Setting criteria for decisions (the why and how)
The 1st article „My fight against…“ was about where I come from in the perspective of Increasing Times Value + some communication methods.
The 2nd article „The tricks of our mind“ was about the science and psychology behind our worldviews. The importance to understand ourselves and others decision-making bias in order to be more rational and choose the path that Increases Time’s Value in the long-term.
Same beliefs = Trust and common values = we are more comfortable to take risks and experiment and explore. We are not as afraid to fail. When others trust us, they start to see themselves as us, and that is the key for a change. Nobody will start to listen to what you have to say before they believe you are similar to them. The words don’t change us, our beliefs do. This is why I have developed my process in a way that the right links between people are determined at the beginning of it all. If wrong people work for the same goal, there is going to be a lot more problems and sooner or later the organization will fail. If the right people with similar beliefs and life criteria work together they start to reflect actions to each other because they believe. Neuroscience has proven that when people line up their brainwaves are similar and you can see a split second before the other person says something that you have a similar thought in your head.
Our fast changing society needs a trusting team in order to follow whatever changes are needed to thrive toward the goals. The problem in business is that we don’t choose people based on beliefs but based on past experience, education, money and so forth. We do this because we don’t know what our beliefs are. We don’t have a process. And not knowing results in fear, so we decide on the things we think we know and the things we see. If you read my 2nd article „The tricks of our mind“ then you know how relying on these things will get us into problems.
This article will share the thinking behind finding the right criteria and explains the tool.
WHAT IS IT ALL ABOUT? (including an example based on me)
We can’t achieve great things alone. In order to get the right people around us we need to know 1st who we are and what motivates us. It is not WHAT we do that keeps us going, it is WHY we do what we do that pushes us forward.
The process takes 2-4 hours, so in the interest of not writing another 10+ page article I will not go into details but you will get an understanding of what it is. If you are interested then please contact me.
WHY = ME
The WHY is from deep inside you. The reason at the core of us why we get out of bed in the morning.
We need to remind ourselves that money is the fuel and the result. Not the Why. What we need to ask ourselves is “what is the reason we want money?” No, not the material stuff.
Knowing ones why helps oneself filter faster and with more precision through all the noise of the fast-growing society. It also helps to keep away those who don’t support the why and pull in the ones who help the why to spread and grow. The WHY almost never changes as most of it is based on your childhood, when you grew up. Anything before age 25. Statistics show that if a child’s environment before the age of 15 feels safe and controllable, the child will on average develop a more positive affective style and will be less anxious as an adult. But if the environment offers daily uncontrollable threats, the child’s brain will be altered, set to be less trusting and more vigilant.
People who have dealt with adversity between age 15-25 (and had a strong social support)
when a person’s life blooms, have had the most benefits from adversity. This is the time when life events will have the biggest impact on the rest of the life-story.
For example, my why is that I believe things can get better and I don’t believe in the status quo just because it’s written. I have a deep dislike against deliberate negativity toward others in the sense of downgrading and actions, so in a sense I am on the side of the underdog who fights for their beliefs as I believe that those who dedicate themselves for positivity and will not get off track will make a greater impact thanks to transparency. I believe that lies come out sooner or later.
But that is me. That is what keeps me going. Money is a tool to build what I feel is needed to make the most out of my life based on the criteria.
For many the things I believe sounds stupid. And it should. Everyone has their own why and some of the why can line up with others or none of it will. That’s what determines good or bad links. Nobody is right. It’s not about beeing right, its about finding the people who you can have the biggest impact with.
DISCOVER THE WHY
To find your core, one must go deeper, to the child-hood before our “rationality” took over. At its core the WHY is an origin story, the sum total of the lessons we learned, the teachers we had and the things we did. Some of our WHY can origin from later stages in life but usually it all is before age 25-30. Go deep to find the stories that have made the biggest difference in your life. Go at least 3 layers deep with who, what, where, when, why and how questions. This is where the 1st article communication methods come in handy again. What is important are specific details (the more the better) and the stronger the emotions involved the deeper they are.
This is where the communication methods and mind tricks help you out. You can not discover your own why just by thinking about it. You can help others and they can help you. There is nothing more to it than to ask questions about people and experiences that have had the deepest impacts in your life. What emotions were involved and how it all changed you. After a deep dive choose about 5 out of them that made the biggest impact and try to find similarities between them. The themes that trigger the most emotions in you will become your WHY.
„I want to help people find the right links, make value-based decisions and remove deliberate negativity so that as a result happiness will thrive productivity and impact growth in work environment.“
Everything and anyone who does not help me achieve that I will stay away from and everything and everyone that helps to move in that direction I will welcome and dedicate myself to.
Think about it, how much simpler it would be to filter all the noise in your life and make decisions if you had 1 sentence to rely on? Is it not worth to try?
HOW = THEY /WE
The HOWs help you decide in more specific decisions and most importantly is meant for others who you delegate your tasks to, who work with you on your projects. You need a team that supports your WHY to achieve bigger goals. These are the guideposts that help you and them navigate. They can change as you continue to grow and find your way in life.
For me they are:
· Fix (even if seemingly small) personal problems first. Without doing this you can be sure that productivity will be lower and impact everything.
· Positive growth with long-term value in mind. It is ok to sacrifice short-term gain.
· Think about the big picture. Choose to have impact on things that have the most links. The longer the chain of influence, the higher the importance as fixing one thing will solve many other problems.
· Think in terms of Increasing Time’s Value, not money or any subjective criteria. Thinking this way will widen your perspective and open your mind to new creative options, often less expensive.
· Decide based on merits and principles. Facts and data first and then experience (that has value only if at least 3 times successful earlier in the same situation).
· Don’t assume they understand and believe even if they say they do. Explain yourself whenever you can by visualizing the involvement of every action and every person for common understanding and significance of the impact.
· Combine multiple field knowledge and insights in your facts and data. For example Biology, psychology, culture, science, technology etc.
· Ask for help and listen. Learning from others is the fastest and most productive way to grow.
· Ship on time, but not things you know are not working. Less is more, especially without the broken stuff causing frustration. Things can be fixed but they should not be done on the expense of others.
· If a reason needs to be found look it in the order of ME, IT, THEY before you express your feelings.
· Always try to kill it and search for counteractive proof. Just because it is exciting and driven by emotions does not mean it is valuable.
· Pull instead of push. Stop convincing. Nobody changes their mind because you want them to or you think you are right. Instead put your energy on your beliefs and show proof. The right links will follow. You really don’t want the forced relationships do you!?
· Value others time like it was yours.
· Reason to give up is only if there is little or no long-term value based on the WHY.
WHAT = IT
The stuff that you and everyone else, who trusts the vision you have, make to support the distribution of the WHY. The results that are created by the guideposts of the HOWs. These are the things that usually are marketed and that is a mistake. The thing is that features and benefits do not inspire, they don’t spark emotions that are needed for humans to take any action in the time where everything has 10, 100 or more options to choose from. WHATs are things that can change often depending on the nature of the organization, the Industry, and culture.
The WHAT supported by WHY (that the early adopters feel similarity with) gives the customers (especially the late adopters) a tangible rationalization about why they make a purchase. Why they want to belong.
For me right now the WHAT is the process I have built and keep working on to develop it. It is a step-by-step structure that is built on human biology, psychology, and the findings of science that are reflected on business, teamwork and economy. It is not based on certain situations. I wanted it to be fluid as it is widening perspectives to create new opportunities based on each organizations specialty. It is built so that after implementation a small business can continue to use it by themselves and come back to any part of it as needed during their growth.
As I continue with my articles you will see on the next one how knowing your own and your organization's criteria are of the utmost importance in the inside teamwork and outside partnerships. How it all reflects on the prospects and clients interest in your business.
On the next article’s, I will go deeper into subjects like:
· Methods that help when building teams and partnerships to create the right links between people.
· How to motivate people you work with and what really makes people happy.
· How to deal with negotiations and keep them from creating stress and destruction later.
· The methods to research (target groups), build value propositions, prototype and test in a creative and fun way so everyone has the same visual understanding of their part and the whole picture and anyone can use them without having to higher an outside business.
Maybe I will also get into deeper details on some other things (depends on the feedback and what you are interested in) like
· How to calculate Customer Lifetime Value (to decide if marketing costs are worth it) and your personal everyday financial decisions in an easy way to have some guidance without the scrutiny of analyzing everything every time.
· How to do good presentations (the visuals (translate data to visual language) and body language involved).
· What needs to be done to make your brand stand out and opt-in.
· What makes people want to buy your product or service and pay premium.
SNEAK PEEK WITH SOME DATA ABOUT MOTIVATION RELATED TO WORK
Objectives people care about in work relationships:
· Are career decisions made fairly?
· Is performance fairly assessed and promotions deserved?
· Are personal career objectives met?
· Is the team leader a helpful advocate and counselor?
· If work effective, productive. Are decisions made quickly?
· Are resources allocated well and fairly
· Do team members treat each other nonhierarchically and with respect?
· Are decisions made on data and not politics?
· Are team members transparent about their beliefs and they don’t have any ultimate motives?
· Are they included in decision making and involved in the process?
· Do they have the freedom to manage the balance between work and personal lives?
Some of the voluntary activities you can make in your life that can bring you lasting happiness:
Noise that is variable or intermittent, interferes with concentration and increases stress. It’s worth striving to remove sources of noise.
Those whose commutes are traffic-filled still arrive at work with higher levels of stress hormones. It’s worth striving to improve your commute.
· Lack of Control
People and many other mammals have a basic drive to make things happen. Psychologists have referred to this basic need as a need for competence, industry, or mastery also known as “effectanse motive.” The need or drive to develop competence through interacting with and controlling one’s environment.
It helps to explain the progress principle: We get more pleasure from making progress toward our goals than we do from achieving them. Feelings one gets when achieving a goal is relief, not pleasure.
Changing the environment so that individuals would have or feel of having control over their environment will have effect in increasing peoples engagement, energy, and happiness. It’s worth to let the group members decide the little things so they feel more in control and safer.
Take something away = threaten ones freedom and control.
Removing or changing an attachment that makes us feel shame will increase our self-confidence and well-being.
Good relationships make people happy, and happy people enjoy more and better relationships that unhappy people. So it’s like a loop. You never adapt to interpersonal conflict; it damages every day, even days when you don’t see the other person.