speaker 1:Andy and Casey work together and hold the same position. The job is not too overwhelming and both of them have been doing it for years. Andy has been complaining to Casey about being tired and having no energy lately. Andy said he knew it was not from the job because nothing has changed there. Casey asked Andy about exercise. She wanted to know if he exercises regularly and eats healthy. Andy mentioned that he has not exercised in a long time and his diet has not been so good lately. She reminded Andy that bad exercise and diet routines can lead to tiredness and lack of energy. She suggested that Andy take daily vitamins, overhaul his diet to include minerals, protein and more water, and begin exercising at least 15 minutes daily. Andy took her up on her suggestion and within a few weeks Andi looked better, felt better and had a better mental state.
Speaker 1:Module 11. Stay motivated. There will be times when you're faced with challenges and reaching your goals may be taking longer than expected, but you cannot give up. Find ways to motivate yourself. Remember what Vince Lombardi said Winners never quit and quitters never win. When you begin to feel like you have nothing left to give, think back to the goal you set to accomplish. There is a beginning and an end. It would be a shame to think you invested many resources to reach your goal but stop halfway. Refer back to previous tips on staying motivated. Remember why you are doing this. Break down your task into smaller chunks. Only focus on positive thoughts. Don't procrastinate. Don't be easily distracted by other things. Visualize the outcome.
Speaker 1:Possessing the quality of optimism is the ability to find the bright side of every situation. This is an admirable position that not all naturally have but can achieve. The secret to exhibiting this characteristic is to understand that there are no issues that cannot have a positive spin. Not only is this beneficial for an individual's personal life, but optimism can be a competitive advantage in the business world. Like every other entity, businesses suffer losses and setbacks, but the trick to maintaining the stability of a company is leadership that knows how to look past the current problem to a nearby resolution. Optimistic employees tend to be more productive in terms of the quality and productivity of their work, which financially benefits the company and creates personal growth for the employee.
Speaker 1:Having a small circle of like-minded people, which can consist of colleagues, mentors etc. Is great for bouncing ideas around. Sometimes you feel like you've gone as far as you can go with a particular thought, but your circle can prove the adage two heads are better than one. In addition, your inner circle will keep you motivated and accountable for what you're aiming to accomplish. Here are some ideas for maintaining your relationship with your inner circle Communicate regularly, regularly connect with the members Call, text, email or use social networking. Make an effort to communicate Individual attention. Let each member know that they are valued. Limit your network. Remember your inner circle consists of a small group. It is not possible to give thousands of people. Individual attention. Limit the size of your network so that you will be able to maintain relationships with everyone.
Speaker 1:Rewarding yourself is a nice motivational tool, a way of patting yourself on the back when the job is complete. What is considered a reward varies from individual to individual, but let's take a look at some common rewards that tend to be popular choices. Take time off to relax at home. Go on a trip, take a long bath, go on a hike, read a fun book, look at yourself in the mirror and give praise, do a puzzle, take yourself out to dinner. Buy yourself a small gift, get a massage.
Speaker 1:Bill, who is head of the product development team, is working on a new product that the company would like to roll out next year. He and his team have been working long shifts to get the work done, but are beginning to get tired because it seems like every time they take a step forward, they take two back Just when they think they've worked out the glitches. Something new needs to be fixed. Phil, who is part of the team, sits down with Bill to share his concern that he feels like he is losing motivation, and has noticed the same for several other team members. Bill calls a meeting with the team and lets them know he understands their frustrations, then gives them three tips for gaining back their motivation. One Keep the end goal in mind. Two Be optimistic. And three Connect with like-minded people. He goes into depth about what each of these means, then ends the meeting with the announcement that he would like to reward everyone for a job well done. After the meeting, phil goes to Bill's office and thanks him for listening to their worries and working hard to help them get through this rough patch.
Speaker 1:Module 12. Wrapping Up. Although this workshop is coming to a close, we hope that your journey to improve your understanding of trust building and resilience development in the workplace is just beginning. We wish you the best of luck on the rest of your travels. Words from the wise Trust starts with trustworthy leadership. It must be built into the corporate culture. Barbara Brooks Kimmel it is not fair to ask of others what you are not willing to do yourself. Eleanor Roosevelt Trust is the lubrication that makes it possible for organizations to work. Warren Bennis Fall seven times, stand up eight. Japanese proverb the difference between a strong man and a weak one is that the former does not give up after a defeat. Woodrow Wilson.
