How To Solve Personnel Problems

How to Come into Alignment with Your Big Dream for your Life

Have you ever had a big dream that you were really excited about, but you ended up abandoning it because you could not figure out HOW to make it happen? Back in the day, this happen to me all the time. I would end up totally frustrated and stressed out and then decide that I really did not want it anyway (which was a bunch of crap).

Then I learned a new way of approaching things that totally shifted everything for me.I learned how to come into alignment with the energy of my dream before I take action. You do this by feeling good first, then taking action from that good feeling place.

Now you may be asking:How could that possibly work?
It is simple really.

Being in alignment literally means: to line up with. When you are in alignment with something the way is open and your path becomes clear, and as a result, the details aroundhow to bring it into being become clear. I imagine that this big dream of yours feels really good to you. In order to be in alignment with your dream, you need to feel good too.

As you come into alignment with your dream you begin to get all kinds of inspired action ideas. Suddenly you know exactly what to do. Perhaps you are inspired to email someone, or take a walk where you run into just the right person, or you suddenly see an ad for just what you need.

Think about it for a minute. On days that you are feeling good and in the flow, don’t things seem to easily unfold for you?
Those days that you are feeling bad and cranky, nothing seems to be going your way.

When you are feeling good, you are in alignment. When you are feeling bad, you aren’t.
Get in alignment and your path becomes clear!

If you are interested in learning how I can help you step into your big dream, check out my website at http://www.DefytheBox.com
 How To Solve Personnel Problems20695How To Solve Personnel ProblemsEvery company has their personnel problems, and I have found a pattern behind these issues and an easy and effective way to shift employees from beingproblems to become employees with whom it is a delight to work. It is not necessary towrite off problem employees when solutions are available.

The process of taking an employee who challenges the company or leadership of the company and creating an employee who becomes a dedicated and committed team member doesn’t involve re-training of tasks or job, or threatening the employee, or doing a write-up and counseling session of employee behavior. Unfortunately, the practice I see most frequently is to bring the employee in, talk to them about what they are doing wrong and what isn’t working, and sometimes, to scare or threaten them with further action, or instill in them the fear of losing their job. This just makes matters worse.

What happens is the person already feels poorly about themselves, the company, their employer or manager, and promptly begins to have even more negative feelings about work and usually doesn’t even want to show up for work. The process results in negative energy and emotions and takes the employee to a lower level of morale, performance, and productivity, which in turn, can adversely affect the morale and productivity of everybody who has to work with them.

However, when you start asking new questions of employees and teaching employees a process of asking new questions of themselves, they begin to feel more positive energy. They think better of themselves, the company, their leaders, and co-workers. When the energy shifts, the employee feels happier and is in a more positive frame of mind to do their work and be a viable team member.

Here are some tips:

  • Ask the questionWhat is working? orWhat is going RIGHT? frequently, and teach employees to use this question as their own self-talk.
  • Give employees and leaders new questions to ask to get new answers. If we ask ourselves the same questions, we get the same answers. We need to broaden the questions to let in more creative ideas and solutions. We want to stop asking what is going wrong and stop asking questions that make us feel bad and deplete our energy.
  • Co-creation. When something is a problem and isn’t quite right yet, we want to speak with employees to co-create new ideas and solutions. We want employees to be part of the process by finding out what ideas, resources, or solutions THEY have to make things right.
  • BELIEVE. We have to believe employees want and can do a great job. When something isn’t going right, we have to figure out, along with them, what isn’t quite right YET, but we fully need to expect it will be.
  • ACT as IF. We must act as if the employee IS successful and treat them with respect and dignity and give them our full confidence, even when their performance may be under par. Doing so will enhance their self-esteem, and their belief and trust in us. When somebody has such great faith in you and openly respects and encourages you, it makes you want to try harder and not let them down.

    • Making these 5 shifts creates employees who have more positive energy and enthusiasm and changes the culture of a company to that of belief, potential, and a what IS frame of mind. It is a matter of building people up instead of knocking them down.

    Terri Levine, Ph.D., CEO of the Coach Institute, Professional Business Coach and keynote speaker is also the author of over a dozen books on Business Success, Marketing, Selling and Coaching, mentor to some of the world’s most successful business owners and sales professionals, featured in over 50 International News Publications, advisor to General Electric, and seen regularly on television shows around the world. She can be contacted via the web site http://www.TerriLevine.com or by telephone: 215-699-4949.