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For others it's half-empty. Did you know thatwhich side of the fence you sit on could actually be hardwired into your brain? New evidence points to a so-called "brightside gene” which helps these lucky people to ignore life's bad points and enjoy the positives. Optimists have a mind-set that enables them to maintain good cheer and health, even when the universe around them is actually completely indifferent to their welfare.
What's more, an optimistic thinking style can dramatically help in challenging roles such as management or leadership: optimists will see adversity as temporary, not take rejection personally, and look for ways to get things back on track after a setback. They're also more secure, better motivated – and even healthier – than pessimists.In short, they are the sort of people you want around, and want to be around.
Whatever your genetic make-up, it's worth remembering that optimism, like most things in life, can be learned. Armed with a positive mental attitude you'll not only feel better about whatever life throws at you – you'll also be more likely to aim higher and achieve more, both in and out of the workplace. So if you want to make your own luck, try seeing the glass as half full. Now, who's for another?
From job interviews to first dates, how many times have you been told to "just be yourself and it will all be fine"? People warm to those who are genuine. Similarly, no one likes a fake. Which is why one of the most potent character traits in a leader's armoury is authenticity. Be yourself and you'll be believable.
Understanding and being yourself means that you are able to play to your strengths, work on your development areas and exhibit a natural credibility. Many of the great performers have been at their most effective when being closest to their own natural state. Obama did it in the 2008 Presidential campaign, breaking down social, political and racial barriers in the process. People trusted in his message because he was himself. Guards came down. Citizens listened. So if you want to be heard, try being yourself!
We all have faced change over the past 12 months. Maybe you've had to restructure or remodel your business, adapt different ways of working, asked team members to take on extra responsibilities or even adopt new working practices. It is your ability to manage and engage your employees in the change process that change that will dictate your success in business moving forward.
Why are we all so conditioned to fear change? You can guarantee that for every one person who greets change with a "let's give it a go!" there will others who will react with a "I don't think so.". Our research has shown us that it's not necessarily the change itself that causes the problems, it's the way the change is formulated and announced which often disengages the team from the process. So what can you do? Conduct an impact analysis, work out who will be affected by the change and in what way. Then put yourself in their shoes and think about the best way to communicate the message, paying particular attention to the resistance and objections they may have. Beware of obvious spin, nothing will switch your team off more quickly than a message that doesn't add up. Answer the concerns as fully as you can, listen to concerns, give people an opportunity to tell you what they think but be clear with the reasons behind and the benefits of the change.
