How do you want to feel? And GO!

Imagine how you want to feel – for yourself in your life and at work.

Set your intention now and scribe 1-3 actions for the day/week. What can you do and when? And how will this make you feel? Keep thinking about how it will make you feel once you’ve committed to your intention (outcome/goal) and you will start to settle into that/those feeling(s).

Wellbeing for performance is a RADICAL change of mindset, culture and in turn, behaviour.

Ariana Huffington in this NLI interview, references micro-steps – so powerful as the actions for change become doable and achievable. Doing things in small bite-size chunks – actions, effort, and timing.

‘The emphasis on the human part is actually key, because we believe that so much of behavior change at the moment is based on just what’s happening to your mind, and not what’s happening to your heart. For us, the goal is to connect the two because if we just give you micro steps that affect the neuro-pathways of your brain, that’s fantastic. We now know so much about the plasticity of the brain and it can be really effective. But if we don’t touch your heart, it’s not going to have the same impact.’

In life and at work, how can you entrench positive patterns of behaviours – behaviours that stick to become new behaviours replacing old ones? Use the resources within your reality – people, processes, systems, technology, tools, and inspirational triggers that carry meaning for you such as quotes, language, art, music, images, colours, role models, nature.

For organisations, new patterns of behaviours (habits) can be supported and come to life through your talent practices (top of mind thoughts listed here so keep adding) like:-

1. Communication can be contained via dedicated WORK platforms vs 24/7 via social media platforms which keep your people in constant ON mode. How about 8am-6pm ONLY to really support down time, personal time, family time? Why? Because ongoing performance depends on wellbeing. The body-brain system is just that – a system!

2. Creating change-brainstorming sessions with dedicated change champions across teams to encourage practices for wellbeing for performance, with check-in processes by Human Capital. Why? Supportive structures support sustainable change.

3. Leaders encouraging wellbeing days or half-days for teams after intense workloads, as well as celebratory moments for achievement of goals or change. Why? The body-brain system needs downtime AND boosts of REWARD that impact the neurobiological processes for goal-centricity.

Share here or share privately – be inspired!