Do you know what the productive conflict in the work environment?
Conflicts are practices inherent to collective coexistence environments. At work, however, it is necessary to be aware of the intensity of these debates. This is because very negative conflicts can harm coexistence between teams.
This is when it becomes important to know how to debate productively. Continue reading today's content, as we will show you how to incorporate this practice into your team.
As strange as it may seem at first contact with the term, adopting this practice can only add value to teams. Generally, employees come together in productive debates when the focus of the discussion is on ideas and opinions, not on personal attacks.
The objective of these debates is always aimed at finding the best solution, both for common problems and for more complex issues in the organizational routine, improving the company's daily life and internal processes.
But how can we bring productivity to these debates?
According to author Patrick Lencioni in his Best Seller “The 5 team challenges”, adoption of the practice begins with developing trust. Without trust between employees, conflicts end up becoming “politics” and manipulation.
However, how can we work on trust for productive conflict?
Working on trust in teams is the first step towards more harmonious coexistence and more constructive debates. Therefore, to work on this trust, there are some actions that can be implemented in teams. Among them, we have:
Encourage transparency: For trust to be developed, it is important to develop vulnerability among employees. Therefore, encouraging genuineness and transparency is a great way to establish this trust.
This can be done during meetings and other team meetings, where the leader can direct the debate towards monitoring projects and tasks, while encouraging the recognition of achievements and lessons learned.
Show what errors happen: Many companies penalize their employees who make mistakes. This practice can be harmful to the organization and also to teams, as mistakes are common even in the most successful organizations. After all, making mistakes is human!
So, to build the trust that will enable productive conflict, it is important that mistakes are worked on, not punished.
Therefore, show your employees that mistakes are part of the learning process and that the way to avoid mistakes is, first, recognizing them and then finding a solution.
Enable the creation of a friendship relationship: As we know, professional relationships are more formal and limited to workplaces. But who said you can't work? friendlier relations in these environments?
Enable more friendly interaction between employees, use some spaces to talk about things beyond work. Creating slightly deeper bonds within teams only adds to the trust of employees.
Productive conflict is necessary in the construction of more complete ideas, as it is through everyone's collaboration that growth is made possible. Therefore, freedom of expression in teams is essential in building a healthier environment.
There are countless ways to work on behaviors, such as trust in the team, and there are methodologies with proven effectiveness that can speed up the process.
For this you, leader or owner of an organization, you can count on the LongVision.
We are a company specialized in providing corporate training with a focus on professional development. If you want to enable your team to develop even more productive conflict, learn about training The Five Behaviors of a Cohesive Team.
With this training, teams work on the 5 essential behaviors in building a more cohesive and integrated team. These skills are listed in the work of Patrick Lencioni, where he addresses how each one contributes to achieving the collective result.
Want to know more about this journey? Just continue reading the article:
How The Five Behaviors of a Cohesive Team Program can help your team
Have you ever stopped to think that the development of vulnerability is directly linked to successful team performance? It may seem contradictory, but the absence of this behavior undermines the group's trust.
In general, employees tend not to express their ideas and opinions, for fear of negative feedback. It is from this that the team's development is slowed down.
Understanding the importance behind developing this capacity, the LongVision prepared this content. Continue reading and find out:
Working on vulnerability is a long journey, but it provides countless benefits to employees. Before starting to develop this question, it is important to discuss its meaning in the workplace.
Basically, being vulnerable professionally means accepting that we have imperfections, and we don't need to hide these points. Therefore, developing this skill has a direct impact on the team's confidence, improving their performance.
For The Five Dysfunctions of a Team, written by Patrick Lencioni, the lack of trust between teammates is one of the 5 main dysfunctions responsible for hindering the group’s growth. For him, when we exercise honesty, we build a special type of trust: vulnerability-based trust.
Through daily exercises based on vulnerability, we work on lack of trust in the team. In other words, coworkers who are honest about their frustrations become more trusting of each other. It is from this trust that collaboration increases, improving the group's performance.
To improve team confidence, you need to develop the ability to be vulnerable in the workplace. This can be worked on in countless ways and in different situations, such as:
Seeking help is one of the main difficulties within teams without trust. This is due to the idea that showing imperfections is a weakness. Such a belief can prevent the creation of partnerships between professionals.
Demonstrating the need for support may be a difficult task, but it is crucial on the path towards a more confident team. This is because it is through this support that trust is established, enabling development.
Even though mistakes made within a team are a collective responsibility, admitting mistakes is an excellent sign of vulnerability. This shows other professionals that mistakes are part of the learning process, and that taking responsibility for a mistake does not have negative consequences. On the contrary, it helps in the faster search for a solution.
One of the main alarming aspects of the lack of trust in the team is the attempt to hide their limits and think that it is necessary to have a right answer for everything.
People who genuinely admit that they do not know something, open space for collaboration and allow the search for more feasible and achievable solutions for the benefit of the collective result.
When teammates seek help from each other, a feeling of collaboration is created. Not to mention that many problems can be solved more effectively when done in groups. Therefore, it is necessary for leaders to encourage teamwork, making problems collective.
Proposing a debate on difficult subjects is a great tool for working on vulnerability. Raise important questions to the team and ask for help from employees to resolve the issue. This practice helps develop partnerships between colleagues, improving trust.
Being an example for the rest of the team, leaders and managers must be the first to demonstrate vulnerability. Often, the Lack of trust in the team is caused by the fear of demonstrating imperfections within the organizational hierarchy.
Thus, when a leader demonstrates his or her insecurities, the team becomes more comfortable talking about their frustrations. At this time, it is important that superiors do not make criticisms or ironic comments, always maintaining a welcoming position.
Patrick Lencioni then uses as an example the story of an organization whose leaders had difficulty admitting their mistakes. Instead, they were seen by their teams as intimidating. This all meant that those led began to copy this behavior, never demonstrating imperfections.
Over time, problems that were thrown under the rug began to appear. With the high demand for issues to be resolved and the lack of trust in the team, collective results were harmed. In the end, they had to sell the organization for a fraction of its original value.
If you are a team leader and want to seek professional training for your employees, get to know the The Five Behaviors of a Cohesive Team. The program based on Patrick Lencioni's best-seller teaches employees from different teams to trust each other.
In addition to vulnerability-based trust, the program trains other important behaviors in building more cohesive teams. Among these behaviors, we have constructive conflicts, commitment, accountability and results.
Do you want to know more about how this training takes place and how it can eliminate a lack of trust in the team? So stay here on the blog and check it out:
How The Five Behaviors of a Cohesive Team Program can help your team
Every day we deal with negative emotions, such as stress, anger, sadness, discouragement and others. Managing so many feelings with everyday routines makes our body and mind feel overwhelmed and tired.
However, even though we are connected to the same people every day, especially in the corporate environment, we tend to hide these feelings. Even though this may seem like the right thing to do, there's nothing wrong with showing vulnerability.
This is an issue that mainly affects team leaders, who feel obliged to demonstrate strength at all times. However, showing that everything is not always fine is important within companies, as it brings people together.
Therefore, humanized, more vulnerable and empathetic leadership can improve team rapport, communication and results. Understanding the relevance of these characteristics, we at LongVision We have prepared content for you about:
Unlike what we see nowadays, leaders who demonstrate their vulnerabilities tend to stand out within organizations. This is because they create what we call identification. After all, we all have to make important and often difficult decisions, and we are not always completely sure about the outcome.
Situations like these, which generate pressure and consequently awaken emotions, are common to all of us. Normalizing and verbalizing that everything is not always fine can be the key to creating rapprochement with your team.
Therefore, showing your team that, like them, you also have your insecurities and phases, is a practice that brings the group closer together. This rapprochement happens mainly because people tend to trust their peers more.
In other words, demonstrating humanized leadership has a direct impact on the confidence, self-esteem and coexistence of team.
But how to do this? How can I abandon the social roots that, within me, prevent me from showing my insecurities to others?
Firstly, it is important to make it clear that the path towards more humanized leadership is not easy. It requires discipline, hard work and courage. However, taking the first step is essential in the search for this deeper coexistence.
Be the first to take such a step. Observe yourself, understand your behaviors regarding vulnerability and create an action plan to start immediately.
Many leaders avoid talking about their difficulties because they are afraid that this may be met with negativity by the team. But with the likelihood that other people are struggling with something, noting that your leader has issues only increases their confidence.
The process towards a Humanized leadership has rewarding and beneficial results for everyone in the organization. However, issues such as organizational culture, the profile of managers and good practices need attention.
These elements are crucial in developing a culture of vulnerability and require mobilization and awareness at all organizational levels. Knowing this need, we have separated some of the main techniques used in the largest companies in the world:
It all starts with you. At first, it is important to stop and analyze how you are feeling. With the rush of everyday life, we tend to ignore our emotions. So, try to stop a few times throughout the day and write down the things you are feeling. This is a good exercise self knowledge.
Build a humanized leadership, based on a healthy relationship with your colleagues, does not happen quickly. Because, if overnight you decide to share something more intimate, it could end up being uncomfortable. This way, start by exposing small frustrations or thoughts.
As obvious as it may seem, it is necessary to know what you are going to share, because as previously mentioned, certain conversations can bring a heavy atmosphere to the environment. In other words, opt for more basic things at first, or try not to focus only on bad events.
Another important point in creating humanized leadership is knowing when to share your thoughts. A good option is to set aside a few minutes at the end of meetings to ask your colleagues about them. Try to make the conversation more relaxed with fun topics.
One of the crucial points in sharing emotions is that your team starts to use your experiences and decisions as an example in their lives. Thus, you can use some important techniques to create a welcoming environment, such as:
One of the most important steps in building humanized leadership is showing that, like your colleagues, you also have good and bad moments. Tell us about events that made you happy, but don't forget to show the obstacles you overcame along the way.
The journey towards a healthier, more welcoming and empathetic professional environment is long, but the benefits reaped are rewarding. By building a more humanized relationship with your colleagues, the company as a whole will have its processes carried out in a much more committed way.
This occurs because, with the creation of a more friendly relationship between co-workers, everyone starts to help each other in a deeper way. This has a direct result in the organization's performance, being one of the crucial factors in the growth of the company, as well as its employees.
Now that you’ve learned about the challenges and benefits resulting from humanized leadership, it’s time to check out: Showcase The Five Behaviors of a Cohesive Team
Do you know how to identify and how to eliminate organizational silos?
Firstly, it is important to remember what these behaviors are and why they form within companies. Basically, the dynamics that lead to silos are formed when departments, employees and teams within a company often end up working in isolation, not communicating or cooperating for the success of the work of other teams and the company in general.
Generally, companies that have organizational silos are those where effective communication is lacking, which can, in some cases, be attributed to the company's own culture. These organizations end up creating work environments where employees do not feel comfortable expressing their own ideas or contributing beyond their duties, causing isolation between departments and reducing collaboration between them.
This type of collective behavior ends up delaying organizational development, reducing team efficiency and morale. Therefore, when left untreated, silos can compromise both the coexistence of employees and the productive culture of the organization.
Continue reading the content to understand how to eliminate these practices from your organization!
Being a recurring problem in most organizations, silos are formed when the communication between teams is not effective. Therefore, eliminating these behaviors is a long path and requires dedication from employees.
However, when done well, the benefits provided after eliminating these behaviors are satisfactory. This is because both the interaction between teams and the development of the company are made possible.
We can say that, as this issue is something inherent to the work environment, it is necessary to constantly search for ways to bring teams closer together. In today's article, we will bring some practices that can be adopted as a way to solve this problem.
Firstly, we must understand where silos emerge. To do this, it is important to know that this mentality does not arise accidentally, nor is it something so clear that certain wars between departments can be noticed.
When we look deeper, we understand that organizational silos are the result of teams whose leaders are in conflict. As a consequence, cross-functional relationships are scarce and teams do not interact towards a common goal.
While these behaviors may be a result of silo mentality, they are not the root of the issue. So, making wrong decisions when solving these problems can end up negatively impacting the company.
The impacts caused by these decisions can range from employee resentment to harming the team with dissatisfied employees leaving.
Therefore, it is important that leaders recognize the team's needs and, based on this, seek efficient solutions for organizational silos. This can be done through five practices:
The solution to excluding these thoughts initially lies in the leadership of departments and teams. Leaders need to move from the idea of “my department” to the collective feeling of “our company”. Only in this way will it be possible for teams to work together and for the organization to grow.
After encouraging a unified vision, team members need to define which problems must be solved. To this end, it is important that strategies are drawn up to combat these issues. This will all result in the creation of a common goal, which will unite teams and sectors.
Once a unified vision has been established and a common objective has been created, it is time to motivate the people who are part of the teams. This step is extremely necessary in eliminating organizational silos, as it has a direct positive impact on the commitment of the business collective.
Motivation can be done in numerous ways, through recognition of team members or through compensatory goals. The important thing at this stage is knowing that all employees are focused on achieving the goals created.
Once all the steps mentioned above have been completed, it is necessary to draw up the action plans that will be executed in search of achieving the goal. At this point, a deadline must be established for completing these actions. For this part of the process, teams must be motivated to pursue their goal.
Finally, it is important that teams from all departments share knowledge, contributing to the organization's growth. The best way to deal with organizational silos is to demonstrate that all employees fulfill equally important roles within the company.
All the steps covered in this article are part of a long process of uniting and collaborating teams in search of a common goal. However, carrying out these procedures independently may not have the same effect when done through professional support.
For professional team development solutions, count on LongVision. Access our solutions and make the most of your company. Remember that a successful organization is built through united teams.
For more business solutions, also read: How The Five Behaviors of a Cohesive Team Program can help your team
One of the essential skills in professional life is communicating effectively. This skill is crucial when presenting ideas and, above all, when making high-impact presentations that will keep the audience interested in what the presenter has to share, whether in person or virtually.
However, many professionals feel insecure when giving a presentation, whether due to the content or a lack of public speaking skills.
Therefore, investing in high-performance training about presentation techniques This can help your team feel more comfortable during presentations, allowing them to achieve better results.
For over 10 years, we have been training thousands of professionals in various fields. LongVision We understand that public speaking is not related to innate talent, but rather to the use of strategies, techniques, and lots of practice.
So, the content you'll find here aims to provide you with knowledge about our program, which is designed to transform your team's presentations.
Continue reading the article and learn more about our solution!
Giving good presentations is one way to achieve goals. However, to capture the audience's attention, the presenter needs to master certain communication strategies.
These techniques aim to convey ideas to listeners with clarity, confidence, and credibility. It's important to keep in mind that what is being presented needs to convince the listener.
Therefore, however important, indispensable, and significant the message may be, transmitting it haphazardly can compromise the results. In this sense, when presentations are made using presentation techniques Powerful and well thought out, success is guaranteed.
Understanding your own profile as a presenter and what your audience expects from the presentation are the first steps. The team may be more outgoing or more reserved, and the presentation can reflect this and be effective, as long as you use techniques that clarify the content for the audience.
Of course, team members can practice on their own and even follow some valuable tips to improve their public speaking skills, but that's a topic for another article. What's important to know now is that your team can develop their communication skills and truly feel more comfortable speaking in public, whether with the organization or any other type of audience.
What professional doesn't dream of setting aside all the nervousness and anxiety when speaking in public? With the presentation techniques When implemented properly, your team will communicate more efficiently and in a relaxed manner.
Not to mention that achieving the desired results will be a simpler path.
Currently, there is a lot of content available on how to make high-impact presentations. However, having the guidance of a professional who can provide personalized feedback and monitor the team's progress during training is what will make performance skyrocket.
Remember that investing in good training can mean the professional future of your team. If you are reading this content with the intention of enrolling your group in a training program... presentation techniques, One good option is to check out the training we offer to our clients.
Being one of our most sought-after programs, Presentation Techniques It deals with problems common to all presenters. Issues that end up hindering the moment of expressing their ideas, such as nervousness and anxiety.
Through the development of necessary speech skills, the program aims to provide more effectiveness in communication for these professionals.
To that end, the training includes specialized modules designed to effectively implement each of the strategies. These are:
As we know, to engage and influence listeners, a good presentation needs to be fluid and have an effective structure for directing the information. Therefore, module 1 presents structures that can be used during these presentations, depending on the audience and the language used.
Since interacting with the audience is one of the most challenging parts of presentations, this topic covers different possible scenarios. This module of the course... Presentation Techniques It aims to prepare the professional to respond confidently and effectively.
Own emotional control It is one of the key positions during presentations. Therefore, this module addresses the psychology of... performance, providing strategies that teach how to deal with these emotions.
Every good presentation begins with planning, continues with research, the creation of visual aids, practice, and pre-show preparation. In this module, the team will learn how to execute each of these five simple steps for excellent presentations.
To put all the studied content into practice, students will give presentations and receive real-time feedback. In addition, there are individualized coaching sessions on public speaking and body language. In this way, each participant can immediately work on their limitations and feel the improvement in their performance.
Our programs are designed and built specifically to provide professionals from all fields with personal and professional growth. To learn more about our solutions, visit the “Solutions”.
Read too: Have you ever forgotten to do something important?
The program "The Five Behaviors of a Cohesive Team”, is corporate training and the definitive guide for developing cohesive teams, known worldwide and available in English, Portuguese and Spanish.
Today, you will understand a little more about the advantages of Five Behaviors in the daily lives of teams.
But before talking about the benefits, let's have a quick summary of what training is “The Five Behaviors of a Cohesive Team”:
Five Behaviors is powerful corporate training because it works on the behavioral development of teams. Your goal is to develop and strengthen five specific behaviors that support high performance teams.
The program is based on the fable “The Five Dysfunctions of a Team”, or the 5 Team Challenges, bestseller by The Five Dysfunctions of a Team, written by Patrick Lencioni, recognized worldwide as the official guide for healthy and cohesive teams.
The dysfunctions presented in the book and that most teams experience daily are: lack of trust between team members, fear of conflicts, low level of commitment, lack of accountability among team members and lack of attention to collective results.
In practice, training “The Five Behaviors of a Cohesive Team” constructively and collectively develops the five behaviors using a positive methodological approach: trust, conflict, commitment, accountability and focus on collective results. Through an updated methodology, the training focuses on the needs of each team and truly talks to people.
Firstly, it is important to know that all teams are potentially doomed to some type of dysfunction, as discussed in the book The 5 Team Challenges. Corporate environments are challenging, both due to the culture and the composition of teams in constant transition. Unfortunately, dysfunctional teams are not the exception in most organizations.
Five Behaviors has consistent results in building increasingly cohesive teams, because it generates a real behavioral change in team dynamics. As a result, they start to work more effectively and productively, but also in a lighter and more fun way, a competitive advantage due to the dynamics they build.
If your company seeks high performance, building cohesive teams can be your greatest competitive advantage.
The base of the pyramid of the model worked in this program is the trust, as shown in The 5 Team Challenges, by Patrick Lencioni.
It supports all other behaviors. Therefore, it is the fundamental point for successful teams.
One of the main points covered in this training is what we call Vulnerability-based trust. In other words, the ability to expose your weaknesses with sincerity and emotional security in the work environment.
A team that practices trust based on vulnerability, without its members being afraid of being judged, punished or even losing their credibility, is a team that channels its energy into producing collective results.
This way, you don’t waste time with political, destructive conflicts or personal attacks.
Many teams end up failing in this aspect because they don't know how and when to demonstrate their vulnerabilities, often considering this something negative.
So, to truly connect with team members, we need to practice vulnerability and genuinely be who we are.
As a result of this practice, team members realize how similar they can be. That is, the fears they share, how to help each other and get to know each other deeply.
This creates a true connection and is what makes the environment safe for open and productive discussions.
If people in a team trust each other, knowing that their peers' intentions are good and that there is no reason to be defensive, conflicts become much more productive, because they will simply be the search for the truth and the best possible solution. .
It is very common for people in the workplace to hesitate in expressing their true opinion regarding an idea or project, especially if the ideas are contrary to others already presented. This results in political conflicts and a harmony that can sound artificial.
If the trust between team members is true, conflicts become productive, focused on ideas and opinions. Disagreeing becomes normal because the team understands its benefits: different ideas lead to the best solutions.
Even though it may seem obvious, an open and productive debate is not a reality in many teams in the workplace. This needs to be worked on and cultivated in your daily dynamics.
The program “The Five Behaviors of a Cohesive Team” works with three other fundamental aspects: commitment (clarity and adherence), accountability (peer accountability and feedback) and the top of the pyramid, that is, the focus on collective results.
Be sure to follow along here on LongVision blog, all aspects worked on in the program.
For now, here's a question for reflection: How much has your team worked to promote an environment in which there is genuine trust, based on vulnerability, between people?
It is not just a question of “humanization”, but also of knowing how to work with the most fantastic resource we have in any organization: people.
Did you enjoy finding out more about Five Behaviors? Share on your LinkedIn and tag LongVision!
We are very happy with this Showcase and with sharing with all of you something that we have been doing for a long time at LongVision: helping people become the best versions of themselves, communicate better and have better professional and personal relationships.
Over the past 10 years, we have trained more than 5,000 people in presentation techniques It is effective communication, and the feedback we always hear from participants and HR teams is that our training was a “turning point” and caused a huge behavioral change in the individual.
When we decided to go to Minneapolis and make sure Wiley in the methodology of 5 Behaviors of a Cohesive Team, in The Five Dysfunctions of a Team, written by Patrick Lencioni, we were sure that we would continue to follow this same path, but with one big difference: from now on we can bring about a major collective behavioral change and not just an individual one.
Therefore, from now on, we help teams increasingly become High Performance teams, transitioning individual talents into extraordinary teams.
You 5 Behaviors of a Cohesive Team® have a simple goal: to help people discover how to build a truly cohesive and effective team. Based on the international leadership fable by bestseller Patrick Lencioni, The Five Dysfunctions of a Team, or the 5 Team Challenges, focuses on putting The Five Behaviors® model into practice. Additionally, the program is Powered by Everything, DiSC® – a distinctive personality model – that helps participants better understand how individual personalities contribute to team development.
At the end of the day, the true competitive advantage remains people!
A hug.
Penelope White & Eduardo Sguario
In all areas of our lives, we naturally tend to feel more comfortable with some people than others. As if the relationship were easier, more fluid. At work this is no different.
Therefore, some people feel safer working with more reserved and calm colleagues, while other people feel more motivated working with those who have a faster pace and are more social.
But have you ever wondered why this happens?
According to the DiSC model, there are four basic behavioral styles: Dominant, Influential, Steady and Cautious, and we are all a mix of the four DiSC styles – usually one, two or even three styles stand out.
Since each of us has a unique behavioral profile, we have different styles, priorities, motivators, limitations and fears. And it is these characteristics that sometimes connect with those of other people. For this reason, we feel more comfortable or even more understood by some people.
Therefore, in the work environment, these differences between styles become complementary and extremely valuable, and can be used strategically to increase both individual and collective productivity.
Therefore, understanding your profile and that of your colleagues becomes fundamental to creating more effective relationships and making more connections, reducing your stress level and increasing your well-being and that of everyone around you.
In scientific terms, the DiSC model has been researched for over 40 years by Wiley, the copyright holder. And, during this period, it has been undergoing updates, re-tests and improvements to provide an increasingly accurate and reliable report.
It is worth noting that your behavioral style is also influenced by other factors such as life experiences, education and priorities. However, this report will provide you with a wealth of information about your priorities and preferences, helping you better connect with people, including those whose preferences and priorities differ from yours.
Knowing yourself better is the first step to becoming more efficient when working with others.
Renata Moreno
Do you have difficulty dealing with failure? Or have you ever wondered why some people have an immense ability to overcome challenges faster when compared to other people? Carol Dweck not only thought about these questions but also made the subject a bestseller called Mindset.
In this book, the author discusses the power that beliefs and worldview have over our personal and professional lives, radically valuing effort and deconstructing the myth of talent. To simplify this discussion, the author divides our thinking style into two basic models, the fixed mindset and the growth mindset.
According to this analogy, people with a fixed mindset believe that things are the way they are and that intelligence is finite, with no possibility of expansion. They are fatalistic people who attribute their gift or talent to the ability to perform a task well. As a result, they tend to easily give up on a task when they encounter an obstacle, using excuses to not put more effort into that action.
On the other hand, people with a growth mindset have a tendency to persist. For them, intelligence is something that can be improved at every moment, depending only on the effort used. They attribute success to a succession of attempts, including failures as part of the learning process. They do not use their time to regret, but rather create new strategies and put more effort into new challenges.
In practice, we have both types of mindset. Yes! We have a growth mindset for some situations and a fixed mindset for others. For example, I may believe that I am “too old” to learn a new language and that I will not be able to absorb the information – fixed mindset.
But, at the same time, I see a challenge at work as something that is part of my professional development process and, therefore, I do not put obstacles in the way of developing new skills at work – growth mindset.
So, the way we see our ability to face a challenge and the size of the effort we invest in it is what will directly influence our results. And this style of thinking will give us reasons to continue or give up.
Understanding that failure is part of the learning process and persisting, putting more effort into achieving a result, is what will make the difference between a person who overcomes challenges more quickly and those who give up at the first obstacle.
And now, do you still believe you are not capable of learning something new?
If your answer is yes, this text is for you!
Time has become our most valuable resource. Using it wisely will be a differentiator in the search for more efficient results.
However, when organizing our time, we often come across some unhealthy habits, such as procrastination, disorganization and lack of planning. After all, it is not an easy task!
But why does this happen?
Every day we are bombarded with information about different types of subjects and events and this leads us to the paradox of choice.
We need to decide in fractions of seconds which message to view, who to respond to and which commitment to prioritize. The power of choice has never been more relevant and valued. However, choices are much more effective when planned, and that's where time management comes in.
Organizing your time doesn't just mean having a well-distributed agenda, but it's totally related to your life purpose, your dreams and goals.
If you don't know where you're going, then any path will do and this can lead you to wasting your precious time on things you don't need, or even that feeling that time is passing by and you're not doing anything.
How many times have you stopped to think about what you would like to do or where you would like to be in 3 months, 1 year or even 5 years?
Take a trip to Africa, buy the car of your dreams, finish that English course (which could help you with that promotion at work). Knowing where you want to go is the fuel that leads us to productivity and achievement. So, take time for yourself. Prioritize yourself!
Set your goals, put yourself first and create the habit of weekly planning. You will be surprised by the results.
