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Volume 1, Issue 7 July 2002 THE FISH ROTS FROM THE HEAD
Think about it. If you don’t feel good about yourself, if your head is rotting, then how can you feel good about others? How can you show respect for others, if you do not respect yourself? When our heads are rotting, we judge others. We question motives. We become paranoid and think everyone is out to get us. The interesting thing is what we feel about ourselves, becomes how we treat others. For example, there have been many studies that show that people who have difficulty with sex and sexuality, generally have trouble dealing with their own sexuality. People afraid of showing weakness are constantly condemning the soft side of society. Those who constantly talk about how others are dishonest are sometimes the first one to cheat or steal. What we hate in others is generally what we hate in ourselves. What we are afraid of in others is sometimes what we fear most in ourselves. “The fish rots from the head.” What is your head saying? How is our head leading your body? How are you leading your family, your department or your company? Do you follow The Cooperative Action Model© Don’t let your head taint your view of yourself, the people you interact with and the human race in general. This journey can be incredible as long as you don’t let your head cloud the path with unnecessary fog. If you were a teacher, would you be the one that the students would want to come back to the reunion to see or the one that they would avoid?
At work, do you mistrust others? Are you always thinking that people are out to get you? Well, the problem may not be them; the problem may in fact be with you and your head. Remember The Cooperative Action Model© The model tells us to celebrate the individual, well that is the first thing that we have to learn to do with ourselves and that is to celebrate us. We are so concerned with what others are thinking about us and what others are doing to us, that we don't seem to take the time to put our heads into a good space so that we can celebrate us. When we celebrate us, we are able to celebrate others. Stop letting your dysfunctional head create a dysfunctional relationship with yourself and others. You must allow the good in you to stand out and you must begin to see the good in others. Yes, I know that there are people out there who are rotting from their heads and you have to deal with these people on a daily basis. The key is not to go down to their level of dysfunction.
Humphry always says that we should be reliable in everything that we do, for reliability builds trust. We should be proud of who we are and treat others with the respect we would want. And finally, he says that we must walk softly as we are trying to reach our goals and not leave a path of destruction in our wake. “Ted, that’s easy for you and Humphry to say. But how do I stop my head from rotting?” Here are some easy steps to think about that I know will help: 1-Nobody can hurt me but me. 2-Let only the good in me see only the good in you. 3-I will not go down to their level of dysfunction. 4-I will begin to trust others and not read anything into their actions. 5-I will stop saying “yeah, but” and be more accommodating. 6-I will treat everyone with the respect I would demand for myself. 7-Acceptance is not necessarily agreement. 8-I’M OK. There is nothing wrong with me. 9-I like me as a person. 10-My happiness is up to me. It is no one else’s responsibility. I hope that these ten points will help you see that your head does not have to rot. If you have any other ideas or thoughts that you would like to share with others on how you keep yourself balanced and centered, let us know and we will pass them on. Best In Life Ted. CONFLICT IN THE WORKPLACE Recent studies have shown that the increase of conflict in the workplace leads to increased costs for the company. Conflict, for whatever reason, will impact negatively on production time, quality control, and absenteeism thus creating a general reduction of the profit margin. There have been many approaches offered to address conflict in the workplace, some very successful in their outcomes. The most successful approaches are based on an individual evaluation of each workplace, not a generic overview of the industry. If conflict is a problem affecting your company, I can provide you with a low-cost method of dealing with the problem. My method has become very successful because I don’t use a generic approach. I personalize and customize each program to suit each client’s individual needs. I would like to start the process by having you answer the following questions Yes or No. 1) Have you or the supervisory staff heard comments such as “you could cut the tension with a knife around here” or “I just don’t feel like coming to work anymore but I do not know why”? YES:___ NO:___ 2) Have you seen an increase of aggressive behavior in the workplace? YES:___ NO:___ 3) Have you seen or are aware of an increase of disputes between workers that seem unrelated to the job? YES:___ NO:___ 4) Has there been an increase of requests for transfers from one particular department to other parts of the workplace? YES:___ NO:___ 5) Have you had an increase in staff turnover, without being able to verify the reasons? YES:___ NO:___ 6) Have you had an increase in disciplinary actions or the filing of grievances? YES:___ NO:___ 7) Have you had in increase in loss time events or loss time due to illness? YES:___ NO:___ If you have answered yes to more than three of the above questions, I respectively suggest that a full needs analysis may uncover the root causes of conflict in your workplace. I would like an opportunity to discuss the needs analysis with you and outline how my methodology can be both successful and cost effective. CALL ME NOW AT 905.682.7380 OR TOLL FREE AT 1.877.393.3433 TO DISCUSS HOW YOU CAN GET A NEEDS ANALYSIS PERSONALLY DONE FOR YOUR COMPANY. Humphry says… “How we’ve been treated and how we feel about ourselves determines how we treat others.”
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