Saturday, April 4, 2015

Video Instructor Led Training in the IT Training World

The world of IT training is in the midst of an evolution. The successful adoption of video instructor-led training (VILT) fulfills the customer need and is a result of the convergence of timing and technology. New and innovative opportunities are being created for businesses to provide infrastructure to companies that deliver the training and customers who have unprecedented access to training at a lower cost.

The most commonly used infrastructure for VILT is the traditional video conferencing setup, which facilitates two-way communication between the instructor and the students. Until recently, very few companies have been able to afford the cost of the hardware and networking infrastructure to provide a quality experience. However, within the last two years, new players have come into the market providing ubiquitous access to two-way video communication using disruptive pricing to gain market share. Extremely inexpensive license models are showing up in the market, with no initial investment, no overhead costs and excellent HD quality video services. Similar to today’s SaaS (software as a service) models, the business model relies on large-scale adoption to succeed. New technologies in the area of virtualization and networking, as well as cost reduction, provides an opportunity for this model to succeed.

The companies that deliver the training will arguably be the biggest benefactors of this format, with a major caveat that they must stay focused on the customer experience, rather than viewing the format as a pure cost saving opportunity. Successful companies will recognize that it’s about making the training available and accessible in order to grow their class size which will lead to profitability and long term sustainability. All the same principles of the traditional instructor-led training (TILT) must apply. Students must be welcomed, comfortable and engaged. Class sizes must be determined by the optimum learning experience, not by the technical limitations, which with modern technology is virtually infinite. Ultimately, technology must not overshadow the purpose of the training, since the best technologies are the ones that people forget they are using. There are many new opportunities for delivery organizations to provide exceptional and personalized class experiences for their customers, more so than having their customers come to their training centers.

The most important piece is fulfilling the customer need. VILT would not have been successful in the IT training world prior to 2007. The perception at the time was that online and self-paced training was sub-standard and taken instead of, or in addition to, TILT. Since 2008, not only were training and travel budgets slashed, delivery companies couldn’t get critical mass in their classrooms which resulted in mass cancelations for customers across the globe. Delivery companies were going under, causing further reduction in the availability of training for the customer. This created a situation where customers were open to the possibility of a VILT environment because they had no other way to get the TILT.

Assuming the delivery organization has adhered to the customer experience requirements, they have solved a major problem for the customer as they are able to provide a solution that was becoming increasingly unavailable. Other benefits include a lower overall cost, less hassle due to the elimination of travel and the ability for international students to collaborate on projects in class, something that they couldn’t do in a TILT environment due to travel cost restrictions.  

With the level of adoption and innovation currently going on in the IT training industry, it is unlikely that customers will return to the TILT environment even in a vibrant economy. VILT isn’t the future, it’s the present and it’s here to stay. 

Tim Mabey is the co-CEO at ExitCertified.


View the original article here

Friday, April 3, 2015

The New Conscious Heart Workshop

I’m happy to announce that we’re now taking registrations for a new 3-day workshop: The Conscious Heart Workshop.

Since this workshop is very unique, I decided to create a video to tell you all about it. So please watch the video to learn about CHW and to decide if you want to be there.

Here are the basic details, so you can mark your calendar:

Location: Golden Nugget Hotel & Casino, Las Vegas (group discount rate on hotel rooms available till April 28)

Dates: May 29-31, 2015 (Fri – Sun)

Cost: $497 with the early bird discount (until April 29) and $597 thereafter

We decided to have this workshop at the Golden Nugget since I received some great positive feedback about the venue after last year’s workshop. Their guest rooms are very affordable, and there are some nice hangout spots nearby where people get together in the evenings, make new friends, and keep the conversations going. There are also lots of restaurants within walking distance, and it’s easy to find vegetarian, vegan, and raw food nearby.

Conscious Heart Workshop (CHW)

May 29-31, 2015
Golden Nugget Hotel & Casino, Las Vegas

CHW is a new co-creative, go-with-the-flow workshop. For three days straight, we’ll be going with the flow of inspiration, delving into whichever ideas arise in the moment and appeal to the specific people who attend. If you’re looking for a unique personal growth experience of inspiration, motivation, and transformation, sign up for the Conscious Heart Workshop today.

Learn more…

Registration: $597
Save $100 (Early Bird Discount)
Register for only $497 until Apr 29, 2015

A few years ago, I put together a package of free bonuses for attendees of the Conscious Growth Workshop. These bonuses are designed to be helpful for attendees of all workshops, but I’ve made them available free to everyone, whether or not you register for a workshop. See the Free Bonuses page to download them.

If you’d like to see what some of our past Las Vegas workshops looked like, check out the Workshop Photos page. There are also some extra pics and short video clips about halfway through the video above.

Join us at CHW for a fun, co-creative adventure — you’ll be glad you did! :)


Conscious Heart Workshop (CHW) May 29-31, 2015
Golden Nugget Hotel & Casino, Las Vegas

CHW is a new co-creative, go-with-the-flow workshop. For three days straight, we'll be going with the flow of inspiration, delving into whichever ideas arise in the moment and appeal to the specific people who attend. If you're looking for a unique personal growth experience of inspiration, motivation, and transformation, sign up for the Conscious Heart Workshop today.
Learn more...

Registration: $597
Save $100 (Early Bird Discount)
Register for only $497 until Apr 29, 2015


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View the original article here

Thursday, April 2, 2015

Leadership and Talent Manager

Leadership and Talent Manager London

Summary

Working with colleagues in the L&D function, the Leadership and Talent Manager will work with senior colleagues to shape, influence and deliver the talent management and leadership strategy.

Client Details

My client are a leading high street retailer looking for a Leadership and Talent Manager to join their Human Resources and Personnel team in their London office.

Description

The Leadership and Talent Manager will:



Shape and influence the talent management and leadership development strategy
Develop talented colleagues through a variety of means
Design, launch and manage leadership development programmes
Work with senior stakeholders to effectively support the development of leaders within the company
Undertake designated project management where required

Profile

The successful candidate will have the following attributes:



Level A and B BPS qualification
Experience of conducting senior leadership assessments
Experience of running talent management processes in a blue chip organisation
Leadership and management development experience
Project and stakeholder management expertise - up to senior management
Experience of working in a consumer-led environment
Experience of working with external partners

Job Offer

£55000-£65000

25 days holiday

Pension

Employee discount

LocationLondonSalary£55000 - £65000 per annumDuration12 monthsReference13424113/001Contact NameTara Davis

Summary

Working with colleagues in the L&D function, the Leadership and Talent Manager will work with senior colleagues to shape, influence and deliver the talent management and leadership strategy.

Client Details

My client are a leading high street retailer looking for a Leadership and Talent Manager to join their Human Resources and Personnel team in their London office.

Description

The Leadership and Talent Manager will:



Shape and influence the talent management and leadership development strategy
Develop talented colleagues through a variety of means
Design, launch and manage leadership development programmes
Work with senior stakeholders to effectively support the development of leaders within the company
Undertake designated project management where required

Profile

The successful candidate will have the following attributes:



Level A and B BPS qualification
Experience of conducting senior leadership assessments
Experience of running talent management processes in a blue chip organisation
Leadership and management development experience
Project and stakeholder management expertise - up to senior management
Experience of working in a consumer-led environment
Experience of working with external partners

Job Offer

£55000-£65000

25 days holiday

Pension

Employee discount

Apply now


View the original article here

Saturday, March 28, 2015

Onboarding New Sales Hires Continues Being Challenging

No amount of effort can transform raw recruits into capable sales reps overnight.

But the clock is ticking. Every extra day reps spend ramping is a day the company loses money. Between long training periods and typically high turnover, reps may have only a few months of peak performance selling. Even if a rep stays on the job long enough to recover the costs of recruiting and training, companies incur significant opportunity costs, while new hires sit idle on the bench – sales are lost and customer relationships suffer because the sales team is not ready to compete at full strength.

A faster and more meaningful onboarding experience would benefit new hires, their managers and coaches, and the company as a whole. But the question remains, why is it so hard to develop, manage and deploy a meaningful onboarding program?

5

Onboarding experience is disjointed across functions

In many B2B companies, a number of functions or departments are involved in creating and delivering a sales ramping program – sales management, sales operations, learning and development, marketing, product management, HR and the list goes on. Too often, learning is driven more by logistics and the availability of resources to directly engage with the new group of learners. Each department focuses on delivering content relative to their area of expertise, and the hand-offs are weak. Learning agendas focus too heavily on sharing large volumes of information (product features and functions), yet lack the context and skills needed to apply to that information to anticipated selling scenarios or territory development goals. Ultimately, sales reps are left to connect the dots themselves to understand the big picture and knit together the key insights they need to be successful in their new roles.

Onboarding takes too long

A frequent complaint from B2B sales organizations is that onboarding simply takes too long. Sales leaders are starting to recognize that accelerating the ramp time of new sales hires (even by a few weeks) can have a dramatic impact on the bottom line. New sellers tend to spend too much time sitting idle on the learning curve - they either can’t find the answers or resources they need to complete the task at hand or are unsure of what task should be next. In addition, once they acquire the requisite company and product knowledge, reps lose momentum trying to figure out how to adapt or apply that knowledge to their individual territory. 

Managers are ill-equipped to coach or guide

Despite significant advancements in sales enablement technology, many sales onboarding programs are still managed either manually or via an Excel spreadsheet. In these cases, coaches and managers lack visibility into new rep knowledge and skill development. Has a new sales hire completed his or her self-guided learning tasks? Have they been certified at each stage of learning and for each competency? Are they progressing on pace or falling behind? Without this insight, managers don’t know when or how to intervene. At the end of the day, you want your quick learners to advance unencumbered and your slower learners to have the extra support they need to stay the course.

If these are the obstacles, how can we then counter them and help accelerate time-to-value for new sales hires?

Guiding a prescriptive but flexible learning sequence

The best learning programs are a combination of essential curriculum components such as key phases, subject areas, seller tasks, manager coaching and expected learning outcomes. A logical learning sequence is prescribed step-by-step to the seller, but with enough flexibility to complete tasks out-of-sequence as circumstances require – keeping new reps productive with meaningful activity even when key resources aren’t available. This approach is often a combination of prescribed, self-guided learning and more traditional classroom style learning with case studies, role-plays and face-to-face coaching.  Content, information and resources are served up to new reps based on the specifics of their role, responsibilities, learning stage and task. Knowledge is delivered in context, when and where it’s needed. 

Accelerating internal connections and collaboration

Your new sales hires are the ones who will have the most questions, but are the least equipped to find answers or support. One of the key reasons experienced reps are successful is because of the valuable internal support relationships they’ve cultivated and nurtured during their tenure. New reps need to be connected early and often to their internal selling network - they need to be able to quickly understand and navigate the organization, identifying the key relationships to invest in along the way. Providing dedicated collaboration activities and tools enables sellers to easily engage and interact with trainers, managers, product experts and peers – as well as to solicit feedback, find answers, and seek real-time guidance and mentoring. 

Enabling managers and trainers to inspect, coach and measure

Visibility for trainers and managers is critical. They need to understand the progress of new hires as they work through the onboarding program. Are the new reps completing learning tasks in a timely manner and in a logical sequence? What degree of proficiency do they have with new skills? In what areas might they need additional coaching?

Without automated tools that provide real-time insight to understand new rep progress and proficiency, a manager or coach is virtually handicapped to ensure the overall success of the individual or the program.

With the rising costs and competitiveness of attracting and hiring top sales talent, a successful onboarding program can’t be left to chance. Reducing ramp time and improving the effectiveness of sales-specific learning provides the opportunity to improve the bottom line, boost morale and put your new sales hires on an accelerated path to success.

Joellen Sorenson is Director of Solutions Marketing at SAVO.

Written for TrainingIndustry.com


View the original article here

Don’t Forget the Positive

It’s a well-known fact that managers are the translators of corporate messages. They take the vision and goals set by senior leaders and translate them to the employees for dissemination and achievement.

That being said, it’s not surprising when managers focus on the gaps in performance that could prevent the company’s goals from being met. But in an effort to ensure that all teams are performing at their highest effectiveness and productivity, the identification and reinforcement of positive behaviors that enables high performers to be high performing, sometimes gets forgotten.

Providing positive feedback such as praising a productive employee or rewarding a job well done can be difficult for both new and experienced managers. Perhaps managers who are uncomfortable with this had leaders in the past who were hesitant to offer praise and positive feedback.

But the effects of not giving positive feedback can be detrimental to any team. Good behaviors that are not reinforced, can slowly disappear. In addition, employees who aren’t given that praise or reward for a job well done might replicate that same behavior when they become managers.

Giving good feedback reinforces the fact that good performance and the behavior behind it is being noticed, contributes to the success of the team and should continue.

So how does one give positive feedback? The first thing that any manager should do is observe the team and look for positive behaviors with the same amount of focus that they do with performance gaps. The manager should engage in direct observations, meaning that the employees know and understand they are being observed and for what reason. Indirect observations, in which the employee is not made aware, should also be used and might include using systems tools, reports and employee interactions to gather information. It is important for managers to document these observations, just as they should document them when employees exhibit behaviors that need improvement or should be changed.

The manager should then link the behavior to the specific situation in which it was observed so the employees can visualize themselves in that situation. The impact that this behavior has on the team, the company and the customer should be discussed so that the reason why this behavior should continue is reinforced. The best practice here is for the manager to question the employee about the situation and the effect of the positive behavior so that the manager is creating an environment of self-discovery for the employee.

Finally, the discussion should center on ways that the employee can continue this behavior, not only in the same situation, but in others. Again, this should be done by enabling the employee to self-discover these ways through questioning. By doing all of this, the employee now has a positive reason to continue to exhibit this behavior. If managers adopt this “self-discovery” intent with all their employees, the outcome should be a feedback-rich environment and members who actively, constructively and freely seek and offer feedback.

In this fast-paced world, thought should be given to providing positive feedback as well as the feedback used to correct undesirable behavior. This positive feedback shouldn’t be reserved for one-on-one meetings with employees. Positive feedback should also be given in the moment it is observed. When this happens, managers can be assured that they are balancing their efforts to coach their team to success. This is truly the job of an effective manager.

Darrell Burke is a training manager at Accelerated Business Results. 


View the original article here

Conscious Rejection

Over the past few days, I’ve made a lot of progress in resolving some of the ethical dilemmas I’ve been sharing recently. I’ve felt some significant shifts happening in how I choose to relate to people who support animal cruelty, such as modern factory farming.

In the past, my main way of dealing with such people was to tolerate them as best I could. This included entertaining their desire to debate the topic with me. Engaging in such debates often nauseates me, however. I dislike it when people try to justify cruelty and expect me to treat this as a worthy topic of discussion.

Having been eating a vegan diet for 17+ years, I’ve heard all the pro-cruelty arguments before. I haven’t encountered any genuinely new ones in many years. I’ve seen no valid defenses for the indefensible position of preying on the weak. I can debate these topics endlessly, but I see no point in doing so. Getting sucked into debates on these topics puts me back in the past and slows me down from taking the next steps on my own journey.

I realize that my main issue has been my willingness to tolerate the attitudes of staunchly pro-entitlement people in my life, especially people who feel they’re entitled to participate in forcibly impregnating, torturing, and slaughtering animals for their gustatory amusement.

I’ve been tolerating such people in my life, but I don’t trust them. I can understand how they think because I used to harbor similar attitudes myself, but I left behind that way of being so long ago that I cannot muster any shred of respect for such attitudes anymore.

Consequently, there’s no real potential to have deep, authentic, and purposeful relationships with such people. I always keep them at arm’s length. When I’m with such people, I often pick up a creepy or slimy vibe from them. I sometimes need to excuse myself from their physical presence and slough off that distasteful energy.

I find it much easier to trust people who have a strong sense of ethical guidance and who continue to refine their values over time — people who seek to increase their alignment with compassion and move past cruelty, entitlement, and rationalization.

I’m now finally seeing that tolerating people in my life that I cannot trust isn’t a good idea. It drags me down emotionally and slows me down in terms of pursuing my own path of growth. It keeps me looking backwards to where I’ve been, as opposed to focusing on what I could be exploring next.

I also dislike that when I connect with such people, I start feeling more helpless and hopeless. I lose hope in humanity. I start feeling increasingly disappointed with the world. I begin to socially withdraw from the world instead of fully engaging with it. I don’t feel as inspired to share and contribute. This is disempowering. It’s not my path. It’s not me.

I’ve been exploring different options for how to relate to such people, as you already know if you’ve read my last few articles, but it’s been difficult to find an approach that seemed rational, intuitively correct, and emotionally satisfying.

Yesterday, however, I began to explore an option that fulfilled these criteria: conscious rejection.

In the past I’ve been reluctant to dismiss pro-cruelty people. So I’ve tolerated them instead. This is like a man who tolerates misogyny from his male friends. He may justify his tolerance by noting that the other guys aren’t hurting him; they’re only hurting women. That’s what I’ve been doing with animals. I’ve been letting it be semi-okay for friends of mine to justify cruelty. I’ve allowed myself to succumb to the human-animal relations equivalent of the expression bros before hos. That isn’t aligned with the man I desire to be.

I now see how foolish it is to live like that. I can’t pretend that it makes sense to act like it’s okay for someone to hurt and kill animals with impunity. That type of behavior is wrong, regardless of how popular it may be.

So I’m no longer willing to tolerate this staunchly pro-cruelty attitude in my social circle.

In terms of communicating conscious rejection, I’m still working on that. Perhaps something like this would be a decent place to start:

Thank you for sharing your thoughts on this subject. Given what you’ve shared, I feel that it would be unwise for me to maintain a relationship with you beyond this point. My mantra for social relationships is: mutual respect, or disconnect. I can still respect your freedom of choice, but I find that I’m unable to respect your specific choices here, so I consciously choose to disconnect.

If your values and preferences in this area later change to the point where you feel we’ve become more aligned, please feel free to get back in touch and let me know about the shifts you’ve experienced, and we’ll see if it’s possible for us to reach a place of mutual respect and to reconnect. I would be open to that.

Until then I would prefer that we go our separate ways and do not communicate any further. If you wish me to respect your freedom to choose, then please respect my freedom to choose as well.

If you’d like a more detailed explanation of why I prefer to disconnect, please see my article on Conscious Rejection.

I hope you understand.

Were my initial rejections this tactful? Heck no! I had too much reactiveness mixed into them. For those who felt I was overly harsh, I’m genuinely sorry about that. That was my fault — I allowed my vibe to sink too low. Now it’s trending back up again, so I’m more capable of choosing a more thoughtful response.

Beyond being an ethical vegan, my commitment to conscious growth runs much deeper. This includes my willingness to respect other people’s freedom to choose their own paths, even when they choose options that I consider cruel or unethical. That said, when others choose to pursue such paths, I may also exercise my freedom not to tolerate behaviors which I consider abusive. To do otherwise slows me down and causes me to stagnate. I want to keep growing.

I’ve begun to explore this conscious rejection option to see how it feels to me. Last night when people would try to defend their pro-cruelty behaviors on my social media pages, I stopped tolerating them. I let them know that I considered their behavior unacceptable, without ambiguity. Then I consciously rejected them, first by telling them, then by blocking their accounts from accessing my pages again. Basically I dismissed them from my social circle.

I did this a few times as I felt the situation warranted. Each time I felt relieved. I felt lighter. I felt safer. I felt like I could breathe easier.

Some would interpret this to mean that I just got triggered and reacted impulsively. My experience wasn’t like that. I know what it feels like to be triggered. Being triggered is an unconscious reaction. This, however, was a conscious choice. I didn’t impulsively or unconsciously reject anyone. I opted to do it very consciously and deliberately. I simply said, “No more.”

I’ll admit there was some reactiveness mixed in, but that aspect seemed to fade a bit more each time. Looking back, I feel like these were deliberate choices, not knee-jerk reactions. I have, after all, been consciously considering how to handle such situations for a while now, including publicly writing about it.

I understand and accept that some people may consider this approach a bad idea. I’m going to explore it anyway and see where it leads. I like that it’s giving me a feeling of relief so far, helping me to feel lighter. The more I consider it, the more I feel at peace with it.

What about love and oneness? For me this is the most love- and oneness-aligned path I can see right now. I’m doing the equivalent of filtering out the cacophonous noise in my reality, so I can finally hear the quieter and more beautiful music behind it. I’m dropping the disharmonious elements, so I can tune into the harmonious ones. This makes more sense than continuing to tolerate the noise and getting a headache for the effort, while missing out on the inspired music.

This puts a decision upon the committed pro-cruelty people in my social circles.

They can speak up and defend their attitudes to me, which of course they’re free to do. If their attitudes feel creepy, slimy, or nauseating to me, I’ll drop them from my social circle. I’ll trust my intuition on a case by case basis.

Or they can consciously reject me first. I’m fine with that.

Or they can keep quiet and do their best to tolerate me in their lives, maybe giving further thought to how they wish to relate to me, if at all. This is how I previously dealt with them.

Or they can try to bobble around in the middle gray area. If and when they cross the line with me, they’ll know.

Does this mean that I’m rejecting all meat eaters out of my life? Not at all. Let me ‘splain…

To those meat eaters who genuinely desire to work on improving their alignment with compassion and reducing their contribution to cruelty over time, I’m happy to continue having them in my life, including as friends. I don’t feel I’m merely tolerating such people. I’m able to respect and appreciate them as they are. I’m able to trust in their commitment to grow into more compassionate and loving people over time. I see no need to push such people out of my life.

I don’t expect perfection from anyone, myself included. But I’m not willing to tolerate those who seek to stubbornly defend and rationalize indefensible acts of cruelty.

If people are willing to keep growing in this area of their lives, regardless of how fast they’re changing or where they end up, I can see enough of a basis there for trust, connection, and mutual respect. I can respect such people, regardless of their starting point. I can respect them even if they end up taking a different trajectory than mine.

I’m not, however, able to respect justification and rationalization of cruelty. That’s too far out of alignment with the principles by which I live. I neither trust nor respect those who stoop to this level, especially their proclaimed right to commit brutal acts of violence against animals, just because they can. I have no desire to invest more energy in tolerating such people. I would rather consciously release them.

I believe I’ve been using tolerance to slow myself down in terms of the refinement of my own sense of ethics. That’s probably because there are more aspects that I’m not sure how to handle yet and don’t necessarily feel ready to face, and so it’s easier to look backwards to decisions where I already have the comfort of knowing that I’ve made sensible choices. Getting wrapped up in the ethical stagnation of others was a symptom of my own. It’s time to move on.

These realizations have also given me much clarity about the challenges I recently shared regarding some of my relationship explorations with women. I now see that the issue there is that I’ve been attracting women who’ve been tolerating abuse just as I was doing. These women felt a desire to connect, but they were skittish about letting go and trusting, which made it hard for us to connect very deeply. I realize now that I’ve been doing the same thing. And how else can it be? Like attracts like.

By tolerating the presence of people I perceive as violent, cruel, and abusive in my social circle, I’ve been dragging down my vibe. This has made it harder for me to trust people in general. When I meet new people, I often feel suspicious of their motives. That’s a side effect of tolerating too much unacceptable behavior in my life.

I’ve been wanting to connect with more people who find it easy to trust. I believed I was one of them and should be able to attract such people without much difficulty. I was confused because the flow wasn’t as strong as I expected. Of course there was a hidden block, which I can finally see now.

Until now I didn’t see that I was putting myself in a position that made it harder for me to trust other people. I wasn’t actually as trusting as I thought I was. I’ve been tolerating the presence of too many people that I consider untrustworthy. This needs to stop. It seems much more sensible to stop tolerating and to start consciously releasing such people. It takes me beyond ambivalence and gives me great relief to know that I’m not obligated to tolerate such abuse.

Based on my experience of undergoing many other shifts, I expect that this is going to change the types of people I attract into my life, as well as transform some existing connections. By consciously releasing the people and behaviors I find truly repulsive, I can move past the stuckness of partial matches and more congruently attract and connect with like-minded people who are willing to reject violence and cruelty. I feel especially attracted to people who speak their truths while surrendering to the inevitable social consequences of their unabashed honesty. I have a lot of respect and admiration for such people. Now it’s time for me to do a better job of becoming worthy of their expanding presence in my life.

A common piece of feedback I receive is that while people can be quite vocal in disagreeing with some of the decisions I’ve made or the attitudes I’ve adopted, they still respect my honesty. They like that I value truth ahead of reputation, ahead of income, and ahead of opportunism. I realize that this is a quality I very much admire and appreciate in others too, even when they say things I make dislike.

One thing I love about Rachelle is that she doesn’t tolerate abuse in her life. She doesn’t tolerate misogyny. She’s never allowed herself to succumb to an abusive relationship. She treats men well and says “no, thanks” or “goodbye” when she feels the compatibility isn’t strong enough for her. She doesn’t mess with people. When I first started connecting with her, she gave me the most unambiguous yes that I’ve ever received from a woman. I’d love to connect with more women who have similar high standards for their communication… not to mention high self esteem and a passion for exploration and growth — and cuddling!

I think it’s also time for me to stop saying yes (or maybe) to connections from women that I can predict are going to be weak matches for me in terms of their ability to trust. In the past few years, these connections helped to serve as a mirror for me, even though it took me a while to see that. I also think this was a way of sticking to my comfort zone. I’m very comfortable connecting with women who have a great deal of abuse in their past; I find it easy to relate to them. But these aren’t really growth connections for me. They just anchor me to similar attitudes of distrust.

Many of my personal growth shifts have social consequences, changing the types of people that I attract into my life. My social life is a rich source of feedback for me, not so much from what people say but from who they are. What kinds of people are showing up and why?

The feeling of relief is a good sign. More validation will come as I begin to attract new relationship matches. One thing I appreciate about being in an open relationship is that I can experience a lot more feedback this way. I don’t have to rely on deciphering the meaning of just one primary partner. I’m able to see how I’m creating my experiences from multiple angles. Each connection that shows up is a new piece to the puzzle, a different snapshot of the tapestry.

Many people are resistant to doling out rejection, finding it overly harsh. They figure it’s best to be as tolerant as they can. When they encounter a situation that doesn’t feel right to them, they may keep quiet or drop a few ambiguous hints instead of being honest and direct. But then the other person doesn’t receive quality feedback, and so when mistakes are made, there’s little or no stimulation to grow and improve. Tolerating cruelty and abuse only perpetuates it. Even if we can’t prevent it, we can at least consciously say no to it. We can let people know how we genuinely feel, which empowers them to make wiser decisions for themselves.

Is rejection necessarily unkind? When done consciously I think it can be one of the kindest approaches out there. To share one’s thoughts and feelings honestly and to call out behaviors we consider unethical may yield some harsh reactions initially, but in the long run this could potentially help all of us live more consciously.

I also suspect that harsh reactions are much more likely at the beginning of this path, where there’s still some lingering resistance to doling out rejection. This makes the rejection less congruent. Calibration will improve over time, however, and I suspect that when we become truly accepting and appreciative of the value of conscious rejection, we can dole it out more authentically and therefore receive thankful responses in return.

Incidentally, I understand that the word rejection may have negative associations for some people. If you don’t like that word, feel free to use a different phrase, such as conscious opt-out, conscious dismissal, or simply conscious no. The idea is what matters, and the idea is to move beyond tolerance and into a place of greater harmony.

This approach is producing some rather unexpected feedback as well. Since I started blogging about this topic, I’ve received several messages from people telling me that reading this little series is creating some emotional shifts within them. Some of them are already changing their diets or kicking off new trials, specifically to see if they can reduce their cruelty footprints. I was not actually trying to convince any of them to do that; my intention for the past week or so has been to work on my own transformation in terms of my relationships with others. So that is very interesting — when we transform ourselves and share our journeys, we may invite and inspire others to join us. I think that’s because we’re each able to recognize parts of our own journeys reflected in someone else’s.

Regardless of what you think about me or what I’ve shared, I encourage you to tune into your own heart and connect with your spirit. Who are you? Does your true self really desire to continue to support factory farming, or do you want to move past this if you can find a way to make it realistic and practical? How can you increase your alignment with the part of you that feels the most whole… the most sacred… the most genuine? Where is your path with a heart?

One piece of advice that has worked very well for me is to apply the principles of Truth, Love, and Power separately when I feel stuck. First, I do my best to admit the truth to myself, whether or not I feel capable of acting on it. How do I truly feel? What am I afraid of? What am I resisting? Often times this means admitting that there’s a change I feel I should make, but I don’t feel strong enough to make it right now. Maybe I just can’t see the solution yet. Then I can consciously intend for the love and power alignment that I need to change. I ask for more compassion. I ask for more strength. I give myself permission to feel weak at first. Many of the biggest shifts in my life started when I admitted to myself that I wanted them but that I was too weak to make them happen. This type of honesty is very effective at kicking off some powerful personal transformations.

You may recognize that this is the approach I’ve been using to work on my own transformation for the past week or so. I started by trying to align myself with truth. I didn’t know where it would lead. I couldn’t see a solution when I started. I worked first on delving deeper into my thoughts and feelings, even when they seemed to be leading me to a pretty dark place. This gave me more clarity about what I wanted to experience instead (love alignment). And soon I began feeling enough clarity to summon the power to start making different decisions and taking different actions. I so love engaging with these principles consciously because they never let me down. They’re the most powerful growth accelerators I know of.


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Paraliminals - Condition your mind for positive thinking and success
The Journal - Record your life lessons in a secure private journal
Sedona Method (FREE audios) - Release your blocks in a few minutes
Life on Purpose - A step-by-step process to discover your life purpose

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True Loyalty

Do you have anyone in your life who (occasionally or frequently) loves to vent their frustrations in your direction?

Are you often the provider of a sympathetic ear or a shoulder to cry on?

At times these can be valuable roles to play. I think it’s well and good to be sympathetic and understanding when you can — if you’re truly helping the other person.

It’s nice to have people to turn to that can bring us back up when we feel beat up by circumstances. Being able to share our sorrows and frustrations helps us process them, learn from them, and release them. We may even see the humor in such situations and laugh at them.

On the other hand, some people get so stuck in negative thinking that venting becomes much more than a temporary steam valve. Instead it becomes their default strategy for connecting and getting attention.

Do you know anyone like that? If so, why are you maintaining that relationship? Why are you allowing such negativity in your life?

Is your investment in this relationship actually helping? Is the other person showing good progress along a positive path — and appreciative of your help? Are you being an effective mentor in helping this person move beyond their temporary period of funk? Can you point out all the positive signs of progress you’ve made together in your relationship during the past quarter? Would an objective third-party observer report, “I can see that your help and assistance are really paying off”?

If you’re not really helping, what are you doing? Why are you on the receiving end of repeated venting from someone who isn’t taking responsibility to improve their situation? Why are you wasting your precious time with someone who’d rather whine than grow and improve?

Isn’t it reasonable to conclude that you’re using this relationship as an excuse to slow yourself down and hold yourself back from working on your own big, scary goals?

After all, wasting time and energy on someone who isn’t really committed to a path of growth isn’t actually going to produce meaningful results, will it? You could surely find better investments elsewhere. Learn some new skills. Write that book you’ve always been wanting to write. Branch out and meet new people. Start a new business. Go travel for a while.

But of course, many of those things are scary. They’ll stretch you beyond your comfort zone. It’s so much easier to deal with the familiarity of a negative-minded person. It almost feels good to hear them whine at you, doesn’t it? Their problems are probably simple and easily solvable. You see the solutions even if they don’t. But you love clinging to their intractability because it helps you stay in pause mode.

By keeping this person in your life, you also fill up some of your social space — space that might otherwise be occupied by people who’d actually encourage, support, and push you to grow. Negative-minded people will never push you to grow. If you became more growth oriented and began speeding up, they’d regard it as a threat. What are you trying to do? Leave them behind?

Such relationships will indeed slow you down. If you have some ambitious goals in your life, and you fear working on them, a great way to procrastinate is to cling to a relationship that’s incompatible with your greater vision.

The most fearful and disempowered people I encounter almost always have a constant source of negativity in their lives. Usually this is a close relative or a close friend. Additionally, these people wrap themselves in a belief system that says they have to value that relationship more than their own sanity, growth, happiness, and fulfillment.

Putting your relationships first makes sense if your relationships are healthy, supportive, and empowering. It’s foolish to be stubborn and clingy with unhealthy relationships though.

While your negative-minded friend may reward you for engaging in a clingy dependency relationship, what you may not realize is that others are punishing you for this behavior. The most growth-oriented people in your life are surely losing respect for you. They’re losing interest in you because you don’t look like a growth oriented person yourself; you look like you’re standing still, making feeble excuses, and succumbing to complacency. You look like someone who’s more interested in delusions than real growth. Most likely they won’t tell you any of this because they have better things to do. You don’t seem particularly investment worthy.

Positive relationships are growing relationships.

A positive relationship is a delicate balance of someone who accepts you as you are yet also recognizes your potential to keep growing. A positive relationship makes it hard for you to settle. It lets you feel loved and accepted, but it makes it difficult for you to be too complacent. When you stagnate, you can feel the strain it creates in your positive relationships, but your negative relationships have no trouble with your stagnation.

Positive relationships are available and abundant. They’re yours to enjoy. Commit yourself to a path of growth, and take action on it each day. Push yourself, and don’t settle. Positive people will recognize you as a kindred spirit and befriend you. Negative people will push you away because you’re a threat to their stagnation.

You don’t even have to deliberately cut ties with negative people. Just be unwaveringly committed to your own path of growth, and hold them fully responsible for their own results in life. When they vent excessively at you, call them out for it; hold them responsible and tell them to stop whining so much. You will disgust them in short order, and they’ll very likely feel compelled to dump you in short order.

Commit to no longer using relationships with negative people to slow yourself down. This behavior is beneath you. You have better things to do with your life.

If you cocoon yourself in a bubble of denial, your negative relationships will surely permit it. But you’re only making yourself look ridiculous to the positive people in your life — if there are any left.

Being loyal to negative relationships is being disloyal to courage. Disloyal to growth. Disloyal to your path with a heart.

Drop the ridiculous belief that you’re somehow being a loyal friend when you serve as someone’s go-to outlet for whining. That isn’t loyalty. It’s disloyalty to that which genuinely deserves your enduring faithfulness and steadfastness.

Be loyal to courage. Be loyal to the greatness within you. Be loyal to your path of growth. Challenge and invite your once negative relationships to join you in this exciting adventure.


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Imaginary Men is a creative new audio program recorded by Steve Pavlina and five other coaches.

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Steve Recommends
Here are my recommendations for products and services I've reviewed that can improve your results. This is a short list since it only includes my top picks.

Site Build It! - Use SBI to start your own money-making website - Save $100 on SBI through Dec 26th with their holiday special
Lefkoe Method - Permanently eliminate a limiting belief in 20 minutes
Getting Rich with Ebooks - Earn passive income from ebooks
PhotoReading - Read books 3 times faster
Paraliminals - Condition your mind for positive thinking and success
The Journal - Record your life lessons in a secure private journal
Sedona Method (FREE audios) - Release your blocks in a few minutes
Life on Purpose - A step-by-step process to discover your life purpose

If you've found Steve's work helpful, please donate to show your support.
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View the original article here