A while ago someone asked me how did I remember things, more importantly how did I remember to take things with me after an event, training or meeting or what happened in that meeting. I’d like to share with you.
There’s a technique known as ‘Reframing’ to create a different meaning literally around something, for example to turn a bad experience into a good one, or to notice that there is actually something positive.
Here’s a simple way to do that.
A. Remember an occasion when or where you got angry.
B. Make a picture or image of this or imagine this having happened and see yourself in the picture.
C. Now put a frame around the picture or image.
How does your response to the situation change when you put a wooden frame around it? What about a metal frame? A multi-coloured frame. An oval frame? How about a colourful frame with balloons hanging from it?
And what do we do to remember things when we’ve walked through the door?
We need to make a conscious effort to stop briefly and think about the thing we want to do, or are going to, or are have been doing. And then we need to make a mental image of this thing and place it up to our left. And looking up to our left see this thing, this object, this person, this task, this memory, then imagine seeing it in colour and see it standing still. Making sure it’s still there, move on out of the room and when you’re out of the room and doing the next thing look up to your left and see this item, still standing there. And hey presto, you’ll remember.
If you find this tricky, practice. Only perfect practise makes permanent.
And for some people you might need to place this image up on your right.
Try it out and let me know what happens for you, then walking through the door will be much easier and your memory will improve.
Forgotten to catch up after a meeting or networking?
Well most of us do at times. Some of us believe making notes will help, not so good if you then lave all your info somewhere. I recently realised that I had left all my info from one networking meeting, neatly packaged on one place on the table in the room I had been in. Fortunately the info was still there.
According to an article in Scientific American online, which being scientific has lots and lots of references and could be (for me) a tad exhausting; when we walk through a door we forget. Well actually they were interested in why walking through a door makes us forget.
The article: Gabriel A. Radvansky, Sabine A. Krawietz & Andrea K. Tamplin (2011): Walking through doorways causes forgetting: Further explorations, The Quarterly Journal of Experimental Psychology, 64:8,1632-1645 (click here to read that) states that walking through a doorway causes what they call ‘an event boundary’ and we update our model of events in respect of what happened previously. They maintain that this ‘can reduce the availability of information in our memory for objects associated with the prior event. And then they do some scientific speak about how memory is essential (in my words) dependent on how or what we associate with the previous event. ? What does that mean, you might be asking? Well it means we need to remind ourselves in some way of what happened or was happening before we left the room.
So in my case above remembering to take all my info from the event happened because I generally (I stress the word generally) have a checking thing (or system) before I leave one place to go to another. We don’t always check because often deep in thought we move from one doorway to another and therefore onto something else.
If you would like to know more, please contact me Rosie O’Hara http://www.developingworks.com, http://www.rosieohara.com tel. 07796 134081 (What’sApp as well), 01224 900748, 01309 676004
Now I’m not writing this about the 14 linguistic distinctions – just about one of the Deletions which are known in NLP (Neuro Linguistic Programming) as nominalisations – that means it’s a process word (a verb or a doing word) that’s been frozen in time and made into a noun (that’s a naming word).
Some examples – a word like ‘Relationship’
First it can have so many meanings – it can be a relationship with a significant other, with a friend, with a child, with a customer, with a client, with a work colleague, with a boss etc. And whatever of those it is, it can have completely different meanings to those people involved in the relationship (or not).
So when someone says ‘my relationship is not right’ – we really need to start asking that person questions, not assuming we know what they are talking about. After all we only know about the kind of relationships we are in, or the ones we have known, or seen from our perspective. If we assume and give our advice, the worst case scenario is that we can lose a friend or be blamed for giving advice that was well meaning, but they may not want that advice.
To find out more about what that word means for the other person, we need to turn that nominalisation into a process and find out what’s not right for the person who made the statement ‘my relationship is not right’. So we ask (carefully, with great respect and sincerity and in a kind of the ‘pass the salt’ tone) something like ‘how would you like to be related to?’ It might seem weird, but this will give you more to work with. It might bring up another nominalisation or other deletions, distortions and generalisations, but I only wanted to give you this as a taster. You will then find you have more idea of what the person means (and you could have been barking up the wrong tree) and their relationship and what also eventually happens is that the person who was having the problem has more idea of what it is they want in life.
However some clues to which words are nominalisations – firstly there’s the wheelbarrow mentioned in the title. There’s a kind of rule of thumb that anything you couldn’t put in a wheelbarrow (and sometimes it will be a very large wheelbarrow, so for example for a ‘crowd’, a ‘building’ etc.) is a nominalisation, so things like ‘fear’, ‘love’, ‘hate’ etc. and also words ending in the following –
-ance (compliance) -ness (happiness)
-iency (efficiency) -itude (gratitude)
-ful (painful) -ment (fulfilment)
-ship (friendship) -ence (difference)
-able (reliable) -ion (depression)
You can apply the kind of questioning I mentioned earlier; sometimes it’s not so obvious what the process word/doing word/verb is, sometimes we just need to think a little about how we will ask a question to get to the root or heart of the matter, so that we understand more about what the other person is annoyed or upset or aggrieved about.
So (the following are all examples you could use, there will be others) –
Compliance – How’s that not complied with?
or How would you like that to be complied with?
Happiness – How would you like to be happy?
Efficiency – How do we need to be more efficient?
Gratitude – How would like them to be grateful?
Painful – Tell me more about the pain?
Fulfilment – How would you like them to be fulfilled?
Friendship – How would expect a friend to be?
or Tell me more about being friends.
Difference – How do they differ?
Reliable – What is someone like you can rely on?
Depression – How does that depress you?
This kind of thing is really useful, what is also useful and helps you avoid the pain of misunderstanding and misinterpreting and losing friendships, preventing the onset of World War III at home, getting to the core of a problem at work is thinking in this way:
Notice how you form your own reality, pay attention to what you are saying to yourself – this will make you more effective and successful. Also think about what you say to others, if you are not clear, if you use lots of nominalisations (and some cultures and organisation do, all the time) how will others understand you?
Always be in rapport (so point your body towards the person, match or mirror their posture, use their words), soften your voice, softer tones and phrase questions in a more acceptable way.
“I wonder exactly what you mean by that…”
“That’s interesting, can I ask you ……”
Think carefully about what you say and listen carefully to what others say and train your intuition to recognise patterns, know when there is information missing, when it’s useful to clarify meaning or open choices. Where the conversation is based on a relationship (of whatever kind) – be careful, very, very careful with the Meta Model – if not used with care it becomes a task-based process. For example if someone says “I liked that” asking “How specifically did you like it and what exactly did you like?” may not be appropriate in certain circumstances and I can think of a few!
Taken from ‘No More Bingo Dresses’ published MX Publishing 2010 more details please click here.
If you’d like to know more faster, please contact me Rosie O’Hara the Developing Works website, or via my Coaching Website tel. +44 (0) 7796 134081 (What’sApp as well), +44 (0)1224 900748, +44 (0)1309 676004. And please comment on this blog too.
Or are you just speaking in the best way you know how, because you are an expert on your subject and after all the that’s why they want to use you isn’t it? Well yes they do. Whoever you are contracted to does want to use you and they may well know you have the technical expertise. However they also want and need (more importantly) you to listen in a way that when you answer them they know you have really listened to them.
How might you do that?
Well ask your customer, client (significant other) ‘what’s important to you?’
Then listen, listen to their words (make a mental note, write their words, avoiding your version, write their words down, or ask for permission to record – saying you want to get things right for the client).
Then assuming you have their words, you can simply repeat their words back i.e. ‘having fewer breakdowns’, ‘having less problems’, ‘having uninterrupted work time’ and add on to their words in a ‘pass the salt kind of voice (politely)’ – what’s important to you about that?
Do this three (yes 3) times.
Your client, customer significant other will know, will feel listened to and you could be surprised, as often the first thing we say is not what is really important, the more important thing comes later.
You will have much improved information with which to work and you’ll get it right for the client and be their contractor of choice.
You may also hear about problems, about things they want to avoid. The worst thing to talk about in this case, is what they will gain or achieve, because they want to know how you will help them avoid, steer clear of, not have, get rid of, exclude, move away from these issues.
On the other hand if your client wants to know about what they will gain, will achieve from your services, tell them just that.
Try it out and things might just work better (and by the way the majority of the world of work likes things to improve, be less of a problem, easier, rather than new and different).
If you’d like to know more faster, please take a look at my LInkedIn profile and some of the Slideshare presentations on my Summary there, as well as previous articles on LinkedIn or contact me Rosie O’Hara the Developing Works website, or via my Coaching Website tel. +44 (0) 7796 134081 (What’sApp as well), +44 (0)1224 900748, +44 (0)1309 676004. And please comment on this blog too.
Baby Boomers were born between 1946 and 1964 and form a larger cohort than the others I’ve previously written about. (Sometimes they are referred to Baby Boomers I and Baby Boomers II with the cut off year between being 1959.)
Certainly those born before 1959 can remember Martin Luther King and John F Kennedy, the Beatles and Elvis and other massive changes to the world of politics and the music industry.
Don’t underestimate the Baby Boomers, amongst Baby Boomers there are some powerful people in the world today who have made a lasting impact. This cohort includes such people as Bill Gates, Steven Spielberg, Madonna, Barack Obama, the Price of Wales, Vladimir Putin, Tony Blair, Benazir Bhutto, Angela Merkel, Ellen DeGeneres and many, many more.
The name was given to this cohort, no one knows by whom or when to describe the generations born after the Second World War, when populations worldwide experienced a boom in births. This boom due on the one hand to partners returning home and on the other hand to the start of movement of families, particularly in Europe to countries where they were either displaced as a result of war or to which they had moved as a result of labour shortages due to war. It was now safe to have children in so many ways. It is also important to understand however the British Baby Boom was not as vast (25%) compared to the US (40%) Baby Boom and circumstances in which the early cohorts in both parts of the world grew up were very different up until 1959 (in the UK there was still rationing to a great extent). Similar applies to continental Europe as well; the world was a more austere place.
The focus here is on communication. Baby Boomers value knowledge. They grew up with encyclopaedias. If you were very lucky and your parents could afford it (or a man came round and collected weekly payments) you had the whole 15 volumes of the Encyclopaedia Britannica in the UK or its equivalent elsewhere.
Baby Boomers value face to face communication and discussing knowledge or information with other people. For them face to face communication means in person, particularly when they want to do business. They may well be as good as younger people at using LinkedIn, Twitter, video communication etc., but for many other things they like to meet you in person.
People of this cohort are rational. In their eyes there has to be a reason for something having happened. They believe in ‘commonsense’. However what is commonness to me may not be commonsense to you. These traits are not always useful as we need Emotional Intelligence or soft skills to understand others better. See this link here for some potentially useful frames for everyday life and to understand ‘commonsense better.Baby Boomers like to negotiate, not just in business, but also in life, using rational thinking this may take longer.
Baby Boomers are prone to working long hours, you work until the job is done. Even though in the UK for Baby Boomers university education was free a far lower proportion of over 50s actually has a university degree and would therefore have been paid less for longer hours. They have also either not accrued a pension pot or one that is not generous, due to belief that the state would provide after all their years of hard work.
They are however more loyal to a company or organisation it can take a lot for some of them to change their loyalties. Loyalty is everything and money will motivate them to stay as opposed to younger generations who will move for more money and are not as loyal to a company or brand (there will always be exceptions). Baby Boomers are driven by the fact that their parents probably had little money and struggled to provide them with the material things they needed in a changing world. The change for them was just as monumental in their growing years as for other generations, but slower than in the current day and age. It has in some circumstances led to some Baby Boomers wanting and having everything material, facts that can lead to some bad press for Baby Boomers – in the words of Mike and the Mechanics in the song the Living Years ‘Every Generation Blames the One Before.’
So how would Baby Boomers like to be communicated with? You will find some who do not like change, some who may refuse to adapt. A major change once every ten years might work for them but they are happier when they take charge of the change themselves once every fifteen to twenty-five years. They like to hear what things have in common, what has not changed as well as how things are the same. Others will accept change once a year if the change is not drastic. They need change once every five to seven years. They like to hear that things are the same except more … less …better. They tend to resist major changes except when they are perceived to be gradual. Upgrades are okay because they are about an improvement new and different is not (think of those people you know who still have a mobile phone that’s like a brick and who has a smarter smartphone).
They like to talk about people and name them and meet with you regularly. They like to be given praise and told how valuable what they did or said was. They follow procedures and processes well. They value their own territory of responsibility and when needed will work together with others. They appreciate an understanding of others and how they are thinking and feeling (they don’t always get that right, because unless they have truly learned to understand others from the other person’s point of view, they only understand how they themselves would feel).
If you’d like to know more contact me Rosie O’Hara the Developing Works website, or via my Coaching Website tel. +44 (0) 7796 134081 (What’sApp as well), +44 (0)1224 900748, +44 (0)1309 676004. And please comment on this blog too.