Do You Know How To Increase ABUNDANCE In Your Life?

Who doesn’t like to increase ABUNDANCE in all areas of their lives? Perhaps more health, better relationships, more finances, more fulfilment, more contribution, better job or career, or a more successful business. Whatever it is, we all like to increase and it can be done by applying the Law Of Increase.You can also call it the Law of Praise. Why? Because when you praise someone or something you’re automatically putting energy of increase, because you’re rising its frequency, the energy vibration of that thing. You can raise the energy frequency of anything & anyone just by praising them.When you praise a plant, or money, or a person’s self-esteem, you are helping them to increase. To be better. To attract more off, because you’re raising that frequency of energy on them.How Does it Work?Praise has to be honest. Has to come from the heart, not just from the head and the lips.If you can’t go as deep as letting the praise come from the heart because you’re not used to it, perhaps because you grew up surrounded with criticism and in the habit of spotting what’s wrong and the flaws and the faults in other people and things, then that’s okay. Take it easy and be gentle with yourself. Just start by practicing. It’s okay if at the beginning you have to praise just from your lips and with your head. Eventually the more you do it, the more you’re going to mean it, the more it’s going to come from the heart.When it comes to people at your business or job, it’s praising for the things that they do right. Instead of trying to spot the things that they do wrong, you want to catch them doing something right! That’s something I used to do with my staff at Flight Center. I was in Flight Center managing a few of the different businesses for about 10 years and this is something I learned earlier on that was really beneficial for me. I learned to be able to catch my staff doing something right so that I could praise them and by doing so, I helped them grow.

Praise and recognition expands, it goes into your cellular system for it to vibrate at a high frequency and expand. Criticism and finding flaws and defects turns into “contracting”. It does the opposite. You want to get into the habit of praising!When you praise someone, you’re allowing them to grow and be better at what they do and increase the level of self esteem versus trying to spot them doing something wrong.Here is a really good story about Bob Proctor doing a test with waiters and waitresses at a restaurant. He asked them to praise each person at the tables they served and they did it. They just started blessing and praising in silence, through their hearts and inside their heads. Guess what happened? In 30 days, they were reporting to Bob Proctor that they had doubled and tripled the amount of tips that they made for the week. I love it!Now, let me tell you that the cells inside your body respond to praise by expanding, by becoming healthier, by multiplying. Praise is fantastic for your health as well. When you’re praising someone, even if you’re just in silence, it’s a thought transmission. You’re transmitting this thought to the people that you’re praising and you’re transmitting a higher frequency of energy to the people that you praise & bless.Another thing very powerful is that praise changes our focus because it’s training you to look for accomplishment. To look for good and beauty in your life. Instead of being used to focusing on the flaws and the mistakes or the things that don’t work. Maybe that’s your default. Maybe you’re automatically wired to focus on what is wrong. By praising, you’re training yourself to focus on what is right. You’re training yourself to focus on always looking for the accomplishments and the beauty that surrounds you. The abundance that surrounds you. Practice it until it becomes habitual. Fake it until you make it.Your Challenge for this week!I want you to start praising, praising, praising. Anything and everyone around you. Do it sincerely. Don’t just say it if you don’t mean it. Don’t say it if you’re thinking the opposite. Look, your default may be criticism and spotting the flaws and the things that are wrong, but it’s not all your fault. That’s probably how you grew up. That’s what got ingrained into you as you were growing up.This is the time to change your habits. This is the time to reprogram your subconscious, your cellular system, so that you can start training yourself for praise and recognition. Children that grow up with criticism, they’re insecure, they’re fearful. Children that grow up with praise, they are confident, they have a higher self esteem because praise is the quickest route to prosperity. You want to get into the habit of praising.

You practice it until you believe it and you start to do it naturally and then it’s ingrained into your cellular system so that your default from your subconscious is to always praise. Praise other things, praise the actions, praise other people. Praise people’s gifts. Now, even if you’re just saying it from the head and not from the heart just yet, that’s fine. Just keep practicing. Keep practicing until you start generating the feeling of the praise inside of your body. In your heart. Speak it out loud with a heart full of energy. This is why I want you to do this week. If you have any experiences of when you praised someone and what happened to you in return, I want you to share it on the comments section below.I want you to come back here and share with us the magic that showed up in your life from practicing this beautiful law of praising. Praising is increasing. This is the Law of Increase. The more you praise, the more you’re going to increase, the more you’re going to have abundance in all areas of your life which is super exciting. I can’t wait to hear about it!Until the next one, stay well and play full out!

What Determines the Effectiveness of Training?

In my earlier Article, “Six Levels of Training – A Renewed Perspective”, I had remarked that the current trend is to treat training as an option that management can choose to disregard. However, as the competition toughens and the knowledge & skills become obsolete at a faster rate, the trend will be to treat training as a business strategy. Such a trend will then call for efforts on the part of the HR Team, for making training more effective, efficient, and absolutely aligned with the business targets.

Interestingly, there is at least one HR topic on which the Management & business managers have convergence of views and that is, the effectiveness of training. Both think that the HR Department delivers training programs more as an agenda-fulfillment and these programs do not add much value to performance of either the employees or business. Consequently, the Management & business managers end up giving lesser importance to training programs & process, in comparison to other priorities.

What are the sources of this misplaced belief that the training is not effective? Let us look at some of the possible sources.

Inaccurate identification of training needs:

Most Indian organizations, decide on the employees’ training needs through the annual performance appraisal process. Since the main focus in the appraisal process is on evaluating and assessing the employees’ performance for administrative decisions (salary revision, rewards, promotion, retrenchment, job change, etc.), quality of time spent on identification of training needs is poor.

In fact, the business managers follow the “tick mark” approach to wrap up the need-identification process fast and that too after massive follow-up. Further, the HR Head is more focussed on closing administrative decisions to ‘appease’ the business managers, who want declaration of such decisions as fast as possible. Eventually, the process of identifying training needs becomes a mere paper exercise and lacks depth.

Injudicious consolidation of training needs:

After identification, training needs must be consolidated properly to convert them in suitable programs. Such a consolidation requires knowledge of employees (individually and /or collectively) and a sound appreciation of the business targets.

It is an unfortunate reality that the HR Mangers responsible for consolidation of training needs, are neither well-acquainted with the business targets nor they know employees’ aspirations or requirements adequately. Hence, they are unable to group the training needs meaningfully. Consequently, the HR Head then relies on his gut feeling to decide on the types of training programs, which in many cases do not conform with the identified training needs. This mismatch of training needs and training programs reinforces the notion that training is not effective.

Identification of trainers:

In my opinion, this is a major factor affecting the effectiveness of the training. The HR Head engages external trainers primarily based on their past association or professional colleagues’ references and not based on trainer’s capabilities to deliver.

In most instances, the discussion that should take place between the potential trainers and the HR Head is either missing or is just an ‘over-the-tea’ affair. As a result, the ‘selected’ trainers deliver programs that are ill-aligned with the identified needs. So even if the training needs are decided & consolidated correctly, the choice of a trainer still can affect the intended delivery. Again the belief that training is not effective gets reinforced.

Follow up after training programs:

Though not perfect, the analogy I would like to draw here is the care taken by the doctor and mother-in-law after the woman has delivered a child. In case of the training programs, the doctor is the HR Team and mother-in-law is the business manager.

If the employees have to gain from the training program, it is all important to make sure that the HR Team and the business manager work together to encourage the concerned employees for implementing their learning from the programs, especially in the first 2-3 months after participating in the program. If this step is not given due attention, then transfer of learning would happen haphazardly and hence, there will not any visible alteration in the concerned employees’ performance and/or work behaviors.

The business manager believes that the follow-up is the HR Team’s responsibility and vice-versa. It is obvious that in such a situation, the business manager will make the HR Department scapegoat for not having an effective follow-up schedule. This is an area where the HR Team has to work like a dictator and make sure that the concerned employees are given enough support by their business managers for converting learning into action.

Integration of learning into work behaviors:

The organization provides training to the employees for their personal development, professional growth, and in turn for business growth. If the acquired training is not integrated in work behaviors effectively, sustainable changes in the employees’ performance will not come about. Therefore, the HR Head should systemically make sure that all the business managers provide suitable opportunities to the concerned employees, give them feedback and help them integrate their learning from the training programs with their day-to-day work.

Also, the HR Head can persuade the management to give special recognition to those business managers who drive the knowledge-integration process seriously. If the employees firmly believe that by integrating their learning with their day-to-day work, they will be able to do better and grow faster, they will surely be motivated intrinsically.

Wrapping up:

In a nutshell, the training can become more effective when the:

  1. business managers decide the training needs more accurately,
  2. HR team consolidates the training needs judiciously,
  3. HR Head identifies the trainers more logically,
  4. HR team follows up with business managers in a pre-planned way, and
  5. business managers and HR team give encouragement & support to the employee for integrating their learning with their day-to-day work.

HR Heads have their task cut out and they are responsible for ascertaining that the management invest not just only in training, but also in post-training efforts. They, then can concentrate on developing a work environment wherein experimentation is promoted, the business managers give sufficient importance to the post-training process, and real learners feel rewarded. Strategically, it will be always prudent to have a dedicated manager in the HR team to oversee training related processes.