Overcoming limited beliefs to operate within the solution rather than manage the problem for achieve sustainable success or peak performance in business and personal lifestyle.
The Impact of Authentic Leadership for Sustainable SuccessChristopher Salem
Learn how transparent or authentic leadership leads to empowering others to leverage their strengths and play at a bigger level. Businesses see increase in production, efficiency, employee engagement, and revenue
How can you increase trust levels? What are some tips to do that? What does trust look like in healthy teams and organizations? Since trust is the foundation of success, knowing how to answer these questions is crucial. Find these answers and more!
The word credibility has several meanings. Alternatively, it means capability of being believed, to command belief or to truthfulness or correctness of what one says.
The Impact of Authentic Leadership for Sustainable SuccessChristopher Salem
Learn how transparent or authentic leadership leads to empowering others to leverage their strengths and play at a bigger level. Businesses see increase in production, efficiency, employee engagement, and revenue
How can you increase trust levels? What are some tips to do that? What does trust look like in healthy teams and organizations? Since trust is the foundation of success, knowing how to answer these questions is crucial. Find these answers and more!
The word credibility has several meanings. Alternatively, it means capability of being believed, to command belief or to truthfulness or correctness of what one says.
What type of Digital Marketing Manager are You? No one knows what shaped our personality or why we think, speak and behave in a certain way. It forms our world, the way we respond to the world around us and with the people we love, avoid and work with. Our personality determines the preference of our digital marketing strategies and also determines the kind of content creation for our social media engagement. This master class highlights the key personality differences and how it affects our strategy and focus on the prospect and consumers.
What type of Digital Marketing Manager are You? No one knows what shaped our personality or why we think, speak and behave in a certain way. It forms our world, the way we respond to the world around us and with the people we love, avoid and work with. Our personality determines the preference of our digital marketing strategies and also determines the kind of content creation for our social media engagement. This master class highlights the key personality differences and how it affects our strategy and focus on the prospect and consumers.
What type of Digital Marketing Manager are You? No one knows what shaped our personality or why we think, speak and behave in a certain way. It forms our world, the way we respond to the world around us and with the people we love, avoid and work with. Our personality determines the preference of our digital marketing strategies and also determines the kind of content creation for our social media engagement. This master class highlights the key personality differences and how it affects our strategy and focus on the prospect and consumers.
What type of Digital Marketing Manager are You? No one knows what shaped our personality or why we think, speak and behave in a certain way. It forms our world, the way we respond to the world around us and with the people we love, avoid and work with. Our personality determines the preference of our digital marketing strategies and also determines the kind of content creation for our social media engagement. This master class highlights the key personality differences and how it affects our strategy and focus on the prospect and consumers.
What type of Digital Marketing Manager are You? No one knows what shaped our personality or why we think, speak and behave in a certain way. It forms our world, the way we respond to the world around us and with the people we love, avoid and work with. Our personality determines the preference of our digital marketing strategies and also determines the kind of content creation for our social media engagement. This master class highlights the key personality differences and how it affects our strategy and focus on the prospect and consumers.
What type of Digital Marketing Manager are You? No one knows what shaped our personality or why we think, speak and behave in a certain way. It forms our world, the way we respond to the world around us and with the people we love, avoid and work with. Our personality determines the preference of our digital marketing strategies and also determines the kind of content creation for our social media engagement. This master class highlights the key personality differences and how it affects our strategy and focus on the prospect and consumers.
Breaking Bad at Work...Managing People with Love and LogicDon Johnson
Trends and research all tell us to start managing people smarter. Times have changed tremendously from the industrial age. Make sure your organization and leaders stay transparent and build trust for the best return from your #1 asset.
Managing People with Love and Logic. Using Trust and transparency to engage a workforce. How to motivate using love and logic. How to develop an organization to be more productive with a workforce that has higher morale and trust in leadership.
In challenging times, resilience is especially critical. Explore how increasing self-awareness can help individuals foster the resilience they need to overcome personal, professional, and global challenges.
HR has historically demanded a seat at the executive table where strategic business decisions are made. Getting the seat and actively playing a strategic role in the success of the business are both challenges in their own right. As a former CHRO, Tim reveals what the role is really about and what it was like to be in the boardroom. Tim will share insights into the business skills a CHRO should have and the challenges HR must face and find flexible solutions for once it reaches the top of the leadership hierarchy.
Tim Savage, Former Chief Human Resource Officer, Jumeirah Group
Developing Leaders at all levels through Purpose driven coachingJoseph Abraham
Organizations often state that they want to strengthen their leadership pipeline, yet research shows that corporate leadership capabilities are dropping. These days, every organization is competing with everyone, from everywhere for everything - a new global reality! Researchers at Boston Consulting Group have identified the need to build leaders at all levels in an organization as one of the main challenges to be successful in the modern 'flat' world. To be successful in the turbulent decade that lies ahead leaders – and all the people they lead – need to learn to deal with complexity, uncertainty and constant change
In today’s work and organizational context one of the key qualities that helps leaders succeed and develop more leaders is the ability to coach, this workshop aims to help understand the essence of coaching and the effective tools one can practically employ at workplace both with individuals and teams that can make your coaching interventions more meaningful and powerful.
Your people have an innate desire to succeed and perform to their best and sometimes with the mind blocks and blind-spots they feel they’ve come to cross-roads or stumbled upon a huge roadblock and as a leader and you too want to see them thrive, succeed and grow, now with coaching you can help them accomplish their goals as Coaching is all about the person at the other end of the conversation, making this conversation powerful, engaging, lively, trust-driven and worthwhile is the key, and that’s what we’ll discover through this presentation.
Presentation at SoftShake Conference 2016. Why we don't learn enough? What are the right people and right environment for learning? Which processes must be in place to facilitate learning?
The motivational predispositions we possess inform the way we experience the world – and they are with us through good times and bad. Developing a deeper awareness of our motivational drivers can help us with the essential and difficult work of self-regulation: making conscious choices to manage our emotional impulses and respond more objectively (and productively) to life’s challenges.
In this webinar, we explore:
The fundamentals of motivation: recognizing our drivers, as well as their complexities and contradictions
How motivation can manifest in our lives - in ways that may help us or challenge us
The cycles of reaction: identifying what our sensitivities are, how we react, and what we can do to mitigate their impact
Now you're asking for it! A Culture of Continuous FeedbackJason Schreuder
Agile has feedback loops on the products we build, and on the process we use to do it, but people feedback is really hard! Studies have shown that people have a negative physiological reaction to just the thought of having to give or receive feedback. But are we conditioned to be terrible at feedback from our experiences in traditional work environments, with all of their power dynamics and political undercurrents? In this talk, we will explore the science behind giving and receiving feedback, and how you can create a culture where everyone actually asks for feedback, continually, and celebrates it as a cultural norm. Even the best agilists struggle working with teams on safety, trust, and feedback. This is a crucial leadership skill, and leaders at all levels should be well versed in this topic.
Learning Outcomes:
Interpret the science behind giving and receiving feedback
Compare various elements of effective feedback
Discuss models of kind, human-centered feedback that you can use in your teams
Create more SWIFT Success with new go GO Mindset Mastery process & real Meaningful goals that create TRUE Success with Tony Dovale successactivators.com/free-book/
Entrepreneurs need a new mindset to create value and meaning as they master thier crafts and talents with PMR protocol to Rewire, re-energise and rejuvenate your brain and mindset. see more info at www.lifemasters.co.za and business Keynote speakers at www.tonydovalespeaks.com
The High EQ Leader: How Emotional Intelligence Can Impact Your OrganizationBizLibrary
A few years ago, feeling and showing emotions could be signs of a weak leader. But in recent years, and especially in the wake of a worldwide crisis, being able to connect to one’s emotions and the emotions of others is one of the greatest predictors of success for leaders and their organizations. Leaders who continually develop their emotional intelligence (EQ) are able to better navigate themselves and their teams through challenging situations like having difficult conversations, layoffs, low employee engagement, high turnover, and more.
Join us for this complimentary webinar, and we’ll help you get started with a development plan for your leaders, managers, and key employees to help improve EQ across your organization, proving that understanding emotions is the key to long-term leadership and organizational growth.
During this interactive webinar, you’ll learn:
How to identify the four facets of emotional intelligence in leaders
Strategies to improve leaders’ self-awareness, in turn improving their teams’ engagement and productivity
How to create an EQ development plan for your entire organization
Similar to Master your Inner Champion for Peak Performance (20)
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
2. 1. What is your Inner Champion?
2. Understand it’s core functions and duties
3. What holds us back from sustainable success?
4. What is mindfulness and the core steps to limitless beliefs?
5. How implementing your purpose will lead to sustainable
success?
6. The 8 Pillars of Wellness that keep success sustainable
Objectives
2017 ChristopherSalem.com
26. Limiting beliefs: Limitless beliefs:
Prospecting
sucks
Inner Champion:
I love people
I love prospecting
I welcome rejection
I can learn anything
How does this belief
help you grow?
What’s the cost of
believing this?
Is there a better way?
Source: Mindset Sciences, Inc
27. Inner Champion: Adopt limitless beliefs
Change your
heroes
and change the
direction of
your life
29. Analyze the
Performance
What?
How?
Why?
When?
Where?
Who?
Identify the
Feelings
Examine the
Behavior
Identify the
False Belief
Glad
Sad
Mad
Disappointed
Worried
Anxious
Assertive
Passive
Aggressive
Withdrawing
Defensive
Hesitant
I have to be strong
I can’t do anything
Force gets respect
Nobody cares
I have to pretend
Uncertainty is wrong
Belief Transformation Process:
Source: Mindset Sciences, Inc
30. Discuss with a partner
What beliefs
will get you to
higher levels of
business success?
31. I believe that I am responsible
for my own happiness
I believe that I am responsible for designing,
shaping and leading the life I want
I believe that I am unique, special,
lovable and capable of achieving great things in life
I believe in the necessity of adversity
since it is the diamond dust that
nature uses to polish its jewels
Core Beliefs about Myself:
I believe that I can change the way I feel by
changing the way I think
32. I believe that my work adds great
value to others while it adds great value for me
I believe in my capacity to improve and
performing better every day
Core Beliefs about my Work:
I believe that I can create the energy to do whatever
it takes for as long as it takes to reach my goals
I believe that greatness is in all of us
and my role is to get the best out of me
and get the best out of the people I work with
33. Core Beliefs about Money:
I believe that money is a way to measure
and keeping score of how well you play the game
I believe that everything I need to create
financial freedom is already inside
of me and ready to be fully developed
I believe that without money it is hard to survive
and even harder to develop as a human being
The money I earn is a reflection of the
value I create for others
34. Core Beliefs about Relationships:
I believe in my capacity for creating healthy,
loving and meaningful relationships with
loving, supportive and amazing people
I believe that great partners empower each other
and they express themselves fully, frankly and freely
- without judgement or ridicule
I believe that great relationships are like
long conversations that seem too short
I believe that the best way to develop and
deepen relationships is through
trust, respect and vulnerability
37. Blind
spot
Life-Business Strategy Process
Source: Master Your Inner Critic
What is your most
important life and
business goal or
dream?
Why are these
goals or dream
important to you?
When do you
desire to fulfill
these goals or
dream?
How will you go
about achieving
these goals or
dream?
1.
2.
Part 2: The Inner CEO. Our goal here is to take a closer look at your Inner CEO. You want to be able to activate your Inner CEO at will. This is an important step since most people’s mindset operated in automatic mode. Second, you want to understand the core functions and the duties of the inner CEO. Third, we’ll discuss how your beliefs drive behavior and # 4 how to change them to get to higher levels of performance
Part 2: The Inner CEO. Our goal here is to take a closer look at your Inner CEO. You want to be able to activate your Inner CEO at will. This is an important step since most people’s mindset operated in automatic mode. Second, you want to understand the core functions and the duties of the inner CEO. Third, we’ll discuss how your beliefs drive behavior and # 4 how to change them to get to higher levels of performance
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
Your behavior is what other people see. What’s below the surface is what shapes your behavior and what your inner CEO can control. You can master your self-talk and you can “talk back” and edit your thoughts. You can regulate your emotions to enhance your performance. You will learn how in the next segment.
You can also change your old and unhelpful beliefs and replace them with more useful and more successful beliefs. As you improve your beliefs, you results will improve.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
Here is an example. Let’s say you grew up with a disapproving parent. As a child you don’t have many coping strategies. Chances are that you begin to believe that you are not worthy. As an adult your belief system translates into behaviors like people pleasing, or procrastination, or being overly sensitive of what other people think. The big question is: how can you change?
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
Peak performing athletes and business leaders realize that they are not human doings, they human beings. It is the role of the Inner CEO to be able to shift from doing to being.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
The arrow points to your prefrontal cortex, that’s where the executive function of the brain is located. We call it the Inner CEO. It is responsible for creating and managing our Mindset.
People like LeBron James, Gabrielle Bernstein, Tony Robbins, Russ Simmons, Richard Gere, Deepak Chopra, Oprah, Marc Cuban all practice mindfulness and meditation.
You need to ask yourself the question: Is your mind full, or is it mindful? Be mindful of your body, your thoughts, feelings, behaviors and beliefs. Understand the relationship between these factors.
Not every belief you’ve developed serves you as an adult. Self-limiting beliefs are hard to identify, they are blind spots, something you can’t see easily, but others can. The Inner CEO’s role is to identify and remove self-limiting beliefs.
You can transform false beliefs by exposing the hidden “lie” that’s embedded in your belief. You can help people transform their limiting beliefs into liberating beliefs
If you are a sales manager, or a sales coach you can help a salesperson translate a limiting belief into a liberating belief. Here are some examples of liberating beliefs: I love people, I love prospecting, I welcome rejection, I can learn anything. Challenge the salesperson’s belief system with focused questions: How does this belief help you grow? Is there a better way?
Many times it takes exposure to successful people that have created more effective belief systems to create the desire for adopting liberating beliefs. Remember the story of Bob Carr, the founder of Heartland Payment System, after his father disappeared from his life, he studied the lives of U.S. Presidents. He learned from their stories, behaviors and beliefs and he became a Billionaire,
Workbook exercise. Self-reflection. Go to page 43 in your workbook and describe how you would improve some of the common beliefs that salespeople need to change. How would you challenge these beliefs and improve them.
If you are a coach, trainer or sales manager, here is a quick guide for helping salespeople transform their beliefs. Level one is about analyzing the situation logically. Level two is about identifying the salesperson’s feeling about the situation. Level three is about examining the salesperson’s behavior. Was he or she too passive, or too aggressive?
The fourth level is to identify the false belief that needs changing.
Discuss some of the beliefs you’ve learned from successful people with a partner. What beliefs are helping you reach greater success in sales? Allow 3 minutes and ask the audience to share their feedback. Explain how we all learn from each other.
Read some of the beliefs on this slide. Share this insight: Beliefs define you. What you believe is your reality. The only limitations you have are the limits of what you believe. If you believe in your success, you will see opportunities, if you believe in failure, you will only see obstacles.
What’s important is to align your work with your core beliefs and with what gives your life meaning. Here are a few quick ideas to get you started with your work manifesto
Read some of these beliefs and encourage the audience to add some of these thoughts to their workbook.
Read some of these beliefs and encourage the audience to add some of these thoughts to their workbook.
Not every belief you’ve developed serves you as an adult. Self-limiting beliefs are hard to identify, they are blind spots, something you can’t see easily, but others can. The Inner CEO’s role is to identify and remove self-limiting beliefs.
Not every belief you’ve developed serves you as an adult. Self-limiting beliefs are hard to identify, they are blind spots, something you can’t see easily, but others can. The Inner CEO’s role is to identify and remove self-limiting beliefs.
Not every belief you’ve developed serves you as an adult. Self-limiting beliefs are hard to identify, they are blind spots, something you can’t see easily, but others can. The Inner CEO’s role is to identify and remove self-limiting beliefs.
Not every belief you’ve developed serves you as an adult. Self-limiting beliefs are hard to identify, they are blind spots, something you can’t see easily, but others can. The Inner CEO’s role is to identify and remove self-limiting beliefs.
Not every belief you’ve developed serves you as an adult. Self-limiting beliefs are hard to identify, they are blind spots, something you can’t see easily, but others can. The Inner CEO’s role is to identify and remove self-limiting beliefs.
Not every belief you’ve developed serves you as an adult. Self-limiting beliefs are hard to identify, they are blind spots, something you can’t see easily, but others can. The Inner CEO’s role is to identify and remove self-limiting beliefs.
Not every belief you’ve developed serves you as an adult. Self-limiting beliefs are hard to identify, they are blind spots, something you can’t see easily, but others can. The Inner CEO’s role is to identify and remove self-limiting beliefs.
Not every belief you’ve developed serves you as an adult. Self-limiting beliefs are hard to identify, they are blind spots, something you can’t see easily, but others can. The Inner CEO’s role is to identify and remove self-limiting beliefs.
Not every belief you’ve developed serves you as an adult. Self-limiting beliefs are hard to identify, they are blind spots, something you can’t see easily, but others can. The Inner CEO’s role is to identify and remove self-limiting beliefs.
Not every belief you’ve developed serves you as an adult. Self-limiting beliefs are hard to identify, they are blind spots, something you can’t see easily, but others can. The Inner CEO’s role is to identify and remove self-limiting beliefs.
Not every belief you’ve developed serves you as an adult. Self-limiting beliefs are hard to identify, they are blind spots, something you can’t see easily, but others can. The Inner CEO’s role is to identify and remove self-limiting beliefs.