Matt Cartwright, consulting, coaching, facilitation - Professional Facilitator - Matt Cartwright

SHIFT HAPPENS...JOB CUTS and More...

29/8/2012

SHIFT HAPPENS

“If we don’t shift our intention, direction and action we will end up where we are headed”

SHIFT HAPPENS. So… start accepting it. Let go of trying to stop the change or slow it down. There are likely to be 7 billion other similar stories just like yours, they just have different characters and plots but the same underlying message. Everyone you talk to is sick of change. One approach is to be more effective rather than be affected by it.

Are you working in a stuck or non-stuck environment? If not….get yourself into a Teflon Team. Stop sticking to old habits, old processes, old teams, old whining and shift. There is a lot of bad press around the economy, job cuts, poverty, famine and war. It is serious, so get serious and SHIFT into gear.

Use all the gears to leverage your mindset and workplace to where it needs to shift.

In many facilitation exercises we talk about the current and future state, the important bits are in the middle…”the action state”…or the “shifting state.” The shifting state delivers targeted action, lots of it and regularly. Guess what? SHIFT happens. Most if it starts within the mind then shifts into behaviour.

“SHIFTING” is what I coined some time ago. It’s a deliberate process of shifting thoughts, behaviours, attitudes to develop a more adaptable, resilient and optimistic view in a shifting world. It’s a holistic process that deals with complex systems and aims to understand and respond to them with more agility and sustainability.

STRAINING…..Have you noticed how workplaces over-process, over-engineer, over-produce, over-change and over strain? It’s time to get over it…don’t you think?

UNDERSTANDING YOUR SHIFT

Whenever we change one type of behaviour or situation, we are losing as well as gaining something. In order to sustain real and lasting change in the workplace we need to change ourselves first. Everyone can shift. Shifting is challenging and requires effort but not straining. The juggling act is “knowing,” that is, knowing not to get caught up in everyone’s emergency, urgency or dramas. Of course we must balance what’s important and necessary. How you view or feel about a situation is always your choice.

So…SHIFT YOURSELF to think and do what matters most. Be more effective, be lateral, be creative, be a SHIFTER. Don’t get caught up in the change, we have limited influence and control over what people decide to change in the workplace but we can shift our focus.

Journey well,
Matt Cartwright
Inspiring People, Inspiring Business, Inspiring Results
© Copyright 2008 -12

4 Irrefutable Facts about Motivation

8/3/2012

4 Irrefutable Facts about Motivation

I’m having a download but it’s to help you…trust me.. it will motivate you to think differently about work and life….

After consulting with a client I was reminded by the impact of another leader’s motivation. This leader was indoctrinated in a culture of hierarchy and glass ceilings. This hierarchy used power of the stick and carrot.

There have been many occasions where I have been asked to assist managers with a low performing employee. I have in the past reluctantly and sometimes thought it's too far gone but organisations are often keen to assist their staff. That’s a positive!!!

One of the biggest problems is we still have a number of leaders/managers working in the last century paradigm of carrot and stick mentality. It’s rife... have you noticed it?

Let's face it, people are not donkeys... although some might beg to differ, there are some stubborn people out there.....know anyone?

The carrot and stick mentality paradigm exists in organisational culture today both overtly and covertly. Nevertheless after working two years with an organisation I had discussions about recommending a performance framework (ahhh, the one they didn't even have!!!) to a transformational framework and employee engagement framework. This leader just didn't get it. It was about balance sheets.

Guess what I got ????? I got the stick across the backside and that was my last assignment in that organisation. I was glad..... It was no good me transforming people on the ground if the head honcho used last century behaviours in a modern world. That organisation still has ongoing issues with retention and recruitment.

Carrot and stick motivation, you are a donkey if you really believe it works

It's short term and so will be your business. What you sow is what you get, be careful what carrot seeds you sow……So I’m taking you to the new focus.

Your Motivation “Operating System, Donkey 1.0. Needs an Urgent Upgrade to Transform 1.0

So what will Transform 1.0 offer new users? Transform 1.0 is a metaphor…okay… stay with me. Read on….It simply offers new understanding based on research that shows the gap between motivation and business needs. The old version Donkey 1.0 does not work well with new browsers.

Questions for You or other send them to them to the blog...

#1 What drives any of us to perform at our best?
Is it money, fear of punishment, reward or is it something more than that?

The secret to high performance and satisfaction at work and at home is the deeply human need to direct our own lives, to learn and create new things, and to do better by ourselves and our world.

There is mismatch between what science knows and what business does and how that affects every aspect of life. While carrots and sticks worked successfully in the twentieth century, that’s precisely the wrong way to motivate people for today’s challenges. Do you agree or disagree?

Four elements of true motivation
In my research into motivation there are four elements of true motivation

Autonomy
Mastery
Purpose
Meaning

If you are an organisation or small business or an individual reading this and you need to know more about motivation then Inspiring Results can help you. I’ll know if you’re motivated because you may call or email me. Transform your work and how you live.

Old management techniques are like using an old software system for your computer, it's slow, unresponsive, and doesn’t work with new programs. Motivation is the same. We have decades of science that shows the way. This approach has four essential elements:

1. Autonomy, the desire to direct our own lives

2. Mastery, the urge to get better and better at something that matters

3. Purpose, the yearning to do what we do in the service of something larger than ourselves

4. Meaning, Man’s search for meaning is the primary motivation in his life and not a secondary
rationalisation of instinctual drives. (Viktor Frankl, Man's Search for Meaning,1959)

Now…Imagine a workplace environment where leadership mandates that all senior managers or managers must report on their key performance targets ensuring that their staff are increasing their autonomy, mastery, meaning and purpose at work. “Are you serious?”… “You bet that I am.” That would be kind of fun.....it would get us all talking that's for sure.

Imagine if all staff were appraised not only on their technical roles and abilities at work but also on their work key performance indicators such as autonomy, mastery, meaning and purpose.

7 Coaching Challenges... are you motivated yet???

How autonomous are you in your current role in your work environment?
How much meaning do you personally get from your current work environment?
How much purpose do you feel about you current work environment??
How effective are you mastering the key areas of your work or personal life?

If you manage people then answer these questions.

Who in the team could you give more autonomy to?
Who in your team could you ensure are mastering key areas of their work performance?
Who in your team have you had an in-depth discussion about their sense of meaning and purpose in relation to their work?

It's obvious, it will be easier for some businesses to keep their heads in the corporate sand as a way out of the complexities of motivation. In the long run, however, I believe that those businesses that stand by their people will have that goodwill returned many times over.

Keep motivated. It’s not easy sometimes, but it’s harder if you don’t…one day at a time...

Journey well,
Matt Cartwright
Inspiring People, Inspiring Business, Inspiring Results
© Copyright 2008 -12

It’s not what happens to you that matters, it’s what happens in you

7/3/2012

"It’s not what happens to you that matters, it’s what happens in you”

The phone call ended like this today. “It’s not what happens to you that matters, it’s what happens in you”

I’m writing this post after a discussion with a personal friend of mine, a teacher, my mentor and my mother. A woman whom has tirelessly given to less fortunate people in many times when she herself was less fortunate. I thank her. She inspires me to keep writing, giving and following my career aspirations. I hope this post benefits you an dothers.

The Cure

Let me reassure you happiness can't be bought, mental peace cannot be injected or swallowed and no market can sell mental peace and happiness.

Overcoming difficulties at work and home has no magic pill, prescribed or non-prescribed. The big Pharmaceuticals will debate this……

The latest research is clear that the key to a happy life, now and in future is to develop a happy healthy mind. However you also need to take action and shift your focus. Many of my past clients have benefited from learning sustainable mind shifting strategies.   Whether this is cognitive behavioural or solution based coaching.

The important point is that happiness in the workplace can be positively changed if you only change the way you think about the situation, how to reframe the situation, and how to take a different course of action.

Have you noticed the negative ripple effect of some people in your organisational environment?

When people in the workplace are negative and criticising, they are uncertain about the future, their roles and responsibilities, there is a lack of praise and recognition. This obviously impacts on workers happiness considerably. Hence, productivity is reduced.

Tolerance

Tolerance is very important. If you have tolerance, you can easily overcome difficulties. If you have little tolerance or none at all, the smallest thing immediately irritates you. One of the keys to success is determination, with an optimistic attitude.

The happiness advice is pretty consistent. If people seek happiness from the outside world, from money or power, then they are in for one heck of a roller coaster ride of ups and downs.

Real peace comes from within oneself.

Unless our work or careers are linked to our values, meaning and purpose and our existence, then we are going to be limited in our ability to feel completely happy.

I know and confess in the past I have done work for works sake. And, I wasn’t very happy.

One of the key messages to take way from this post is to try to strike a balance between your outside world and your internal world and focus on trying to get the inner world balancing in the right direction.   However, let me remind you the outside world also needs modifying. That is, your role in it.

Remember, it’s the inner experience that matters most not the outer experience. So those of you stuck in a negative workplace or whatever situations start sorting the inner experience out.

There is one enemy, it’s inside you. It is natural for all of us at work, home or with friends to externalise the causation of our unhappiness. This results in anger, attachment, jealousy and hatred, these are the real enemy of our happiness journey.

Here is a free ticket for the happiness ride, enjoy and be happy.

12 Free strategies to help increase your happiness at work and home

1.      In the past month, how happy have I been really? (be truthfully honest )
2.      Where would I rather be on a score of 1 to 10?
On a scale of 1 to 10 how rate yourself (1 very unhappy, 5 happy sometimes,10 very happy)

Ask yourself the following and answer them by writing your answers down. It helps, trust me.

1.      What small things could I do to move myself further to that score that I want?
2.      What is my role in the current work or life situation that makes me unhappy?
3.      What and how am I contributing to the situation
4.      What are my attitudes that I change about the situation?
5.      What positive actions can I take to get a positive outcome?
6.      What will I take responsibility for in this situation?
7.      What changes am I not prepared to take in this situation?
8.      If I don’t change how happy will I be?
9.      If I do change how much happier might I be?
10. What’s stopping me from changing?

Journey well,
Matt Cartwright
Inspiring People, Inspiring Business, Inspiring Results
© Copyright 2008 -12

Transform your employees into passionate advocates

6/3/2012

Transform Your Employees into Passionate Advocates

Employee happiness is becoming a hot topic among CEOs and in boardrooms, and it's about time. The current issue of Harvard Business Review, which includes a series of articles focused on employee happiness, is just one more sign of the growing recognition that happy, engaged employees are more productive and generate better outcomes for their companies. But there's also a risk in all this attention to "happiness." Happiness for its own sake is not the... read more

Journey well,
Matt Cartwright

Partnerships, Get Less Pain and More Pleasure

29/2/2012

Partnerships, Get Less Pain and More Pleasure

As you probably already know, the wrong partnership whether it is professional or personal can be far worse than no partnership at all.

There are a few important points to consider when starting a partnership. Firstly, you must decide if it is right for you, your business or project.

If the members of a partnership essentially do the same thing, it's almost inevitable that one will be hard-working and have more commitment than the other. Often, that party becomes resentful for the additional time they put in. I know this because I have experienced it for over two decades. It becomes a push/pull relationship and unfortunately this results in tensions.

The key is that the partnership must be something that you both need and couldn’t be done by yourself.

As we operate in the Brave New World paradigm, partnerships will need to be built on solid foundations to withstand the changing values in our workforce and global economics,

Our projects, our business and production will be outsourced to more competitive players eager to take on the big companies. Remember all big companies start out small. The smaller ones have fewer overheads, less risk, have lower to fall and are more flexible in structure.

Consider your real partnerships in your business. Consider the stakeholder partnerships, customer partnerships, supplier partnerships, training and industry partnerships.

Are these partnerships operating based on common values, principles, vision and goals?

Are they developed on the mutually beneficial relationships, is your success their success?

Healthy partnerships work hard to help the other party succeed. They give without hidden agendas.

In the project management space it’s challenging. New start up teams, tight scope, schedule, high risk, low cost and performance driven leaders expect on time, faster, better, cheaper.

Be warned this may work, but the wisdom to lead a project to build partnerships will increase your future sustainability and ability sustain outcomes. There is a big difference between output and outcome.

It’s simple, think of compounding interest, that’s what your projects should be like. Build them into projects where the outcomes of the partnership are long term, not short term.

Alliancing is another matter especially on large scale multibillion dollar projects. Whilst facilitating an alliance between a number of multinational construction companies it was clear that the fundamentals were not addressed at start up. However, the Program Manager did have the foresight to get me into address some of the issues. The reality is, when the tender is won, the work gets started. Then I'm hired because the fundamentals were not addressed correctly.

If however you do decide to form a partnership or alliance, give me a call and we can meet to discuss what might best work for your project or business.

One of the keys is to have a neutral party facilitate the partnership. Let's face it..... It is more risky when you don’t have someone helping you to get it right.

A major risk if you don’t partner, you will lose your staff quickly to your competitor, (your customers…your profit).

People jump ship due to pleasure or pain, I know which one I prefer in a partnership….

Give away time of the week!!! Generosity is one of my business virtues so here I go…

Free consultation questions I’m giving you. I only ask that your give me credit for my blogs and refer people back to it. Or just go hire me……learn what your competitors are finding out.

1.      What is it that motivates our business to partner?

2.      Whose benefit is it really for?

3.      What is the problem that needs to be addressed?

4.      What is the opportunity that can be harnessed?

5.      What can we offer them?

6.      What can they offer us?

7.      What are the foundations or cornerstone of a mutually beneficial partnership?

8.      What are the shared values, principles, goals and responsibilities?

9.      How will we define, monitor and measure our partnership success?

10.   What do we stand to lose if a partnership is not developed?

So if you need help thinking through a partnership, an alliance, a collaborative or a network, please contact me.

Journey well….partner,
Matt Cartwright
Inspiring People, Inspiring Business, Inspiring Results
© Copyright 2008 -12

Self-Awareness and Leadership: Have a look in the Mirror

23/2/2012

Self Awareness and Leadership: Have a look in the Mirror

I was with a long term client today. We had just finished a quick lunch. He was being head hunted by another firm which was what we were hoping would happen. His current company was sealing his potential.

I was thinking how fortunate he had been to be potentially moving to another more prestigious organization. He was keen to leave due to the CIO poor people skills.

A man got in the lift at the 25th floor. There I was confronted by a gruff man. It was the very person my client was talking about. One thing that struck me was the man had no idea what vibes he was giving off.

Whilst on his mobile phone, he was aggressive, using expletives and then went on criticizing his PA for his appointment scheduling. He finished the call, looked at my client (his colleague) and said, “God I work with some idiots in this place” enough said. Spooky…. I guess we had just spoken about him at lunch.

My observation was he had no idea what reactions he was giving off, nor did he seem to care.

So this is an easy blog today, because what I know about many leaders especially the ones that go and have 360 degree assessment, is that their drive, direction and self-belief is high, but their self-awareness is often low.

You guessed it. Many suffer from a lack of self-awareness. If this is you or you’re not sure, go start looking in the mirror more often. Go to the bathroom really look hard at yourself, and say “is the organistional leader that people aspire to, or even want to follow?”

Okay the narcissist or psychopath will always say “yes." So here is a gentle reminder if you or someone needs a top up.

Here it is for this week.

This task goes for anyone who has power or influence over people at work.

Self-awareness

If you're self-aware, you always know how you feel. As a result you know how you’re emotions, and your actions, and how they can affect the people around you. Being self-aware means having a clear picture of your strengths and weaknesses. And it means having humility.

So, what can you do to improve your self-awareness?

Keep a mental journal spend just a five minutes each day reviewing your thoughts about the day’s events, behaviour and attitude. Good chance, this will move you to a higher degree of self-awareness. Challenge do it repeatedly for 2 weeks 6 days week. Guaranteed harder than you think.

If you succeed do it for a month, then 3 months. By then you should start doing this habitually.

Slow down – ahhh what….. did you say? Yes, I know, I’m trying to as well. So much to do, so little time and so many opportunities. When you experience anger or other strong emotions, slow down to examine why. Remember, no matter what the situation, you can always choose how you react to it. Your emotions, your reactions, your leadership.

Mindfulness -

Mindfulness is a form of self-awareness training adapted from Buddhist mindfulness meditation. This is an area with a vast following because of its proven benefits. I try do it most mornings before I start my work. It has been described as a state of being in the present, accepting things for what they are. It was originally developed to assist with mood regulation and relapse prevention in depression and has been found to have considerable health benefits. I have been fortunate to be a mental health practitioner for over decade and personally meditated with Buddhist monks and nuns. This stuff is very powerful and gives greater insights into yourself, others and processes. You gain enormous clarity. Innovation compounds and problems are lessened.

With a good understanding of how we relate to others, we can adjust our behaviour so that we deal with issues positively. By understanding our weaknesses, we can learn how to manage them, and reach our goals despite them.

However, it's difficult to be objective when we think about ourselves. How others actually see us can be quite different from what we think they see. There are ways in which people can develop self-awareness on their own. However, coaching can be a better way of viewing your own actions and reactions objectively. I definitely give feedback on what I observe with my clients… firm but fair. After all, I aim to get superior performance from my clients.

Challenge:

Ask your team these questions:

How is my leadership/management style getting people onboard with their work?
How is my leadership/management style getting people offside?
What do I need to change about myself?

I know when I first did this exercise, it was strange, on the flip side, it was incredibly liberating.

Nothing like a good dose of feedback to make a few personal changes.

By the way, my client, sacked his boss, that is....resigned that afternoon. He took the promotion.

Journey well,
Matt Cartwright
Inspiring People, Inspiring Business, Inspiring Results
© Copyright 2008 -12

Team Management Work Preferences Profile in Brief

22/2/2012

Team Management Work Preferences Profile in Brief- Get you and your team assessed.

I just wanted to mention that I use and recommend the Team Managements Systems Preference Profile as a robust and accurate instrument to measure work preferences and ways of relating with others, how decisions are made, how things are organised and how pepole like to receive give and receive information.

The personal Team Management Profile (TMP) highlights an individual's major and two related areas of work preferences on the Margerison-McCann Team Management Wheel.

Here is an outline

Reporter-Adviser- Supporter, helper, tolerant; A collector of information; Dislikes being rushed; Knowledgeable; Flexible
Creator-Innovator - Imaginative; Future-oriented; Enjoys complexity; Creative; Likes research work
Explorer-Promoter - Persuader, "seller"; Likes varied, exciting, stimulating work; Easily bored; Influential and outgoing
Assessor-Developer - Analytical and objective; Developer of ideas; Enjoys prototype or project work; Experimenter
Thruster-Organizer - Organizes and implements; Quick to decide; Results-oriented; Sets up systems; Analytical
Concluder-Producer - Practical; Production-oriented; Likes schedules and plans; Pride in reproducing goods and services; Values effectiveness and efficiency
Controller-Inspector - Strong on control; Detail-oriented; Low need for people contact; An inspector of standards and procedures
Upholder-Maintainer - Conservative, loyal, supportive; Personal values important; Strong sense of right and wrong; Work motivation based on purpose

This tool is not like a Belbin, DISC, MBTI or an IQ test

The assessment only takes about 20-30 minutes and is done online.

It is a proven fast and accurate way of assessing and predicting work preferences. It benefits you by understanding your preferences, or lack of, to choose more suitable types of work, modify your own expectations or by sharing results across a team to get a better fit. People, perform better at what they prefer. The data can be used to get a group dialogue occurring and to make team changes.

TMS is used by over a million people in leading organisations (ANZ, Sony, Mobil Oil, American Express, BHP Billiton to name a few), Benefits include:

Translated into 20 languages
Applied by people from over 160 countries worldwide
Extensively researched, and research and translation programs are ongoing
A simple, practical and research-based system to:
Improve the productivity of any team
Identify and manage critical tasks
Generate engagement and harness the talent of the team
Create a common language that can cut through inherent differences

RELEVANT Developed with and for leaders and their teams
FOCUSED Helps individuals and teams to maximise their potential
PROVEN Twenty years ongoing validated research into what makes high-performing
teams
IMMEDIATE Can be understood and used by everyone straight away
MEMORABLE Sophisticated information presented in simple visual models
POSITIVE Non-threatening: all about strengths, mutual respect and constructive
relationships
FLEXIBLE For individuals, teams and organisations

After completing the assessment online, the client receives a 5000 word report outling preferences and areas that assist them to be more aware of their own communication styles and that of others. It often becomes the way of breaking down barriers and deepening emotional intelligence in a team.

For more information please email me. See the resources page.

Journey well.
Matt Cartwright
Inspiring People, Inspiring Business, Inspiring Results
© Copyright 2008 -12

Tips for dealing with the present, the past and the future

16/2/2012

Tips for Dealing with the Present, the Past and the Future

This simple but very powerful review process is used to shift your thinking, behaviour and attitudes.

I have counselled, coached and mentored with thousands of people. The most common theme, I find is people find reasons (excuses) to make changes until sometime in the future, and yes I have been guilty as well. Living in the Now or Present, needs to opened up and needs regular check-ins...

So....Be in the present: When you want to be happy and successful

Focus on what is right, meaningful or purposeful now
Use your purpose to respond to what is important now
The present is all that you have, make the the most of today, who knows if tomorrow exists, do you really know????
Work and live as if today were the last, confronting I know.... but it will shift your attention onto action, if it doesn't then you need to go back to the first point

Now...Learn from the past: When you want to make the present better than the past

Look at what happened in the past, don't over-analyse yourself or your business, its not an autopsy
Learn something valuable from it, ask what can I learn from that experience
Let go, it only really appears in memory, don't hold regrets, if you do, you're in victim mode
Do things differently in the present, take responsibility, be accountable, be authentic

And...Plan for the future: When you want to make the future better than the present

Visualize what a desired future would look like at work, home, social, family,etc get it clear
Make very specific plans to make it happen, it must be targeted, realistic and achievable
Put massive amounts of action into the plan for today, not tomorrow, remember, we are in the present
If you start procrastinating, you operate in the fear paradigm, its real in your head I know, but it may not be in reality, most fear is created in our lives and in our business. Trust me I've done it.....

Have you got it yet? Good.

The future is not tomorrow its here. Too many pepole stil haven't got that important nugget.

Enjoy this small coaching present and pass it on. Giving is a great way to improve business and the world we live in.

Journey well,
Matt Cartwright
Inspiring People, Inspiring Business, Inspiring Results
© Copyright 2008 -12

Empowerment in group decision making

16/2/2012

Empowerment in Group Decision Making

Empowerment… sounds a bit all new age, feel good, tree hugging stuff, or a tokenistic gesture of business profiteers of the new millennia. Maybe, maybe not. Anyway, I am a fan of the concept, It makes good business sense.

My thought is it’s here to stay, people are your power in the business. Give them appropriate power, along they go and along you go. Empowerment in groups needs better understanding.

When I am working with new clients I seek out what level of empowerment are we talking about, what does this mean, how will it be communicated and how will we know it?

Nothing causes greater mistrust than lack of clarity about empowerment levels. It’s very common for groups to assume they have final say in making a decision while management is merely asking for their opinion as input to a decision that managers be making later. Ever felt like that, ever seen it happen, ever heard people tell you something like this???

I experienced this confusion first hand just 2 weeks ago, when a high level group thought they had power to make decisions over a project….. uh uh, the CEO did. Sorry team, no project, 6 months of planning work squashed. The mood was doom and gloom and there were a few other strong adjectives shared around.

Here it is…..It’s essential that you clarify the level of empowerment at which a decision is being made and communicate that explicitly to the group at the start of any decision-making discussion. Yes it takes courage and you might cop a spray, but be warned, if you don’t, the backlash will be far worse. Ingrid Bens discusses 4 empowerment levels in her facilitation practice.

4 Empowerment Levels

Directive: Level 1 - this refers to decisions made by management without input from employees. Employees are informed of the decision and expected to comply.

Consultative: Level 2 -this is a decision made by management after seeking input from employees. Employees are consulted but have no actual say in the final decision and are expected to comply. An employee focus group is an example of this decision.

Participative: Level 3 - this type of decision involves employees discussing and recommending a course of action, but unable to act without gaining final approval. Problem-solving workshops are often set up as level III activities.

Delegative: Level 4 - in this type of decision the group has been given full authority to make a decision and implement action plans without having to seek further approvals.

Tip 1, ensure you and the group know what level they are empowered.
Tip 2, let go of people control, empower others, empower yourself

Journey well,
Matt Cartwright
Inspiring People, Inspiring Business, Inspiring Results
© Copyright 2008 -12

The Art of Happiness in Unhappy Times

15/2/2012

The Art of Happiness in Unhappy Times

This week I met with a close friend of mine, who is a Psychiatrist and he always greets me with " you call this living Matt?" I laugh and respond with " yes, it sucks doesn't it, but isn't it great?"

It got me thinking as I drove home late that night, there is a message in this, to share with others what I have learnt in the 20 or so years of counselling, coaching and mentoring people.

I was asked once at a course last year "what is your purpose in life?" A bit confronting as this was a group I didn't know at all, nor had I thought about preparing for such a question.

I fumbled my response out, "to help people", but that didn't cut it.....I was challenged..... "isnt it to learn how to live with more happiness and help others do the same?" They were right...

That's what leads me to blog about happiness at work and home and hopefully you will find something that helps you or others.

"I am the author of every next moment" is my mantra.

Why? It helps me focus my thoughts, speech and behaviour at both work and play. It helps me on the happiness journey... and that it is folks... some destinations are just not enjoyable, but I learn from them, sometimes it take me years to figure it out.

Maybe I'm a slow learner, but the teacher presents when the student is ready as the saying goes.

So this week, what the bleep is there to be happy about?????

Here are some things I dug up in the news media:

World poverty, war, famine, degradation of human rights, disease, suffering, homelessness, joblessness, broken families, abuse, 1 in 5 suffer from a mental illness, chronic disease, government corruption, dictatorships, employer layoffs, and so on, and so on.... aint it awfull, aint it awful. Well yes it is. Don't keep awfulizing.

I challenge you accept these four truths:

Suffering exists
Suffering will continue to exist
There are ways to combat it
Practise ways that increase your resilience and happiness.

There is heaps of stuff written on happiness, world conferences, thousands of self help books, courses etc. Just Google it, megalinks everywhere....

The best and most current research that I suggest you go to is the website of University of Pennsylvania and look up Authentic Happiness,Martin Seligman. I'm also a major fan of the HH Dalai Lama's teachings on happiness as they are timeless, evidence based and practical and have thousands of years of practiced techniques. His Holiness is always smiling, go figure... his country Tibet was run out by the Chinese Govt of the time.

Key messages are to practice:
generosity, compassion, kindness, forgiveness, tolerance, ethics, wisdom and concentration.

My message to you
I share this with you because I can't post everything on this topic, nor should I try.. so here go a few ideas....in no order of merit.....

"be optimistic, practice gratitude, buid intimacy, develop your personal strengths, let go, maintain a social/network, have a faith, practice mindfulness, maintain your health, take courage, change your mindset/attitude, practice being more adpatable/flexible, give up the need to control, give up trying to be perfect, go and volunteer, practice gift giving, go an travel, go and learn something new, make real love, get in touch with nature, find or create your meaning and purpose, let go of pride and be humble, that is let go of your ego.......make a choice to be happier and act on it daily, make it a habit, be thankful everyday.... we often create our own internal unhappiness...that my friend we have control over.

No victims, no excuses please, just survivors

Still want more,okay....

8 Steps Toward a More Satisfying Life
Want to lift your level of happiness? Here are some practical suggestions from University of California psychologist Sonja Lyubomirsky, based on research findings by her and others. Satisfaction (at least a temporary boost) cited in Time Magazine Time Magazine January 17, 2005.

1. Count your blessings.
One way to do this is with a “gratitude journal” in which you write down three to five things for which you are currently thankful—from the mundane (your peonies are in bloom) to the magnificent (a child’s first steps). Do this once a week, say, on Sunday night. Keep it fresh by varying your entries as much as possible.

2. Practice acts of kindness.
These should be both random (let that harried mum go ahead of you in the checkout line) and systematic (bring Sunday supper to an elderly neighbour). Being kind to others, whether friends or strangers, triggers a cascade of positive effects—it makes you feel generous and capable, gives you a greater sense of connection with others and wins you smiles, approval and reciprocated kindness—all happiness boosters.

3. Savor life’s joys.
Pay close attention to momentary pleasures and wonders. Focus on the sweetness of a ripe strawberry or the warmth of the sun when you step out from the shade. Some psychologists suggest taking “mental photographs” of pleasurable moments to review in less happy times.

4. Thank a mentor.
If there’s someone whom you owe a debt of gratitude for guiding you at one of life’s crossroads, don’t wait to express your appreciation—in detail and, if possible, in person.

5. Learn to forgive.
Let go of anger and resentment by writing a letter of forgiveness to a person who has hurt or wronged you. Inability to forgive is associated with persistent rumination or dwelling on revenge, while forgiving allows you to move on.

6. Invest time and energy in friends and family. Where you live, how much money you make, your job title and even your health have surprisingly small effects on your satisfaction with life. The biggest factor appears to be strong personal relationships.

7. Take care of your body.
Getting plenty of sleep, exercising, stretching, smiling and laughing can all enhance your mood in the short term. Practiced regularly, they can help make your daily life more satisfying.

8. Develop strategies for coping with stress and hardships.
There is no avoiding hard times. Religious faith has been shown to help people cope, but so do the secular beliefs enshrined in axioms like “This too shall pass” and “That which doesn’t kill me makes me stronger.” The trick is that you have to believe them.

Journey well in your happiness,
Matt Cartwright
Inspiring People, Inspiring Business, Inspiring Results
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