Podcasts about relatedness

BONUS: Why Your Teams Really Resist Change, The Neuroscience of Leadership That Nobody Taught You With Andra Stefanescu In this BONUS episode, we explore the challenges leaders face during transformations with leadership coach Andra Stefanescu. Drawing from her extensive research and coaching experience, Andra shares powerful insights on fostering psychological safety, understanding brain-based responses to change, and developing the emotional intelligence needed to lead effectively. She reveals practical frameworks and techniques that help leaders navigate resistance and build meaningful connections with their teams. The Leadership Challenge of Transformation "People are giving resistance... and in general, leaders are feeling overwhelmed in times of changes, whatever those changes are." Resistance and overwhelm are the two biggest challenges leaders face during transformations. Through her research and coaching work across different industries, Andra has found that leaders often feel powerless when their teams resist change. This resistance stems from basic psychological needs not being met. Leaders can overcome these challenges by understanding the different psychological needs of their team members and adapting their communication accordingly. By using specific frameworks, leaders can address resistance more effectively and rediscover their passion for leadership. Understanding the Brain's Response to Change "When something is changed, whatever that is... what your brain perceives is like a threat because the one question that we put all day long in our brains is: is this safe for me?" The brain naturally resists change because it prefers routine and automation. When facing transformation, people instinctively question whether the change is safe, which triggers resistance. This creates a challenging dynamic where leaders experiencing their own fear and resistance become less able to empathize with their team's concerns. Andra emphasizes the importance of leaders "putting their own mask on first" by acknowledging their own feelings and ensuring they're in the right state of mind before attempting to lead others through change. The Middle Manager's Dilemma "Middle managers are in the middle, they have high pressure from above, high pressure from down... And this is where they arrive in this powerless situation, where they ask themselves, how can I make this work?" One common scenario Andra encounters is middle managers feeling trapped between conflicting demands. They face pressure from upper management to implement changes quickly while experiencing resistance from their teams below. This position often leads to feelings of powerlessness and diminished job satisfaction. Andra notes that despite the depth of this challenge, it can be addressed through techniques that help leaders recalibrate themselves and improve communication with others. Fostering Psychological Safety Through Emotional Intelligence "Employees who report to have a leader with low emotional intelligence are four times more likely to leave the company within one year." Emotional intelligence is increasingly recognized as a critical leadership skill. Andra's research shows that 31% of employees who experience burnout report lacking support or recognition from leadership. She approaches developing emotional intelligence through guided self-reflection rather than external assessment, helping leaders gain insights about their communication patterns and relationships. Psychological safety doesn't happen by default—it requires active work and maintenance from leaders. The SCARF Model for Better Leadership "There are specific buttons that you press positively or negatively, and when you press them positively, you are most probably meeting also the psychological needs of the people." Andra recommends the SCARF model developed by Dr. David Rock as a practical framework for leadership communication. This model identifies five key domains that affect how people collaborate: Status, Certainty, Autonomy, Relatedness, and Fairness. By understanding and addressing these domains positively, leaders can better meet their team members' psychological needs. Additionally, she recommends the Process Communication Model (PCM), which helps leaders identify different personality types and adapt their communication accordingly. Connect Before Collaborate "Put the relationship above your agenda because it's more important to have a long-term relationship than to achieve whatever you wanted to go through with." One powerful principle Andra teaches is to connect before attempting to collaborate. Too often, leaders jump straight into tasks or discussions without first establishing a connection, failing to consider the other person's current state of mind. By asking simple questions like "What's on your mind today?" or "What is your intention for this meeting?", leaders can build psychological safety and maintain relationships that endure beyond immediate goals. This approach recognizes that workplace relationships should be viewed as long-term investments rather than transactional encounters. Sustainable Leadership Development "Ask: why do I get resistance? How can I communicate in a way that I get followers instead of resistance?" For sustainable growth, Andra encourages leaders to reflect on why they encounter resistance and how they might communicate differently to inspire followers instead. Self-awareness is crucial—leaders need to understand their own communication patterns and leadership styles before they can effectively influence others. By learning frameworks based on neuroscience and practicing new communication techniques, leaders can create environments where both they and their teams thrive during transformations. Recommended Resources To better understand how change affects our brain, Andra recommends Your Brain at Work by Dr. David Rock.   About Andra Stefanescu Andra is a leadership coach and facilitator specializing in brain-based ways to foster psychological safety and team collaboration. She helps leaders navigate transformation challenges with playful, neuroscience-driven techniques. Passionate about creating healthy workplace relationships, Andra empowers teams to resolve conflicts, make better decisions, and experience meaningful growth through customized training experiences. You can link with Andra Stefanescu on LinkedIn and follow Andra Stefanescu on Substack.

Welcome back to Season 13 of the Neuroscience Meets Social and Emotional Learning Podcast! In this episode, we explore Part 3 of our review of Grant Bosnick's book on self-leadership, focusing on Chapters 10 to 13. Discover how the latest neuroscience research can enhance your skills in persuasion, time management, change, and agility. Dive deep into the nuances of persuasion and influence, learn effective time management techniques, understand the brain's response to change, and enhance your mental and physical agility. Join us as we uncover insightful strategies to apply in your leadership journey. And we will now resume PART 3 of our 4-PART review, to sum up last year, 2024, and our entire year studying one book, Grant Bosnick's “Tailored Approaches to Self-Leadership: A Bite Size Approach Using Psychology and Neuroscience” that we first dove into with our interview on EP #321[i] the end of January 2024. The goal was that each week, we focused on learning something new, (from Grant's book) tied to the most current neuroscience research, that builds off the prior week, to help take us to greater heights this year. It honestly shocked me that this series took the entire year. We began with PART 1[ii] and the first 5 chapters of the book. PART 2[iii] we reviewed chapters 6-9 of Grant Bosnick's Tailored Approaches to Self-Leadership, and today, PART 3, today, we will review chapters 10-13. We will finish with PART 4, Chapters 14-16 after we release our FIRST interview of 2025, coming next weekend.                                                                                  ((On today's EPISODE #357 PART 3 of our review of Grant Bosnick's Tailored Approaches to Self-Leadership, we will cover)): ✔ EP 336 Chapter 10[iv]“The Neuroscience of Persuasion and Influence” ✔ EP 337 Chapter 11[v] “The Neuroscience of Time Management” ✔ EP 339 Chapter 12[vi] “The Neuroscience of Change” ✔ EP 342 Chapter 13[vii]    “Mastering Mental and Physical Agility” If you have not yet taken the leadership self-assessment, or if you would like to re-take it to see if the results are different for you than last year, you can click the link here to find the quick test. I re-took the assessment for 2025, and did notice some similarities and some differences. See what you notice about yourself. I noticed that pathways 2 and 3 are my high areas of focus this year, and that I can drop pathway 6 from my focus. What about you? If you have a few minutes to spare, take this leadership self-assessment again, and see if you notice any changes in your areas of focus for 2025. Did any of your pathways shift for you, since last year? This is an incredible way to be laser focused on pathways that will move the needle of success for YOU this year. ✔ EP 336 Chapter 10 “The Neuroscience of Persuasion and Influence” On this episode, we looked at Jack Carew's classic book from 1987 called You'll Never Get No For an Answer that was covered on EP 176.[viii] Carew looked at the unique strategies that American Author and Salesman Og Mandino encouraged us all to read to improve our communication and influence with others and I noticed that Strategy 2 was to stop looking out for number one and always look for how you can help others first. So, after noticing this, I went straight to Chapter 10 of Grant Bosnick's book, on “Persuade and Influence” to see what he had to say on this topic. Right off the bat, in the opening of this chapter, Bosnick asks us to think about how we would persuade someone else to do something, like give you a pen you would like to have, for example, or ask for a promotion, or ask someone to do something you would like them to do. Then he differentiates the word persuade that he says “we can think of as quick, more direct, more for short-term or immediate gain” (Chapter 10, Bosnick, Tailored Approaches to Self-Leadership) while influence he says “is softer, more subtle, much more for longer term and lasting gain.” (Chapter 10, Bosnick, Tailored Approaches to Self-Leadership) Persuasion Bosnick says is “more tactical, whereas influence is strategic.”  He gives us the history of persuasion, explaining its origin from the early Greek Philosophers, and that Aristotle wrote about three modes of persuasion: logos (that's about logic and reason), pathos (that's about emotion and inspiration) and ethos (that's about the speaker's own character and credibility). Thinking of Jack Carew's second tip in his book to improve our influence with others (by putting other people first) I think is a good example of a strategy that builds this concept for long-lasting gain (influence) versus persuading someone to give me something that I need for short-term, or immediate gain (like, to pass me their pen, so I can write down something important that I'll need to remember).  I want to build influence with others, that's long-term, that I think includes logic and reason (logos), emotion and inspiration (pathos) and a person's character and credibility (ethos). All 3 of the modes of persuasion, to me, make up longer term influence with someone. We learned on this episode that “There are 6 short cuts to increase the chances that someone will be persuaded or even better, influenced by us” (Robert Cialdini) We covered the first three is Robert Cialdini's book: 1. Reciprocity: We are obliged to give back, if we have been given something. Use the neuroscience of influence and persuasion, and think of ways to help others first, instead of thinking what you can gain from other people, think of what you can give to them. Always be the first to give and take the time to make sure what you are giving is actually useful to that person. This way, what you will give will have meaning to that person. 2. Scarcity. If something is scarce, we want it more. Use this by highlighting the Benefits, Uniqueness and Possible sense of Loss. Take the time to find out how what you are offering to someone else, will help them. You will need to find out what they are looking for to do this, by asking questions, and listening. Then you can “frame what you are saying/offering, so others will find it to be valuable”[ix] especially if it is something that is difficult to come by, or scarce. 3. Authority. We are more likely to comply with a request if it is coming from a perceived authority/expert. Being introduced by others FIRST is a fast way to have others learn about your expertise, making you instantly more influential and persuasive, rather than you introducing yourself. My take-away from this episode: If I want to improve my influence, it begins with understanding the wants and needs of others first (how can I help them) and then being able to say what I mean, and mean what I say. The words I speak do matter when I'm working on gaining influence.  If I'm speaking with someone, and not being completely honest, or not meaning what I say, I know that this can be felt by the other person, and it will hurt my ability to gain trust, rapport and influence. Our brains really can detect “benefits and threats”[x] and I want to be sure that I'm drawing those I want to interact with towards me, not away from me. Once I have gained influence with someone I am speaking with, then I can take my persuasion skills to the next level, and we can begin to work together on our common goals. REVISIT THIS EPISODE TO REVIEW THIS CONCEPT IN DEPTH ✔ EP 337 Chapter 11 “The Neuroscience Behind Effective Time Management” This topic we covered early on our podcast, with a video from author Kent Healy, who wrote Success Principles for Teens[xi] that he co-authored with Jack Canfield. Kent created a video for me (many years ago) that we used with students in the classroom, and I featured this video on EP 33[iv] of our podcast that was called “Time Management, the Greatest Asset We Have” and Kent gives a perspective to the amount of time we have, in a way that 15 years later, I've still not forgotten his words in this video recording. You can watch Kent's explanation of “time management”[xii] with the visuals that he provided, reminding us that “we all have the same amount of time” and he even breaks it down and tells us how many seconds we have every day (84,600 seconds to be exact) every day. While ALL the experts agree that we can't create more time, or change this number, some will say we can use our time to generate more of something else (like energy) but Kent's message was about using this time (these 84,600 seconds we have each day wisely) and focus on what we can control, and that's our personal growth. He gives an example of adding just 15 extra minutes a day towards learning something new, and that adds up to 3.8 full days a year, and asks us to think of what value we put on 15 minutes of time. I loved Kent's point of view, and always respect people who use their time wisely. Then we looked at the Neuroscience of Time Management and learned that our chronotype “the natural inclination of your body to sleep at a certain time or what people understand as being an early bird versus a night owl”[xiii] should be factored into our Time Management Strategy. We learned that “For those people who go to bed around 9:30pm-11:30pm and wake in the window of 6am-8am that there tends to be an increase in (dopamine, norepinephrine, epinephrine, 0-8 hours after waking, which leads to increases in alertness, attention and focus that are great for analytical work, great for implementation of strategies that you already understand.” Dr. Andrew Huberman with Guest Dr. Adam Grant As we are thinking about the best strategies to manage our activities, projects, the extra time that Kent Healy thinks should go to self-improvement, or even the roles we have in our personal and professional lives, in order to have access to this extra energy, and creative thinking, we will want to plan our “deep” work 0-8 hours after waking (if our chronotype is the wake up early type). So, be sure you understand your own chronotype, and factor the science into your time management strategy. This made me think of Grant Bosnick's Top Energy Drainers: Procrastination Saying Yes to Everything The Perfectionist With this extra energy, and creative thinking, (from better managing our time) I suggested to put it all into creative prolific quality work (the perfectionist in me). I thought, why not use the extra energy to combat against procrastination, while protecting our time by saying no to everything, (at first). I know we can always come back to projects that you would like to do, that have meaning to you, but by truly managing our energy and activities, we are protecting this commodity that we all have in the same amounts: time. This episode also make me think that those 84,600 seconds that Kent Healy reminded me that we all have each day, and how 15 minutes a day (that adds up to 3.8 days/year) can be used even more wisely with this understanding of The Neuroscience of Time Management. Think About These Questions: Do you value your time? Do you value other people's time? Do you think 15 minutes of time really matters? I will also add, have you ever thought of the impact of counting time, down to the amount of seconds that we have each day? How important is 20 seconds of your time? OR, 20 seconds of someone else's time? REVISIT THIS EPISODE TO REVIEW THIS CONCEPT IN DEPTH EP 339 Chapter 12 “The Neuroscience of Change” On this EP we looked at two examples of what happens to our brain when we see something our brain wasn't expecting, like a breathtaking view, or when we land the promotion we worked so hard to achieve, Bosnick explains “we feel like we got a reward. It's a rush. We get a sensation in our brain and a hit of the big neurochemicals” dopamine, serotonin, oxytocin, norephinephrine, adrenaline.” (Page 132, Ch 12, Bosnick, Tailored Approaches to Self-Leadership). However, on the other hand, when we see a bear in the woods, (or snake on the hiking trails), or we are overlooked for a promotion at work, our brain actually sees this “like it's a threat. We feel tense, stressed, pressure…our body physically feels it.” We learned that “Neuroscience has shown us, that the feeling we get from a social or emotional threat (like being passed over for the promotion) is the same as the feeling we get from a physical threat (like seeing a bear or a snake). When we see how our brain interprets “everything and everyone we meet as either a reward or a threat” we can better understand “how our body reacts, (and) our brain and mind think, (leading) to the decisions, behaviors and actions we make.” (Page 132, Ch 12, Bosnick, Tailored Approaches to Self-Leadership). Next on this EP, we reviewed Maslow's Hierarchy of Needs that led to “Self-Determination Theory” around the year 2000 where researchers found that there were “three physiological needs: the need for Competence (feeling valued for our knowledge, skills and experience), the need for Relatedness (collaborating, connecting or serving others) and the need for Autonomy (being able to exercise self-regulation…to achieve our goals.” (Page 133, Ch 12, Bosnick). We learned that when our ACRES are being met, (our autonomy, competence, relatedness, equity, and sureness) it will put us in a toward state and we will fully embrace everything ahead of us; (but) if our ACRES are threatened, it will put us in an “away state” and will then resist or block things ahead of us. Looking at Bosnick's ACRES example, we examined a work experience in our past, that we did not enjoy, to see where it went against the ACRES Model of Needs. With brain science in mind, we can gain more understanding of why we either enjoyed, or didn't enjoy this experience. It all led back to how our brain either interprets the experience as a reward, or a threat. We also looked at triggers to be aware of to mitigate threat, during times of change. Finally, we looked at how to change our nervous system, to change our actions and behaviors, so we can leave behind a legacy (or fossil record as Dr. Huberman calls it) that we are proud of. We learned that “Agitation and strain is the entry point to neuroplasticity” Dr. Huberman This is when lasting CHANGE is happening at the brain level, and impacting our entire nervous system. So when we are working on something, (like trying to learn something new…like understanding the neuroscience of change for this episode) and that limbic friction feeling comes up, (and I'm annoyed or agitated) when something just doesn't click.  I now have a deeper understanding of what's happening at the brain level after this EP. I will now push forward, stay positive and lean into the change that I know is happening in my brain, as I embrace the change that comes with doing difficult work. The Neuroscience of Change is an exciting topic, and it's only going to be strengthened with the next two topics, Agility and Resilience.   REVISIT THIS EPISODE TO REVIEW THIS CONCEPT IN DEPTH EP 342 Chapter 13   “Mastering Mental and Physical Agility” Which leads us to the final EP of our review today. “Mastering Mental and Physical Agility” Before I even review this EP, I thought of something I saw on Twitter/X this morning that caught my attention. It was a post from Chris S Cornell whose handle is @BiggestComeback and he was talking about his first attempt to run a mile, with a kettlebell. He faced some criticism for this post, as some said it was “dangerous” but mentioned that he thought that “spending your life on the couch with a remote in one hand and a beer in the other is far more dangerous.”[xiv] (Chris Cornell) While this pathway came out as a low priority for me last year, and this year, I have to say, it's definitely NOT an area I leave off to the side. I'm always looking to see how I can push my mind or body, just a bit past where I'm comfortable, and when life is difficult, this is actually where I thrive. While I don't think I could run a mile with a kettle bell, I did run 7 miles today with a 16 pound weighted vest. I really do believe in the mind/body connection and that by doing things that are difficult, we strengthen the brain. We did dive deeper into this concept on EP 344[xv] with “The Neuroscience of Resilience” that we will review next time, but we uncovered that by doing difficult things, we increase the size of a part of our brain called the anterior midcingulate cortex. (Dr. Andrew Huberman). I do difficult things because I want to improve my mental and physical strength, and in turn, increase the size of this important part in my brain that Dr. Huberman says “is not just the seat of willpower…but scientists think it holds the secret in the will to live.” If you are like me, and enjoy doing difficult things, you will enjoy when we looked at three terms from the book Antifragile by N Taleb[xvi] where the author says there are three types of systems, organizations or people. The fragile: which is like an egg and breaks under stress. No one wants to be labeled as fragile. The robust: which is like a phoenix, when destroyed comes back exactly as it was before. This is a step in the right direction, but who wants to emerge from challenge the same as before? The antifragile: gets stronger from uncertainty—like the Hydra from the Greek myth where you cut off one head, two grows back in its place. It gets stronger from the sudden change. We learned that when we face challenges, changes and stressors, we want to become antifragile in the process so that we grow from adversity, and become stronger in the process. While we did go deep into the stressors and triggers that can stop our course of action, Bosnick suggested that we rate our stressors (from a list he provided to jog our minds), on a scale of 1-5. Then he reminds us of the three types of people, showing us how we can and most definitely will grow from adversity, sustaining our peak performance, and finally what we want to take away from this chapter is how to “train our brain to be antifragile in order to be more agile in the moment when we face challenges or stressors.” (Chapter 13, Bosnick, Page 149) I don't think that running a mile with a kettle bell is for me (even if a part of me wonders how far I could go before I would lose the grip of something that heavy), I will continue to challenge my mind, as we learned from our most downloaded series, The Silva Method that “Once we learn to use our mind (to train it) it will do some astounding things, as you will soon see.” REVISIT THIS EPISODE TO REVIEW THIS CONCEPT IN DEPTH   REVIEW and CONCLUSION: To review and conclude this week's episode #357 on PART 3 of our review of Grant Bosnick's Tailored Approaches to Self-Leadership, we covered a review of the strategies that can help us to implement each concept, from chapters 10, 11, 12, and 13. EPISODE #357 PART 3 of our review of Grant Bosnick's Tailored Approaches to Self-Leadership, we will cover: ✔ EP 336 Chapter 10[xvii]“The Neuroscience of Persuasion and Influence” ✔ EP 337 Chapter 11[xviii] “The Neuroscience of Time Management” ✔ EP 339 Chapter 12[xix] “The Neuroscience of Change” ✔ EP 342 Chapter 13[xx]     “Mastering Mental and Physical Agility”   We will see you next time, with our PART 4, our final part in this review. Stay tuned as we launch our interview series, with NEW inspiring interviews with experts who are working deeply with the most current neuroscience research. See you next week!   REFERENCES:   [i] Neuroscience Meets Social and Emotional Learning Podcast EPISODE #321 with Grant ‘Upbeat' Bosnick  https://andreasamadi.podbean.com/e/insights-from-grant-upbeat-bosnick/   [ii]Neuroscience Meets Social and Emotional Learning Podcast EPISODE #355 Mastering Self-Leadership REVIEW PART 1 (Grant Bosnick) https://andreasamadi.podbean.com/e/mastering-self-leadership-with-neuroscience/   [iii] Neuroscience Meets Social and Emotional Learning Podcast EPISODE #356 Mastering Self-Leadership REVIEW PART 2 (Grant Bosnick)https://andreasamadi.podbean.com/e/unlocking-the-secrets-of-self-leadership-chapters-6-to-9-review/   [iv] Neuroscience Meets Social and Emotional Learning Podcast EPISODE #330 “The Neuroscience of Persuasion and Influence” https://andreasamadi.podbean.com/e/unlocking-the-science-of-persuasion-and-influence/   [v] Neuroscience Meets Social and Emotional Learning Podcast EPISODE #337 “The Neuroscience of Time Management”  https://andreasamadi.podbean.com/e/mastering-time-the-neuroscience-behind-effective-time-management/   [vi] Neuroscience Meets Social and Emotional Learning Podcast EPISODE 339 “The Neuroscience of Change”   https://andreasamadi.podbean.com/e/embracing-change-the-neuroscience-behind-thriving-in-2024/   [vii]Neuroscience Meets Social and Emotional Learning Podcast EPISODE 342  “Mastering Mental and Physical Agility” https://andreasamadi.podbean.com/e/mastering-mental-and-physical-agility-strategies-for-self-leadership/   [viii] Neuroscience Meets Social and Emotional Learning Podcast EPISODE #176 https://andreasamadi.podbean.com/e/the-neuroscience-of-communication-why-our-brain-doesn-t-like-the-word-no/   [ix] The Neuroscience of Influence https://www.youtube.com/watch?v=J-5CZ2AXT1o   [x] The Neuroscience of Influence Leadership Coaching by Dean Newlund https://mfileadership.com/2021/01/27/the-neuroscience-of-influence/   [xi] Success Principles for Teens by Jack Canfield and Kent Healy April 15, 2008 https://www.amazon.com/Success-Principles-Teens-Where-Want/dp/0757307272   [xii] Author Kent Healy on “Time Management: Our Greatest Asset” https://www.youtube.com/watch?v=w_ibHzu751I   [xiii] Chronotypes Definition https://www.sleepfoundation.org/how-sleep-works/chronotypes#:~:text=Chronotype%20is%20the%20natural%20inclination,bird%20versus%20a%20night%20owl.   [xiv] https://x.com/BiggestComeback/status/1895906308785615336   [xv]Neuroscience Meets Social and Emotional Learning Podcast EPISODE #344 “The Neuroscience of Resilience: Building Stronger Minds and Teams” https://andreasamadi.podbean.com/e/the-neuroscience-of-resilience-building-stronger-minds-and-teams/   [xvi] Antifragile by Nassim Taleb Published Jan. 28, 2014 https://www.amazon.com/Antifragile-Things-That-Disorder-Incerto/dp/0812979680   [xvii] Neuroscience Meets Social and Emotional Learning Podcast EPISODE #330 “The Neuroscience of Persuasion and Influence” https://andreasamadi.podbean.com/e/unlocking-the-science-of-persuasion-and-influence/   [xviii] Neuroscience Meets Social and Emotional Learning Podcast EPISODE #337 “The Neuroscience of Time Management”  https://andreasamadi.podbean.com/e/mastering-time-the-neuroscience-behind-effective-time-management/   [xix] Neuroscience Meets Social and Emotional Learning Podcast EPISODE 339 “The Neuroscience of Change”   https://andreasamadi.podbean.com/e/embracing-change-the-neuroscience-behind-thriving-in-2024/   [xx]Neuroscience Meets Social and Emotional Learning Podcast EPISODE 342  “Mastering Mental and Physical Agility” https://andreasamadi.podbean.com/e/mastering-mental-and-physical-agility-strategies-for-self-leadership/  

Emotional health is deeply intertwined in an ongoing journey with spiritual health. This involves opening to our pain, grieving our trauma, and patiently cultivating a resilience that stabilizes and secures our relationships and our sense of self.With compassion, pastoral presence, and emotional attunement, psychologist Dr. David Wang is using psychological and theological tools to help us understand and adapt to emotional realities, explore the wounds of our past, and find healing and strength through acceptance and grief.In this conversation with David Wang, we discuss:The difference between human development and spiritual formation and how to understand maturityThe centrality of relationships in human life and growth, and how that's grounded in divine relationality and our communion with GodHow to become friends with ourselves, offering self-compassion and being moved by our own sufferingThe impact of childhood trauma on adult emotional, psychological, and spiritual healthAnd finally, how a practice of grief can help us understand and work through traumatic experiences and move toward healing.Show NotesChristian theology and formationA philosophical approach to theologically informed strategies for transformation and growthHow the relational aspects of God ground an approach to therapy and spiritual formationWhat are the markers of maturity?Relatedness and connection to others facilitates the process of human growth and developmentEmotional building blocks and relational capacities for maturityDave Wang on spiritual health and thrivingTheological and psychological frameworks of thrivingHolding the beautiful beside the brokenBecoming friends with ourselvesShow compassion, be moved by our own suffering, and accept limitations as we strive toward the hard work we're all called to.Two paradoxical needs to achieve spiritual maturity and healthWe are made for relationships, but we also need independenceBalanceSpiritual and emotional maturityFormation through practice, education, and healthy developmentCan virtue be taught?Can maturity be educated?Can we learn to thrive and be spiritually healthy?In the Realm of Hungry Ghosts, Dr. Gabor Maté writes that “The attempt to escape from pain is what creates more pain.”When our brains and our bodies go into survival modeAvoidance as a coping mechanism or strategyChildhood trauma in childhood“When the psychic pain is so unbearable, the felt threat so intimidating, we mentally and emotionally try to escape.”Childhood trauma can reemerge in adult behaviors, relationships, habits, language, even physical illness or conditions.Do I have trauma that I haven't dealt with?The symptoms or signs of traumaHow to approach the process of seeking help and healing.Concrete practices that can help and heal traumatic experienceLearning to grieveChristian spiritual practices of prayerThe emotional practice of grief and acceptanceDr. Pam King's Key TakeawaysHuman beings need both relationships and independence. And learning how to balance and integrate them is a marker of our maturity.Though we may try to escape from pain, to deal with trauma we need to practice acceptance and grief. It's a difficult and complex relational process that brings us closer to healing and wholeness.We can befriend ourselves in our pain through a practice of self-compassion.In this life, we have to hold beauty beside brokenness. Cultivating the capacity to do so is the hard work of growth into spiritual and emotional maturity, and the joyful journey of thriving.www.drdavidcwang.comhttps://www.seminaryformationproject.com/About David WangDr. David Wang is a licensed psychologist and Associate Professor of Psychology at Fuller Theological Seminary, where he's also the Cliff and Joyce Penner Chair for the Formation of Emotionally Healthy Leaders and scholar in residence at Fuller's Center for Spiritual Formation. He speaks and trains leaders globally on trauma informed care. And he conducts research and teaches courses in Trauma Therapy, Dialectical Behavior Therapy, Multicultural Psychology, and the Integration of Psychology and the Christian faith. He is also Pastor of Spiritual Formation at One Life City Church in Fullerton, California. About the Thrive CenterLearn more at thethrivecenter.org.Follow us on Instagram @thrivecenterFollow us on X @thrivecenterFollow us on LinkedIn @thethrivecenter About Dr. Pam KingDr. Pam King is Executive Director the Thrive Center and is Peter L. Benson Professor of Applied Developmental Science at Fuller School of Psychology & Marriage and Family Therapy. Follow her @drpamking. About With & ForHost: Pam KingSenior Director and Producer: Jill WestbrookOperations Manager: Lauren KimSocial Media Graphic Designer: Wren JuergensenConsulting Producer: Evan RosaSpecial thanks to the team at Fuller Studio and the Fuller School of Psychology & Marriage and Family Therapy.

Dr. James O'Dwyer is an Assistant Professor in the Department of Plant Biology and the Carl R. Woese Institute for Genomic Biology at the University of Illinois, Urbana-Champaign. The research in James's lab uses computational and theoretical approaches to better understand the patterns we observe in the world. He is an ecologist and is particularly interested in biological complexity. The goal of his lab is to build models and make predictions that will provide us with novel and unexpected information about how nature works. In his free time, James enjoys hiking, traveling, and strategic board games like Settlers of Catan and Ticket to Ride. He was awarded a master's degree in Physics from the University of Durham, as well as a master's and PhD in Theoretical Physics from the University of Cambridge. James was awarded an Engineering and Physical Sciences Research Council Postdoctoral Fellowship conducting research at the University of Oregon and the University of Leeds in the United Kingdom, and he was also awarded an Omidyar Postdoctoral Fellowship at the Santa Fe Institute before accepting his current position. James is here with us today to tell us all about his journey through life and science.

Are you feeling overwhelmed by the daily challenges of raising a neurodivergent child? Do you worry about how to motivate your kid and help them succeed, or perhaps you're frustrated with the constant misunderstandings surrounding their unique needs? You are not alone, and there is hope.In this episode of Beautifully Complex, Dr. Wendy Grolnick and I dive into some myths about motivation that society often perpetuates.We discuss:The essential differences between intrinsic and extrinsic motivation, and why understanding this is crucial for your child's growth.How to create an environment that fosters true motivation by addressing the three core needs: autonomy, competence, and relatedness.The detrimental effects of pressure and rewards on motivation, especially for neurodivergent kids.Practical, step-by-step strategies to build a neuro-affirming environment that empowers your child to thrive.Tune in for practical advice, emotionally supportive guidance, and scientifically-backed strategies designed to make everyday life a little easier for you and your kid. Listen now to unlock the secrets to understanding and nurturing your child's motivation, transforming challenges into opportunities for growth.Become a supporter of this podcast: https://www.spreaker.com/podcast/beautifully-complex--6137613/support.

Autonomy, Competence & Relatedness | Culture Hack | Calgary Business In this episode of Culture Hack, host Adam engages in a dynamic conversation with Lindsay Harle-Kadatz, founder of BRP Consulting. Lindsay, a values-driven leader, shares her insights on how aligning leadership teams around core values can create engaged, productive workplaces. They dive deep into topics like self-determination theory, employee engagement, and the importance of autonomy, competence, and relatedness in a thriving work culture. Tune in for practical strategies and thought-provoking ideas to elevate your company's culture! #CultureHack #yycbusiness #engagement #businessculture #leadership A bit about our guest: Lindsay is the Founder and Business Consultant for BRP Consulting, a brand and mindset consulting company that supports leaders of small teams. Connect with Lindsay​ on LinkedIn at: https://www.linkedin.com/in/lindsayharle About Adam and Culture Hack: Adam's alternate title at ENTA Solutions is The Culture Ninja. His passion is helping small businesses excel by creating an engaging company culture. Adam's goal is to help your team achieve clarity of purpose and wholeheartedly commit to your company's values and vision. Connect with Adam on LinkedIn https://www.linkedin.com/in/adam-kolozetti Culture Hack is Adam's new show, exploring the impact that company culture has on employee engagement. Adam is talking with business owners, founders, and CEOs in Calgary to get their take on company culture and employee engagement. Get leadership insights from passionate people that have a vision for their business and the drive to reach their goals. As an interviewer, Adam is the ideal choice to share your knowledge and experience in leading a business to success. Promote your brand and story on Culture Hack and: -Reach a global audience via the YYC Business website and the MegaPixxMedia YouTube channel. -Gain additional viewers of your Culture Hack episodes through free publication on YYC Business social media platforms. -Download your Culture Hack episode to your personal and company social media pages. Episodes are also available in podcast format and you can listen to them on Spotify, Apple Podcast, and Google Podcasts. Filmed and edited by ENTA Solutions https://www.entasolutions.org

Dr Justin's 3 E's (explore, explain, and empower) are the pillars of autonomy-supportive parenting. But there are times when they just do not work (we are all only flawed humans after all!). Today's tips will help you calmly and confidently navigate through the heat of these challenging moments. (R) This episode originally aired 3/6/24. In this episode: The 3 Es of Effective Discipline: Explore, Explain, and Empower Self-determination theory Basic psychological needs of every human Relatedness, competence, autonomy Need-supportive parenting High emotions = low intelligence Being ok with our children's discomfort Patience and practice Fast is slow, and slow is fast Neurodiversity Turn towards your child in challenging times Related links: The Parenting Revolution, by Dr Justin Coulson The Secret to Regulating Emotions How to Fix a Problem Child Little People, Big Feelings [The Free Webinar] Find us on Facebook or TikTok Subscribe to the Happy Families newsletter Leave a voice memo here or email your questions/comments to podcasts@happyfamilies.com.au Find out more about joining THE QUEST at our websiteSee omnystudio.com/listener for privacy information.

Lanni Brown grew up surrounded by basketball. Her father, Dee Brown, was an NBA legend with the Boston Celtics. Her sister is currently playing in the WNBA and her brother is a D1 Basketball player. While she also found success in the sport, she faced lots of comparisons with her family, struggled to separate her self identity from her performance and ultimately realized that she was “not feeling basketball.” Her transition to the D1 level exacerbated her struggle as she felt different from her teammates because she didn't love her sport and even felt selfish, ungrateful and guilty that she was getting a scholarship despite not being fully invested. Lanni chose to shift her mindset and focus on energy, positivity and enjoying the moments and making an impact in her own way.  Since her competitive career has ended, she is pursuing a Master's at Jacksonville University in Clinical Mental Health Counseling with the plan to pursue a PhD in Clinical Psychology She is combining her personal experiences and education to better support student athletes as an advocate, ambassador and future clinician.  @alanni.noelle

Welcome to Growthmates with Kate Syuma — Growth advisor, previously Head of Growth Design at Miro. I'm building Growthmates as a place to connect with inspiring leaders to help you grow yourself and your product. Here you can learn how companies like Dropbox, Adobe, Canva, Loom, and many more are building excellent products and growth culture. Get all episodes and a free playbook for Growth teams on our brand-new website — growthamtes.club, and press follow to support us on your favorite platforms. Listen now and subscribe on your favorite platforms — Apple, Spotify, or watch on YouTube (new!).—In this episode, I chat with Amy Bucher, Chief Behavioral Officer at Lirio and author of Engaged. We delve into the world of behavioral design, exploring how understanding human behavior can lead to more ethical and effective product development. Amy shares her journey from academia to leading behavioral design teams, and how frameworks like the COMBEE model and Behavior Change Wheel are essential tools for influencing user behavior.By the end of this episode, you'll learn how to apply behavioral science principles to your product, understand the importance of ethical design, and gain insights into leveraging AI for personalized user experiences

Welcome back to another episode of Accelerate Your Business Growth! Today, we're diving into the complexities and opportunities of remote work with our guest, Shane Spraggs. Shane is a seasoned expert in operational efficiency, leveraging lean agile methodologies, and has an impressive track record with companies like Acromedia, Disney Interactive, and Minga. He's currently a partner at Virtira and coauthor of "The Power of Remote." In this episode, Shane delves into the foundational elements crucial for building successful remote teams, including the importance of intentionality, proactive communication, and fostering a sense of relatedness among team members. He also offers insightful strategies for leaders on how to effectively manage and communicate with their remote teams, touching on essential practices like one-on-one meetings and setting clear, measurable goals that align with the company's mission. If you're struggling with remote team dynamics or looking to enhance your business operations, you won't want to miss this conversation. Join host Diane Helbig and Shane Spraggs as they explore how to transform the way your organization operates in a remote setting. If you are a small business owner or salesperson who struggles with getting the sales results you are looking for, get your copy of Succeed Without Selling today. Learn the importance of Always Be Curious. Accelerate Your Business Growth is proud to be included on the list of the 45 Best Business Growth Podcasts. Each episode of this podcast provides insights and education around topics that are important to you as a business owner or leader. The content comes from people who are experts in their fields and who are interested in helping you be more successful. Whether it's sales challenges, leadership issues, hiring and talent struggles, marketing, seo, branding, time management, customer service, communication, podcasting, social media, cashflow, or publishing, the best and the brightest join the host, Diane Helbig, for a casual conversation. Discover programs, webinars, services, books, and other podcasts you can tap into for fresh ideas. Be sure to subscribe so you never miss an episode and visit Helbig Enterprises to explore the many ways Diane can help you improve your business outcomes and results. "Relatedness is a very important aspect to remote work, and the businesses that do remote work well have processes intentional processes set up in place to, ensure that people feel related to each other." — Shane Spraggs 00:05:50 Learn more about your ad choices. Visit megaphone.fm/adchoices

Dr. Aaron Ahuvia, a renowned expert on brand love, delves into the powerful concept of brand love and its profound impact on consumer behavior. He illustrates how brand love transcends traditional marketing, emphasizing creating meaningful and lasting connections with consumers. Drawing from his acclaimed book, "The Things We Love," Dr. Ahuvia explores people's deep emotional bonds with objects and how these bonds shape personal identity.In this episode, Dr. Ahuvia also examines the influence of social media, AI, and chatbots on our emotional connections. He reveals the surprising potential for deep emotional ties with digital entities and the broader implications for human relationships, emphasizing the balance between intrinsic and extrinsic motivations in our relationships with objects and people. Relatedness, competence, and autonomy are crucial in building fulfilling connections.Order a copy of my book, "Passion Struck: Twelve Powerful Principles to Unlock Your Purpose and Ignite Your Most Intentional Life," today!  Recognized as a 2024 must-read by the Next Big Idea Club, the book has won the Business Minds Best Book Award, the Eric Hoffer Award, the International Book Awards for Best Non-Fiction, the 2024 Melanie P. Smith Reader's Choice Contest by Connections eMagazine, and the Non-Fiction Book Awards Gold Medal. Don't miss the opportunity to transform your life with these powerful principles!Full show notes and resources can be found here:  https://passionstruck.com/aaron-ahuvia-why-we-love-objects-how-defines-us/In this episode, you will learn:Brand love is about creating meaningful connections with consumers to establish emotional attachments to products, brands, or organizations.Dr. Aaron Ahuvia, a leading expert on brand love, discusses the psychology behind forming emotional bonds with objects and brands.Understanding the distinctions between loving things and loving people can provide insights into behaviors and relationships.The psychology of love can help us understand future relationships with AI, including the potential for deep emotional connections with chatbots.Chatbots with emotional intelligence can impact our emotional lives and relationships with humans and AI.The humanization of products, where we attribute human traits to objects, can affect our personal identity and sense of self.All things Aaron Ahuvia: https://thethingswelove.com/about-aaron/SponsorsBrought to you by Clariton, fast and powerful relief is just a quick trip away. Ask for Claritin-D at your local pharmacy counter. You don't even need a prescription! Go to “CLARITIN DOT COM” right now for a discount so you can Live Claritin Clear.--► For information about advertisers and promo codes, go to:https://passionstruck.com/deals/Catch More of Passion StruckWatch my solo episode on The 6 Key Steps to Bold Risk-Taking for Personal Growth.Can't miss my episode withRusty Shelton on How You Build Your Authority AdvantageListen to my interview withHilary Billings on the Psychology of Attention, Mastering Short-Form Video, and Personal Brand BuildingCatch my interview with Jen Gottlieb on How to Create Your Own Success by Being SeenListen to Seth Godin on Why We Need Systems Change to Save the PlanetLike this show? Please leave us a review here-- even one sentence helps! Consider including your Twitter or Instagram handle so we can thank you personally!

In episode 339, we delve into Chapter 12 of Grant's latest book, exploring the cutting-edge neuroscience of change. Building on seven months of in-depth discussions, this episode aims to equip you with the knowledge to thrive in 2024 by understanding how our brain interprets change as either a reward or a threat. We'll revisit key episodes that have previously tackled the concept of change, including insights from futurist Chris Marshall and renowned neuroscientists. Discover how your brain's response to social and emotional threats can be as powerful as its response to physical dangers, and learn practical strategies to navigate these challenges. Gain a deeper understanding of Maslow's hierarchy of needs and its evolution into self-determination theory. Explore Bosnick's ACRES model—Autonomy, Competence, Relatedness, Equity, and Sureness—to see how meeting these needs can help you embrace change and achieve your goals. Join us as we unpack Dr. Huberman's insights on how to harness neuroplasticity to create lasting behavioral changes. Learn how to manage the agitation and strain that come with pushing past your comfort zone, and find out how to build a positive change network to support your journey. Whether you're looking to enhance your agility, resilience, or overall well-being, this episode offers valuable tools and reflections to help you navigate and embrace change with confidence. Welcome back to SEASON 12 of The Neuroscience Meets Social and Emotional Learning Podcast, where we connect the science-based evidence behind social and emotional learning and emotional intelligence training for improved well-being, achievement, productivity and results—using what I saw as the missing link (since we weren't taught this when we were growing up in school), the application of practical neuroscience. I'm Andrea Samadi, an author, and an educator with a passion for learning and launched this podcast 6 years ago with the goal of bringing ALL the leading experts together (in one place) to help us to APPLY this research in our daily lives. On today's episode #339 we continue with our 18-Week Self-Leadership Series based on Grant Bosnick's “Tailored Approaches to Self-Leadership: A Bite Size Approach Using Psychology and Neuroscience” that we first dove into with our interview on EP #321[i] the end of January.  The goal was that each week, we focused on learning something new, (from Grant's book) tied to the most current neuroscience research, that builds off the prior week, to help take us to greater heights in 2024. So far, it's taken us 7 months to cover the first 12 chapters thoroughly, and we still have 7 chapters to go.  After this week on change, we have chapter 13 on agility, 14 on resilience, 15 on relationships and authenticity, 16 on biases, 17 on trust, 18 on empathy and the final chapter 19 (and one of my target areas to focus on this year), the topic of presence. When we finish each of these chapters, we will put them all together, with a review of each one, in one place. On today's EPISODE #339 we will cover: ✔ The Neuroscience of Change ✔ How our brains sense rewards versus threats ✔ How social and emotional threats are the same as physical threats ✔ Review of Maslow's Hierarchy of Needs ✔ Review of Self Determination Theory ✔ Triggers to watch for during times of change. ✔ How to Change Our Nervous System to change our actions and behaviors, and leave behind a legacy we are proud of. For Today, EPISODE #339, we are moving on to Chapter 12, covering “The Neuroscience of Change” which came out as a low priority with 0% (Pathway 5) along with Agility and Resilience. I wasn't surprised to see this topic showing up with a low priority for me this year, mostly because I love change, and am constantly looking for new ways to do things. If I am doing the same things over and over again, I can tend to get bored, so it's important to find new angles, and challenges, daily to inspire the most creativity. If you've taken the leadership self-assessment[ii], look to see if Change  (in Pathway 5) along with agility and resilience, is of a low, medium or high priority for you to focus on this year. We've covered the topic of “change” in many different places on this podcast, most recently on EP 296,[iii] with Futurist Chris Marshall on his book “Decoding Change”, EP 244 “Using Neuroscience to Change our Perceptions”[iv], or EP 209 on “Using Neuroscience to Impact Change”[v] where we looked at a quote from the great, late Sir Ken's famous TED TALK, Do Schools Kill Creativity, where he reminded us that “If you're not prepared to be wrong, (by not fearing change and making mistakes along the way) you'll never come up with anything original.” Think about this for a moment. Think of the times in your life where you embraced change. Would you agree with me that embracing change helps us to have more guts and perhaps stretch more in the future? It helps us to build our future confidence levels. There are many different ways to change our brain, like we found out with Dr. Michael Rousell on EP 159[vi] who taught us “How the Power of Surprise Can Secretly Change the Brain.” So what does Grant Bosnick say about The Neuroscience of Change in Chapter 12 of his book, Tailored Approaches to Self-Leadership? He opens up the chapter with examples of change, asking how we feel when: Example 1: We are in nature and come across a “breathtaking view” (how do we feel) I love seeing water (rivers, lakes or waterfalls in nature). How about you? What do you enjoy seeing/feeling in nature? Or, think of this—we are in nature, and we see a large bear in front of us (how do we feel seeing a large bear compared to the first example of the beautiful river or waterfall)? I've never seen a bear, but we do see rattlesnakes often on the hiking trails with the same effect as a bear! If a rattlesnake doesn't kill you with their venom, they could very possibly bankrupt you, due to the high cost associated with treating snake bites.[vii] Think about how seeing a bear or a snake in nature, makes you feel now? The first example is obviously peaceful, and the second quite stressful. Example 2: We are working hard, and go for our dream position at work, and we are thrilled that we actually land the promotion! (How do we feel) This feels incredible! Or, you don't get the promotion, someone else gets it (how do we feel then)? Deflated is a word that comes to mind. With both of these examples, the breathtaking view, or when we land the promotion we worked so hard to achieve, Bosnick explains “we feel like we got a reward. It's a rush. We get a sensation in our brain and a hit of the big neurochemicals” dopamine, serotonin, oxytocin, norephinephrine, adrenaline.” (Page 132, Ch 12, Bosnick, Tailored Approaches to Self-Leadership). But with the bear in the woods, (or snake on the hiking trails), or being overlooked for the promotion our brain actually sees this “like it's a threat. We feel tense, stressed, pressure…our body physically feels it.” Then Bosnick said something that caught my attention that showed me the difference between these two examples. Bosnick says that “Neuroscience has shown us, that the feeling we get from a social or emotional threat (like being passed over for the promotion) is the same as the feeling we get from a physical threat, (like seeing the bear of the snake) and that the negative (threat) response is stronger than the positive (reward) response.” (Page 132, Ch 12, Bosnick, Tailored Approaches to Self-Leadership). This explains to me why social and emotional threats can have a long-lasting impact on us and deflated just doesn't cover it. If we let these threats impact us, they do have the ability to zap our future confidence levels. When we see how our brain interprets “everything and everyone we meet as either a reward or a threat” we can better understand “how our body reacts, (and) our brain and mind think, (leading) to the decisions, behaviors and actions we make.” (Page 132, Ch 12, Bosnick, Tailored Approaches to Self-Leadership). It's here that Bosnick reviews the five levels of Maslow's Hierarchy of Needs, where the bottom two are our physiological needs (food, water, shelter) then safety needs (health, emotional security, financial security) that we need first for survival. The top three are our psychological needs, social belonging (friendships and love), the need for self-esteem (confidence, recognition and respect) that leads us to the top, with self-actualization (where we pursue our goals and seek happiness).  Bosnick talks about how Maslow's model evolved into “Self-Determination Theory” around the year 2000 where researchers found that there were “three physiological needs: the need for Competence (feeling valued for our knowledge, skills and experience), the need for Relatedness (collaborating, connecting or serving others) and the need for Autonomy (being able to exercise self-regulation…to achieve our goals.” (Page 133, Ch 12, Bosnick). Bosnick expands on this, calling it ACRES, A=autonomy or the feeling of control or choice), C=competence (feeling valued and respected for our contribution), R=relatedness (a need to belong and be accepted, to also have social connections), E=equity (perceiving actions as fair) and S=sureness (the ability to predict what's going to happen moment to moment).  (Page 133, Ch 12, Bosnick). Bosnick tells us that “if all of our ACRES are being met, it will put us in a toward state and we will fully embrace everything ahead of us; (but) if our ACRES are threatened, it will put us in an “away state” and will then resist or block things ahead of us. IMAGE CREDIT: Figure 12.1 ACRES Example Grant Bosnick Bosnick shows us the ACRES example in his life, showing the reward and threats he felt with a work situation. Understanding our basic human needs, and how they have evolved over the years, helps us to understand why we resist change, whether it's intentional, or from a subconscious point of view. Remembering that Our brain is tied into “everything that we do, and everything that we are.” (Dr. Daniel Amen) I can look at Bosnick's ACRES example, and clearly think of a work experience I did not enjoy, as it went against the ACRES Model of Needs. With brain science in mind, I can gain more understanding of why I didn't enjoy this experience, helping me to seek out a NEW work experience, where the ACRES were all met. When I think of that work experience I did not enjoy, ALL five of the ACRES examples were not met, so I felt the negative threat response in my brain, activated daily, didn't notice any positive reward responses, and even though I felt like I was consciously making an effort, my brain kicked into the “fight of flight response” just like my body was preparing for a threat (like the bear in the woods, or snake on the hiking trail).  At the end of each day, I felt threatened and not rewarded. Can you think of when you have felt the ACRES Model working for you (where you feel rewarded) or against you (where you feel threat) while going through change? Bosnick next explains how open-minded or close-minded we are to change, in his figure 12.2 with an image that was created by Michael Mahoney[viii] the author of The Human Change Process book, who addresses why change is so difficult for people, and how to lean into change, and maximize your chances for success. “The open-minded/closed minded dimension relates to the degree of mental openness to the environment and our level of curiosity. Open- minded represents the level of reward that we perceive and close-minded represents the level of threat that we perceive. With a passive mindset, we will either subtly support or oppose the change; with an active mindset, we will either overtly support or overtly reject the change.” (Page 137, Ch 12, Bosnick). We did dive into the emotion of curiosity on our interview with the co-author of the famous book The Archeology of Mind, Lucy Biven on EP 270[ix] where we looked at Jaak Panksepp's research, and again with Gabrielle Usatynski on EP #282[x] “How to Use Jaak Panksepp's 7 Core Emotions to Transform Your Family, Career and Life.” With this look at effective neuroscience, it makes sense to set out with a “seeking” or curious mindset, while approaching change, to be as open as we all can to what we might learn in the process, while being mindful of what makes you close-minded. Bosnick points out that it's normal to go back and forth between these two states, but just to be mindful of what shuts you down, or puts you in the threat response. We want to be in the “Bring Change On” quadrant from figure 12.2 but what do we do if something is “triggering” us as a threat response? Bosnick lists a few triggers we can be mindful of watching during times of change. Some included: History of this particular type of change: Think about how have you been in the past with the change you are experiencing now? Remember that past behavior can help you to predict future behavior. Beware of the fear of loss that Bosnick says creates insecurity and unsureness. Beware of the fear of the unknown. Lacking a plan. Fear of giving up our freedom. If you are going through a change right now, look at the change response quadrant figure 12.2 and see where you would place yourself. Are you clearly in the Bring it On Quadrant, or are you going back and forth between being open-minded (and ready for change) or close-minded (and unsure of yourself). Look at the list of triggers and see if any of these are causing you to experience a threat response in your brain. What I love about Bosnick's book, is how many reflection activities he has, in addition to the Companion Workbook that goes along with this text. Bosnick suggests to “build a positive change network” so you don't need to face change on your own. He suggests adding in new social connections to increase the positive rewards in your life, and minimize the threat responses you might face. What Else Does Neuroscience Say About Change? Can we really change our nervous system—specifically our actions and behaviors that will lead us to NEW conditions, circumstances and environments in our life? Can we with focus, and with the use of our will, become more open-minded to change in our life? After learning about how our brain either feels threatened or rewarded during times of change, I wondered what Dr. Andrew Huberman would suggest and I found an episode he did back in 2021 on “How Your Brain Works and Changes”[xi] that gave me some insight into how I can change my actions and behaviors to be more open-minded, getting me to that “Bring it on” Quadrant, so that I'll see the change I'm experiencing as a reward, instead of a threat. I think this is brilliant! Using our understanding of practical Neuroscience to actually change our brain, and lean into change, with an open-minded, active mindset, keeping our brain primed for rewards, and aware of how to mitigate threats. Dr. Huberman suggests that in order to change our actions and behavior towards something, we must first of all understand how this part of our brain works in our nervous system. He dives into an hour long explanation you can watch, but I will give you the short-cut version. He explains that our nervous system consists of these five things: We experience sensation (we have neurons that see color, feel sensations, taste, smell). We can't change our sensory receptors. We experience perception (our ability to take what we are sensing or paying attention to) and focus on it. He says we can put a spotlight on something we want to pay attention to, for example. Then we have our feelings/emotions (like happiness, sadness, boredom, frustration) and he reviews how neuroscientists, psychologists, and philosophers argue (like crazy) about this topic, and how emotions/feelings work. Dr. Huberman says that it all goes back to understanding that there are certain neuromodulators that have a profound impact on our emotional state. Dopamine (involved with motivation and reward, and important with things outside of ourselves, things we want to pursue) and serotonin tends to help us to feel good with what we have. Dr. Huberman reminds us that “feelings and emotions are contextual” and that while showing joy/sadness can be appropriate in some cultures, it can also be inappropriate in others. While he says, there are no “happiness” or “sadness” circuits in our brain, but it is fair to say that “certain chemicals, and certain brain circuits tend to be active when we are in a happy/focused state, certain brain circuits tend to be active when we are also in a non-focused, or lazy state” (Dr. Huberman) It makes sense to me here to do our best to lean into the happy focused state as often as we can, knowing we could use the happiness brain chemicals in our pursuit of new things. Then our thoughts: that are like our perceptions, but they draw on “not just what's happening in the present, but also things we remember from the past, and things we anticipate in the future…and our thoughts can be controlled in a deliberate way” (Dr. Huberman). We have spent a considerable amount of time on this podcast talking about how important our thoughts are, with ways to lean into positive thinking, and put a hard STOP on the negative thoughts that come our way. Then finally our actions and behaviors that Dr. Huberman considers to be the most important part to our nervous system. Our actions and behaviors he says are the only things that will create any “fossil record” of our existence. Or I say, they will be what will determine our legacy, or the impact we want to have on the outside world. When we die, our body disintegrates. The sensations, perceptions, feelings and emotions, or thoughts we had in our lifetime “none of these are carried forward” except the ones that we convert into actions (like writing, or actually doing something with the things we THINK about. Our legacy, or “fossil record” is through the ACTION we take in our life. IMAGE CREDIT: Hand drawn from Andrea's notes from Dr. Andrew Huberman's Solo SP Jan 3, 2001 "How Your Brain Works"  At this point, I can draw back on MANY episodes where we have focused on taking action (rather than just thinking of what we want to do) but we are focused on the Neuroscience of Change right now. How can we stay open-minded to bring on change in 2024 and keep moving forward? Dr. Huberman has us reflect back on what builds our Nervous System (our sensations, our perceptions, feelings and emotions, our thoughts) and they ALL lead to this one last part, our ability to TAKE ACTION. He says that we do “have the ability to change our nervous system” and this is when we “deliberately put our focus on something that we want to do.” This is where the work comes in here. When we want to “learn something new, CHANGE something (like a behavior) and he gives the example of learning to resist speaking, or force yourself to be quiet where we want to actively suppress our behavior and CHANGE our BEHAVIOR or ACTIONS. When are suppressing a circuit in our brain, (using our forebrain that is fully developed by age 22) to do something different (that's challenging to us) norepinephrine (adrenaline) is released and it will create a feeling of challenge or agitation as you engage these neurocircuits to push yourself past this threshold of where you normally don't go. In the situation where we are learning to not speak, and withhold something we really want to say, we are putting self-regulation into action. “You will feel limbic friction that comes from this top-down processing.” (Dr. Huberman). Think about any time you have tried to take a new action or behavior. You'll feel annoyed (which is really the adrenaline that's released from your brain). “Agitation and strain is the entry point to neuroplasticity” Dr. Huberman If we can push past this agitation and strain, we will be changing our brain, our actual nervous system, as we create a NEW change of behavior in our life. This brings me to a quote by Peter Senge where he says that “people don't resist change. They resist being changed.” That feeling of agitation will come up during change, and when the change is your choice…or something that you really want to do, you will push past the threshold to overcome the change. REVIEW AND CONCLUSION To review and conclude this week's episode #339 on “The Neuroscience of Change” we looked at two examples of what happens to our brain when we see something our brain wasn't expecting, like the breathtaking view, or when we land the promotion we worked so hard to achieve, Bosnick explains “we feel like we got a reward. It's a rush. We get a sensation in our brain and a hit of the big neurochemicals” dopamine, serotonin, oxytocin, norephinephrine, adrenaline.” (Page 132, Ch 12, Bosnick, Tailored Approaches to Self-Leadership). But when we see a bear in the woods, (or snake on the hiking trails), or we are overlooked for a promotion at work, our brain actually sees this “like it's a threat. We feel tense, stressed, pressure…our body physically feels it.” We learned that “Neuroscience has shown us, that the feeling we get from a social or emotional threat (like being passed over for the promotion) is the same as the feeling we get from a physical threat (like seeing a bear or a snake). When we see how our brain interprets “everything and everyone we meet as either a reward or a threat” we can better understand “how our body reacts, (and) our brain and mind think, (leading) to the decisions, behaviors and actions we make.” (Page 132, Ch 12, Bosnick, Tailored Approaches to Self-Leadership). Next we reviewed Maslow's Hierarchy of Needs that led to “Self-Determination Theory” around the year 2000 where researchers found that there were “three physiological needs: the need for Competence (feeling valued for our knowledge, skills and experience), the need for Relatedness (collaborating, connecting or serving others) and the need for Autonomy (being able to exercise self-regulation…to achieve our goals.” (Page 133, Ch 12, Bosnick). We learned that when our ACRES are being met, (our autonomy, competence, relatedness, equity, and sureness) it will put us in a toward state and we will fully embrace everything ahead of us; (but) if our ACRES are threatened, it will put us in an “away state” and will then resist or block things ahead of us. Looking at Bosnick's ACRES example, we thought about work experience we did not enjoy, to see where it went against the ACRES Model of Needs. With brain science in mind, we can gain more understanding of why we either enjoyed, or didn't enjoy this experience. It all led back to how our brain either interprets the experience as a reward, or a threat. We looked at triggers to be aware of to mitigate threat, during times of change. Finally, we looked at how to change our nervous system, to change our actions and behaviors, so we can leave behind a legacy (or fossil record as Dr. Huberman calls it) that we are proud of. We learned that “Agitation and strain is the entry point to neuroplasticity” Dr. Huberman This is when lasting CHANGE is happening at the brain level, and impacting our entire nervous system. So when I'm working on something, (like trying to learn something new…like understanding the neuroscience of change for this episode) and that limbic friction feeling comes up, (and I'm annoyed or agitated) I now have a deeper understanding of what's happening at the brain level. I will now push forward, stay positive and lean into the change that I know is happening in my brain, as I embrace the change and say “Bring it on!” The Neuroscience of Change is an exciting topic, and it's only going to be strengthened with the next two topics, Agility and Resilience. To close, I'll revisit the quote from the great Sir Ken[xii], who's vision for creativity in our schools and workplaces of the future, is something that left a lasting impression on me. If we are afraid of change, of failing and doing something wrong, we will never come up with anything original.   I hope this episode has inspired you, like it has me, to lean into change, with brain science in mind, and keep working on the legacy or fossil record that you want to leave on the world. I'll see you next time. REVIEW OF OUR MAP (This is chapter 12/19) In this 18-week Series that we began in the beginning of February, (after I was inspired to cover Grant's book after our interview the end of January) we are covering: ✔ Powerful tactics from this Grant Bosnick's award-winning book that illustrates how change and achievement are truly achievable both from internal ('inside out') and external ('outside in') perspectives. ✔Listeners will grasp the immense power of self-leadership and its transformative effect on personal growth and success by applying the neuroscience Grant has uncovered in each chapter. ✔Explore practical strategies for habit formation and the impact of a self-assessment system. ✔Gain insights from Grant's expert advice on maintaining a balance between strengths and weaknesses while chasing after your goals. ✔Embark on an intellectual journey that has the power to elevate personal achievement and self-awareness to uncharted levels while we map out our journey over this 18-week course. REFERENCES: [i]Neuroscience Meets Social and Emotional Learning Podcast EPISODE #321 with Grant ‘Upbeat' Bosnick  https://andreasamadi.podbean.com/e/insights-from-grant-upbeat-bosnick/   [ii] Self-Assessment for Grant Bosnick's book https://www.selfleadershipassessment.com/   [iii] Neuroscience Meets Social and Emotional Learning Podcast EPISODE #296 with Chris Marshall on “Decoding Change”  https://andreasamadi.podbean.com/e/futurist-and-behavioral-scientist-chris-marshall-on-decoding-change/   [iv]Neuroscience Meets Social and Emotional Learning Podcast EPISODE #244  https://andreasamadi.podbean.com/e/brain-fact-friday-using-neuroscience-to-change-our-perception/   [v]Neuroscience Meets Social and Emotional Learning Podcast EPISODE #209 “Using Neuroscience to Impact Change”   https://andreasamadi.podbean.com/e/using-neuroscience-to-impact-change/   [vi] Neuroscience Meets Social and Emotional Learning Podcast EPISODE #159 “Using the Power of Surprise to Change Your Beliefs” https://andreasamadi.podbean.com/e/dr-michael-rousell-on-the-power-of-surprise-how-your-brain-secretly-changes-your-beliefs/   [vii] Rattlesnake Bites in Pima County Pose Costly Consequences Bri Pacelli April 2, 2024 https://www.kgun9.com/news/community-inspired-journalism/midtown-news/rattlesnake-bites-in-pima-county-pose-costly-consequences   [viii] Human Change Processes by Michael Mahoney https://www.amazon.com/Human-Change-Processes-Foundations-Psychotherapy/dp/0465031188   [ix] Neuroscience Meets Social and Emotional Learning Podcast EPISODE #270 “A short-Cut to Understanding Affective Neuroscience” with Lucy Biven https://andreasamadi.podbean.com/e/lucy-biven/   [x] Neuroscience Meets Social and Emotional Learning Podcast EPISODE #282 “How to Use Jaak Panksepp's 7 Core Emotions to Transform Your Family, Career and Life” https://andreasamadi.podbean.com/e/gabrielle-usatynski-on-how-to-use-jaak-panksepp-s-7-core-emotions-to-transform-your-relationships-family-career-and-life/   [xi] How Your Brain Works and Changes by Dr. Andrew Huberman 2021 https://open.spotify.com/episode/6wuY0R571xaBTbNOX4yuqY   [xii] Do Schools Kill Creativity? Sir Ken Robinson TED Talk https://www.youtube.com/watch?v=iG9CE55wbtY        

In episode #130 I hang out with Dr. Tarryn Hoff. Tarryn holds a PhD in  Performance Psychology and is an adjunct doctoral Chair at UAGC & Grand Canyon University as well as running two personal training brands: GoTarryn & Peachtree City Personal Training.HighlightsSelf-Determination Theory (SDT) can help you make sense of your worldWe have three basic human needs - all of which are challenged during the doctoral journey Autonomy - having independence Competence - mastery over your environment Relatedness - relationship with othersIf you are feeling overwhelmed, pause and ask if one of your basic needs is being thwarted and if it is, ask yourself what you can do to resolve that (e.g., call a friend, talk with your Chair about how to implement the feedback you just received, take a course on the research method you plan to use, etc.)Own your research. This takes time - plan for 15-20 hours/week when you are cognitively on top of your gameRemember that only an estimated 2-3% of the population hold a doctoral degree (it's not going to be easy)It will take sacrifice (and if you decide other things are more important than your degree - that's OK!  Check out this episode: The Good Goodbye: How to End Your Doctoral Journey with Grace & Ease, with Dr. Gladys Ato)Embrace SMART goalsFind a tribe (see episodes below for tips)Utilize the power of accountability "It's your time, it's your investment, and it's your life." Related Episodes Learn about the 1-page alignment worksheet here: The Best Dissertation is a DONE Dissertation with Dr. Melanie ShawThe 4 H's of Doctoral Success with Dr. Todd FioreThe Dissertation Shift with Dr. Todd FioreThe Doc Journey: Things You Need to Know (that they probably won't tell you) Doctoral Journey: Building a Community of SupportReality Check: Is a Doc Program for You? with Jamie HillmanWhen You Want to Quit with Dr. Jodie HemerdaConnect with Tarrynhttp://www.Facebook.com/GoTarrynhttp://www.twitter.com/GoTarrynhttp://www.youtube.com/GoTarrynhttp://www.instagram.com/GoTarrynCheck out Tarryn's  Journal Articlehttps://www.nu.edu/wp-content/uploads/2022/08/Journal-of-Performance-Psychology-Issue-16.pdfSupport the Show.Support this free content: https://www.buzzsprout.com/1547113/supporters/new Get The Happy Doc Student Handbook: https://www.amazon.com/dp/0578333732Other resources at: http://Expandyourhappy.com Treat me to a green tea: https://www.buymeacoffee.com/expandyourhappyWant to make my day? Rate, review, subscribe & share with someone you love.

In this episode, Ricardo explores the SCARF model, a powerful framework developed by neuroscientist David Rock to understand and manage social behaviors in projects. He examines the five key domains of SCARF: Status, Certainty, Autonomy, Relatedness, and Fairness—and discusses how each of these elements can significantly impact team dynamics and project outcomes. By recognizing and addressing these social drivers, project managers can create a more positive and productive environment and ultimately achieve greater project success. Listen to the podcast to learn more. *Image generated using PMOtto.ai for ChatGPT.

Embark on an enlightening journey into the world of leadership psychology with our latest episode of "Stepping into Your Leadership," featuring the insightful guest Elaine Porcher. Dive deep into the SCARF model—an acronym for Status, Certainty, Autonomy, Relatedness, and Fairness—which serves as a framework to understand key emotional triggers in workplace dynamics. Learn how addressing and balancing these factors can greatly improve motivation, cooperation, and overall job satisfaction.In this episode, Elaine shares compelling personal anecdotes and the impactful benefits she experienced from autonomy in her career. Christine Courtney, your host, enriches the conversation by linking these concepts to intrinsic motivation factors discussed in Daniel Pink's renowned book, "Drive." Together, they explore practical strategies to foster an environment of trust, belonging, and fairness, especially in remote work settings.From delving into the nuances of status and its influence on team interactions to strategies fostering certainty through clear communication, this discussion is packed with valuable insights. Whether you're a new manager or a seasoned leader, understanding and implementing the principles of the SCARF model can set you on a path to more effective and empathetic leadership.Tune in to "Unwrapping the SCARF Model: Leading with Emotional Intelligence" and empower yourself to create a more motivated, engaged, and harmonious workplace.Books:Your Brain at Work: Quiet LeadershipListen to Strength Finder Podcast Hosted on Acast. See acast.com/privacy for more information.

How do language and psychology impact leadership behavior and financial performance in organizations? Are we overlooking the influence of corporate language? In this episode of The Trending Communicator, host Dan Nestle sits down with psychologist, neuroscientist, speaker, consultant, and author of Neuroscience for Organizational Communication: A Guide for Communicators and Leaders, Dr. Laura McHale.  Dan and Laura explore the intersection of neuroscience and organizational communication, looking into Laura's background in executive communications and her journey into neuroscience for leadership psychology. They delve into how status affects the brain, the SCARF model, and the concept of power distance in workplace dynamics before examining the complexities of employee engagement, the impact of social exclusion, and the importance of relatedness for a sense of belonging. They touch on the challenges of absentee leadership and the significance of inclusive communication practices for a positive work environment.  They also discuss the intricate relationship between language, communication, and AI within organizational contexts. Laura emphasizes the significance of "pronoun agility" and the problematic nature of weasel words in corporate communication. Using Enron's internal communications as a case study, they explore how language can reflect a company's financial health. The conversation also addresses the potential of AI, like ChatGPT, to revolutionize the communications field while also considering the risks of misuse and the importance of understanding psychology and neuroscience. The episode concludes with reflections on the future skills needed by communicators in an AI-influenced landscape.  Listen in and hear… The importance of understanding psychology and neuroscience in communications within organizations The complexity of communication in remote interactions and interpreting cues The neuroscience behind followership and cultural influences on behavior Impact of status on the brain and the SCARF model Leader distance or power distance and its effect on communication dynamics Complexity and challenges of measuring and understanding employee engagement Impact of social exclusion in the workplace and fostering a sense of belonging Implications of absentee leadership on employee communications and internal communications The relationship between corporate language and financial performance Concerns about the erosion of language and acceptance of weasel words Potential impact of AI on the communications profession and political discourse Notable Quotes [27:56] - "When our relatedness is threatened, it lights up so many pain centers of the brain; it's an extraordinarily painful phenomenon." -Dr. Laura McHale [22:28] -"Absentee leadership is reported seven times more than any other destructive leadership behavior; it is absolutely epidemic in our organizations and a big problem.” - Dr. Laura McHale [45:03] - “It really doesn't matter how perfect a communication is if the leadership behavior doesn't back it up; actions speak louder than words.” - Dr. Laura McHale [45:30] - “We as communicators can be brilliant at drafting words, but it ultimately needs actions and behaviors backing it up, otherwise it just becomes an exercise in cynicism.” - Dr. Laura McHale [47:55] - “We can only go so far in helping the leaders to frame what they're going to say, but ultimately it's going to be their behaviors that truly matter.” - Dr. Laura McHale Resources & Links Dan Nestle The Trending Communicator | Website Daniel Nestle | LinkedIn Dan Nestle | Twitter Dr. Laura McHale Dr. Laura McHale | Website Dr. Laura McHale | LinkedIn Dr. Laura McHale | Email Laura's Book Neuroscience for Organizational Communication: A Guide for Communicators and Leaders by Dr. Laura McHale   Timestamped summary for this episode (generated by Capsho, my AI assistant) 00:00:00 - Introduction to the importance of neuroscience in communication  Dan introduces the importance of understanding neuroscience in communication and the impact it has on leadership and organizational success. 00:01:15 - Laura's journey from communicator to psychology doctorate Laura shares her career journey from being a communicator to pursuing a doctorate in leadership psychology, driven by her fascination with leadership and human behavior. 00:06:39 - Laura's introduction to neuroscience Laura shares her introduction to neuroscience during her academic journey, where she developed a deep interest in the subject and its application to organizational life and communication. 00:13:14 - Differentiating psychology and neuroscience Laura explains the relationship between psychology and neuroscience, highlighting how neuroscience focuses on the physiological aspect of behavior, providing a deeper understanding of human communication and interactions. 00:15:27 - Impact of Zoom fatigue on communication Laura discusses the impact of Zoom fatigue on communication, highlighting the neuroscientific and psychological effects of excessive screen time and self-reflection during virtual interactions. 00:16:19 - The Impact of Zoom on Self-Image and Sociological Effects Laura discusses how our self-image impacts our focus and how the increase in dentistry and plastic surgery is related to the COVID Zoom epidemic. 00:17:07 - The Physiology of Behavior and Cultural Differences Laura delves into the physiology of behavior and how it leads to anxiety and stress, especially in different cultural contexts and power dynamics. 00:18:23 - Power Distance and Relatedness in Leadership The discussion explores the neuroscience behind deference to leaders and how it varies across cultures, emphasizing the importance of relatedness and its impact on the brain. 00:23:00 - Complexity of Constructs in Work Laura highlights the complexity of constructs in the workplace, such as leader power distance, and the challenges in understanding and measuring them, emphasizing the need to acknowledge this complexity. 00:27:29 - The Pain of Social Exclusion and Impact on Communication The conversation touches on the pain of social exclusion and its impact on workplace dynamics, emphasizing the importance of understanding and addressing relatedness in communication to avoid potential harm and misinterpretation. 00:33:43 - Inclusive and Exclusive "We" Laura discusses the use of inclusive and exclusive "we" in language, how it impacts social exclusion in organizations, and how politicians and leaders deploy them. 00:36:15 - Absentee Leadership Laura delves into absentee leadership, its impact on social exclusion, and the neglectful nature of this behavior in organizations. 00:37:10 - Understanding Absentee Leadership Laura emphasizes the prevalence of absentee leadership in organizations, its impact on employees, and the need for dialogue between leaders and their teams to address this issue. 00:39:01 - Recognizing Absentee Leadership Laura shares personal experiences of absentee leadership, the signs to look out for, and the importance of proactive communication and engagement to address this issue. 00:45:50 - Leadership and Communication Laura highlights the symbiotic relationship between leadership behavior and communication, the significance of words in corporate discourse, and the impact of language on company performance. 00:51:49 - Importance of Authentic Leadership Communication Dr. Laura McHale discusses the importance of aligning a leader's language with their behavior in order to avoid a disconnect. She emphasizes the need for transparent and direct communication without using negative messages padded with positive messaging. 00:53:10 - Impact of Weak Modal Words in Communication Dr. McHale points out how weak modal words and weasel words have influenced the acceptance of ambiguous language in communication. She stresses the importance of clear and direct communication, encouraging communicators to use concrete words and active voice. 00:55:38 - Influence of AI on Communication The conversation shifts to the impact of AI, specifically chat GPT and large language models, on communication. Dr. McHale shares insights on the potential implications and concerns related to using AI to craft messaging, highlighting its ability to generate hate speech and manipulative content. 01:01:10 - Communicators' Superpower in AI Era Dan Nestle expresses optimism about communicators leveraging their expertise in words and language to harness the potential of AI, particularly in prompt engineering. He emphasizes the importance of understanding psychology and neuroscience in working with AI. 01:05:36 - Cynicism and Optimism in AI Application The conversation delves into the dual nature of AI as an enabler and a potential manipulative tool. Dr. McHale discusses the need for vigilance in utilizing AI for communication and its potential impact on social cohesion and pro-social behavior.  

https://youtu.be/MaGbSbRbsU8 Shane Spraggs, the CEO of Virtira, a consulting company focused on accelerating sales and enabling channel partners and remote teams. Shane is also the author of The Power of Remote. We discuss about the 3 components of Trust, the Relatedness framework, how to facilitate an event in a remote setup, the collaborative journal and Shane's goal for writing his book “The Power of Remote.” --- Energize Your Remote Team with Shane Spraggs Our guest is Shane Spraggs, the CEO of Virtira, a consulting company focused on accelerating sales and enabling channel partners and remote teams. Shane is also the author of The Power of Remote. Shane, welcome to the show. Thank you for having me, Steve. So, Shane, you're the CEO of Virtira. Can you describe how you got here and ended up running this company that focuses on remote enablement? Well, I'm sure every CEO's got a longer story about how they arrived at where they are now today. Mine started way back when, back in 1998, I was in software development. Myself and three buddies from work, we left work, started our own entrepreneurial venture called Acromedia. And they were designers. I was the sole software developer and we, they were three designers. And, you know, website development was new at the time and wouldn't you know it, the ratio of three designers to one software developer was exactly wrong. We had far too much work for the designers, which meant even more work for me. And before we knew it, we had to start hiring software developers and that forced me into a management role. And in that role, I started learning all about project management, the basics of operations, and then about 12 years later, I left Acromedia and joined Disney, which was a studio here in Kelowna. They bought the product Club Penguin and I worked to become the senior manager of production operations where I was running the roadmap and making sure all the projects were aligned and in order. And then from there I went on a series of small startups in Kelowna where I live and related to education, one really high tech one, which kind of mirrored the TV show Silicon Valley, where we were literally trying to find better ways to reduce video sizes, and we had a magic way of doing it. And then the pandemic hit. And so like many people, that caused the startup I was with to start faltering. And I joined Virtira, who was looking for operational support at the time. I joined Cynthia Watson who who was also looking for someone to start taking over the company. So I worked as the operations person for a while at Virtira. Virtira has been working remotely for over 15 years. And so I had an opportunity to learn from Cynthia Watson all about the best practices for running remote teams. Between her remote experience and my operational experience, we wrote the book, I'll throw a little plug in. And yeah, as they say, the rest is history. So it's been a journey, it really has been, mostly through the operational side of things. And now I'm getting a chance to really dip my toe into the sales and marketing side of the business and financial side as well. Ok, so what I'm wondering about this, obviously this company probably transformed during the pandemic because helping remote workers be effective is such a big part of the company. How did how did this kind of this mission evolve and why is it important? So like many companies, so most companies when they did the switch in 2020 from remote from in office to remote, I'd say that the employees were ready. Most employees had a laptop, they could set up, stand up and they can go to their house, they could work for from their office in their house without any, it was not too much trouble. It was natural for most of them, you know, a lot of them just did the same thing they did in the office. Downside was that there was three groups of people who weren't ready to go and work from home. Managers were not ready, HR wasn't ready,

Shane Spraggs, the CEO of Virtira, a consulting company focused on accelerating sales and enabling channel partners and remote teams. Shane is also the author of The Power of Remote. We discuss about the 3 components of Trust, the Relatedness framework, how to facilitate an event in a remote setup, the collaborative journal and Shane's goal for writing his book “The Power of Remote.”   (01:16) Shane's entrepreneurial journey (06:36) The 3 components of Trust  (10:48) The Relatedness framework. (16:43) How to facilitate an event in a remote setup (22:34) The collaborative journal. (28:40) Shane's goal for writing The Power of Remote  (30:01) Parting Thoughts   Links and Resources Steve and Greg Cleary's Book Pinnacle: Five Principles that Take Your Business to the Top of the Mountain Work with Steve - Stevepreda.com Connect with Steve on LinkedIn Shane's LinkedIn Virtira

✨ About This Episode: In a world that often feels like a mosh pit, Aaron Holesgrove stands out as a maestro, conducting a symphony of leadership, family, and innovation. Join us as Aaron, a beacon of agility and innovation, shares his extraordinary journey from a tech-savvy professional to a paradigm of emotional intelligence and leadership

Matt and Clark are so happy to have our dear friend and colleague, Elham Arabi join for the episode. In this show, we explore the nuance, and sometimes vague aspects, of culturally responsive learning and how that intricately ties to research and practice. In other words, what are the business cultural facets that affect learning initiatives. What norms, standards, values, and political schema all have impacts?Matt shamelessly references his own model for why stakeholders say no... (1) They don't buy the premise-- they don't accept the problem as stated. (2) They don't buy the solution. They accept the problem as stated, but not the solution you offer. (3) Or, they accept the problem AND the solution as offered, but don't like or trust you to deliver it.Elham referenced Adam Grant's book Think Again: The Power of Knowing What You Don't Know. If you want to watch the debate between Clark and Will, you will have to join LDA at the platinum level to access the video here: https://ldaccelerator.com/joinMatt references Self-Determination Theory (SDT). SDT is a widely research theory for how people are motivated. The premise is that all humans have three basis psychological needs (autonomy, competence, and relatedness). When those needs are met, one is more likely to be intrinsically motivated toward a task. When they are undermined, one is like to be more extrinsically motivated, or not motivated at all. The theory was initially devised and studied by Edward L. Deci and Richard M. Ryan while they were at the University of Rochester. Here is a link to an article Matt wrote on the topic in context to learning: https://ldaccelerator.com/lda-blog-1/open-the-motivational-door-and-let-the-learners-in-and-keep-them. The checklist Matt references can be found here: https://ldaccelerator.com/motivation-checklist.Clark references Amy Edmundson and her work on Learning culture: https://hbr.org/2008/03/is-yours-a-learning-organization and Harold Jarche's talks about how well you share with others: https://jarche.com/2014/02/the-seek-sense-share-framework/. Clark also references Geert Hofstede and his work on Cultural Dimensions. Mindtools offers a nice summary here: https://www.mindtools.com/a1ecvyx/hofstedes-cultural-dimensionsElham references The Culture Map: Breaking Through the Invisible Boundaries of Global Business by Erin Meyer.She also references Mark Britz and James Tyer's Social by Design: How to Create and Scale a Collaborative Company.Matt highlights Thiagi's SPARK Model for Trust: Selflessness, Predictability, Authenticity, Relatedness, and Know-How.Matt referenced the Heterodox Academy founded by Steven Pinker, founder here: https://heterodoxacademy.org/You can find Elham on LinkedIn here: https://www.linkedin.com/in/elhamarabi/More on Elham... She is an award-winning learning designer and global consultant in corporate and higher-ed with more than 15 years' experience in the US, South-East Asia, Europe, and the Middle East. She has championed better evaluation practices in several organizations and done practical research on evaluation to ensure efficiency and effectiveness of learning programs that lead to learning transfer and impact. She holds a PhD in Interaction and Media Sciences from the University of Nevada, where her thesis was on enhancing training design based on training evaluation to investigate the effects on training transfer. 

Join us for a thought-provoking episode featuring an interview with Jason Palmer, delving into his article exploring the intricate world of Peruvian Mormon kinship. In “Tiny Papers: Peruvian Mormon Substances of Relatedness,” Palmer challenges conventional… The post Tiny Papers: Peruvian Mormon Substances of Relatedness appeared first on Dialogue Journal.

My Spirituality of Nature: Self Discovery; The Relatedness of Spirituality & Nature In Your Life by Morreece Elaine CookMy life has grown in wholeness with the writing of this book. God shows me more every day about how to connect with my "spirituality of nature." This concept reveals how my spirit (my "core") connects with all of nature--earth (animals, vegetation, microorganisms), water, wind, and fire.My literary contribution looks at, Who is nature? Who am I? and How are we connected? For a very long time, I believed that there were few connections, if any. Through a lifetime of living with God, my spirit has been inspired to look more closely at his creations and what makes them connected. What is my responsibility (if any) in all of this?Over the course of my lifetime, my explorations led to what I name my spirituality of nature. It is my spirit, my core, my believing which leads me to see God as I never have. Not only is one human being related to another, each of us is related to and responsible for all that God creates. I know beyond all unknowing that God created me to be both unique and to be responsible for his creations. I am part of all that is and all that is me.I invite you to take this phenomenal journey with me. My hope is that we will join together in seeking out God's creations.MORREECE ELAINE COOK cannot recall a time in her life when she did not get pleasure from helping others. Elaine has since enjoyed a thirty-year-long career in clinical social work. She has earned a bachelor's degree and a master's degree both in clinical social work and has completed partial coursework in doctoral studies .Elaine has held numerous clinical social work positions in health care and in the field of education. Those notable are hospital social work, social work management, graduate/post graduate education, residency training, corporate level training and development. Along the way, her deep love of nature and animals grew. Combined with love of her professional career, this "new" love grew far beyond anything she could have imagined.Elaine is now retired but stays actively involved in social issues. She continues to be an advocate for animal rights, and she lends her skill and dedication to the Ocean Conservancy, the Sierra Club, and the Earth Preservation. Elaine loves to hear them talk about the universe and how all livings/ things are irrevocably connected. The greatest achievement of her professional life and her spiritual life continues to be helping others live the best possible life and to enable organizational environments to provide the best opportunities for this to happen. Elaine's impressive career and life objectives open doors to membership/leadership roles in numerous organizations. She has also achieved recognition in national/international arenas.https://www.amazon.com/My-Spirituality-Nature-Discovery-Relatedness/dp/177883180X/ref=monarch_sidesheethttp://www.booksidepress.com   http://www.bluefunkbroadcasting.com/root/twia/21524bsp1.mp3   

In this episode, LaRon E. Nelson, PhD, RN, FNP, FNAP, FNYAM, FAAN, discusses the role that healthcare professionals (HCPs) may be playing in their patients' pre-exposure prophylaxis (PrEP) persistence and strategies to modify their approach to encourage persistence, from Clinical Care Options (CCO), including:Racial disparities in the PrEP care continuumConsideration that PrEP persistence may be less about relationship to the drug than the environmentExamples of HCP implicit bias regarding PrEP responsibility based on racism and sexual prejudiceImpact of HCP implicit bias on PrEP persistenceImpact of racism on clinical cognitionThe demonstrated effects of stereotype threat and the potential healthcare implicationsWays to improve clinical conversations about PrEPProviding person-centered care to encourage PrEP persistence using the Client‑Centered Care Coordination (C4™) ModelFacultyLaRon E. Nelson, PhD, RN, FNP, FNAP, FNYAM, FAANIndependence Foundation ProfessorSchool of NursingYale UniversityNew Haven, ConnecticutFollow along with the slides: https://bit.ly/497cahKLink to full program:https://bit.ly/3ZlICsLGet access to all of our new podcasts by subscribing to the CCO Infectious Disease podcast on Apple Podcasts, Google Podcasts, or Spotify.

In this episode, we delve into the world of student motivation and explore actionable strategies for teachers. Here are the key highlights: Importance of Student Motivation: Learn why student motivation is essential for effective learning. Understand the positive impact of motivation on students' performance and success. Challenges in Motivating Students: Explore common classroom issues related to motivation. Recognize the prevalence of challenges like absenteeism and reduced academic performance. Expectancy-Value-Cost Model: Understand the components of the Expectancy-Value-Cost Model. Discover how expectancy, value, and cost influence student motivation. Learn practical strategies to enhance these components. Strategies for Enhancing Expectancy: Discover methods to build students' self-efficacy and belief in their abilities. Understand the importance of clear expectations and constructive feedback. Learn how appropriate challenges can boost motivation. Strategies for Enhancing Value: Explore ways to make learning more enjoyable and meaningful. Understand how to connect course material to real-life applications and personal interests. Discover the power of providing students with choices and autonomy. Strategies for Reducing Costs: Learn how to manage workload and time effectively. Explore methods to create a supportive and comfortable learning environment. Discover ways to provide students with the necessary support and resources. ARCS Model of Instructional Design: Delve into the ARCS Model's elements: Attention, Relevance, Confidence, and Satisfaction. Understand how each element contributes to student motivation. Gain insights into practical strategies for capturing attention, making learning relevant, boosting confidence, and ensuring satisfaction. Additional Strategies for Motivating Students: Learn the importance of role modeling enthusiasm for the subject matter. Discover the benefits of getting to know your students and embracing diversity. Explore the impact of using real-world examples, encouraging active learning, setting realistic goals, and providing constructive feedback. Self-Determination Theory (SDT): Understand SDT's core principles: Autonomy, Competence, and Relatedness. Explore the motivation continuum from intrinsic motivation to amotivation. Learn strategies to enhance autonomy, competence, and relatedness in your classroom. This episode equips educators with a comprehensive toolkit of strategies to motivate and inspire students. By implementing these techniques, teachers can create an engaging and supportive learning environment that fosters student success and enthusiasm for learning. Tune in to boost student motivation in your classroom! Sign Up For ⁠⁠⁠MY WEEKLY NEWSLETTER⁠⁠⁠ Ready to transform your teaching and unlock classroom success? Enroll in our Udemy course, 'Expert Strategies for Implementing Positive Behavior Intervention Supports,' today! Discover the secrets to creating a positive learning environment, mastering Applied Behavior Analysis, and effectively defusing challenging behaviors. Don't miss out on this opportunity to level up your teaching skills. ⁠⁠⁠Visit our Udemy course now!⁠⁠⁠ Discover the power of our top-selling 'Reinforcer Survey,' priced at just $3.99! This invaluable tool will help you identify potential reinforcers to supercharge your behavior intervention plans. Head over to our ⁠⁠⁠Teacher Pay Teachers website now⁠⁠⁠and take the first step in transforming your classroom success! Links you may want to check out: ⁠⁠www.behaviorbreakthroughs.com⁠⁠ Connect with us on your fav social platform: Joshua Ruse, MBA (Behavior Breakthroughs) Instagram: ⁠⁠https://www.instagram.com/behaviorbreakthroughs/⁠⁠ YouTube: ⁠⁠https://www.youtube.com/channel/UCisF9Ih1by5tf0Spr2hmuuQ⁠⁠ TikTok: ⁠⁠https://www.tiktok.com/@behaviorbreakthroughs⁠⁠ Twitter X: ⁠⁠https://twitter.com/BehaviorBT⁠⁠ Linkedin: ⁠⁠https://www.linkedin.com/in/josh-ruse/⁠

Dr. Ravii Chandra will share his wisdom and personal reflections about how we can amplify compassion to contain cruelty and abuse. Dr. Chandra's inspired words reflect what is important for all of us to remember at this time in our history. He said, The voices of all marginalized individuals and communities are profoundly important for the future because our survival and growth as a nation and world depend on empathy and compassion for vulnerability. When we see each other, when we see our own vulnerability and create connections out of the disconnections of our past, we can transform our predicament into possibility. Within this discussion, he will also share his views on models of power, from social psychology and cultural observation, and highlight what Dacher Keltner calls “enduring power,” which he has modified with the need for accountability and reparation.

Dr. Ravii Chandra will share his wisdom and personal reflections about how we can amplify compassion to contain cruelty and abuse. Dr. Chandra's inspired words reflect what is important for all of us to remember at this time in our history. He said, The voices of all marginalized individuals and communities are profoundly important for the future because our survival and growth as a nation and world depend on empathy and compassion for vulnerability. When we see each other, when we see our own vulnerability and create connections out of the disconnections of our past, we can transform our predicament into possibility. Within this discussion, he will also share his views on models of power, from social psychology and cultural observation, and highlight what Dacher Keltner calls “enduring power,” which he has modified with the need for accountability and reparation.

Dr. Ravii Chandra will share his wisdom and personal reflections about how we can amplify compassion to contain cruelty and abuse. Dr. Chandra's inspired words reflect what is important for all of us to remember at this time in our history. He said, The voices of all marginalized individuals and communities are profoundly important for the future because our survival and growth as a nation and world depend on empathy and compassion for vulnerability. When we see each other, when we see our own vulnerability and create connections out of the disconnections of our past, we can transform our predicament into possibility. Within this discussion, he will also share his views on models of power, from social psychology and cultural observation, and highlight what Dacher Keltner calls “enduring power,” which he has modified with the need for accountability and reparation.

Dr. Rick joins Forrest for a deep dive into harnessing our natural generativity. How can we become more productive and creative, experience greater satisfaction, and lean into our biological drives to get more of what we want out of life?They explore what a drive is, our natural drive states, and what we can learn from models of motivation like self-determination theory, before moving on to what we can do if generativity doesn't come naturally to us. Rick and Forrest share how we can lean into enjoyable experiences, feel more competent and autonomous, and learn to brave experiences of failure. The second half of the episode focuses on psychological tools that help us activate, enjoy, and hang out in generative states more often.You can watch this episode on YouTube.Register for Rick's Yearly Program! The Foundations of Well-Being 2.0 is a year-long, science-backed journey through developing 12 key inner strengths like compassion, mindfulness, confidence, motivation, and courage. It's Rick's flagship program, and if you like Being Well you'll probably love it. Visit FWBProgram.com to learn more, and get 20% off with coupon code BeingWell20. Key Topics:0:00: Introduction1:10: Rick's ability to stay generative.3:25: Motivation, aggression, and our interdependence with others12:10: A theoretical framework for generative drive 14:50: The process of making something as a form of healing19:30: Confidence, autonomy, and relatedness23:55: The way we think of ourselves28:10: Agency, and what we can and cannot influence34:30: Comfort with aggression40:55: Work ethic, the role of passion and enjoyment, and finding your why47:45: Competency and flow50:55: Having positive associations with effort57:10: Enriching vs. absorbing our experience1:01:30: The little things that make a big difference1:04:30: RecapSponsors:Zocdoc helps you find expert doctors and medical professionals that specialize in the care you need, and deliver the type of experience you want. Head to zocdoc.com/being and download the Zocdoc app for FREE.Join over a million people using BetterHelp, the world's largest online counseling platform. Visit betterhelp.com/beingwell for 10% off your first month!Want to sleep better? Try the Calm app! Visit calm.com/beingwell for 40% off a premium subscription.Connect with the show:Subscribe on iTunesFollow Forrest on YouTubeFollow us on InstagramFollow Forrest on InstagramFollow Rick on FacebookFollow Forrest on FacebookVisit Forrest's website

“Things that are outside your control, be transparent — because oftentimes those collisions of change can create innovation.” Carol Fusek is a Neuroleadership Institute brain-based coach who works with individuals, organizations and families to help them thrive. Currently based in Singapore, Carol was P&G's Asia's Associate Director of Customer Service & Logistics, where during her 26-year career with P&G she held various leadership roles. As a coach, Carol's coaching is influenced by brain science and how it can shape leaders and teams. In this candid conversation, we discuss how brain based coaching can bring about lasting change. Carol shares about the SCARF model — which involves five domains of human social experience: Status, Certainty, Autonomy, Relatedness, and Fairness — a powerful neuroscience based model for coaching. We explore hot topics - inclusion, psychological safety, trust. We talk about how leaders and organizations can prepare for change and a lot more. This is a continuation of our series with P&G Alumni Coaching where leading Alumni will dive deep on relevant topics. Just as professional athletes have a coach to help them perform at their best, coaching can help you thrive in career and life life, through powerful questioning, exploration, and action planning. P&G Alums can learn more and sign up for their first free first session @ coaching.pgalums.com.

Do you think your employees aren't going the extra mile for you? In this episode, Andrea explores the data behind employee effort and talks about how you, as a leader can employ, engage and retain employees who are willing to go the extra mile for you. Andrea also talks about the SDT theory and how this can help influence and drive behaviours within your business. KEY TAKEAWAYS Focus on your employee's individual motivations. If you can discover what they intrinsically value, you can engage and motivate them. The SDT theory proposes that people have three basic psychological needs, autonomy, competency and relatedness. When these needs are satisfied employees are engaged and more likely to go the extra mile. To drive autonomy you have to let employees decide how they make an impact and allow them to talk openly and make decisions. Foster an environment where everyone is there to grow and be developed, this will create a culture of competence. Constructive feedback, opportunities for employees to build skills and recognising and celebrating their achievements will create an environment of competence. Relatedness is potentially one of the biggest mistakes leaders make. Creating a sense of belonging and connectedness by fostering positive relationships, teamwork and collaboration cannot be underestimated. BEST MOMENTS “Doing more of the same as a leader is not going to be effective” “If people don't go the extra mile, it means they aren't happy to do more action than they are already doing” “Offer employees real choices and opportunities to make decisions” “It's like we are at school, but in a good way” “You're going to drive motivation to another level” “Relatedness is critical because once you get really related to people everything changes and the magic happens and you see people working better together” VALUABLE RESOURCES Like the show? Please leave or write a review on your favourite podcast platform! Let Andrea know your thoughts or share your comments via LinkedIn or via email For more information on Andrea's work and access to other valuable resources, please visit the website    If you don't want to miss any episode and receive the full article in your inbox, subscribe today to our blog Need more? Book a 30 min call here: https://calendly.com/andreapetrone/strategy. ABOUT THE HOST My name is Andrea Petrone. I'm a Human Performance and Leadership Advisor, Executive Coach and International Speaker. I help leaders and their teams to change their mindsets and master their leadership capabilities so they can achieve extraordinary performance. I've been in the corporate world for more than 20 years working globally - in 6 countries and 3 continents - for medium-large companies.

In this episode, Rachel and Matt explore the core concepts of Competence, Autonomy, and Relatedness and unravel the theories of Friedman and McGregor, discover the keys to unlocking true potential. Gain actionable insights and practical tips to enhance your intrinsic motivation, fostering a sense of self-determination that can propel you towards your goals and dreams. --- Send in a voice message: https://podcasters.spotify.com/pod/show/pharosresources/message

Your training matters, but so do the friendships you make along the way. Those who listen and put this mindset shift into practice will be rewarded greatly.

Ep. 103 (Part 2 of 2) | “What if I lean into the pain and come out the other side and survive it—and what if I take you with me, as the reader, and together we deal with our pain?” asks Tyson Yunkaporta, author, senior research fellow, founder of the Indigenous Knowledge Systems Lab. Tyson embodies this era of metacrisis, actively working with the global issues of our time in his work and in his personal life. His books are paradigm rattling and his whole life is a contribution—bringing forth ways in which Aboriginal Indigenous knowledge can help us, stating the need to find a collective narrative we can all agree on in order to survive, expressing himself with utter authenticity, and pointing out emphatically that each one of us is a web of relations, and that's what matters most.In his own uniquely raw, unguarded, authentic (and funny) way, Tyson describes his personal challenges with mental health and bipolar disorder and the states of mind he was in when he wrote his two books. Sand Talk: How Indigenous Thinking Can Save the World, was written in just weeks while manic. In dramatic contrast, Right Story, Wrong Story: Adventures in Indigenous Thinking was written while wrestling with depression. Tyson talks about disinformation and how we collectively need to get to the “right story;” about Aboriginal culture and what it means to be living in a colony; the amazing psycho-technologies Aboriginals have to deal with grief; the radicalization and polarization exacerbated by COVID lockdowns in Australia; the similarity between Indigenous knowledge and the scientific method; the sacredness of magic and how this cannot be scaled. Tyson is a window into Aboriginal Indigenous knowledge and a brilliant translator of that wisdom for the rest of us. Recorded September 21, 2023.“Everything you are is a web of relations – you are a relational net.”(For Apple Podcast users, click here to view the complete show notes on the episode page.)Topics & Time Stamps – Part 1Introducing artist, academic, author, podcast host, and founder of the Indigenous Knowledge Systems Lab, Tyson Yunkaporta (01:21)Aboriginal & white Australia is really just one world, with Australia squatting on top: living in the overlap space of the Venn diagram (02:50)How we survive: Aboriginal culture has amazing psychotechnologies of mourning and excels at cultivating humor to effectively heal the grief from facing death so often (05:45) How the Aboriginals were indirectly responsible for the first corporation after spearing Dutchmen 500 years ago (06:57)Tyson's new book, Right Story, Wrong Story spends a lot of time refuting his first book, Sand Talk (09:20)Sand Talk was written in a bipolar/manic episode in 2 weeks flat—it includes a lot of solid Indigenous wisdom as well as propaganda about Western institutions (09:51)Right Story/Wrong Story was written in a state of suicidal depression modeled on Dante's Inferno (13:14)The effects of COVID and the harshest lockdowns on the planet on Aboriginal Australia & on Tyson (14:11)Right Story/Wrong Story looks at disinformation: how can we collectively get to the right story? (16:10)Tyson explains his mental health challenges and the paradox of being dependent on Western medicine and other Western institutions (17:55)The capacity to laugh is what gets you through (22:16)The neurological capacity of an echidna (22:58)How secular gurus, influencers, are nudging people in horrible directions like fascism, autocracy, exclusionary politics (24:31) People get...

Dave Houchin is researching masters rowers and intrinsic motivation. What makes us what to do what we do? Timestamps 01:00 Dave started rowing 18 months ago after retirement at Ancholme Rowing Club. If you row and race, you accept that motivation is part of the deal. Masters are the most diverse population in our sport. 02:00 Masters diverse motivations The approach is different from juniors - coached in a different way, explanations and buy-in are different. He wants to know more about masters' motivators and the positive and negative factors affecting your enthusiasm for rowing. There is little academic research into masters' motivation. Dave is leading the charge. With masters there's no obligation to show up and what you put into rowing is up to you. So the coach needs to be flexible. It's harder to set the learning environment and atmosphere for masters when you are coaching. Motivation is about how we move into action. Dave believes masters motivation needs a different approach. 06:00 Self-determination theory This assumes we have 3 psychological needs - competence, relatedness and autonomy. Dave is researching if the balance of these three alters as we get older. Autonomy is about doing things because we want to do them - self-motivation. How can coaches best meet these autonomy needs? Help Dave's research with a 3 minute survey. He is gathering survey responses here [12 November deadline]. https://wolverhamptonpsych.eu.qualtrics.com/jfe/form/SV_3qKe0jwJQs8LoZE Coach Mastermind Group - monthly meeting. Coaching very senior executives is interesting - why are they coming to rowing, how do they take direction from a rowing coach? Relativity - people are very experienced in what they do with skills developed over decades. Relatedness is low when you are new to a club. Autonomy - you hand this over to the coach to guide your learning. Dealing with these people, most have enough expertise to say what they want, despite being new to rowing. 10:30 Sports coaching is very controlling - this doesn't work for masters nor is what they usually want. The Older Athlete and Aging Webinar 2023 https://fastermastersrowing.com/older-athlete-aging/ 12:30 Executive coach versus sports coach How to find ways to improve your own coaching delivery. A shift in emphasis - less telling and directing and more asking questions and listening. A coach should probe and explore with questions to get to the core of what the person wants. Sports coaching courses often include athlete-centred coaching information. Give the athlete more responsibility - it makes it easier for the coach. 17:30 an executive coach never takes anything at face value. They are challenging for participants. What does it look like to set out to win the World Rowing Masters Championships? What do you mean from me to achieve that? Let the other person come up with the plan and commit to their process.This is internal commitment. Intrinsic versus extrinsic motivation. 20:00 Do your autonomy needs (volition and control) need change as we get older? Dave's research is about do these things apply equally to the whole population. The key elements are your age, number of years rowing, the frequency of coaching you get. 22:00 Key takeaways for us to reflect on. Make it a 2-way process with a contract at the start of the session. Challenge your athlete but give them a high degree of choice and responsibility. Give rationale for what you are trying to achieve and how it relates to what the athlete is trying to achieve. Create shared responsibility by giving more responsibility to the athlete so they're more likely to commit. Many coaches at a club level are there because they want to get athletes to where they want to do. The coaches need motivation too - so as athletes can you help the coach feel motivated working with you - a shared participation? Want easy live streams like this? Instant broadcasts to Facebook, YouTube, LinkedIn. Faster Masters uses StreamYard: https://streamyard.com/pal/d/5694205242376192

Ep. 102 (Part 1 of 2) | “What if I lean into the pain and come out the other side and survive it—and what if I take you with me, as the reader, and together we deal with our pain?” asks Tyson Yunkaporta, author, senior research fellow, founder of the Indigenous Knowledge Systems Lab. Tyson embodies this era of metacrisis, actively working with the global issues of our time in his work and in his personal life. His books are paradigm rattling and his whole life is a contribution—bringing forth ways in which Aboriginal Indigenous knowledge can help us, stating the need to find a collective narrative we can all agree on in order to survive, expressing himself with utter authenticity, and pointing out emphatically that each one of us is a web of relations, and that's what matters most.In his own uniquely raw, unguarded, authentic (and funny) way, Tyson describes his personal challenges with mental health and bipolar disorder and the states of mind he was in when he wrote his two books. Sand Talk: How Indigenous Thinking Can Save the World, was written in just weeks while manic. In dramatic contrast, Right Story, Wrong Story: Adventures in Indigenous Thinking was written while wrestling with depression. Tyson talks about disinformation and how we collectively need to get to the “right story;” about Aboriginal culture and what it means to be living in a colony; the amazing psycho-technologies Aboriginals have to deal with grief; the radicalization and polarization exacerbated by COVID lockdowns in Australia; the similarity between Indigenous knowledge and the scientific method; the sacredness of magic and how this cannot be scaled. Tyson is a window into Aboriginal Indigenous knowledge and a brilliant translator of that wisdom for the rest of us. Recorded September 21, 2023.“If you can get a fellow like me to line up and share a narrative with everybody else and an agreement on what is real and what is not in the world, then I guess there's going to be hope for everybody.”(For Apple Podcast users, click here to view the complete show notes on the episode page.)Topics & Time Stamps – Part 1Introducing artist, academic, author, podcast host, and founder of the Indigenous Knowledge Systems Lab, Tyson Yunkaporta (01:21)Aboriginal & white Australia is really just one world, with Australia squatting on top: living in the overlap space of the Venn diagram (02:50)How we survive: Aboriginal culture has amazing psychotechnologies of mourning and excels at cultivating humor to effectively heal the grief from facing death so often (05:45) How the Aboriginals were indirectly responsible for the first corporation after spearing Dutchmen 500 years ago (06:57)Tyson's new book, Right Story, Wrong Story spends a lot of time refuting his first book, Sand Talk (09:20)Sand Talk was written in a bipolar/manic episode in 2 weeks flat—it includes a lot of solid Indigenous wisdom as well as propaganda about Western institutions (09:51)Right Story/Wrong Story was written in a state of suicidal depression modeled on Dante's Inferno (13:14)The effects of COVID and the harshest lockdowns on the planet on Aboriginal Australia & on Tyson (14:11)Right Story/Wrong Story looks at disinformation: how can we collectively get to the right story? (16:10)Tyson explains his mental health challenges and the paradox of being dependent on Western...

Part two in the three part mini series on starting the year strong and building a motivated classroom: In this episode we look at what happens in week two of the school year, once we have done the admin tasks in week one and set out some basic routines. Specifically I discuss the first picture talk of the year, the first time we push all the chairs back and focus on intent listening, how we build our free reading library, how we reinforce routines daily and what (if any) tasks are given as home contact with the language. Please let me know what you think! Keep in touch and share widely! Full programme notes are available on ⁠⁠⁠⁠www.liamprinter.com/podcast⁠⁠⁠⁠. Follow The Motivated Classroom on Instagram ⁠⁠⁠⁠@themotivatedclassroom⁠⁠⁠⁠, Twitter ⁠⁠⁠⁠@motclasspodcast⁠⁠⁠⁠ and Facebook ⁠⁠⁠⁠@themotivatedclassroom⁠⁠⁠⁠. I'd love to know what you think, please get in touch! Join the conversation with the hashtag #MotivatedClassroom. Enjoying the podcast? Leave a review on ⁠⁠⁠⁠Apple Podcasts⁠⁠⁠⁠ or ⁠⁠⁠⁠Facebook⁠⁠⁠⁠. Become a Patron of The Motivated Classroom podcast on ⁠⁠⁠⁠patreon.com.

Path of Sacred Relatedness - Undoing the Blocks to Loving Presence - We long for soul friends, and yet often engage with each other in reactive ways - caught inside the experience of a wanting, guarded, fearful self. This talk explores practices that release identification with these scales that confine us, so we can remember the sacredness living through ourselves and all beings.

Self-Determination Theory suggests that there are three fundamental psychological needs humans have in order to thrive: autonomy, competence, and relatedness. But what do those things mean in terms of our day-to-day lives? In the third and final installment of our Two Guys on Your Head series on Self-Determination, Dr. Art Markman, Dr. Bob Duke, and Rebecca McInroy […] The post Self-Determination Theory: Relatedness appeared first on KUT & KUTX Studios -- Podcasts.

In this episode, Mary Conquest speaks with Dr Peter Brace, a psychological safety consultant who helps organizations link respect and accountability through psychological safety to improve team performance.He begins this engaging conversation by clarifying how much influence Safety professionals can have on psychological safety. Perhaps surprisingly for a consultant, Peter explains that you can't create psychologically safe workplaces. Instead he describes the conditions required for this emergent quality.Peter reveals the 5 key aspects of psychological safety (as defined by leading neuroscientist David Rock): Status, Certainty, Autonomy, Relatedness, and Fairness - and how these conditions can be assessed and cultivated.He also clears up the common misconceptions about psychological safety, highlights the key benefits and explains how this quality can be easily measured.Safety practitioners will learn how psychological safety is an important precursor for physical health and safety, while deepening awareness of the importance of diversity and inclusion.Find out more about Peter's work:Human Capital RealisationPeter recommends the work of Professor Amy Edmondson and Dr. Timothy ClarkDr Peter Barce on LinkedIn:Peter Brace PhD | LinkedInSafety Labs is created by Slice, the only safety knife on the market with a finger-friendly® blade. Find out more: www.sliceproducts.comIf you have any questions, please email us at safetylabs@sliceproducts.com

It's Truth + Tequila Tuesday! And mmmm, mmm! It's some very fine agave spirit this week happening at Mojo Central. Cheers to you! Glad you're here. This week's episode is inspired by something Ram Dass said. TUNE IN for the conversation

It's Truth + Tequila Tuesday! And mmmm, mmm! It's some very fine agave spirit this week happening at Mojo Central. Cheers to you! Glad you're here. This week is all about reconnecting with you and sharing the Mojo 411. TUNE IN for the news

“If you see your life as a game, then everything feels different.” Today, Yu-kai Chou (Author & Founder of The Octalysis Group & Metablox) joins us to talk about why fun is an important part of gaining motivation, creating long-lasting habits, and achieving greater happiness. He breaks down the 8 core drivers of motivation, which you can use to maintain momentum and stay engaged with your healthy habits (for the long run). Sorry, but hope and willpower have no place here. Tune in to learn how gamification can help you move the needle! Meet Yu-kai Chou: Yu-kai Chou is an Author and International Keynote Speaker on Gamification and Behavioral Design. He is the Author of Actionable Gamification and the Founder of The Octalysis Group as well as Metablox. His design work has empowered over 1 Billion users' experiences and was rated #1 among the “Top 100 Gamification Gurus” in the world. Yu-kai was also Chief Experience Officer in Decentral, working with Ethereum Cofounder Anthony Di Iorio, as well as Head of Creative Labs/Digital Commerce for HTC, pioneering VIVE VR and the Metaverse. Episode Highlights: Yu-kai's game objective is creating the most impact possible while having fun. If you're not having fun, why are you doing it? (04:40) You will become truly successful when you're doing what you love on a regular basis. (10:03) The 8 core drivers of motivation in Yu-kai's Octalysis Framework: Epic Meaning & Calling, Development & Accomplishment, Empowerment of Creativity & Feedback, Ownership & Possession, Social Influence & Relatedness, Scarcity & Impatience, Unpredictability & Curiosity, and Loss & Avoidance (12:38) As long as you feel like you're progressing, you'll stay motivated. Once you lose a sense of progression, your motivation can decrease. (17:21) One of the most effective ways to maintain momentum (or a habit) is keeping a streak. Creating a streak is not about how well you do at your habit, it's about how consistent you are. Streaks train your brain to check in every day, otherwise you lose the momentum. To avoid burnout/frustration from losing a streak, build a vacation/rest day into it! (31:52) Happiness is growth, but it's also balance. Happiness is not all about money and career, it requires a holistic approach where you work on your physical health, mindset, emotional health, relationships, and more. What current habits do you have in each of these that aren't helping you? How can you replace them with different habits and gamify them to achieve greater happiness in life? (41:10) Resources Mentioned: Actionable Gamification Yale Happiness Course The World Happiness Report Forest app  Outliers Principles Atomic Habits Follow Yu-kai: Website LinkedIn Twitter Follow Will Moore to #gamifyyourhabits: ⁠⁠⁠⁠Website⁠⁠⁠⁠ ⁠⁠⁠⁠Podcast⁠⁠⁠⁠ ⁠⁠⁠⁠TikTok⁠⁠⁠⁠ ⁠⁠⁠⁠Instagram⁠⁠⁠⁠ Will's #1 mission in life is to help you GAMIFY YOUR LIFE by replacing your failure habits with success habits in the FIVE CORE areas of your life scientifically linked to happiness. Sign up for the newsletter: ⁠⁠⁠⁠⁠⁠⁠https://mooremomentum.com/contact⁠⁠⁠⁠⁠⁠⁠  Follow the success stories: ⁠⁠⁠⁠⁠⁠⁠https://mooremomentum.com/success-stories/⁠⁠⁠⁠⁠⁠⁠  What's your core score? Take the FREE Life Evaluator Quiz to see where you currently stand in the 5 Core areas of life scientifically tied to happiness: ⁠⁠⁠⁠⁠⁠⁠https://mooremomentum.com/quiz⁠ Send in a voice message: https://podcasters.spotify.com/pod/show/5corelife/message --- Send in a voice message: https://podcasters.spotify.com/pod/show/5corelife/message

Show notes: https://designbetterpodcast.com/p/donna-lichaw-the-leaders-journey “Management is a job, whereas leadership is a quality you have to earn,” as we learned way back in Episode 21 from our guest Julie Zhuo. Today, we're diving deeper into the topic of leadership with Donna Lichaw, author of the new book The Leader's Journey: Transforming Your Leadership To Achieve the Extraordinary Donna is also the author of The User's Journey: Storymapping Products That People Love.  We chat with Donna about why leadership often gets conflated with management, how to find your own narrative, and why your product isn't the hero. One more thing before we get to the show: our newsletter this month is going to feature a new column by Margaret Lee, who founded the UX Community & Culture program for Google's global User Experience organization, and who is now an executive and leadership coach. If you're looking for solid leadership advice from someone who's been in the trenches, subscribe at designbetterpodcast.com so you get the newsletter when it comes out later this month. Thanks for subscribing, and for listening. Bio Donna Lichaw is an executive coach, keynote speaker, and author of the bestselling books, The User's Journey and much-awaited follow-up, The Leader's Journey. She helps high-growth startup CEOs, tech executives, and senior leadership teams scale their leadership so that they can amplify their business growth and make a positive impact in the world. Before coaching, she was a product leader and consultant working with some of the most successful companies on the planet. What she found was that teams would bring her in to help solve product problems…and that their biggest challenges were actually people problems that could be easily solved with a little bit of design thinking, psychology, and ingenuity. This episode is brought to you by: Fable: Build inclusive products: https://makeitfable.com/designbetter/ Methodical Coffee: Roasted, blended, brewed, served and perfected by verified coffee nerds: https://methodicalcoffee.com/ (use code "designbetter" for 10% off of your order). Freehand by InVision: The intelligent whiteboard that's half the price of Miro and Mural: https://freehandapp.com/ Help us make the show even better by taking a short survey: www.dbtr.co/survey If you're interested in sponsoring the show, please contact us at: sponsors@thecuriositydepartment.com If you'd like to submit a guest idea, please contact us at: contact@thecuriositydepartment.com Links SCARF: Status, Certainty, Autonomy, Relatedness, Fairness The Coddling of the American Mind: How Good Intentions and Bad Ideas Are Setting Up a Generation for Failure by Greg Lukianoff and Jonathan Haidt

Dr. Albert Wong is a leading clinician and educator in the field of somatics. From Dr. Wong's perspective, not all trauma is created equal, particularly complex trauma. It can be challenging to identify and address when the one who hurt you is the one you love. Although this predicament can be overwhelming, Dr. Wong provides a message of hope for individuals still in this hurting stage: people are not alone in this hurt, it doesn't last forever, and trauma does not have to define you.  Dr. Wong shares that most of his work derives from the spirit of deep embodied listening, valuing the body's wisdom, the notion of somatic experience, and tuning in to what is incomplete in the body. He is also committed to bringing together others in the psychological world so that the field is less fragmented. About Dr. Albert Wong: Dr. Albert Wong is the Director of the Trauma Certificate Program at Somatopia and the former Director of Somatic Psychology at John F. Kennedy University. A leading educator in somatics, he trains students in somatic psychology, healing trauma, and the mind-body connection through his online platform, Somatopia. Dr. Wong has been honored for his work in psychotherapy by the American Psychological Association Psychoanalytic Division, the Northern California Community for Emotionally Focused Therapy, and the Yale Psychoanalytic Research Training Program. He has been featured on PBS, Time Magazine, and his work has been published in titles ranging from the scientific journal Biological Cybernetics to the book anthology Radical Spirit. Learn More: Website - Somatopia Facebook - Instagram - LinkedIn To read the full show notes and discover more resources visit https://www.narmtraining.com/podcast *** NARM Training Institute https://www.NARMtraining.com View upcoming trainings: https://narmtraining.com/schedule Join the Inner Circle: https://narmtraining.com/online-learning/inner-circle *** The NARM Training Institute provides tools for transforming complex trauma through: in-person and online trainings for mental health care professionals; in-person and online workshops on complex trauma and how it interplays with areas like addiction, parenting, and cultural trauma; an online self-paced learning program, the NARM Inner Circle; and other trauma-informed learning resources.   We want to connect with you! Facebook @NARMtraining YouTube Instagram @thenarmtraininginstitute  

The unintended consequence of CBME that this paper addresses is the assessment burden that residents have had to bear with the increase volume of formative assessments. The authors identified 9 assessment burdens, which clustered under each of the three psychological needs presented in self-determination theory; Autonomy, Relatedness and Competence. Episode host: Lara VarpioArticle: Ott, M. C., Pack, R., Cristancho, S., Chin, M., Van Koughnett, J. A., & Ott, M. (2022). “The Most Crushing Thing”: Understanding Resident Assessment Burden in a Competency-Based Curriculum. Journal of Graduate Medical Education, 14(5), 583–592. https://doi.org/10.4300/JGME-D-22-00050.1Episode webpageHosts: Lara Varpio, Jason Frank, Jonathan Sherbino, Linda SnellTechnical Producer: Samuel LundbergExecutive Producer: Teresa SöröProduction of Unit for teaching and learning at Karolinska Institutet

It's Truth + Tequila Tuesday! And mmmm, mmm! It's some very fine agave spirit this week happening at Mojo Central. Cheers to you! Glad you're here. This week is dedicated to sharing some #mojotruth and it's this: How much PLEASURE are you willing to experience? It's an important thing to answer...and I invite you to strip down and be radically honest with yourself. It's a racey thing to be willing to experience unlimited PLEASURE. To be someone who's fully open to life, abundance, joy, vitality and more takes practice. It's not the ‘norm', however, it can be YOUR NEW NORMAL.   If your ears are perked and your mojo is starting to tingle....GOOD! Let's gather + grow your MOJO this year!   You're officially invited to the Rock Your Mojo Bookclub!   Yep. It's a brand new offering from Mojo Central. The Rock Your Mojo Book Club is the space where we come together for gathering, sisterhood, sharing, expansion and growth. Once a month we explore a book on the topic of spirit, s-e-x or a combination of the two. These are books that have personally inspired and educated me. Some are ‘classics' and others are contemporary must-reads. The topics are what we speak about every week on The Real Undressed podcast - - - and now you can join in for a deep dive on these topics.   Conversations about these topics offer you: Personal freedom Connection to your higher power Confidence in mind, body and spirit Authentic Self Esteem (in and out of the bedroom) The knowing that you are not alone Ease and grace with intimacy (with yourself and others) Permission to be playful Relatedness to your vibration (and ability to consistently stay in a high vibe mode) And much more!   Check it all out you go to: mojo.deborah-kagan.com/bookclub   It's so simple to participate. Each month, we connect in circle (virtually) for a round table discussion of the current months book. You receive a thought provoking worksheet to guide your exploration and take notes.   Why join the Book Club? The more awakened you want to be, the more education + guidance required. Life automatically brings many challenges. Going it alone is a choice.   With guidance, connection, support and wisdom from someone who is further ahead on the path you desire, you can move forward faster and with increased ease and grace. This is your opportunity to connect with an expert each month who holds space for your highest self. This is your chance to focus on your spiritual and s3xual awakening (with sustained support). This is your possibility for massive breakthrough (and celebrate it with a tribe of like-minded women).   You can join for one session or get the All Access Pass.   Check out the entire schedule of books and reserve your spot at: mojo.deborah-kagan.com/bookclub   Doesn't that sound, well? Mojolicious? I'll let you in on a secret...becoming the woman who experiences pleasure, abundance, and mojo daily is easier than you think. Truly.   That's why I want you to know you about the Rock Your Mojo Bookclub. It's an easy container for you this year where we can connect and YOU get to step into your power, pleasure and positivity. I'm super excited to share it with you.   Get all the details at mojo.deborah-kagan.com/bookclub   OK.   If you're digging the podcast, please take 60 seconds and subscribe, follow, rate and/or review the show on this listening platform. Each action you take makes a world of difference in helping this show grow and reach the people who need it most. The Real Undressed is here to inspire you to get free...in whatever way, shape or form that takes. Tune in on Friday for a full episode with our next guest. As always, thanks for getting undressed with me.  

This talk was given by Gil Fronsdal on 2023.01.02 at the Insight Meditation Center in Redwood City, CA. ******* Video of this talk is available at: https://youtu.be/76GofEBVMpQ. ******* For more talks like this, visit AudioDharma.org ******* If you have enjoyed this talk, please consider supporting AudioDharma with a donation at https://www.audiodharma.org/donate/. ******* This talk is licensed by a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License

This talk was given by Gil Fronsdal on 2023.01.02 at the Insight Meditation Center in Redwood City, CA. ******* Video of this talk is available at: https://youtu.be/76GofEBVMpQ. ******* For more talks like this, visit AudioDharma.org ******* If you have enjoyed this talk, please consider supporting AudioDharma with a donation at https://www.audiodharma.org/donate/. ******* This talk is licensed by a Creative Commons Attribution-Noncommercial-No Derivative Works 4.0 License