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How To Manage and Control Strategic Change (Tichy) in 2021

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This article explains Noel M. Tichy ‘s concept of managing strategic change in a practical way. After reading you’ll understand the fundamentals of this powerful change management tool .

Managing Strategic Change: Technical, Political, and Cultural Dynamics - Noel M. Tichy - Google Books

What is Strategic Change Management

Strategic change involves critical implementations for companies trying to improve their competitiveness in the marketplace. It can be viewed as long-term projection decisions that are critically evaluated. Therefore, strategic change is about carefully examining various internal and external factors to make the right decisions.

Managing strategic change takes place during the implementation of the change. Noel M. Tichy , an American management consultant, educator and author of many books and wrote “Managing Strategic Change.” In this book, Tichy refers to managing strategic change through implementation of the TPC model. TPC stands for technical, political and cultural dynamics.

Tichy, the founder of the TPC model, argues that companies need to analyze the dynamics mentioned above if organizations want to manage strategic change. As a result of the evaluation of the technical, political and cultural dynamics of an organization, there is a good chance that companies will be able to answer strategic change-related questions, such as questions related to the industry in which the company operates and the values of employees.

Managing strategic change generally focuses on identifying organizational problems and challenges and identifying how they can be impacted so that the business benefits in the future. The dynamics identified by Tichy are interrelated, which are explained in more detail in the next section.

TPC Model of Managing Strategic Change

As explained earlier, managing strategic change can become successful through the integration of technical, political and cultural dynamics.

Technical dynamics
This dynamic of managing strategic change focuses on organizational structure and product portfolio issues. For example, increased global competition has made it easier for companies to learn and copy innovations. The result of global learning is that the demand for qualitative and competitively priced products is increasing. Companies that fail to keep up with industry developments need to recognize the need to change.

In addition to only product-related aspects, the technical dynamics of managing strategic change also focus on different organizational strategies. For example, after an internal evaluation of profitability, a company can determine that it focuses on a specific target group is not profitable. It can serve as an indicator to change the company’s strategic direction.

Political dynamics

The political dynamics of managing strategic change is an essential factor to evaluate. From a business perspective, this means applying resources to influence current and future political decisions. In addition, the political element is important because it often deals with pressures related to macro perspective problems.

Cultural dynamics
The cultural factor of managing strategic change generally focuses on norms and values that have not yet been discussed internally in the organization. Another view of cultural dynamics is to see the factor as external pressure for change due to different or changing values and beliefs of society. This external pressure to change may be related, for example, to equal employment opportunities that typically lead to a more diverse workforce.

Although the technical, political and cultural dynamics are factors that must be evaluated separately, the dynamics can influence each other according to Tichy. From a business perspective, companies should assess which element of the TPC model visualizes the most important development. The dynamics with the most development can be a trigger for change. However, this is easier said than done because all dynamics also bring a lot of uncertainty when it comes to how a factor might develop over time.

Companies must constantly evaluate and re-evaluate technical, political and cultural dynamics, as they represent the context from which the organization could change course and prioritize work.
Taken together, the dynamics represent problems that will come and go. Solving these problems may not be realistic, but companies are constantly dealing with these dynamics.
Managing strategic change
To manage strategic change, it is first essential to understand an organizational structure. Tichy refers to an organization as an organization made up of social objects.

The social objects are the employees of an organization who interact and do the following: the employees integrate different technical, political and cultural approaches, the employees focus on useful challenging questions, and help the employees implement change. The employees are therefore interconnected and play a vital role in managing strategic change as the workforce enables the flow of goods and services and shares knowledge with each other.

Using the TPC model can be useful for identifying the need for change, but it is also useful for managing strategic change. The TPC model can be used in conjunction with a network model, a model. Tichy’s network model comprises the subsequent elements: input, mission and vision, tasks, formal network, organizational processes, informal networks and output. They are all briefly explained below.

Input
Understanding the history of the organization is essential to managing strategic change. Therefore, the input focuses on how the business has developed over time. It refers to any input from the company that has contributed to a company’s reputation. It is essential because a company’s history largely determines the company’s future course.

Mission and vision
Managing strategic change can only be successful if the company manages to communicate business messages consistently. Since the mission and vision of an organization is often the reason a company is founded, strategic decisions related to change must integrate the organisation’s raison d’être into the decisions. Companies also have to decide which resources can be allocated and to what extent they will be allocated.

Tasks
Tasks refer to all concrete activities that must be performed to achieve the organizational goals. It also addresses how the activities should be carried out, and thus the technologies needed to successfully achieve organizational goals. Identifying concrete tasks and required technologies provides a degree of certainty for the employees. Moreover, it contributes to a smooth flow of operational processes.

Formal network
Managing strategic change involves formal understanding of the tasks to be performed by each function. It allows for formal differentiation at different levels of the organization. For example, differentiation can be based on function, geography and production.
Organizational processes

Managing strategic change can become successful with the implementation of different processes. These methods can be related to communication, management and even employee benefits. An important element of organizational processes is communication with internal supporters.
Informal networks

Informal networks refer to the interactivity between company employees. Employees share experiences and learn about the company’s mission and strategies. These interactions are necessary for the successful management of strategic change.

Output

The term output refers to the various goals that companies have. These goals all have different functions and can affect the extent to which other goals are achieved.

A final word on managing strategic change
Managing strategic change is claimed to technical, political and cultural dynamics. These represent the primary systems and must be fully understood to understand the basic idea of an organization and the basic idea of strategic change. Since the technical dynamics can be easily explored thanks to the availability of data, the political element focuses on the level of power of organizations and the cultural element changes through the development of new norms, values and attitudes.

All dynamics require continuous evaluation to manage strategic change.
According to Tichy, the organization should be seen as a system in which the aforementioned elements function as one. Overall, identifying the need for change and managing strategic change becomes easier because of the increased power of the force behind the change.

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What is The Power Transactional Stress Model

What Is The Power Transactional Stress Model

This article explains the transactional stress model of Richard Lazarus and Susan Folkman during a sensible method. when reading you’ll perceive the fundamentals of this powerful psychological science tool .

What happens to your body when you're stressed

What is the Transactional Stress Model ?

The transactional stress model (transactional theory of stress and brick (TTSC)) could be a framework that focuses on assessment to gauge damage, threat and challenges. the merchandise or results of this analysis could be a description of the method of managing nerve-wracking events .

Stress is knowledgeable in numerous ways that. a number of these ways that ar thoughts, feelings, behaviors and emotions. These are typically caused by external stressors. the amount of stress an individual experiences depends on however the case is perceived.

The Transactional Stress Model (Lazarus & Folkman)

The Transactional Stress Model [Lazarus & Folkman]

The transactional stress model is that the results of the analysis conducted by Dr. Richard Lazarus . This analysis started in 1966. He continued his analysis and revealed many books and articles. For this he collaborated with different scientists, together with Dr. Susan Folkman .

Causes of stress within the geographic point

Work-related stress could be a major downside everywhere the planet. Not solely will it negatively have an effect on the health of workers, it conjointly affects the productivity of organizations as an entire. Work-related stress arises, among different things, once needs aren’t in balance with capacities. a lot of on this later.

Other sources of work-related stress are conflicts with colleagues and different stakeholders, constant modification or, as an example, dismissal. the foremost common issues are known as potential stressors among a company:

Conflicts Regarding Roles

Both personal and skilled relationships at work

Working surroundings

Bad management

Organizational cultures

Trauma

Absence of support

Job needs

The symptoms of work-related stress and non-work-related stress are similar. a number of the symptoms are:

Sleep issues, sleep disorder and restlessness

Headache, muscle pain and palpitations

Psychological symptoms, like depression, anxiety, discouragement, irritability, pessimism

Cognitive issues, like a reduced ability to concentrate or a capability to create effective decision-making

Loss of productivity

Reduced work performance

Disinterest and isolation

The Core of the Transactional Stress Model

The theory behind Lazarus and Folkman’s transactional stress model evaluates how important life events, as well as everyday affairs, affect emotions. The theory mainly focuses on cognitive assessment and dealing with stress (coping).

The transactional stress model in practice

Cognitive assessment consists of an initial primary assessment, a secondary assessment, and possibly a reassessment. Secondary assessment is about assessing the possibilities in a given situation and the person’s ability to deal with it.

Coping follows from the assessment described above, and can affect a change in the relationships between a person and their environment or the degree of emotional stress experienced. Factors influencing coping mechanisms as well as judgment are personality traits, symptoms of depression and social influences.

To understand the power of the transactional stress model, it is important to understand exactly what stress is and how research on stress has evolved over the years. For this reason, in the next section of this article, stress is defined in three ways: stress as a response, stress as a stimulus, and stress as a transaction.

1. Stress as a response

That stress can be a reaction was established by Hans Selye in 1956. In his stress model he describes how stress creates a physiological pattern. He recorded this pattern in the General Adaptation Syndrome model. This model describes stress as a response based on three concepts.

Stress is a defense mechanism
Stress occurs with alarm, resistance and exhaustion
Stress, if present for a long time, can lead to adaptation diseases and even death

Afterwards, Selye discovered that stress can result in both positive and negative outcomes based on its cognitive interpretation. Therefore, stress can be experienced in a positive way and in a negative way.

2. Stress as a stimulus

The theory behind the concept of stress as a stimulus was introduced by Holmes and Rahe in the 1960s. They saw stress as an important event or change that requires adjustment or response. Rahe and Holmes then created the Social Readjustment Rating Scale (SRRS) . This scale consists of 42 life events that are ranked based on the estimated degree of influence these events require from a person.

Examples of these events include marriages, divorces, relocations, or the loss or change of a job or loved one. Holmes and Rahe assumed that stress was a variable in the comparison between stress and health. Although some correlations emerged, the extent to which stress affects health was not clearly definable.

The theory about stress as a stimulus can be summarized in the following points:

Change is stressful
The degree to which life events require adjustment is the same for everyone
There is a threshold of adjustment and stress beyond which illness is a consequence

3. Stress as a transaction

As established, several studies on stress had been conducted before Lazarus and Folkman developed their transactional stress model. They did so mainly in an attempt to explain stress as a dynamic process.

The theory explains stress as a product of interactions between a person and his or her environment. When it comes to the person, it is about multiple systems within a person: the cognitive system, physiological state, affective system, psychological system and neurological system.

Winter hardiness

Attention to the Lazarus and Folkman theory was heightened when Suzanne Kobassa used the concept of hardiness in 1979. Hardiness, also called cognitive or psychological hardiness, is a personality style.

Kobassa described a pattern of personality traits that distinguished managers and executives who remained healthy under stress and those who developed health problems.

Level 1: Primary appraisal

According to the transactional stress model, situations are assessed in different ways. A situation can be judged as positive, irrelevant or potentially dangerous. In the case of the latter option, stress arises more often than with other forms of stress. If a situation is considered stressful, assessment takes place at different levels. As:

Challenge in manageable situations
Threats of foreseeable loss
Damage or loss when the damage has already occurred

Level 2: Secondary assessment

The second level of assessment is called secondary assessment. The purpose of the secondary assessment is to determine whether the specific situation can be managed with available resources.

When insufficient resources are available to deal with the situation, a stress response is triggered by the human brain. A coping strategy is designed on this. This strategy depends on the situation and the person’s characteristics. This way of dealing with stress and the threats that arise from this is called coping.

Known behaviors in response to this are: fleeing, fighting, denying, changing or behavioral alternatives. When individuals use post-situation feedback to evaluate success or failure, they learn to selectively apply different strategies.

Level 3: Reassessment (re-assessment)

At the third level of assessment, the success of the deployed coping strategy is assessed to ensure adaptation for a new situation.

Learning to deal with a stress situation is always a challenge. A challenge can even become a threat if not addressed properly. Lazarus describes the possibility of revising the initial assessment as a reassessment.

Deal with stress

In his studies, Lazarus wrote about three types of stress management. It concerns dealing with stress in a problem-oriented way, dealing with stress in an emotion-oriented way and dealing with stress in an assessment-based manner. The different ways of dealing with stress are briefly explained below.

Dealing with stress in a problem-oriented way

Problem-focused coping refers to a person who tries to control or adapt problem situations by seeking information, taking action, or not acting.

Dealing with stress emotionally

Emotion-focused coping is also referred to as intrapsychic coping. Its main purpose is to reduce emotional arousal.

Dealing with stress in an assessment-oriented way

The term reassessment is used by Lazarus in two contexts. On the one hand, it relates to the evaluation process, and at the same time reassessment is a coping strategy. Coping can affect stress and emotion simply by reassessing the situation.

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FIND OUT NOW WHAT IS CONVERGENT THINKING ALL ABOUT

This article explains convergent thinking in a practical way. After reading, you will understand the basics of this mindset used for problem solving.

Covergent thinking was developed by psychologist Joy Paul Guilford , who researched human intelligence. According to Guilford, people have two forms of thinking: divergent thinking and convergent thinking. In this article, we take a closer look at convergent thinking.

WHAT IS COVERGENT THINKING?

Convergent thinking is a form of thinking that we all apply, but that develops differently in some people. Every person converts this form of thinking into action depending on the situation he or she is in.

Divergent and Convergent Thinking | Dr. Lou's Blog

Convergent thinking only looks for one correct answer to a problem or specific situation. No creativity is required for the solutions. Instead, convergent thinking uses logic and reflection to find the answers that lead to the resolution of conflicts a person is dealing with.

It is also used as a form of learning and teaching in schools and universities around the world. There it is applied in knowledge tests such as standardized multiple choice tests where only one answer per question is correct. The line of thought in this case is vertical and specific. The logic is straightforward and results in an exact and unique answer.

In convergent thinking there is no room for other possibilities or choices. An unambiguous answer is what it’s all about. This means that convergent thinking is a process of reflection, action and a precise result in a situation that requires quick and logical action using all available information.

In which situations is convergent thinking applied?

As mentioned at the beginning of the article, convergent thinking is used by everyone in different situations that may arise in life, be it at work or out. However, it is important to note that it is more commonly used in difficult situations that require concentration, such as important decisions that require critical, analytical and reflective thinking.

Logic at the heart of convergent thinking

In this way of thinking, the following tools are used to develop convergent thinking: evaluating, filtering and selecting the information you have to find a single solution to the problem or situation you are facing.

There are people in whom convergent thinking is much more developed than in others. These people are not impulsive or passionate when making decisions. They first think, evaluate and reflect on what is the best course based on indicators or scientific criteria to solve the problem.

It is important to determine what can really be used to solve closed, logical and concrete problems.

Logical and rational thinking.
Convergent thinking tries to find a solution by examining patterns within the available information.
It looks for the concrete, the tangible.
Forming ideas to have something essential.
Define, specify, plan and find a solution.

ADVANTAGES OF CONVERGENT THINKING

Convergent thinking helps you make decisions in complex situations. People who deeply develop this form of thinking can be more confident when making decisions because they have analyzed the possible alternatives. They have chosen the answer or solution they consider to be the best and most concrete.

It also aids in logical and critical thinking. These skills are developed when you are under pressure or at difficult times at work, where it is necessary to make precise decisions to successfully resolve conflicts that could damage the business.

Disadvantages of convergent thinking

The following drawbacks are associated with convergent thinking.

It can limit creativity because a person who thinks convergent relies only on factual, tangible data to find a solution. Intuition does not play a role in this way of thinking.
It’s not good for your mood because people who are constantly engaged in critical thinking and reflection are more serious, sad, and nervous because of the daily effort they have to make to reason logically.

Examples of convergent thinking

Here are examples of situations in which convergent thinking is applied in everyday life.

Make important decisions when considering alternatives to a business project you are in charge of. The person in question should assess, analyze and reflect on the possibilities to choose the best alternative that his or her team has to offer.
A student taking a test must remember and analyze the information he / she studied for the test. With the information, he or she is able to assess the various options in the questions and choose the best one.
Based on what you have learned and the information you see in the document, you put convergent thinking into practice.
Planning a trip, which seems simple but is important as people step outside of their comfort zone, requires you to identify and analyze the best options and choose one.
Logically planning your budget, accommodation, transport and what best suits your travel purpose means that you put this form of thinking into practice.

These are simple, everyday examples that people often approach with cognitive processes.

CONVERGENT PERSONALITY

Some studies show that the personality of convergent and divergent thinking people is associated with spontaneity, fantasy, artistic interest and that other personalities are actually associated with divergent thinking.

However, convergent thinking does not belong to a particular personality because all people, regardless of character, will apply convergent thinking in situations that demand it.

CONVERGENT THINKING VERSUS THINKING

As explained earlier, mentation is logical, distinctive and reflective. only 1 answer or possibility is correct. No creative thinking is required to search out an answer or answer to a state of affairs or drawback. People who use or develop this fashion of thinking the foremost area unit additional analytical and suppose everything before creating a choice.

This could cause the person being stricter in their work and private life also. They analyze everything and area unit seldom spontaneous.

Divergent thinking is that the opposite of the on top of. thinking uses creative thinking to appear for alternatives and solutions to a state of affairs or drawback. someone WHO develops this fashion of thinking additional usually is spontaneous in creating choices and creates varied choices on a private and skilled level.

Boosting creative thinking is that the power of thinking. perpetually performing on this stimulation will cause original solutions to a state of affairs, as a result of ideas will arise additional impromptu.

Can these thinking be used together? Although these forms have clear variations, it’s necessary to recollect that confluent and thinking will go hand in hand to hit the foremost economical resolution.

By combining the 2 – thinking for creatively seeking different solutions to totally different issues and mentation for logically reasoning the various choices – you get a prosperous combination.

In observe Convergent thinking is employed in education. Most tests administered by colleges or universities area unit standardized multiple selection tests with one distinctive correct answer per question.

With this method, you study decisions offered within the check and observe mentation to see the simplest selection supported what you’ve got learned. It is conjointly employed in things wherever somebody is besieged, at work or just in case of personal issues.

This needs the person to be centered and weigh the execs and cons of true to create the proper call. that is why everybody uses this fashion of thinking typically once true imply it.

These area unit usually things within which you bear a great deal of responsibility. Criticism of mentation Convergent thinking has been criticized by multiple researchers.

In keeping with them, there are often totally different solutions to issues. they will even be applied at the same time, therefore there’s no have to be compelled to opt for only 1 correct answer. Applying this fashion of thinking may overshadow minorities WHO have a additional thinking vogue. Ultimately, the person applying cerebration makes the proper call to unravel the matter, forgetting to pay attention to others.

Resume All individuals use mentation in bound processes in their existence. However, some individuals develop this manner of thinking over others. This way of thinking is often geared toward preventing risks, selecting the safe means for a result that’s 100 percent correct. arithmetic and precise sciences prove that logic is undeniable and precise which there’s only 1 outcome.

Many people develop mentation and apply it often attributable to the things that arise. Convergent thinking is concerning crucial, reflecting, evaluating and functioning on the premise of 1 selection. it’s an excellent tool for creating necessary choices required to safeguard or conserve resources, in business and on the far side.

Fantasy and adaptability don’t play a task during this means of thinking. objectiveness contains a linear, vertical direction to search out the solution you’re trying to find. mentation conjointly implies that there’s a starting AND an finish in keeping with logical and rational patterns, resulting in that one distinctive answer.

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GREAT FORMULA TO CHANGE NOW

This article explains the formula for change in a practical way. After reading you will understand how the analysis works in this formula that helps organizations to successfully implement their change processes.

WHAT IS THE FORMULA FOR CHANGE

The purpose of this formula is to analyze the success or failure of change processes that companies implement at work. The analysis is always aimed at achieving success for the organization. The formula for change is intended to remove the resistance between the different processes and the employees of the company.

Gleicher formula

In the 1960s, the model was basically designed by business consultant David Gleicher, but in the 1980s the model was further developed by theorists RICHARD BECKHARD and Reuben T. Harris. They adapted the model with a formula for change and resistance in organizations and published this in the book ‘Organizational Transitions: Managing Complex Change’ .

Also known as the change formula or change model, this method provides an easy way to analyze the potential success of a change in an organization.

STEPS IN CHANGE MANAGEMENT

The steps in the process are important for the change within the organization to run smoothly.

1. Analysis of the internal organization

In this step the attitude towards possible changes in the company is analyzed. This means identifying which employees may feel resistance to the changes and which external factors may have an influence. In addition, the arguments ‘for’ and ‘against’ the changes are weighed up. The company must consider the benefits of future changes.

2. Identify the need for change

It is very important to be clear about which way you want to go and why the change is needed. Link adverse situations in your company to the positive effects that the change will bring to create new benefits that can be used to achieve success for the company.

Compare current business performance with the new results of possible future changes. Sketch a tangible picture to show what doesn’t work and what works. This makes it clear which improvements are the result of the changes and how the company benefits from them, despite the resistance that employees will initially feel.

3: Perform a gap analysis

Before changes are implemented, leaders must identify weaknesses or negative factors hindering the development of the business. They must have a realistic view of the current situation of the company and be sure that the changes they want to implement are yielding positive results. Therefore, perform a GAP ANALYSIS.

4. Action plan

The change plan is implemented in this phase. Determine the main factors and who are the actors in the change process (who will implement the change and who the changes will have the most influence on). Those who will implement the changes need to know their responsibilities at every step of the process.

Formula for change

This model also includes a mathematical formula for change that complements the model’s theory.

Dissatisfaction x Vision x First steps> Resistance
The formula for change takes into account the factors necessary for a change to take place. The change model shows that companies and people change through change:

DISSATISFACTION (D)

The current level of satisfaction of employees or stakeholders in the organization. This is the most important factor for change.

It is important to remember that those involved must be motivated to make the changes. Take their views into account so that you get a good idea of the situations that need to be changed.

Inevitably, some will defend their responsibilities and will not want to change. That’s why it’s important that you listen to what each employee has to say before deciding to make the change.

VISION (V)

Responsibility in the future. This is for managers and executives who are driving the changes in the company.

Leadership is a fundamental part of the vision of the changes taking place in the company in the short and long term. It is therefore important to explain the changes and to guide employees in this process. Explain why changes are needed, what the responsibilities of those involved are and why this is in the best interest of the company.

The best way to make employees and those directly involved receptive to changes within the organization is to explain, reassure and support them.

First steps (F)

The first steps are the tasks that must be performed to achieve the set goals so that success can be achieved. Every employee must understand what role he or she has in implementing the changes. The steps must be clear and easy to perform and to achieve the ultimate goal, it is important that motivation is maintained.

Raising awareness among employees is very important to be able to take the right steps in the change process. Employees must understand that their role is important in driving current changes and for the future of the company.

Resistance (R)

Addressing resistance to change. Most people don’t like or resist change at work.

It often makes people anxious. They try to avoid risk, maintain the status quo and avoid change because they are faced with conflicting thoughts or actions.

Such thoughts or actions can change over time if properly guided and motivated. Resistance to change is simply a “force” that must be overcome in order for an initiative for change to succeed.

Does D x V x F> R provide quantitative results? It’s troublesome to form a quantitative comparison, however the modification formula is your guide to making pregnant and economical modification. Among alternative things, the utilization of overviews and reportage of conversations and opinions is vital for analyzing resistance (R) to alter (C) and discontentedness (D). the primary steps (F) and also the vision (V) square measure factors that executives should management if they need to introduce changes within the company. This equation is intentionally designed as a multiplication. meaning that once a personal issue on the left is zero, no matter whether or not that issue is discontentedness (D), vision (V), or resistance (R) to alter (C), the whole left facet of the equation is zero which the new initiative can’t be enforced. These 3 factors should have a particular weight so as to initiate the modification method. The formula suggests that the 3 strands of discontentedness (D), vision (V) and also the 1st steps (F) should show a positive score so as to handle the resistance to alter.

DISCUSSION OF CHANGES

Changes in an organization are always intended to improve factors that do not work well. However, these changes often lead to discussions or resistance from the people involved. There must be a basis of trust, motivation and confidence in employees. This is an important factor in making changes that lead to business success.

Human resources are the basis of these changes. Many people question the adjustments during the change process. Some say the change should take place without regard to personnel, as no one is indispensable in managing the processes. Others believe that the change should be analyzed and discussed with those involved. They believe that collaboration is the key to success, despite the resistance that was there in the beginning.

With this formula it is possible to get a clearer picture of the changes and how big the effect will be for the company in the short, medium and long term; the eye always focused on the pursuit of success for the company.

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WHAT IS TRANSFORMATIONAL COACHING?

Transformational coaching is a method of reshaping the inner person through transformational changes that a person initiates through a process of reflection.

In order to fully understand this topic, you must first know that transformational coaching is not about achieving goals. It is aimed at improving proactivity and strategies. You can then use it to achieve your goals, as an individual or in a team. Transformational coaching focuses on BEING and not DOING. This means that it is a method that strives for the inner development of the human being himself and not so much for the fulfillment of that person’s desires. The starting point of the method is that the person looks at what he or she wants to become.

In order to apply this method effectively, you must first know what personal transformation is and why it is important.

Image result for transformational coaching

Transformational coaching: transformation and change are not the same

Every individual goes through certain situations in his or her life that bring about change. At some point, you may ask yourself whether these changes are the result of positive or negative actions in the way you live your life. Changes can lead to positive situations, but also to situations with boisterous or negative results. A change does not automatically mean a transformation. Many people regularly change things in their lives, from large to small such as:

changing daily habits, for example getting up at 5:00 am instead of 9:00 am. Someone can make that decision if he or she wants to have a more productive day.
Someone moves to another country, gets to know the culture and language of the new country. However, these are changes that are necessary for the person to adapt to a new environment.

So people are constantly changing as a result of the decisions they make. These decisions lead to actions, and these actions, however insignificant they seem, have positive or negative consequences. However, transformation is something that you don’t often experience. It goes beyond our daily worries.

Transformation is an inner thing that rarely occurs. It means that someone has gone through a difficult or complex process or situation in his or her life that has left psychological traces.

This is why transformation is something that doesn’t happen often, but it has a radical effect.

TRANSFORMATIONAL COACHING IS AIMED AT “BEING”

The transformational coaching method is intended to help people change in a more sensitive and supportive way. Many people in that situation feel that they have lost their way, or that they have to break through bad habits, patterns, and negative behaviors in their lives that are hindering the development of their skills or potential.

In order to carry out the transformational coaching process, the coach must help identify and interpret this past behavior that prevents the person from developing positively. This behavior can continue to occur in the future if someone is not aware of it. Transformational coaching is also the way to achieve the transformation that the person needs. Self-discovery and self-awareness help you find a goal, such as achieving certain things.

By discovering who you really are and what you want to achieve, the dreams and goals come together in transformational coaching. The coach then guides him or her in the process to make this happen.

THE 5 STEPS OF TRANSFORMATIONAL COACHING

Five steps are generally distinguished in the transformational coaching method:

Step 1: recruitment

It is imperative to attract the right coaches for the changes that the company or individual wants to make through the coaching process.

Step 2: listen

During this phase, the coach must listen carefully and give the others the opportunity to express themselves in order to get to know their thoughts and emotions basically. By listening carefully, the coach can gather relevant information, ask the right questions and help the person in question reflect.

By listening, you can identify actions, behaviors and emotions that can aid in the transformation.

Step 3: Explore

During this phase, inner exploration is indispensable to assist the person in his or her transformation. Exploring thoughts can help identify why the person is exhibiting certain behaviors that interfere with them at work or in their personal life.

In this phase it is important to ask penetrating questions that invite you to reflect on emotions.

Step 4: Action

This phase is about resolving internal conflicts and how they can be addressed with positive behavior. It is important for a coach to encourage a person to practice positive behavior. He or she must also learn to deal effectively with difficult situations in life, for example at work. How do you deal with stressful situations when you work in a team, how do you analyze and reflect internally so that you can show a positive result as a team.

Step 5: assessment

The final stage is to assess the coaching session based on the results achieved with regard to the person’s feelings and how they positively or negatively influence his or her behavior.

Transformational coaching is about emotions, beliefs and thoughts. The purpose of the process is to identify specific events that the person has experienced. What actions have these events led to in his or her life and to what extent do they determine his or her current behavior? It addresses the question of how you can develop new, positive patterns for your private life and at work and how you want to see yourself in the present and the future by transforming your behavior.

The role of the coach is self-discovery and personal development

The guidance and knowledge of the coach help to determine and explore the inner life of the individual in a personal way. After self-discovery, the following question must be asked: what does it take to achieve the desired goals? The premise of the transformational process is to interpret people’s beliefs, interpretations and goals. It is examined how they have experienced this in their lives and what the results achieved are.

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The role of the transformational coach is to assist folks modification and transform their dangerous habits. New skills that the person didn’t have before area unit developed. certainty could be a essential think about personal self-exploration. It permits the person to mirror on the ‘me’ in daily actions approach} behavior is reworked in an exceedingly positive way permanently results once the specified goals are achieved.

Benefits of transformational work

• Giving direction to attain positive results.

• Helps interpret the person’s choices and behavior throughout his or her life thus far.

• Helps to focus choices and behavior towards realizing what the person desires to attain.

• The coach helps to alter interpretations once they aren’t any longer required.

• Helps to utilize the individual’s full potential. With the on top of effects, a metamorphosis will surface that may cause higher behavior that may end in the specified and expected outcomes for the person. the method started with the intention of achieving results. thus there should be a positive transformation that ends up in behaviors that may cause bigger well-being in life.

Coaching is often geared toward a positive outcome in achieving the goals. it’s an honest thanks to address problems that the person desires to check modified which he or she desires to play a vital role within the gift. The results should be measurable to be ready to check however the method is progressing. Tangible indicators for achieving objectives area unit necessary.

These area unit thus not forgotten during this sort of work, as they provide a lot of security to the person in question and provides them confidence in their transformational method. additionally, the coach and therefore the person themselves will confirm on the premise of those indicators once the target has been achieved.

Transformational Life Coach

The role of the coach isn’t to impose demands on the one who desires to remodel, or to pressure him or her to try to to it at a definite pace. The coach could be a companion United Nations agency invitations self-reflection and guides the person on his or her path of find. Without deciding and while not overshadowing the person, the coach helps him or her categorical wishes and needs as somebody’s being.

Guiding and observance the processes of up and developing their skills so as to attain personal success. The equal work relationship is important for a lot of trust. as an example, the coach will facilitate establish negative, harmful thought patterns and routine, restless behavior. Transformational work will modification somebody’s life. The modification starts from at intervals then that modification is mirrored in modified daily behavior.

The focus of the coach is thus on inner growth and serving to with the exploration of one’s temperament because the propulsion behind behavior. Being affects doing. The person can initial need to get to understand themselves so as to be ready to form the most effective behavior for his or her life. In outline regarding transformational work Transformational work focuses on people’s spirituality, their BEING in respect to what motivates them in life. the tactic is employed to show folks to mirror and take matters into their own hands, with the aim of absolutely remodeling behavior and emotions for private and skilled success.

This type of work is especially used once somebody feels lost or once an organization determines that staff ought to work on the means they act with one another. standard of living will cause folks to urge stuck in their temperature and behavior to repeat and be seen as traditional. The results of that behavior isn’t continually positive and may conjointly cause negative patterns that hinder folks in their personal development.

The method of transformational work invitations you to figure on shaping and learning new changes that may cause transformation so as to feel happier and a lot of positive, with an eye fixed for the deepest interior of the individual. Now it is your flip What does one think? Is transformational work necessary for contemporary firms that wish their staff to treat one another otherwise to forestall staff from losing their ‘self’?

Share your information and knowledge via the comment field at rock bottom of this blog article. Thank you!

Change what no longer suits the future we want

Since the corona pandemic, countless headlines have used some variation of the phrases “go back to the new normal” and “everything must change.” But what exactly needs to change? Let me make an effort to shape the “new normal”.

The global pandemic has shed light on major domestic and international weaknesses. It also exposed some of the myths and fallacies used to explain the world until now. Changes that were already happening have gathered momentum, happening in a matter of months that might otherwise take decades.

Not every change should be a cause for concern. Now is the time for the current and next generation of leaders to make their mark and take their chance to correct these mistakes and enable a real reset.

The pandemic has highlighted the need to question our assumptions and our understanding. We need to change what is clearly out of step with our time and the future we want, in the face of various existential threats. Here are ten broad domains to consider.

1. Transformation of the business world

Before the pandemic, global businesses seemed to be incredibly resilient. Interconnectivity had to ensure that a problem in one place would simply move supply chains elsewhere, and that the consumer would never notice the difference. The goods would remain on store shelves (or, increasingly, on e-commerce sites), without the customer knowing what is going on behind the scenes.

But the pandemic, a truly global shock, exposed the vulnerability of the global economy and its networks. Rather than bolster resilience, an interconnected economy amplified the domino effect – spreading economic pain and disruption around the world as companies began laying off workers.

Governments cannot prevent another global shock, but they can make sure that companies are ready to meet their obligations to society. This starts with the employees, the basis of the social contract between business and society. Policymakers need to think about how to shape business incentives to build resilience.

2. A Monetary Policy for the Common Good

To respond to the economic pain and disruption of the pandemic and related public health measures, governments are distributing record-size aid packages totaling billions of dollars. Before the pandemic, governments were skeptical about spending too much money. The question ‘but how do you pay for this?’ was common in discussing large-scale public programs in both the legislature and the media.

The pandemic has torpedoed these beliefs. As governments tap into reserves to release government spending, they could invest in necessary infrastructure, pay for the public supply of basic needs and services, and invest in research and development to prepare society for future challenges.

For example, offering low-cost housing would provide security for low-income families and the necessary resources to invest in themselves. From starting their own business to improving their health, it would be a long-term investment in increasing the ability of more segments of the population to contribute to society.

3. Reinventing Growth

Before the pandemic, governments relied on continued growth for political legitimacy. Economic growth is an indication of success. It is common for emerging economies to choose a ‘growth target’: either a targeted growth rate for the year or a targeted economic size for a specific period.

The world must refrain from growth as an end in itself. Continuous growth forces society to consume more and more resources. As a result, economic policy has been distorted. The emphasis is on accounting tricks and investment tricks rather than real economic development and progress.

Instead, governments in both emerging and advanced economies must remember what growth is for: improving the living standards of an entire population, not just segments of society.

If countries forego economic growth as a measure, they will need more meaningful metrics to guide them. Perhaps a combination of employment, access to basic needs, sustainability goals and investments aimed at the future can provide a solution.

4. Giving up the Invisible Hand of the Market

As the pandemic spread, consumers faced shortages of essential products: mouth masks, hand cleansers, household cleaners, toilet paper and frozen products. Hospitals and doctors were short of medical facilities and personal protective equipment.

The pandemic has shown that the market is unable to reply quickly to major crises. However countries with robust governments were able to mobilize the personal sector and focus it on what’s required for society. For instance, China distended its production of masks and medical instrumentality and South Korea was able to drastically expand its testing capability. The personal sector wants steering, support and, maybe most significantly, a bonded buyer: things the general public sector might offer. Society should regain management of the market and also the personal sector and make sure that they’re targeted on the commonweal. Firms have a license to control, however once firms violate that notion, societies should make sure that the personal sector behaves responsibly.

5. Withdrawing FREE rein for the GIG Economy

The tensions of the so-called gig economy began to show up before the pandemic, with heavy workloads and tight courier schedules. Platforms set strict operational guidelines, penalizing any play in the system. Still, these platforms are attracting funding based on their scalability, so that the cost of their model is offset by the employees and the rest of society. Despite their shortcomings, these platforms do succeed in what they aim for: connecting providers and customers. A platform that allows a provider – be it a restaurant, handyman, driver, artist or small business – to deliver goods and services more efficiently to a customer would be a real asset to small and medium-sized companies that do not have the resources to create a tailor-made solution. Governments need to look at which platforms are successful and why, and then try to support alternatives that do not depend on the scale-obsessed model of technical financing.

6. Valuing work that is Essential

Many countries resorted to stay-at-home orders, with the aim of stopping the transmission of viruses in the community and avoiding an overload on the health system. Workplaces and schools were closed, shops and restaurants were closed. Businesses and entire industries – air travel, tourism, live entertainment – came to a halt. But not everyone could stay at home. The pandemic introduced the term “ essential worker ” into our lexicon: it includes not only health workers and those providing other essential public services, but also delivery workers, cleaners, supermarket employees, agricultural workers and factory workers who pack food. These jobs are often underpaid, but the pandemic has highlighted the social value of these jobs. Just as governments need to rethink the goods that are strategically essential to an economy in crisis, they also need to rethink what labor is truly essential. They must ensure that those who work in these positions are properly compensated and protected.

7. Reformation of Development Priorities

The economic story of the past two decades revolves around digital possibilities and the internet. Development priorities have shifted to accommodate the rise of the Internet and to deepen the introduction of smartphones. This was despite the lack of any real evidence that this was what people really want. Underinvestment in infrastructure that would have helped combat this current pandemic and mitigate the risk of the next crisis: clean water, better nutrition, better sanitation and a broader public health infrastructure. Basic services are not the only development priority that has been ignored. Millions of people in the world still lack safe and secure housing, stable access to electricity or important public services such as education. Society must curb the use of development or public money for digital technology unless an independent body – and not one dominated by technology companies – can demonstrate convincingly why this would improve development outcomes.

8. Rebuilding the Collapsed Food System

The pandemic has given rise to two very different stories about the food industry. On the one hand, empty shelves and panicking shoppers; on the other, concerned farmers who dump surplus produce. Our food systems are proving fundamentally unstable: the need for migrant workers who are blocked by closed borders, the bottlenecks in factories and ports and the dependence on a few large institutional consumers. The pandemic also reveals the dangers of long-term social food choices. Poor nutrition due to the global proliferation of junk food has led to an increase in the number of non-communicable diseases, which also contribute to how infectious diseases are perceived. Governments will have to radically rethink how we approach food systems. First, governments need to develop better systems for distributing food, especially in poorer communities with few options. Second, governments must ensure that groceries have adequate supplies of essential goods. Finally, governments must invest in local food production, especially in basic products.

9. Start of a Guided Retreat from Nature

A silver lining to people’s retreating indoors is the restoration of the environment, from the return of wildlife to public spaces to better air quality. In many countries, environmental damage was presented as a necessary consequence of growth – a kind of collateral damage to a greater good. But restoring the environment and regenerating wildlife during lockdowns is proof that nature is more resilient. The decline is not irreversible. So we can and must invest in large-scale restoration, repair and conservation. Governments should see this as an encouragement to be bolder in their environmental strategies. Can air pollution not be minimized, but eradicated? What about solid waste? Can we limit the expansion of the suburbs and expand the nature reserves? Society can begin to restore certain areas by drastically limiting human activity and scaling back the expansion of human habitation. If the pandemic is any indication, we could be seeing its natural benefits sooner than we think.

10. Geopolitics Beyond Western Domination

The world’s failed response to the pandemic will affect international relations. Asia has rapidly tightened controls and contained the outbreak. The response from China, Japan, South Korea, Vietnam, Singapore and Taiwan contrasted sharply with that of Europe and America. The soft power of the West has also been significantly damaged by the pandemic.

Far from being China’s ‘Chernobyl’, as The Financial Times suggested when the disease first emerged, Asian governments have been quick and decisive in their response to contain the pandemic. With Europe and the United States deeply divided and struggling to control the pandemic, this has raised serious concerns about the governance system in the West.

A Post-Pandemic World will be one of many different powers:

China, India, Russia, Europe, Africa, Brazil and the United States. Tensions will exist between these different countries and the limits of their influence will be disputed. But there are also important global problems that can only be solved through close cooperation between them.

If there is one thing the COVID-19 pandemic taught us, it is that the old assumptions no longer hold. Countries, companies and individuals must adapt to the new normal that is imminent. Countries must deal with other powers, even those over which they have serious disagreements. Otherwise, global problems will remain unsolved and global society will suffer.

The COVID-19 pandemic shows that the global system falls flat on its face when faced with a global problem. Businesses must deal with the new realities for resilience in the interconnected economy, and what growth means in an increasingly digital world.

As much as we all yearn to return to pre-pandemic life, individuals must adapt to a life that has more limitations on what we can do, and most importantly, in harmony with nature.

The leaders in particular must leave their mark and seize the opportunity to correct the mistakes of the past and enable a real reset.

Jobs In E-commerce And Customer Service On The Rise.”

E-commerce may create up to 50,000 jobs in India: A Report

In these times the labor market is difficult to gauge. LinkedIn provides insights into the fastest growing jobs, skills in demand and companies hiring talent in 2020. This data shows that there was high demand in anticipated sectors such as education and healthcare.

The INCREASE in E-Commerce

The increase in E-commerce and customer service is striking: Dutch companies are responding to the trend of working from home and staying at home by investing in it. For example, the job offer within customer service is in three in the top 15 with a growth of more than 31 percent in the past year.

As companies continue to adapt to a corona world, changing consumer behavior and new business needs are creating new jobs. The Jobs on the Rise report is an analysis of the more than eight million LinkedIn members in the Netherlands. If we look at the largest growth in job categories in the Netherlands, it is clear that most of this is a result of the pandemic. For example, there are three different functions in healthcare in the list. Ranging from nurses and support staff to mental health professionals. There is also a greater demand for freelance talent to support companies on a product basis, with a focus on digital and creative content.

Read Further

The report shows that most of these jobs in the Netherlands are created in large cities such as Amsterdam, Rotterdam, Utrecht and Eindhoven.

The top fifteen fastest growing jobs in the Netherlands:

1. Education

2. Specialist medical professionals

3. Customer service

4. E-commerce

5. Supportive healthcare staff

6. Operations

7. Freelancers (creative)

8. Professional and personal coaches

9. Freelancers (digital content )

10. Sales and Business development

11. Financial services

12. Social media and digital marketing

13. AI & Data science

14. Science and research

15. Mental health professionals

New opportunities

NEW OPPORTUNITIES

Arno Nienhuis, Director Talent Solutions LinkedIn Benelux: “COVID-19 has undoubtedly caused a lot of job insecurity, but also sparked a wave of new opportunities as companies adapt – often permanently – to the pandemic. Dutch companies are clearly responding to this by professionals in for their customer service. We also see a new growth in the demand for digital and creative freelancers and professional coaches to support companies and employees. We expect further growth due to the extended lockdown in the Netherlands and the growing habituation to working digitally. new jobs are created throughout the Netherlands, it is now important for companies to use the expertise of recruiters to tap into new talent pools,to benefit from a greater diversity of people and skills, but also to further develop the skills of existing employees. “

More insight into the top three

1. EDUCATION

Within the education category, it was the universities that had the most unfilled vacancies in 2020. Probably to facilitate online learning when the universities and schools were forced to close. Much more value is attached to transferable skills for positions within this category than for positions within the other categories. For example, many research supervisors switched to the position of university lecturers, musicians became youth consultants and sales professionals switched to an assisting position within education.

Top Skills: Teaching, Coaching, Educational Leadership, Chemistry, Arts Education, Science and Physics.

Top locations: Utrecht, Amsterdam, Rotterdam, The Hague and Eindhoven.

2. Specialist medical professionals

The global health crisis in 2020 has of course led to an increased demand for specialist medical professionals. Demand for ICU nurses rose a staggering 112 percent in 2020 as a result of the sheer numbers of ICU admissions across the country. The companies with the most unfilled vacancies – from radiologists to qualified nurses – within this category were hospitals, such as Amsterdam UMC and UMC Utrecht.

Top Skills: Nursing, Radiology, Dentistry, Anaesthesiology and Medical Education.

Top locations: Amsterdam, Rotterdam, Utrecht, The Hague and Nijmegen.

3. Customer Service

Travel restrictions, lockdowns and other corona measures have forced companies to find new ways to serve their customers. As a result, the number of vacancies within this category has increased by 31 percent. Companies and organizations with many vacancies in 2020 were Teleperformance and UWV. Among those in hard-hit industries, such as hospitality, sales, and cashiers, many transitioned into customer service roles.

Top Skills: customer experience, customer service and customer communication.

Top locations: Rotterdam, Amsterdam, Eindhoven, The Hague and Nijmegen.

The Next Optimistic Big Thing: RELAX YOURSELF IN three STEPS

If you would like to relax further, we’ve a bent to ought to first discover where the availability of tension lies. you will only solve one factor you understand, can’t you? The following 3 queries will assist you notice that provide. Use the knowledge with each question to unhitch that tension.

Question 1:

What do i need from myself if necessary? The first offer of tension is your own high expectations. you have got need to attempt to to everything, but why? unit of measurement you not too exhausting on yourself? you will forever do further, but can that give you with further relaxation? for the most part not. Relaxation arises from rental go of high expectations that are not realistic. So raise yourself: What do I expect from myself? And why exactly?

therefore someone once same to conifer State, “I expect to be the nicest.” area unit you able to imagine what amount tension that creates? there is forever someone United Nations agency is even further fun. “I’ll merely be myself”, sounds much more relaxed and realistic …

Tip 1: Allow Yourself to Relax

Take a ways in which from that vital voice in your head. It offers energy to not got to do everything any more. you will do one thing, but do i want to? that’s what it’s about…

Question 2: What Am I Creating A Trial to Check?

The second offer of tension is desperate to keep management. significantly relating to the things we’ve little influence on. Others desperate to modification or management the long-standing time might be a direction for tension. you can’t combine anyway, thus you’d higher accept that. The reason for management is concern. we’ve a bent to stand live afraid that if we have a tendency to don’t check one factor, it should fail. thus raise yourself:

What exactly am I afraid of? do not be afraid by this question, it’s very positive! it’s given that you perceive what you concern that you {just} just have discovered the second offer of tension. Are you terrified of what another person would say? unit of measurement you distressed what might happen? many of these things unit of measurement out of your management – a minimum of not presently. In our head we’ve a bent to undertake and management what we’ve a bent to cannot management in purpose of truth. This realization is one in all the variations between stressed and relaxed people

Tip 2: Trust Yourself

Trust your own ability to shock the challenges that come your manner. as a results of the only real answer to concern is trust. With enough confidence in yourself, you’re troubled less relating to the things you have got got no management over.

Question 3: What Am I Examination my things to now?

The third offer of tension is examination yourself. you will compare yourself to others. but there is forever someone United Nations agency can on top of you. you will compare your current state of affairs in conjunction with your past, but why would you? The past is not on top of presently, as a results of you reside presently, not before. It’s very exhausting to be tense if you are doing not compare yourself. Try it out. raise yourself: What am I examination my things to now? once you are feeling tension, there is nearly forever a comparison. Or with others, or with the past, or in conjunction with your own ideal image …

TIP 3: Jettisoning of any equation

This takes follow, but with patience you will undoubtedly succeed. you are doing not got to compare yourself or your state of affairs to one thing. you are doing not got to be higher, you merely got to be yourself. Relaxed living is not difficult . You just need to be compelled to analyze where your tension comes from. they are sometimes an analogous sources of tension that come back daily. They call this a pattern, one factor that repeats itself. that is smart news!

Why? Well, for two reasons: First, it is not many patterns that build tension. There unit of measurement generally merely variety of. thus you are doing not got to modification m things. With these 3 tips you will already convert ninetieth of your stress into relaxation and positive energy. If your bicycle tire is flat, there is generally only one hole that you {just} just need to be compelled to repair. One – not three hundred.

Now you will continue! Second, a pattern that you {just} just acknowledge and resolve rarely returns. According to the bicycle metaphor: several folks still cycle with a tyre. They never discover the gap at intervals the bicycle tire. If you’re doing take the issue to investigate where your tension comes from, then you will solve it. And everything you solve won’t come back!

Also Read this article:

https://www.healthline.com/health/stress/how-to-relax

Artificial intelligence strong key to realize the dream of digital India! today

AI has been on the radar of tech innovation for some time, but it is in the last decade that AI has acquired a groundbreaking status as businesses around the world are looking to … AI has been on the radar of tech innovation for some time, but it is in the past decade that AI has acquired groundbreaking status as companies around the world are looking to implement AI in some The New Vantage Partners in 2019 found that 92% of survey respondents globally were already investing heavily in AI. Artificial intelligence is the key to realizing the dream of digital India!

What is Artificial Intelligence? How Does AI Work? | Built In

The same survey also reported that 21% of survey respondents, including big names like AIG, Bank of China, and Johnson & Johnson are investing over $ 500 million in AI. The growing urgency to implement AI can be understood from the fact that automation is now a necessity and embracing the power of AI is vital for the organization s to savor the success I know in the era of IR 4.0 But what is India’s position when it comes to AI and associated powerful technologies such as Machine Learning and Deep Learning?

WHAT IS THE INDIAN GOVERNMENT DOING

As India aims to complete digital transformation and build a billionaire digital economy, the country needs to strengthen its AI capabilities across all of its industries. What is the Indian government doing? On May 30, 2020, the Indian government launched the national artificial intelligence portal called INDIA ai with the aim of building the most complete AI ecosystem.

How Smart is Artificial Intelligence? | by MIT IDE | MIT Initiative on the Digital Economy | Medium

This is a big step as it will provide a common platform for accessing artificial intelligence resources in the country and also a platform for introducing government initiatives that will be crucial in introducing AI to all industrial domains of the country. The government had predicted the plan in 2018 only with NITI Aayog, the Indian think tank that publishes a paper on how artificial intelligence can help India add $ 1 trillion to its economy, provided it can get full integration with AI.

Earlier in 2017 the Department of Commerce and Industry had launched an AI task force to transform the economy! Now, with the launch of the AI portal, the government is confident that it is taking all the right steps. How enthusiastic is the Indian private sector about AI?

Accenture in a 2019 research report stated that by 2035 the Indian economy could receive around 957 billion dollars if the full potential of AI can be realized in the country! Obviously such calculations now need to be reanalyzed given the impact of the COV id-19 pandemic in India.

However, things are actually not that sad when looking at the number of AI start-ups in Indian cities like Bangalore and Pune and also to the amount of investment India is receiving from leading companies such as Google, Amazon and Facebook. The Indian Brand Equity Foundation (IBEF) reports that the Indian retail sector itself is expected to see massive growth and could even double by the end of 2024 with an overall valuation of $ 1.4 trillion.

This is where AI can be very useful as organizations are looking to digitize due to challenges such as disrupted supply chains during the national lockdown. Integrating AI into a company’s digital strategy will be immensely beneficial to both the market and the industry as a whole Realizing its immense potential, Facebook has invested Rs 43,574 crore in Reliance Jio platforms, which is the most great FDI in the technology sector of India!

The e-commerce sector is another industrial sector in India that is ripe with opportunities for AI-driven strategies For example, Swiggy, a Bangalore electronic platform for food delivery services, is already relying on intelligence artificial for managing its mobile app, using chat bots to provide excellent customer service and for a good marketing strategy. Other e-commerce initiatives in India are too. already uses artificial intelligence as the Indian market is the largest in the world! Indian cities like Bangalore, Hyderabad, Gurgaon and Delhi are also home to numerous AI-powered companies such as Manthan, Haptik and SigTuple.

Challenges in embracing the power of AI in India The main challenge in adopting AI in India is the lack of AI experience and skilled workforce. That is why the government is providing good incentives to set up artificial intelligence institutes in India and also encourage young graduates to acquire AI skills.

Guide To Understanding Artificial Intelligence - ReadWrite

Other challenges include a lack of data or data sharing initiatives, a lack of intensified research on artificial intelligence, and poor awareness. To conclude, AI is making good progress in India as both the government and the private sector have recognized its potential!

Do you have the urge to prove yourself? Try to learn about your inner engine. Do it now.

Urge to prove – I have to prove myself – is the search for recognition. Proving yourself is positive, but it also has a downside. If you feel like you are never doing enough, ask yourself the following questions:

– Who am I doing all this for?
– When is it enough?
– What do I want to achieve with this?
– What do I hope to get in the end?

First acknowledge and appreciate yourself, that saves a lot of energy!

Without inner peace, life is just a shadow of its possibilities.

Evidence can be positive. (Urge to Prove)

Wanting to prove yourself can be very positive. It ensures that you get the best out of yourself. It ensures that you keep developing yourself, that you continue to grow and that you create many beautiful things. It keeps you on your toes and ensures that you continue to grow. All positive, aren’t they?

But there is also a downside to the urge to prove it. Some of the people I talk to are very successful compared to the ‘average’ person. Yet they lack happiness, satisfaction and mental relaxation.

I can do so much more!

They are always performing, driven by an imaginary voice that chases them. They are usually not very satisfied with what they have already achieved. “I can do so much more!” they think…

Well, you may not have to do more. Maybe you just need to accept yourself a little more! The former does not solve much, but the second changes everything in your life!

You don’t have to do more, you just have to accept yourself.

An inner turmoil.

If you ask them why they are always on the way to more, you will hear the following:

1. I rarely feel like I’m doing enough.
2. If I underperform, then I fall short.
3. I don’t want to be inferior to others.
4. I have to get the most out of myself.
5. If I don’t do anything, I stop.

Apparently there is an inner turmoil that drives them forward. They constantly compare themselves – either with others or with a personal ideal. As long as they feel like they are proving themselves, they feel good. But when they have a bad day or when others are doing better, they feel inadequate.

What are you doing it all for?

If you recognize yourself in this, my question is: “What are you doing it all for?” All your efforts, all your sacrifices, what are you doing it for? Or even more specifically:

1. Who are you doing it all for?
2. When is it enough?
3. What do you hope to achieve in the end?

Who are you doing it all for? Are you doing it for yourself, or are you doing it for others? Some educators, such as parents or teachers, may have given a lot of criticism and little praise. This has permanently given us the idea that we should always do better. You may still hear the voice of one of your parents: “Don’t think this is so special. Just look at your brother / sister, he is doing much better… ”

Let go of expectations.

Forget all expectations of others, it is their responsibility, not yours. If I had done what others thought I should do, now I would have had a job I didn’t like, been in a relationship that gave me no energy, and had a life that didn’t suit me. You are here to live up to your own expectations, it is your life after all …

Speaking of your own expectations: what do you expect from yourself? That you always have to perform to the maximum? That you need to become an improved version of yourself? That you have to meet a self-conceived ideal image? Forget it all and see the reality: you are the way you are and that’s fine. You never become perfect and you don’t have to be happy. You just have to be yourself …

When is it enough?

Have you ever asked yourself that? Do you know what to do to get to the point where you can be satisfied and enjoy what you have achieved? This has nothing to do with others, this is purely to do with your own expectations. Success is not something you compare to others, success is in your own head. Only you decide whether you feel successful.

What do you hope to get?

Ultimately, the urge to prove is the search for recognition. We want to be appreciated, we want to hear that we did well. At the core we are looking for the feeling that we are worthwhile. That’s what it’s all about, right? We want to hear from our parents, friends or family: “Gosh, you are doing well! I’m proud of you!” And we are willing to do a lot for that feeling …

There is only one problem: You may never hear it. If your parents were generous with compliments, they would have shown it much earlier. I hope for you that everyone tells you that they are happy with your performance. That you have made it to the finish line and that you never have to prove yourself again. So that you can finally relax and enjoy. But what if that doesn’t happen?

Get off the treadmill!

In short, seeking external recognition is pointless. You will never hear from everyone that you are doing well. You will never be perfect. You will never reach your end goal (lasting recognition). If you have to prove yourself because others will tell you that you are worthwhile, then you are like a hamster on a treadmill: you run, but you never get to that finish.

Find Inner Peace by Loving Yourself | Healing Tree Wellness Center

Get out! Realize that you are pursuing an illusion. Turn it around and decide from now on that:

1. You are doing well enough.
2. You are worth it.
3. You recognize and value yourself.
4. Your performance does not determine your self-esteem.
5. The expectation of others is their responsibility, not yours.
6. You stop chasing an ideal image.
7. You enjoy what you have achieved.

Acknowledge and appreciate yourself.

You want to prove yourself to be recognized, don’t you? Reverse the whole process: First, give yourself credit and appreciation. Personally, I don’t expect anything from myself: I don’t have to get better, I don’t have to outperform others, I don’t have to push myself, I don’t even have to achieve my goals. Oh wait, there are two things I expect from myself: to be myself and to be happy. After all, that’s what it’s all about, isn’t it?

4 Benefits of Mastering Inner Peace of Mind Through Meditation

Proving myself always starts from a lack, from a lack – from myself. It’s just another form of insecurity. My thesis is: You are fine already, just the way you are. You’ve done enough, you’re already worth it. Appreciate yourself. Appreciating yourself gives you self-confidence. Then you still do your best – but not because something is missing, but because you enjoy it!

Success in your life journey.

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