Archive for the ‘Cause & Effect’ category

« Older Entries
Newer Entries »

And breathe out….

January 27th, 2010

Relaxation is not something that many of us find easy.  When was the last time you were truly at ease with relaxed muscles and general feeling of calm, both physically and mentally?

You’ll all be well aware of the flight or fight mechanism that kicks in when we are under threat or stress.  We automatically (in an evolutionary effort of self-preservation) become more alert and more ready and efficient at responding to whatever we are faced with.  Many of those who perform on stage say that without those pre-show butterflies they would not be able to put on an engaging performance.  I’ve even heard some say that if those feelings stopped they’d stop performing.

But what happens when that feeling lasts for a prolonged period of time?

Part of the flight or fight mechanism involves muscle tightening and if the tension is prolonged our muscles never deactivate from that state.  Eventually it becomes incredibly difficult to notice when the tension is there as you become used to that feeling.  After a while you don’t even associate it with stress.  You may be jumpy, irritable, nervous.  You may be more likely to worry excessively and even develop physical symptoms, such as backache or headaches.  Constant tension can make you over-sensitive to even small happenings in our lives.  Ever been on the go continuously and then when you stop…feel the pain of tiredness… or even worse, find you develop a cold or become ill?  It happens more often than we think.  You take that much needed holiday only to find 3 days in your body decides its had enough?

So how do we relax?

First of all we need to realise that we are indeed tense. Then we need to actively complete steps in order to relax.  You may have a variety of methods of relaxation, below is a description of Isometric Relaxation for you to try.   Remember in order to feel the true benefit of this exercise you may have to do it several times a day in order to counteract the tension and maintain a relaxed state.  Eventually it may become a habit they you automatically apply when feeling tense.

When sitting or lying down in private

  • Take a small breath and hold it for up to seven seconds
  • At the same time, straighten arms and legs out in front of you and stiffen all muscles in the body
  • After seven seconds, breath out and slowly say the word ‘relax’ to yourself
  • Let all the tension go from your muscles
  • Close your eyes
  • For the next minute, each time you breathe out say the word ‘relax’ to yourself and let all the tension flow out of your muscles
  • Repeat if necessary until you feel relaxed

No comments »

Posted in Cause & Effect, Human Nature

Tags:

Still creating hysteria – Happy 75th!

January 14th, 2010

Ever been in an environment which has influenced your behaviour?  Gotten carried away with the crowd?  Elvis who would have celebrated his 75th birthday last Friday, 8th January certainly witnessed those that were influenced and mos certainly did get carried away!

In the 1950′s frenzied and fevered were words frequently used to describe the groups of people (mainly women) who went to watch Elvis sing…. and of course gyrate his hips.  Scenes of hysteria and complete abandon were common place.  When Elvis walked on stage, women screamed, fainted, cried, shrieked and wet their pants.  The result was often so hysterical that the Royal Canadian Mounted Police, the National Guard, State Police and the City Police couldn’t contain those involved.  On a number of occasions Elvis had to stop the show!

Think it was hysteria?

The emotional attachment to Elvis is so strong that 30 years after his death, the sale of iconic images related to the King increases each year.  At Elvis’ home in Graceland, millions of ‘pilgrims’ (mostly female and middle aged) go to Locus Sanctus, the holy place, to mourn his death, lay wreaths and hold vigils.  In fact the behaviour in relation to his memory is such that two woman have founded the "Church of the Risen Elvis".  One of the women saying that images of Elvis "…have transcended the representational and move to the sacred".  Before his death, women even brought their sick children to his concerts in the hope that he would touch them and be healed.

Why is this?  Seems a bit extreme?

From the very beginning , the phenomenon of Elvis broke through the boundaries of ordinary fan adoration and lead the way to the "Beatlemania" which would hit America later.  Elvis’ blood and urine was stolen and sold with tales of how young women desperately wanted to inject the blood of their hero in to their own veins, women moving country just to tend to his grave or carving his name into their skin with penknives.  These behaviour are not normal reactions to singers or even fame, they move quite clearly across to myth and rituals.

Elvis was at the forefront of many controversial debates regarding teenage behaviour and rock and roll.  He was regarded by some as the blame for juvenile delinquency and the corruption of youth.  Perhaps when the behaviour of his audiences were witnessed by those not within the Elvis fan group, it can be understood (though this understanding does not mean that they were right).  The frenzied behaviour became more and more common and increasingly violent.  Did you know that Elvis received death threats and rampaging crowds often turned into riots?

Some psychologists believe that Elvis provided a rite of passage for girls into womanhood.  The sexual frenzy that Elvis created (we all know how conservative America reacted to his hips movements) provided an outlet that wasn’t previously available especially to women.  The fantasized relationship with Elvis taught them about their sexual liberty.  Add to that the way people behave when in groups….mob rule…heightened excitement…attention grabbing…screaming…  and the pieces of Elvis hysteria becomes more clear.

The group or social hysteria related to Elvis is similar in many ways to the Salem witch trials.  The groups’ behaviour was extreme and as it became more so…it became a vicious circle.  In a Elvis concert with screaming fans, you’d describe the atmosphere as ‘electric’…you’d get caught up in it.  Even if you weren’t caught up in it you probably wouldn’t want ot admit that you didn’t agree.

More recently, the invasion of Iraq had elements of social hysteria.   The 9/11 event created a fear and elevated Saddam Hussein to a witch-like mythical figure who was about to ‘press the button’ on the West.   No one (or few) questioned whether this was realistic…and many didn’t question because it would not have been welcomed.  Imagine the reaction if you questioned how evil you thought Iraq was.   Look back now – was it a sort of social hysteria?

In truth hysteria is a result of human psychology, local events, religious beliefs, economic and social situation and the political situation.   Take a moment to think how popular Elvis would have been without the outcry from those with conservative religious beliefs…or if sexual liberation for women had already happened….

2 comments »

Posted in Behaviour, Cause & Effect, Human Nature

Tags:

Help I need somebody!

January 8th, 2010

What happens when a task is to be completed and you are the best qualified, most experienced, best-informed person to complete that task?  You complete the task.  Seems logical doesn’t it?  When delegating tasks you naturally assess the skill required for the task and choose the person best suited to complete it.  Ok, you take into consideration development needs and time available but do you take anything else into consideration?

If you know you are the best person for the job at hand, do you ever ask others for their advice?

Behavioural scientist Patrick Laughlin have shown that the approaches and outcomes of groups that work together are better than the average member working alone but also….better than the group’s best member working alone!

Input from others can stimlate the thinking process.  Ever heard a comment someone has made which has ignited an idea in your mind? The insight may have been delivered by you but the spark…that was created by someone else.  We are all aware of the importance and value of having a sounding board but do we all take advantage of it?

Seeking input from your colleagues will not only encourage creativity and parallel processing but will create a better team environment as well.  Asking for input from others and valuing that input – whether you use the input or not – will build closer relationships and better rapport.

So next time you are the best person for the job – ask for help and suggestions – you’ll achieve more and gain more than better outcomes for the current task.

2 comments »

Posted in Business, Cause & Effect, Creativity

Tags:

Laughing – the new social wizz kid

December 7th, 2009

Laughing lowers levels of stress hormones and strengthens the immune system. Six-year-olds laugh an average of 300 times a day. Adults only laugh 15 to 100 times a day. The first laughter appears at about 3.5 to 4 months of age, long before we’re able to speak.  Laughter, like crying, is a way for an infant to interact with the caregivers.

Like smiling we don’t have to learn how to laugh, we just do. We’re born with the capacity to laugh.  But we cannot just decide to laugh, its very hard to laugh on command or to fake it.  A bit like a fake smile, a fake laugh can be detected quite easily by another person….and for anyone that has tried to stop laughing or hide an ‘inappropriate’ laugh in a meeting…you’ll know how difficult that can be!

Are you known for your laugh?  Whilst living in the Halls of Residence at University, I wondered why folk from the floor below always seemed to appear on our floor about 10 minutes after I arrived.  Mentioning their impeccable timing I asked how they knew when we all had arrived.  Their answer?  We know everyone is here because we can hear you laughing.  Mild embarrassment at how loudly I must have been laughing quickly moved aside at the marvellous thought that it was the sound of laughter that drew folk in….that encouraged others to join us.  And as aware as I am at how my voice travels…though now it’s in office buildings rather than Halls of Residence…I am rather pleased that it’s the sound of laughter that tells someone I am there.

Story continues below ↓
advertisement | your ad here

When we do laugh, it’s powerful, bubbling up from within us…yet very little is understood about why we laugh or what makes us laugh.  What I find amusing may not be what you find amusing…and laughter can be triggered by sensations, thoughts, or even just certain situations will give us the giggles. When we laugh, we alter our facial expressions and make sounds, some of which we wish we didn’t (says the occasional snorter!!).   In full flow our whole body gets involved, shoulders shake, arms & legs move….our breathing changes.

So why?  Why do we laugh?

Well, you may be surprised to learn that it is less about funny and humour and more about relationships with other people.  When was the last time you laughed?  Was it at a joke or was it at a statement or observation that if you described it now, wouldn’t seem funny to someone else?  People laugh at an incredibly wide selection of interactions, observations and statements.  And many times we laugh at ‘in’ jokes….jokes that are understood as amusing because you are a member of a particular group

These curious “ha ha ha’s” are bits of social glue that bond relationships.  And curiously we rarely laugh when we are alone (even less than we talk to ourselves) which seem to indicate that laughter is a message we send to other people.

Laughter is social and contagious. Hearing someone else laugh often causes us to laugh ourselves.  Many comedy programmes utilise this knowledge by adding laughter tracks.  Not sure if you’re favourite comedy has a laughter track?  That’s because you are laughing along to it.  Quite often if the laughter track is missing we don’t find the programme half as funny.

We laugh at the sound of laughter itself.  When one person starts laughing….suddenly everyone ‘catches’ it.  That’s why the Tickle Me Elmo doll is such a success — it makes us laugh and smile.

When we laugh, we’re often communicating playful intent. So laughter has a bonding function within individuals in a group. It’s often positive, but it can be negative too. There’s a difference between “laughing with” and “laughing at.” And I am positive that all of us has experienced both examples.  People who laugh at others may be trying to force them to conform or casting them out of the group.

This blog started with a statement saying that adults laugh less than children.  As adults, do you think we have less to laugh at…too many responsibilities…too many worries…  Adults play less and laugh less.  Think that’s healthy?  Playing less means we lose some of our creativity, but it also means we lose out on opportunities to bond with others. What effect do you think that’s having on our lives?  I’ve even experienced people trying to stop me laughing because they think I am drawing attention to myself or more importantly to them…when they prefer to be seen and not heard.  How sad is it that laughter is reigned in….muffled…constrained?  Surely it is better to nourish laughter, especially when times are tough.

Next time you are trying to hide that giggle…send it out there….let someone else enjoy the joke…release those feel-good endorphins in your brain…relieve a little of that stress you feel….let go….lose control….you’ll be surprised at how fantastic it feels!

2 comments »

Posted in Behaviour, Cause & Effect, Human Nature

Tags:

First up and Last to play

December 7th, 2009

Been watching the X factor? Have you noticed that X Factor contestants are more likely to get the boot if they sing near the start of the show.

Cambridge University academics compiled data from 150 editions of the X Factor and Pop Idol to prove the theory that a contestant’s fate does not boil down to whether they can sing.  This theory will more than likely not surprise any of you….but what did they find out?

In eight live X Factor shows this year, four singers were eliminated after being either the second or third act to perform, researchers said. When contestants sang later in the evening they were less likely to be eliminated.  He added that the first singer to perform in the X Factor is not at the greatest advantage, but less likely to be eliminated than those in second or third place.  Dr Lionel, who undertook the research with the University of London, said that none of the people who sang last on this year’s series of the X Factor had been eliminated.

What Dr Lionel is talking about is that fact that people tend to be biased when there is a sequence. You are influenced by the fact that you remember people depending on whether they were singing first or last.  And memory can have a huge effect on how we judge a performance.

So what can we take from this research?  Well, its the primacy and recency effect at work.  The psychologist Murdock completed research into these effects on memory, which he called the Serial Position Curve.  Or how well we remember items on a list is dependant on where they are placed on the list.

In the stage theory of memory, information goes through to our short term memory, if the information is not lost through decay or displacement then it goes into our long term memory.  The short term memory is widely regarded as havinga capacity of seven plus or minus two pieces of information.  The size of the pieces of information is not a factor, in fact, making these pieces of information larger (or ‘chunking’ as it is known in psychology) makes us able to remember much more information.  However, we are at this point talking about the positioning of information in a list. The theory behind the serial position curve is that people recall words better at the beginning or end of a wordlist. A better recall at the beginning is an example of the primacy effect whereas a better recall at the end is an example of the recency effect.

So what does this all mean to us I hear you cry??  Well, it can help us study and work better.  If we remember information better at the start and end of a list then we need to make the most of this knowledge.  When studying were you ever told to take regular breaks?  Did you do it?

Taking regular breaks is necessary so we are not overloaded with information but it also allows the primacy and recency effect to help our memory.  The more breaks, the more times the primacy and recency effect can help us remember.

Any other ways in which we can use these effects to our advantage?

No comments »

Posted in Behaviour, Cause & Effect

Tags:

As soon as possible!

November 29th, 2009

Ever ask someone something and been answered ‘Probably’.  Not ‘yes’ or ‘no’ but ‘probably’.  What were your expectations?  What assumptions did you make?  How likely is it that you will get what you asked?  During training sessions I have often asked the group to write down what percentage likelyhood is attached to the word ‘probably’.  I have gotten anything from probably means something is 20% likely to happen (I fear this person has been disappointed often in life!) to 99%.

What is your understanding of the word ‘probably’?  Think it’s the same as your colleagues?  Ever checked?

Our understanding of words is impacted by the society we live in, our families…our workplaces…and ourselves.  Often we use language that seems to be understandable but have elements of flexibility in their meaning.  However, the consequences of this can be wide ranging.  You hear ‘probably’ and you assume that its more likely than not to happen but perhaps the person delivering the message had a different understanding of the word?

What about the line ‘I’m almost finished’? What does that mean?  How close to being finished is the person saying this?  What about ‘Not very often’?  How many times is ‘not very often’?

So much of our everyday language is non-exact.  We believe we know the meaning because they are familiar words but do we understand them int he same way other people do.  When we are providing instructions and giving feedback, it is vital that we are understood, in fact communication of any kind does not exist without understanding.

What happened the last time you misunderstood a message because of the language that was used?  How do you prevent someone misunderstanding what you mean?

WATCH POINT – Do you use ‘As soon as possible’ at the bottom of emails?  What does that mean? As soon as possible to you may not be the same as for the person you are sending it to.  They may prioritise differently to you.  If you need something completed quickly, but a deadline.  That was your communication is clear and expectations are managed!!

No comments »

Posted in Cause & Effect, Human Nature

Tags:

If that’s what YOU want.

November 25th, 2009

Watching the programme ‘House’ the other night I was struck by a the way Cameran delivered the line “If that’s what you want” to her husband and colleague Chase.  She placed the emphasis on the word ‘you’.  The meaning was clear.  She was making a point about who’s opinion she thought Chase was expressing.  She suspecting (rightly!) that Chase had been manipulated into the opinion by the irrepressible House.  Emphasising ‘you’…she stressed that Chase should be sure it was indeed his opinion and not someoneelses.

It got me thinking about the tone of voice we use and which word we place the emphasis on.  Repeat Cameran’s line to yourself, “If that’s what you want”. Say it five times, each time emphasising a different word.  How does that change the meaning of the sentence.?

When the word ‘if’ is stressed…you sound as though you are questioning the person’s opinion.  It sounds as there is doubt about the surety of the statement, that there is room to maneuver.  When ‘that’ is stressed, its the content that is being questioned…when ‘want’ is stressed, the line sounds confident and strong, with little additional meaning.

When was the last time you made a statement and it was taken the wrong way?  or misunderstood?  Can you remember how you delivered the statement?  Where you placed the emphasis?  It may be that the person on the receiving end read more into the sentence than you meant.  In the above example, placing emphasis on the wrong word might lead the other person to think that their opinions are in doubt.

Think of the type of thing you say in work – practice changing emphasis – what happens?  Here are some examples that can have a very different meaning depending on what word is stressed.  Practice saying them out loud…what happens to the meaning?

  • You did that well this time
  • Have you read the procedures for this process?
  • Is this the result you intended?
  • What do you think?
  • How’s it going today?
  • You seem to be doing a great job
  • Tell me what you think about this situation?
  • We are glad to have you on our team
  • Does this work meet the standard you have set for yourself?
  • What can I do to help you?
  • Feel free to come to me when you have a question or problem

An additional hint….be careful of raising the pitch and tone towards the end of a sentance.  As we raise our pitch towards the end of a question…using the technique to convey a statement can make you sound less confident, unsure of your position and ulitmately less trustworthy.

In Gone with the Wind, Rhett Butler’s famous line, “Frankly my dear, I don’t give a damn” was stated with emphasis on the word ‘give’ because it was not deemed appropriate for him to emphasis ‘damn’.  Are there times when you changed emphasis because of how you would sound….how it would be understood??

No comments »

Posted in Behaviour, Cause & Effect

Tags:

I’m sorry.

November 21st, 2009

Are you always right? When did you last make a mistake?  Did you apologise?

We are all human and as a result we are all prone to mistakes.  Being a Partner in a large corporate firm or a business owner or someone’s manager does not automatically remove the capability of being in the wrong or handling situations incorrectly. But do we ever admit it?  Are we conscious of not seeming to have made a bad choice?

Do those we work with appreciate more the person who owns up when they are wrong or the person who refuses to admit that there may have been a better and more effective way of doing something?  Naturally, we are hesitate to admit we have made a mistake, we do not want other to form an impression of our incompetence.

Yet, noone can be right all the time.  When we do not take responsibility for our actions then the relationship with have with others is damaged.  The trust leaves.  How different would it have been if President Nixon had quickly apologised for Watergate or if President Clinton had simply owned up and apologised?  When President Kennedy took full responsibilty for the Bay of Pigs disaster, the press didn’t have much to talk about.

Quite apart from the trust issue…apologising for those things we get wrong, deomonstates a certain amount of vulurbilty which can be appealing to those we work with.  They see that other’s make mistakes, recognise them, apologise and vitally, promise to remedy their actions in future.  And when they make a mistake it is much easier to admit to it.  How many problems are made worse by refusal to admit they exist?  If we  demonstrate that making mistakes is OK as long as we identify them and make adjustments accordingly, then those around us will learn that behaviour. And wonderfully, we manage the negative effect of whatever our actions created.

So how do we go about apologising?

Ken Blanchard provides a process in his One Minute Manager book and below are the aspects he describes.

1.  Surrender – Genuine and truthful admittance of having done something wrong and the need to make up for it.  This must include taking full responsibility and any harm that has been done.  Do not make excuses for your actions, an apology has no substance if you include excuses.

2.  Integrity – Recognition that you were wrong and awareness of how this is inconsistent with how you normally behave.  Important is reaffirming that you are better than the behaviour you had demonstrated.

3.  Focus on other person – Recognition of the particular damage or harm you have done the other person.  You need to know what you are apologising for.

4.  Commit to change – An apology means very little unless you commit to not repeating the behaviour.  Why are you apologising if you intend to do exactly the same thing again.  Behaviour change must be identified and agreed to.

In additional to this process I’ve identifed a few other things to consider.

When do you make your apology?  Sometimes the best time is immediate, in fact the sooner you apologise for you mistake the more likely it will be viewed as an error in judgement and not a character flaw.  However, there are occasions when it may be best to let the dust settle a little before apologising.

Be wary of saying “I’m sorry you feel that way”, it can appear as though you are blaming the other person.  Yes, there are occasions when it is the feelings of the other person you are sorry for but if you have made a mistake be sorry for what you did…the actual behaviour.

Don’t forget to express your appreciation for the person and provide explanation (not excuses!) if necessary for what has happened.  You could even ask them if they will give you another chance.  When someone provides us with a genuine apology it is very difficult to respond negatively.  If the apology is fake or filled with excuses..quite often the person will walk away with a poor impression of your behaviour…but having received a full and frank apology…most people will be willing to accept it.  And vitally this places the power firmly with the wronged person.

And finally, if the apology is not accepted, thank them for hearing you out and be patient.  Sometimes people may want to forgive you but just need a little more time to cool off and accept what has happened.  Even if the person has accepted your apology, they may need a little time before they can completely trust you again.  Remember, is you carry out your promise to amend your behaviour in future then you will have proven your sincerity.

Has apologising for your mistakes improved or hindered your relationships?  Or do you not know the answer to that question because you can’t remember the last time you apologised?  If you can remember and your apology was not well received…how did you apologies…did you try to make excuses?

No comments »

Posted in Business, Cause & Effect, Human Nature

Tags:

Healthy surroundings

November 20th, 2009

What is employee well-being?  What does it actually means for organisations?

We are all aware of how current economic conditions have affected our workplaces.  We also realise that as a result of our changing surroundings…employees and management are behaving differently.  Feeling good about the work we complete has a massive impact on quality and performance.  We know this due to the research that has been completed but more significantly we know this from personal experience.  Ever been unhappy in a role?  Ever felt not appreciated by your peers or manager?  What effect did your emotions have on your work?  Did you give it your best all the time?  I think you get the idea!

So, how in practical times can we use this experience to ensure our own employees do not feel like this and enjoy a healthy environment?  Peter Warr, in his book ‘Psychology at Work’ outlines 9 main groups to examine.

1.  Opportunity for personal control

Do employees have autonomy?  This does not have to be total but could be a small amount for a particular work activity.  How much discretion have employees?  What role do they have in decision making?

2.  Opportunity for skills use

Are employees skills actually being used?  Are they valued for the skills they have?

3.  Externally generated goals

Do employees understand the demands of the job, the task?  Are there measures in place for workloads? What responsibility do they have?  Have targets been set?

4.  Variety

Is there a possible means of varying role?  How repetitive are the tasks completed?  Is there variety of location?

5.  Environmental clarity

Have the consequences of certain behaviours been provided?  Is there job security?  Is there information about the required behaviours and their role within the organisation or team?

6.  Availability of money

Have you benchmarked pay?  What competition is there?  What level of income does pay place employees on?

7.  Physical Security

Have you Health and Safety procedures in place?  Is there good working conditions?  What temperature is the office?  How much noise is present?  Do employees have adequate equipment?

8.  Opportunity for interpersonal contact

How much interaction do employees have each day?  Is there adequate provision for privacy if required?  Do employees have good relationships?  Is there social support?  Good communications?

9.  Valued social position

What status do employees have?  How much emphasis is placed on job importance?  Are the jobs that employees do meaningful?  Do employee have self-respect?

When talking about employee well-being it is important to distinguish between job-related feelings and non-job but there is so much that managers can take into consideration in order to ensure employee satisfaction and well-being.  The associations between employee well-being and performance are incredibly significant.  Enthusiasm, alertness, attention, interest, determination and inspiration are all impacted.  We simply cannot ignore them, we must take note and apply this knowledge to the environment we create for our employees.

4 comments »

Posted in Business, Cause & Effect, Motivation

Tags:

Under pressure?

November 16th, 2009

We all know what happens to our bodies when we are under pressure.  A certain amount can help us perform better, keeping us alert and able to avoid danger.  Too much and the physical effects include, headaches, upset stomach, elevated blood pressure, chest pain, and problems sleeping. The emotional effects include depression and anxiety.

Know what happens to our brains?

Normally, our left and right hemispheres,  which see the world from different perspectives, work very well together.  Under pressure, we focus more on what it is we need to achieve making our left side more active.  Evolutionally very clever because at the point in time when we most need concentration and focus, our brain responds and allow the logical, serious, analytical side to take charge.  However, it is the creative right side of the brain, that permits us to see the bigger picture.  Without the right hemisphere, we become less able to see new and original answers or ways forward.

Result is we begin to struggle with problem solving due to an inability to think of lots of ideas and solutions.  We begin to not be able to see ‘the wood for the trees’ and our self-limiting concepts prevent innovation.

If you’re having difficulty finding an original solution, come away from the problem for a short time.  As difficult as it is to remove yourself from what is important enough to place you under pressure, take a break.  Stop thinking about it so hard, put it on the back burner…go do something else.  Allow the right hemisphere some space to check out some different perspectives and get creative.

Actually, we all know this already don’t we…..we’ve all been in the situation where it was only when we stopped trying so hard that we had a lightbulb burst into light inside our heads.  Something we see, read or hear….engages and suddenly we know what to do??

What we don’t all do already, when we are struggling to find an answer, is….relax!  Remember it was only when Archimedes went for a relaxing soak in the bath that he worked out how to measure volume…and thus solve the problem of whether the kings crown was indeed solid gold.

No comments »

Posted in Cause & Effect, Creativity, Human Nature

Tags: