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Researches show that the lion share of success comes from soft skills than technical. Sadly, many professionals over depend on their technical skills. And thus, neglect to develop their soft skills proactively and in turn pay dire prices individually and cause havoc in their organizations. Common complaints such as high turnover, conflict, lack of synergy, and low levels of productivity in many of today’s organizations come down to lack of certain soft skills.
This book is based on the story of a successful professional , Dan Murphy who works for a multinational research organization- Global Health Research (GHR). Dan was promoted to lead a multimillion dollar project because of his superb technical skills as a researcher. Unfortunately, due to lack of certain soft skills, problems started to prop up. He couldn’t get along with his peers, and lead his team members.
After several attempt to help, verbal warnings, and then a written one for his file, his immediate boss- Susan Jeffrey, decided to remove him from leading the project. However, since Dan was one of the superstar researchers at GHR, this caused havoc and forced the CEO- Paul Gray, to intervene. Finally, Paul negotiated a deal, which required Dan to attend a three-part Soft Skills Development program, and to work with a mentor in order to continue lead the project.
The book narrates how the problem began, the negotiations, and the main discussion points from the mentoring sessions. The first part of the book covers the discussions among Dan, Susan, and Paul. Introductions of the remaining three parts (Mastering Self, Getting Along, and Leading Others) narrate the discussions between the trainer and attendees of the program. The 12 chapters narrate Dan’s one-on-one mentoring sessions with his mentor- Rafael Arthur.
The main discussion points of each mentoring session include:
- Four key lessons he learned;
- Some of the assessments, processes, models, and/or tools he found helpful; and
- Immediate actions he plans to take as a result of attending that particular workshop.
The story of GHR and its staff in this book is fictional but realistic. GHR and its employees serve as an illustration of common challenges many companies around the world may face because of lack of certain soft skills. As a former researcher and workshop facilitator for scientific and research organizations, the examples are based on my experiences though the identifying details have been changed.
The program Dan attended is composed of 12 interactive workshops necessary to master self, get along with, and lead others. These 12 soft skills are industry and culture neutral. In whichever industry and country you may belong, they empower you to achieve extraordinary success in your personal life, career, and business.
Speaking of extraordinary success, by default, we all strive to succeed. It’s within our DNA. By hook or by crook, every one of us goes the extra mile to succeed- to achieve more, and go to the next level. We all, individually and collectively, have a desire to succeed.
Of course, success is subjective. It’s in the eye of the beholder. What you consider success may not be recognized as success by someone else, and vice versa.
To achieve the success that you’re pursuing, you need personal mastery; you need to get along with, and lead others successfully. And, this book contains great insights, tools, and processes that empower you to develop the 12 soft skills that make or break your success in life, career, and/or business.
1. The print and kindle version of the book will soon be available. Stay tuned.
2. Below are some of the follow-up services Success Pathways will soon start to provide based on the theme of the book:
- Book signings
- Individual workshops
- Individual and group coaching
- Soft Skill Development program
If you may have any question or need additional information, let’s know. If you’re also interested to get one or more of these services, don’t hesitate to reach out:
Email: email@example.com and/or firstname.lastname@example.org
Sense of humor is one of the tools we need as leaders. It helps us to become approachable and a leader easy to work with. As leaders, we need our people to give us tough and constructive criticisms. We need them to take chances and willing to fail. We need them to feel safe to suggest ideas that may seem silly. Sometimes, the solutions that we need desperately may come from those ideas people discount as silly.
If we’re unapproachable, it becomes very hard for other people to work with us. If we’re too formal and too rigid all the time, it makes getting along with others a little tougher. It’s also unlikely to get serious feedbacks from others. Our people won’t be willing to take risk. They may not venture to speak their mind.
So far, some leaders resisted this recommendation. They came up with so many reasons why they cannot and/or won’t use humor in the workplace. Some of the justifications make sense. Nonetheless, one of the most frequent reasons that haven’t convinced me yet is: “We all aren’t gifted comedians”.
Yes, we all can’t make jokes every other minute like Trevor Noah and David Letterman et al. Yes, we all aren’t comedians. I myself struggle in this area. But, I learned to make jokes on my stumbling and myself.
By the way, you don’t need to make jokes on a minute-by-minute basis to become approachable and playful. There’re many opportunities around you, here and there, which you could tap into and become playful once in awhile.
Warning! If you aren’t a gifted comedian don’t make jokes, especially in the expense of others. The safest approach is, I found out that, making jokes on yourself and your stumbling, and so on.
Try it! You may find it helpful. However, note that if using humor and becoming playful isn’t appropriate and right fit to your organizational culture and the situation you find yourself, be creative to come up with other methods, using humor is just one of the approaches you may consider. Good luck!
Success Pathways, LLC (www.successpws.com) provides interactive and dynamic soft skill and leadership workshops for diverse clients using latest adult learning methods.
Realizing for the first time the importance of energy management was a breakthrough for me.
I still remember where I heard about it the first time.
Before that revelation, I had been trying my best to manage my time, which- as we all know, is limited.
We all have equal time regardless of who we are. Whether we are rich or poor, educated or unlearned, tall or short, popular or obscure, time treats all of us equally. We all have 24 hours per day. That is why C. S. Lewis noted, “The future is something which everyone reaches at the rate of 60 minutes an hour, whatever he does, whoever he is.”
On the other hand, I came to realize that, unlike time, our daily energy is not fixed. We can generate, and manage our daily energy ‘indefinitely’. Accordingly, I immediately identified key sources of energy, came up with a simple and straight forward plan to:
- Balance and renew my energy,
- Expand my energy capacity, and
- Create energy management rituals on a daily basis.
The results? Extraordinary!!! Wondered so many times why I hadn’t known about this earlier 🙂
Once I got some results, I decided to incorporate energy management in our time management workshops.
Now- more than over, I strongly believe that, as Jim Loehr and Tony Schwartz wrote, “Learning to manage energy more efficiently and intelligently has a unique transformative power, both individually and organizationally.”
Do you manage your energy on a daily basis? Have you got some successes? Are there challenges? How do you plan to overcome these challenges?
If you (your team) ever struggle to manage time and energy effectively, let me know…
Assegid (AZ) Habtewold is the owner and lead trainer and coach at Success Pathways, LLC. He facilitates Time Management workshops. Here is the link to learn the learning objectives of our Time Management workshop: http://successpws.com/?page_id=1569
AZ has been facilitating very interactive and dynamic soft skill and leadership workshops including Time Management for diverse clients using latest adult learning methods. In his upcoming book, which will be published soon, he provides insights, tools, and processes to empower readers develop effective time and energy management attitude, mindset, and skills.
Stephen Covey talked about the four dimensions of self (Body, Mind, Heart, Spirit), and the needs of each dimension.
Among the four dimensions, awareness about our body dimension seems easy, isn’t it?
But it isn’t.
Let me give you a good example. I was reading the autobiography of Jack Welch, the former chairman and CEO of General Electric, “Straight from the Gut” in 2007 or 2008 and stunned when I read one of his blind spots. Jack wrote, “Decades later, when looking at early pictures of me on my sports teams, I was amazed to see that almost always I was the shortest and smallest kid in the picture.”
For decades, Jack was unaware of his physical appearance.
Jack revealed in the aforementioned book why he had a distorted awareness about his physical dimension. His mother pumped him with confidence as he grew up. As a result, he didn’t have any clue about his real physical height and size when he was a kid, during his teen-age years, and in the majority of his adult life. He confessed, “Yet, I never knew it or felt it. Today, I look at those pictures and laugh at what a little shrimp I was. It’s just ridiculous that I wasn’t more conscious of my size”.
I’ve to admit that reading this part of Jack’s autobiography caused a light bulb to go on in my head. I never had a clear sense of my real physical dimension prior to reading that story. In the past, whenever I looked at group pictures, my preoccupation was on how I looked, who was next to me, and so on. I never compared my height or size with my peers. I didn’t know that I was that ‘short’ 🙂
Reading Jack’s hilarious story led me to pay closer attention to my physical dimension. Since then, not only I found myself aware but also began making fun of my height. End of March 2016, for instance, I spoke at a conference about bridging the leadership gaps, and we had a group photo afterward with the rest of the panelists. Guess what?
I was the shortest! I posted the pic on my face-book timeline with this caption; “I need this kinds of group pictures to remind me how short I really am.” Many of my face book friends loved the self-deprecating post. I even got so many encouraging words intended to lift my spirit.
- What about you?
- Have you had a blind spot concerning your physical dimension?
- Have you figured it why?
- If you don’t have one, think about others who have.
- Why do you think people have these kinds of obvious blind spots?
If there are chances many of us might have been harboring blind spots concerning our physical dimension,
- What about those dimensions that may not be that obvious to easily figure out?
- What are the prices we’ve been paying for sheltering so many blind spots?
- What are your plans to uncover your blind spots?
Assegid (AZ) Habtewold is the owner and lead trainer at Success Pathways, LLC. He facilitates Increasing Self-awareness workshop. Here is the link to learn the learning objectives of our self-awareness workshop: http://successpws.com/?page_id=1496
AZ has been facilitating very interactive and dynamic soft skill and leadership workshops including self-awareness for diverse clients using latest adult learning methods. The above excerpt is taken from the first chapter of his upcoming book, which will be published soon. In this chapter, he provides insights, tools, and processes to increase self-awareness in order to attain self-mastery, and in turn work with others well, and lead others effectively.
However, that doesn’t mean we don’t need to develop those things that are not natural to us. This is especially true if you are a professional, business owner, community organizer, politician, you name it. As you work with and lead others, you need to develop certain soft skills for which you may not have home court advantage.
One of those soft skills we need to develop is empathy. Alvin Goldman defined empathy as “The ability to put oneself into the mental shoes of another person to understand her emotions and feelings.”
If you don’t have empathy naturally, you may ask, why bother? Let me give you a good example that may cause you to think twice.
Abe Lincoln, the 16th President of the US, is known for his extraordinary empathy. In Team of Rivals, his biographer wrote: “He possessed extraordinary empathy- the gift or curse of putting himself in the place of another, to experience what they were feeling, to understand their motives and desires.”
Interestingly, as much as it added sorrow in his life, that the same quality was one of his greatest assets for Lincoln’s success. People who closely witnessed his political career such as Helen Nicolay, whose father would become Lincoln’s private secretary, suggested that that the same attribute, “gave him the power to forecast with uncanny accuracy what his opponents were likely to do.” His biographer also agreed and wrote, “Such capacity to intuit the inward feelings and intentions of others would be manifest throughout his career.”
Assegid (AZ) Habtewold is the owner and lead trainer and coach at Success Pathways, LLC. He facilitates Emotional Intelligence workshops. Here is the link to learn the learning objectives of our Emotional Intelligence workshop: http://successpws.com/?page_id=1509
AZ has been facilitating very interactive and dynamic soft skill and leadership workshops including Emotional Intelligence for diverse clients using latest adult learning methods. In his upcoming book, which will be published soon, he provides insights, tools, and processes to increase Emotional Intelligence in order to attain self-mastery, and in turn work with others well, and lead others effectively.
If you had followed the events leading to the cancelation, you weren’t surprised at all.
On Wednesday, Donald Trump signed an Executive Order to build the wall in the southern border of the US believing that Mexico will pay the cost in one form or another.
This decision was unilateral and was made without the consent of Mexico’s government. The Executive Order offended Mexico’s delegate who are here in the US to have some form of negotiation with Trump’s administration. Following the signature, the high level delegates called their President to cancel the scheduled meeting with the President of the US.
While this was still going on, on Thursday, Trump tweeted saying: “If Mexico is unwilling to pay for the badly needed wall, then it would be better to cancel the upcoming meeting.” It didn’t take long for Mexico’s President to just do that- he cancelled the planned meeting, following Trump’s lead, via twitter: “This morning we have informed the White House that I will not attend the meeting scheduled for next Tuesday with the POTUS”.
Why he canceled the meeting, you may ask, especially knowing that Mexico is going to lose the most? According to Trump’s earlier tweet, “The US has a 60 billion dollar trade deficit with Mexico.”
It is simple. In any negotiation, if your counterpart gives you an ultimatum with his/her walking away price upfront (in this case, Trump revealed that he walks away if Mexico doesn’t agree to pay for the wall), you immediately realize your best and worst scenarios. And, if you figure out that you won’t get a satisfactory agreement from a negotiation and some how you could be able to live with the worst scenario, then, you too walk away. That is what Mexico’s President just did.
Of course, at this point, it’s too early to reach any conclusion. I hope that the two nations may keep working on a win-win deal, at least, behind the scene… I guess, they have already realized that negotiation of this magnitude doesn’t succeed on Twitter 🙂 lol
That being said, my interest here is to share some negotiation lessons with leaders like yourself:
1. Don’t give ultimatum upfront. This is true even if you have the upper hand as you enter into any negotiation; of course, if your desire is a win-win deal. In the US – Mexico case, we aren’t sure whether Trump was making a tactical move to begin the negotiation on strong foundation and from higher ground or whether that was a misstep and oversight. Otherwise, you shouldn’t demand concessions before the start of a negotiation. You should wait for the right time to demand concessions, and if necessary to make some concessions.
2. Don’t reveal the bottom-line too soon. This is especially important during negotiations between two nations. Negotiations in business are totally different than negotiations between nations, especially those from different cultures. In the former case, as far as the negotiators get a deal acceptable by the majority of the shareholders, they may be considered successful. Unfortunately, negotiations between nations are complex. There are countless stakeholders with diverse, sometimes irreconcilable, interests and priorities. Trump attempted to negotiate on twitter and revealed his bottom lines for all stakeholders to read too soon. Sensitive negotiations should be done behind closed doors, at least, at the initial stage. There should also be an agreement from both parties on how and when to communicate the progress of the negotiation to their respective stakeholders.
3. Don’t undermine emotions. Negotiators should pay closer attention to their own and the emotions of others. How negotiators handle emotions could make or break a negotiation. This is especially important during negotiations between nations. His inner circle and thousands of citizens pressured Enrique (it didn’t matter whether he wanted to attend the meeting personally) because they felt that Trump’s tweets did hurt their national pride! According to news from Mexico, the President was forced to cancel the meeting because citizens felt that their country and its people are bullied and therefore, regardless of the economic consequences of walking away from the scheduled meeting, they demanded their President to cancel it.
4. Don’t damage long-term relationships. Neighboring countries like the US and Mexico shouldn’t just negotiate to get a better financial deal. They need each other for other collaborations that are critical to their countries, people, and the region long after the current Presidents are gone. That doesn’t mean the current governments shouldn’t aim to get win-win deals for their respective countries but this shouldn’t be sought in the expense of permanently damaging their relationship. Win-lose negotiations always burn bridges and also injure healthy relationships.
Hope this helps!
Assegid (AZ) Habtewold is the owner of Success Pathways, LLC, and lead trainer and workshop facilitator. He provides soft skill workshops on themes such as Negotiation Skills, Conflict Resolution, Diversity and Inclusion, Problem Solving and Decision Making, Leading Change, and other leadership related topics. Here is the link to checkout the learning objectives of our Negotiation Skills workshop: http://successpws.com/?page_id=1483.
By the way, AZ has Doctor of Veterinary Medicine Degree, Master’s in Computer Science, and Doctor of Strategic Leadership. He wrote two books on leadership. He has been facilitating soft skill and leadership workshops including negotiation skills for some government agencies, technology, and non-profit organizations. In his upcoming book, which will be published soon, he discussed extensively about the importance of leaders honing their negotiation skills.
To succeed in getting along with and leading others, we need to master providing tough feedback. Unfortunately, giving tough feedback is easier said than done. Nonetheless, though it’s a very tough challenge, it’s possible to master this soft skill. It’s within your reach to remain nice while at the same time giving honest and tough feedback to the people you love and care about. The best approach to provide tough feedback that I suggest to my audience when I facilitate ‘Delivering Constructive Feedback’ is to customize every feedback to the individual.
Let me quickly share with you a process that I shared in my upcoming book, which will be published soon. To provide tough feedback:
- Find the right place and time to give the feedback for that particular person. Where and when you offer your feedback determines its outcome. Choose the right atmosphere and timing if your desire is to succeed in giving tough feedback.
- Create a positive environment. Always begin with a positive tone. Everyone has some strengths and things that are going very well. Acknowledge the strengths of the person and what have been working well before you talk about what went wrong, weaknesses and limitations of the person.
- State the issue very clearly. Clearly indicate what isn’t working, what must change.
- Be specific. Don’t just use generic terms. Stop beating around the bush. Be specific and give some examples and instances.
- Provide some options. If the feedback requires making changes, give the person the opportunity to suggest some ways to improve the situation. If the person doesn’t have anything to suggest or if you have better options, provide some options.
- Offer support. Once you reach agreement on how to resolve the issue or improve it, ask the person any help he/she needs from you. If the issue requires monitoring and arranging subsequent meetings, work out the details with the person.
Of course, you don’t need to strictly adopt this process as it is. You may customize it and use it as it fits your objective condition on the ground.
Assegid Habtewold (AZ) is an author, consultant, coach, speaker, and trainer at Success Pathways, LLC (http://www.successpws.com). He facilitates soft skill workshops (including Delivering Constructive Feedback http://successpws.com/?page_id=1486) for some government agencies, technology and research companies, and non-profits. If you’re interested to empower your people with our soft skills to experience harmony, synergy, low turn over and conflicts, and so on, you may contact us via email: Assegid@successpws.com (and/or email@example.com) and we’ll be happy to work with you to create customized workshops right for your team.
Someone from my LinkedIn network posted the quote of Robert Kuok- the richest man in Malaysia: “When I hire people, I look for great attitude. I don’t look for MBA or PHD.”
I liked the quote. Normally, I’d have just liked it and moved on. But, the quote is a perfect fit to the theme of my upcoming book. Thus, I wrote the following comment: “It’s a great strategy. I forgot where I read but John C Maxwell, a renowned leadership expert, suggested that employers should first look for affinity- whether the person has the right mindset, and attitude to fit within the corporate culture- followed by character, and then skills necessary to do the job. This shows that soft skills (intangible) skills are more important that hard (technical) skills. The temptation, however, for many leaders is to look for skills, and qualifications first.”
Following the above comment, in the comment section, someone posted a very good question: “Well, why then waste all the energy in going school trying distinguish yourself. I would have a better attitude if I don’t owe all that money on student loan.”
This is a legitimate question. If we don’t put Robert’s quote in context, it looks like he undermined the importance of skills. He is not. You cannot just hire a very impressive bystander to do heart surgeries in your hospital. You are not crazy enough to give your BMW car for a guy who isn’t a mechanic but full of positive attitude and people skills. You got my point…
Here is my response: “Good question. Why wasting our time, energy, and finance to go to school if hard skills like accounting, engineering, IT, surgery, and hundreds of other technical skills we need to perform our primary job description aren’t important compared to attitude and character? Going school and acquiring these skills is mandatory. They are the bare minimum. We need them to get into the door. But, they cannot help us succeed without the right soft skills like positive attitude, and other people skills, which many schools neglect to offer to their students. Employers would like to make sure that the new hires fit into the corporate culture. Therefore, if they have hundreds of candidates all of whom have PhD in physics and they need one person, most employers go for the one who has the right attitude and character who would be the right fit to the existing team than the one who has the highest GPA. The most important thing to professionals is to master our craft (technical skills) plus invest on our soft skills to become skillful in our communication, EI, problem solving, decision making, teamwork, etc. These intangible skills, which we may not get from formal education, are our competitive advantages to succeed in any career/environment….”
Well, I thought you might be interested to read this interesting conversation.
By the way, how do you rate your people skills (1 to 10, 1 being very poor, 10 excellent)? If you gauged your soft skill competency below 8, you need help. Whatever time, resource, and energy you may dedicate to improve your soft skills, it’s worth your investment. It compliments your technical abilities. It also empowers you not only to survive in this very competitive era, but also to excel and thrive.
Whether you are a professional, business owner, politician, activist, community organizer, what have you, you need to work on your people skills. Your technical abilities cannot take you far; they cannot separate you from the crowd in your field/industry.
Just so you know, your zeal to serve isn’t enough!
Assegid Habtewold (AZ) is an author, consultant, coach, speaker, and trainer at Success Pathways, LLC (http://www.successpws.com). He facilitates soft skill workshops for some government agencies, technology and research companies, and non-profits. If you’re interested to empower your people with key soft skills to experience harmony, synergy, low turn over and conflicts, and so on, you may contact us via email: Assegid@successpws.com (and/or firstname.lastname@example.org) and we’ll be happy to work with you to create customized workshops right for your team.
By the way, Assegid’s upcoming book, which will be published soon, addresses the very theme touched in this blog. We’ll announce on our website when the book becomes available. Stay tuned!
Many people think that communication is all about talking. They presume that the more they talk and articulate their ideas, the more they win the support of others. That is half of the equation. Becoming an impactful communicator requires more than that.
What so ever golden words you may use as you communicate in person, people may not connect with you because of your mere wordsmith skills. We are humans. Our brain is wired to gather, analyze, add meanings, and reach conclusion at the speed of light, so to speak. Our brain takes in data both verbal and non-verbal cues through our eyes and ears (intuition too) to reach quick conclusion about the messenger (his/her credibility, authenticity, trustworthiness, etc.).
If you’re only depending on your words alone you can only transmit a fraction of your message. Don’t get me wrong. Your words (and contents) are important. However, you should also be aware that your voice’s tone, bitch; and most importantly, the way you dress, gesture your hands, move your body, and so on play the lion share in transmitting your message to the intended audience and in turn to meet your goals from a given presentation.
You could be perceived as credible and trustworthy who is worthy of their time or you could be counted out as not worthy of their attention. In the latter case, they won’t make any change as a result of your presentation. What is the use of standing in front of people unless you meet your goals?
In order to win people’s heart, influence, and inspire them to take the action you want them to take, you need more than just uttering powerful words. You need to display passion, exude energy, use your voice and body in your favor and to communicate effectively.
Hope, these tips are helpful. Otherwise, our workshop that empowers professionals, business owners, managers, and leaders to develop impactful presentation skills takes two days. I’m not ambitious to think that I could coach you here virtually on how to excel in your presentation skills but I’m sure the tips you got from this blog inspired you to invest more on your presentation skills if your desire is to have impact in your communication.
By the way, impactful communication also entails active listening. I’m not talking about giving your ears alone. Active listening demands giving your heart too. You need to listen both what is said and what hasn’t been said in a given conversation. For that matter, Management guru Peter Drucker emphasized, “The most important thing in communication is to hear, what isn’t being said”.
You should also work on your cross cultural communication skills if your audience are diverse. You should also make sure to excel at communicating using various media. This is especially important in the 21st C. You need to be skillful in communicating effectively virtually using email, phone, social media, etc. Let me stop it here…
Assegid (AZ) Habtewold is the owner and a lead trainer at Success Pathways, LLC. He facilitates business, managerial, and leadership interactive workshops. Here is the link to learn the learning objectives of our Presentation Skills workshop: http://successpws.com/?page_id=1549, Facilitation Skills: http://successpws.com/?page_id=1517 and Communication Strategies: http://successpws.com/?page_id=1503 If you’re interested, he can also design and facilitate for your team a customized 2-days intense workshop if your desire is to empower your people to take their communication and presentation ability to the next level.
Blaming our past for not taking action to change our destiny for good is taken from a weak man’s playbook. Even if we’ve inherited a flawed past with so many disadvantages, we’ve the unlimited power to use today and inherit a glorious tomorrow. There should not be any excuse about our heritages. If we don’t like them, we’ve the power to change them for good. Let’s go beyond using lame excuses.
Unfortunately, I never met a person who got stuck, failed, or left behind taking responsibilities and own his/her circumstance. They always point to something or someone including their parents, relatives, peers, teachers, and the system where they grew up for where they are in life NOW. Paradoxically, only those who are truly successful are the ones profusely admit and then take ownership of their failures. This attitude of ‘I’m not the product of my circumstance’ enabled them to overcome extraordinary challenges.
One of the common themes among excuses many people assign for their failures is ‘I was raised in a dysfunctional family’ or ‘I grew up in the wrong side of the fence’, and so on. These things happen all over the world. Nonetheless, we have countless successful people who overcame obstacles they faced during childhood or when they were young. Many of these individuals rather used the misfortunate circumstances into their own advantage.
Another huge excuse many people use is ‘I’m the way I’m because of WHO I’M.’ These individuals think that who they are was fixed long time ago and they don’t have any say NOW. They wrongly believe that the DNA they inherited from their pedigree predisposed them to fail. They’ve a distorted belief about the infinite power that resides within them. They don’t realize that they may not change the past but they are the authors of their future and they have the necessary power at their disposal if they just believe that they are the creator of their own destiny.
I’m not here just giving you a pep talk. Go ahead, research, and study. Space doesn’t allow me here to provide you details but there are some biologists who believe that genes can change in your favor. Your inner voice- your true self, can change the pattern of your genes. Yes, you may not be able to change your height, the color of your eyes, and the feature of your face but you definitely have the power to chart a new path for your life, career, and business by changing your genes and in turn by having the right attitude, sharp and quick brain, and healthy body.
Latest scientific discoveries about the brain- more specifically neuroplasticity, also demonstrate that our IQ isn’t fixed; our brain didn’t stop growing when we were young. Unlike past beliefs, most of which are faulty, our brain is limitless and an ever expanding organ. It changes, adopts, and our neurons multiply on a daily basis. It isn’t that it doesn’t grow. What you’re feeding it to grow that matters. You could feed it defeats, excuses, and limitations and it grows and becomes powerful to fulfill your self-prophecies against your own destiny. Or feed it great things, as you’re born great with unlimited potential, it grows to shape your future and deliver for you a glorious destiny. It’s up to you. The question is: Are you willing to go beyond using lame excuses to define, shape, and attain your glorious destiny? You can do it by changing your attitude, accepting responsibilities, taking bold and positive actions one at a time. I can only see a bright future for you. Let me know if there is anything I can do to help…
Dr. Assegid (AZ) Habtewold is a motivational speaker at Success Pathways, LLC. His passion is to inspire people to make positive changes in their attitude, mindset, values, and in turn to take bold actions to transform their lives, professions, and organizations. To learn more about the themes of AZ’s motivational speeches, check out this page: http://successpws.com/?page_id=20 The list isn’t complete. If the topics you’re looking for couldn’t make it to the list; let’s know, we can come up with the right topic and customize it for your audience.