Edge Learning Institute
Presents
Increasing Human Effectiveness
Making a difference. So, how do we get it done?
“Increasing Human Effectiveness”
An Experience
Facilitator
Workbook
Discussions
CD’s
Power Point
Activities
Reflection
Tool Kit
The Group
On-line
Follow-Up
Video
Increasing Human Effectiveness
Awareness
Potential
Change
Plan of Action
Self Esteem
Thought Process
Who am
I?
1
How 4
Do I get
there?
Affirmative
Reminders
How did
I get
2 here?
3 Where
am I
going?
Attitude
Self-Image
Values/Goals
Effective Seminar Participation
1. Ask questions.
2. Keep an open mind. Be willing to try new ideas and techniques.
3. Remember, your meeting leader/facilitator doesn’t have all of the
answers!
4. Feel free to share an illustration or an example from your own experience.
5. It’s OK to pass! If you don’t want to answer a question or make a
comment, simply pass.
6. Think of ways you can incorporate a concept or skill directly into your
daily life.
7. Make a commitment to see the process through to the end. Finish what
you start.
8. During the video seminar, respond to Bob as though you are a participant
in the seminar.
9. Sit back, relax and enjoy!
Increasing Human Effectiveness
Awareness
Potential
Change
Thought Process
Who am
I?
Plan of Action
1
Attitude
2
4 3
Self-Image
Self Esteem
Affirmative
Reminders
Values/Goals
Two Ways to Learn & Grow
SLE’s
Significant Life Events
SLM’s
Significant Learning
Moments
Effectiveness vs. Potential
Your Effectiveness
This is the actual
picture of an iceberg
in St. John’s
Newfoundland.
Your Potential
What is your
potential?
The Cow Card
Increasing Human Effectiveness
Awareness
Thought Process
Potential
Change
Plan of Action
1
How did
I get
2 here?
4 3
Attitude
Self-Image
Self Esteem
Affirmative
Reminders
Values/Goals
Finished Files
FINISHED FILES ARE THE RESULT OF YEARS OF SCIENTIFIC
STUDY COMBINED WITH THE
EXPERIENCE OF MANY YEARS.
The
Thought
Process
How Attitudes are
Monitored…by:
Words – which Trigger
Pictures – and bring about
Emotion – that predict or perpetuate performance!
Attitude Formation
Negative -
Positive +
The direction in which you lean at the sub-conscious level.
A habit of thinking that controls your spontaneous
reactions.
Increasing Human Effectiveness
Awareness
Thought Process
Potential
Change
Plan of Action
Self Esteem
Affirmative
Reminders
Attitude
1
2
4 3 Where
am I
going?
Self-Image
Values/Goals
Comfort Zones
Your comfort zone is the level of performance
that you believe yourself to be capable of
achieving. It corresponds with your current
self-image. When you perform outside your
comfort zone (either above or below):
1) You get anxiety and tension feedback
2) You get back where you belong
SELF-IMAGE DIAGRAM
Performing above your Comfort Zone
Performing above
your Comfort Zone
(or asked to)
Anxiety and
tension feedback
Current
Self-Image
Comfort
Zone
SELF-IMAGE DIAGRAM
Performing below your Comfort Zone
Current
Self-Image
Comfort
Zone
Anxiety and
tension feedback
Performing beneath
your Comfort Zone
Our Values
Creativity
Integrity
Faith
The Values Gap
Values
The gap between the
values you express
and the behaviors you
exhibit.
Behaviors
Clarity of Organizations Values
Importance of Values
4.87
6.26
4.9
6.12
The Leadership
Challenge –
High
Correlation between
values and commitment
Low
Principles for effective goal setting
1.
2.
3.
4.
5.
6.
Balance your goals.
Set priorities.
State goals positively.
Clearly define your goals. (Specific, Written and Reviewed regularly)
Lock on to an exciting, imaginable end result.
Avoid time limits with lifetime goals. Feel free to set time limits on
material goals.
7. Keep goals confidential. Share them only with people who can help
you accomplish the goal.
8. Update goals regularly.
Increasing Human Effectiveness
Awareness
Thought Process
Potential
Attitude
Change
Plan of Action
Self Esteem
1
2
How 4
Do I get
there?
3
Affirmative
Reminders
Self-Image
Values/Goals
The Traditional Cycle For Change:
Self-image/
Self-esteem
Self-Talk
Performance
Perpetuates
existing
performance.
The Responsible Cycle For Change:
Self-image/
Self-esteem
Self-talk
Performance
Allows personal
responsibility for
change.
Definition of
Affirmative Reminder
Statement of fact or belief designed
to prepare me for reaching a predetermined
outcome or goal. A statement of my goal
describing myself as though my desired
goal has already been achieved.
Guidelines For Designing
Affirmative Reminders
Personal
“I” compare only with my own best self.
Positive
Describe what you want.
Present Tense
Express it as though it’s already happened
Positive Emotion
Use words like enjoy, terrific, happy.
Realistic
Use words like consistently and regularly.
Specific
Use measurable terms and words.
Affirmative Reminders
I will be an incredible manager. I don’t see what
is wrong, and I always catch my people in the act
of doing things right and it will feel great.
I will be an incredible manager. I don’t see what is
wrong, and I always catch my people in the act of
doing things right and it will feel great.
I am an incredible manager. I consistently
catch my people in the act of doing things right
and it feels great.
SELF-IMAGE DIAGRAM
Cause
Effect
New
Self-Image
Goal
Affirmative
Reminder
Current
Self-Image
Comfort
Zone
How to Enhance Your
Affirmative Reminders
 Color 3X5 cards (touch)
 Write it down (action)
 Scents (smell & emotion)
 Pictures (sight)
 Read out loud (hearing)
 Best time (upon waking & just before sleep)
Potential Wheel –
Areas of Self-Talk
Spiritual
Family
Financial
Health
Recreation
Vocational
Friends
Personal
The Clown Card
Cauldron Theory
“To pour water into
another person’s cup
you must first have
water in yours.”
Definition of Self-Esteem
Self-esteem is the degree that I, consciously
or unconsciously, like and accept myself as I
am. Self-esteem is the degree that I respect
myself and feel confident to deal with
challenges.
Edge Learning Institute
Presents
Increasing Human Effectiveness
Making a difference. So, how do we get it done?