Practice Makes Permanent

You know a long time ago when I was a crew member for Burger King, on my very first shift I was taught to make a Bacon Deluxe burger without bacon. Subsequently I had to consciously remember the bacon for months to come. When I was given the privilege to train a new crew member I trained my very first trainee how to make a cheeseburger and forgot to tell them to put the cheese on the burger, it was hard to re-train the person and I don’t really know how many cheeseburgers became unexpected hamburgers. So what’s the point of all this? Well the thing is when we train, coach or develop a person it’s critical to give them the correct information, especially during their learning phases, it doesn’t matter whether it’s a child or an adult. You see their brains are open to new information, absorbing every bit of information they receive, storing it whether the information is right or wrong. They are like sponges taking in everything they are going to need to know to do well at school, or in the workplace. When we get it wrong it’s so much harder to rewire that learning. It’s even harder when the practice has made that skill permanent; you see the thing is practice makes permanent, no it’s not a typo there is no such thing as perfection, I will blog about that later. But back to my point practice makes permanent, let’s think about that for a minute…. the more we practice something, the better we get at it right? The better we get at it, the more permanent it becomes, we become what’s known as unconsciously competent. Which is great if we are doing the activity or process correctly. BUT, on the flip side when we don’t do an activity or process correctly, it too is permanent. Now, why is this important? Well in everyday life we are constantly being taught things or we are teaching things to other people, including our kids. As business owners, coaches, mentors, business leaders, teachers and parents we have the responsibility to have the correct knowledge to pass on to people we are teaching. We cannot guess it; we cannot fake it until we make it, we cannot make it up as we go, we have a duty and responsibility whether we like it and whether we know how to teach people with accurate information. In my opinion, if you don’t know you simply don’t have the right to teach others. The only right you have is to go out and learn it once you have learned and understood it, then you have the right to teach. You don’t see the nurse training the surgical intern to perform surgery or the plumber teaching the electrical apprentice how to wire a switch. There is a reason for this. Yep, they do not know. So they do not have the right to teach others. So why in business do we see so many people teaching people things they don’t have the experience to teach? Why are there so-called digital marketing specialists out there teaching digital marketing when they were a sales assistants, or a business coach coaching how to successfully run a business but have never run someone else’s business or their own business, or parents teaching their kids maths when they performed poorly in maths themselves. I guess people assume there is no harm, it’s not life or death and I guess it’s not! But it’s unfair on the clients, the staff or children when we get it wrong. Because the thing is whether the information taught is correct or incorrect the repetition of it creates permanency, which is great if it’s correct but much harder to relearn if it’s wrong. So next time you sit down to teach someone something be sure you are the right person because I am sure you want to be taught by people with the correct knowledge.

Why Do I get Triggered So Easily

Okay, so I thought I best blog about emotional triggers as I have some really cool blogs I am going to post in the coming weeks I think will be great for all my followers.

BUT, a while ago I posted a post on social media that got a little backlash. You see someone read into the post and assumed it was about their business.

The funny thing was it had nothing to do with them, it was about a business I had coached a few years prior and had come across my notes and thought it would benefit my followers.

The thing is, if something I am writing is triggering an emotion in you, you need to remember my blogs are not specifically about you unless of course, you make it about you.

What I mean by this is, if when you read my blogs, and you think I am writing specifically about you, your business or your experiences.

Please realise that this is because your unconscious mind is filtering the information you need at that very moment (more on this later) and it’s causing a reflection on what’s going on in your life.

It’s this reflection that triggers an emotional response, usually one of the primary 5 key negative emotions; anger, sadness, fear, guilt and hurt.

These emotional triggers usually occur because of your internal representations or any conscious or unconscious beliefs you may have. Even the beliefs you have about yourself and situations.

All of this is okay, in fact, if my blogs trigger an emotion, it’s a good thing, and I would love you to embrace this.

Now I know this sounds a little cookoo but that’s because reflections like these represent something you need to deal with on an emotional level, it will provide you an opportunity to look introspectively at yourself, discover the beliefs and values which cause these triggers and deal with any unresolved issues.

So if you are triggered stop, reflect and discover why, because if you interrupt that one of my blogs was intentionality written about you, this is purely your unconscious mind asking you to deal with something.

If you are uncertain how to do this be sure to reach out and we can book in a session so I can assist you.

Until next time,

Modelling Behaviours – Role Models

modelling-behaviours

When I was growing up, I had many many people I aspired to be like.  People who I was modelling behaviours from.  This did not change as I moved into my career. There were many company leaders, line managers, colleagues I wanted to be more like.

These people behaved in ways I admired.  They interacted with others in such a way that their teams and people close to them looked up to them. They were always willing to share their knowledge and had time for the people around them. . . . .

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