<p style="text-align: center;"><img src="https://cdn.buttercms.com/ci5sFS1TkmtHkiGbA7Tx" alt="toon_Hide-under-desk-goal-setting-min..." width="402" height="437"></p>
<p>Using training to foster a growth mindset is gaining popularity in educational and work settings. Many people are aware that mindsets can influence outcomes like academic achievement, job performance, and mental health, but cultivating a growth mindset is only the first step. The key to successfully leveraging a growth mindset is knowing <em>how</em>&nbsp;to use it. This article will explain how mindsets can lead to goal achievement and how individuals and organizations can use this information to be successful.</p>
<h3 id="how-do-mindsets-lead-to-success">How do mindsets lead to success?</h3>
<p><a href="https://www.tilt365.com/blog/post/what-are-mindsets-and-why-do-they-matter" rel="follow">Mindsets</a> are beliefs and assumptions about the malleability of human attributes (e.g., personality, intelligence, bias, character, etc.). A growth mindset is a belief that attributes can be changed, whereas a fixed mindset is a belief that an attribute is unchangeable. Research has established that a <a href="https://www.penguinrandomhouse.com/books/44330/mindset-by-carol-s-dweck-phd/">growth mindset can be beneficial</a>, but the evidence regarding the size of the benefit has been&nbsp;<a href="https://www.scientificamerican.com/article/debate-arises-over-teaching-growth-mindsets-to-motivate-students/">inconsistent</a>. This inconsistency shows that some conditions change the utility of having a growth mindset. Logically, it makes sense that just believing you are capable of change doesn&rsquo;t mean you will actually put in the work required to change. A growth mindset is an excellent first step, but alone it isn&rsquo;t sufficient for success. There are many steps between a belief and meeting a goal. Thus, rather than focusing on the overly simplistic notion of whether you should develop a growth mindset, the question becomes how do we <a href="https://www.tilt365.com/blog/post/tilt-mindsets" rel="follow">best utilize</a> those steps between a growth mindset and an outcome.</p>
<p>The way mindsets affect outcomes can be understood within the framework of how people pursue&nbsp;<a href="https://www.tilt365.com/blog/post/5-ways-to-help-your-goals-work-for-you" rel="follow">goals</a>. A mindset is a belief that you can develop and change (or not), and the goal is the outcome you are working toward. The steps between a mindset and achieving a goal are the type of goal, strategies for pursuing the goal, and reactions to progress (or lack thereof).</p>
<h3 id="goal-type">Goal Type</h3>
<p>There are&nbsp;<a href="https://www.pubmed.ncbi.nlm.nih.gov/11300582/">four different types of goals</a>: performance-avoidance, performance-approach, learning-avoidance, and learning-approach. Each type is a different combination of an outcome (performance or learning) and direction (approach or avoid). Performance goals are focused on demonstrating competency, whereas learning goals are focused on improving skills. Approach-oriented goals are focused on&nbsp;<em>gaining&nbsp;</em>a desired outcome, whereas avoidance-oriented goals focus on&nbsp;<em>preventing&nbsp;</em>a negative outcome. When you combine these two ideas, it creates four distinct types of goals. An example of a performance-avoidance goal is wanting to not look stupid in front of your colleagues. An example performance-approach goal would be aiming to perform a task better than your colleagues. A learning-avoidance goal is wanting to participate in an optional workshop because you are afraid of missing a chance to learn a new skill, and participating in a workshop so that you can learn as much as possible is a learning-approach goal. The differences between the types of goals are more than just semantic. The different types of goals tend to lead to varying levels of success in different situations. In general, approach-oriented goals are more effective than avoidance-oriented goals. The effectiveness of performance-approach versus learning-approach&nbsp;<a href="https://www.tilt365.com/Blogs/ArticleID/26/5-Ways-to-Help-Your-Goals-Work-for-You">depends on the situation</a>&nbsp;and your level of skill in the specific task.</p>
<p>People with a growth mindset <a href="https://www.pubmed.ncbi.nlm.nih.gov/22866678/" rel="follow">significantly more likely</a>&nbsp;to choose a learning-approach goal, and people with a fixed mindset are more likely to choose a performance-avoidance goal. This means that people with growth mindsets tend to seek opportunities to learn and grow their skills, but people with fixed mindsets focus on trying to keep themselves from looking incompetent. <a href="https://www.pubmed.ncbi.nlm.nih.gov/22866678/">Research</a> has shown that approach-oriented goals are positively related to achievement, and avoidance-oriented goals are negatively associated with achievement. So, one way a growth mindset can lead to better goal achievement is by increasing the chance that people choose the more effective learning-approach goal type.</p>
<p style="text-align: center;"><a href="https://calendly.com/sean-tilt365/30min" rel="follow"><img src="https://cdn.buttercms.com/DslGOZgRqiAFUSAFnFMf" alt="Tilt-cert-more-info-cta.png"></a></p>
<h3 id="strategies">Strategies</h3>
<p>After setting a goal, people have to decide what behaviors are needed to accomplish the goal. There are two strategies that people tend to use when choosing behaviors to meet their goals: mastery-oriented and helpless-oriented. People with a fixed mindset tend to use a helpless-oriented strategy when faced with challenging goals. A helpless-oriented strategy includes thoughts, feelings, and behaviors that help the person protect their self-image or feel like they aren&rsquo;t a failure. If the person believes they cannot change, then failing to meet a goal is equated to fundamentally lacking the ability to succeed. This can lead to a fear of even accepting challenging goals, but when there is no choice in the goal, people with a fixed mindset can respond by focusing on finding a way to protect their self-concept instead of trying to meet the goal. For example, someone could procrastinate working on an important project and not leave enough time to do it well. Then if they fail, they can think, &ldquo;I just didn&rsquo;t have enough time&rdquo; instead of &ldquo;I&rsquo;m not capable.&rdquo;</p>
<p>People with a growth mindset do not view failure as a threat, which allows them to choose a mastery-oriented strategy to approach goals. Mastery-oriented strategies are thoughts, feelings, and behaviors that encourage learning and persistence. This strategy is possible because people with a growth mindset are not as threatened by challenges and view challenges as a chance to learn. &ldquo;Failure&rdquo; for them is simply necessary feedback so that they can learn to do better the next time. For example, after receiving negative feedback on a rushed project, someone using a mastery-oriented strategy might devote more time, not less, to the next one. Unsurprisingly, increasing persistence and other&nbsp;<a href="https://www.pubmed.ncbi.nlm.nih.gov/22866678/" rel="follow">mastery-oriented strategies</a> are related to higher goal achievement than helpless-oriented strategies. Thus, a growth mindset can lead to success by encouraging people to choose mastery-oriented strategies to accomplish their goals.</p>
<h3 id="goal-monitoring">Goal Monitoring</h3>
<p>Once you have started working toward a goal, you will likely receive some kind of feedback about your progress. Feedback elicits an emotional reaction and affects your expectation of reaching your goal. Positive feedback (progressing toward the goal) leads to positive emotions (e.g., excitement) and the expectation of meeting the goal. The potential problem comes when people receive negative feedback. If they are not progressing or not progressing fast enough, then they could feel negative emotions (e.g., anxiety, sadness, etc.) and begin to believe that they cannot reach their goal. This reaction is more common for someone with a fixed mindset. Negative emotions and negatively evaluating your likelihood of meeting your goal reduce goal achievement. For someone with a growth mindset, negative feedback is useful information. They feel less negative emotions and still believe they can successfully reach their goal, which&nbsp;<a href="https://www.pubmed.ncbi.nlm.nih.gov/22866678/" rel="follow">increases the likelihood</a> of goal achievement. Thus, a growth mindset can also affect goal achievement by creating more positive evaluations of feedback as people monitor their progress.</p>
<p></p>
<p style="text-align: center;"><a href="https://www.tilt365.com/Character-Science" rel="follow noopener" target="_blank"><img src="https://cdn.buttercms.com/2fuLJy4iRHOPLwBjvZrJ" alt="setting-goals-perfomance-learning-min..." width="353" height="353"></a></p>
<p style="text-align: center;"></p>
<h3 id="how-individuals-can-use-mindsets">How individuals can use mindsets</h3>
<p>You can use the knowledge of these ways that growth mindsets can lead to success in meeting your&nbsp;goals. However, you should use this approach only for goals that matter to you. No one can master everything. Sometimes it makes sense to stop pursuing a goal, not because you don&rsquo;t think you could improve, but because another goal is more valuable. You might believe that you can increase your musical skills and master the guitar, and you probably can, but if that is not important to you, then it is okay not to be persistent and choose a goal that is a better fit for you. For the goals that matter:</p>
<ol style="list-style-type: decimal;">
<li><strong>Cultivate a growth mindset.</strong>&nbsp;Although a mindset alone isn&rsquo;t enough, it is the starting place. Many attributes are malleable. People have a fantastic ability to adapt and change that shouldn&rsquo;t be overlooked. Attributes like intelligence, personality, and anxiety can all be developed. More specific actions like dieting and negotiation skills can be developed as well. Believing this is the first step for development.</li>
<li><strong>Choose approach-oriented goals.&nbsp;</strong>We may not always pay attention to the goals we set, but&nbsp;<a href="https://www.tilt365.com/blog/post/5-ways-to-help-your-goals-work-for-you" rel="follow">effective goals are powerful motivational tools</a>&nbsp;that we can use to our advantage. When you select a goal, focus on&nbsp;<em>gaining</em>&nbsp;something instead of preventing a loss. Choosing between performance-approach and learning-approach goal depends on the situation. In general,&nbsp;<a href="https://www.taylorfrancis.com/chapters/edit/10.4324/9780203082744-24/learning-goals-qualitative-quantitative-review-gerard-seijts-gary-latham-meredith-woodwark?context=ubx&amp;refId=7b3deb93-72cc-4f85-9ab4-5aa42987e079" rel="follow">choosing a learning-approach goal</a> is more appropriate when you don&rsquo;t already have the skills you need to meet your goal.</li>
<li><strong>Choose a mastery-oriented strategy.</strong>&nbsp;Don&rsquo;t give yourself excuses for why you may not succeed. Failure is only temporary, and it provides valuable information for how you can succeed next time. Welcome feedback and be persistent.</li>
<li><strong>Seek feedback.</strong>&nbsp;Continuous feedback can help ensure that you are progressing at the rate you need to meet your goals. This information will help keep you on track and allow you to make changes if you are not moving fast enough.</li>
<li><strong>Monitor your response to feedback.</strong>&nbsp;Not progressing as fast as you want can often be disheartening, and it is okay if you have an initial adverse reaction. But you can&rsquo;t let yourself get stuck in the negativity. Enjoy the challenge, and focus on improving instead of proving that you are already good enough.</li>
</ol>
<h3 id="how-organizations-can-support-growth-mindsets">How organizations can support growth mindsets</h3>
<p>Organizations should <a href="https://www.tilt365.com/blog/post/leveraging-a-growth-mindset" rel="follow noopener" target="_blank">foster a culture</a> that supports growth mindsets because cultivating a growth mindset can be difficult in an environment that doesn&rsquo;t support it. If an organization&rsquo;s culture focuses on meeting performance standards and does not leave room for growth, then individual growth mindsets will not likely affect goal achievement. The impact of culture has been demonstrated clearly in an educational context. Students in&nbsp;schools with norms that did not support seeking challenge and learning did not benefit as much from a growth mindset. People who are in a context that does not support growth and punishes the &ldquo;failure&rdquo; that comes with setting difficult learning goals are incentivized to do the minimum possible to meet their goals and not risk the punishments associated with taking a chance to do more. This type of culture not only discourages benefits related to growth mindsets but does not have the space for experimentation and psychological safety needed for innovation. Even in organizations that are not focused on innovation, supporting growth mindsets is important. Employee growth mindsets have been linked to outcomes that matter to organizations, such as&nbsp;<a href="https://www.semanticscholar.org/paper/How-Mindset-Matters%3A-The-Direct-and-Indirect-of-on-Zingoni-Corey/7646cb672229c8928c4b8bc38a72bb30b25b5f0b">higher job performance, better relationships with managers</a>,&nbsp;<a href="https://www.onlinelibrary.wiley.com/doi/full/10.1002/jocb.446" rel="follow">creativity</a>,&nbsp;<a href="https://www.pubmed.ncbi.nlm.nih.gov/16162058/">more accurate performance appraisals</a>, and&nbsp;<a href="https://www.emerald.com/insight/content/doi/10.1108/LODJ-03-2019-0142/full/html">more leadership behaviors</a>.</p>
<p>So what can organizations do to cultivate a culture that supports growth mindsets? First, organizations should provide training on growth mindsets for employees. This training is especially important for leaders who will choose whether to reinforce or undermine growth mindsets. Leaders with a growth mindset can&nbsp;<a href="https://www.emerald.com/insight/content/doi/10.1108/IJCHM-03-2016-0141/full/html#:~:text=Incremental%20mindsets%20of%20managers%20and,(2006)." rel="follow">more effectively</a>&nbsp;coach their subordinates and encourage their subordinates to contribute to the organization. In addition, framing most training and development programs within the context of a growth mindset can help employees avoid perfectionism and&nbsp;<a href="https://journals.sagepub.com/doi/abs/10.1177/1534484320939739?journalCode=hrda" rel="follow">transfer knowledge</a>&nbsp;more effectively from training to applications in the workplace.</p>
<p>In addition to focused training and development efforts, organizations should use their performance management systems to build a culture of&nbsp;<a href="https://www.tilt365.com/Pricing/All-Pricing" rel="follow">continuous feedback</a>. If feedback is ongoing and framed with a growth mindset, then it could be less performance-focused and threatening than yearly evaluations where feedback is too late for development. Performance management is a crucial process in shaping organizational culture. No matter what the organization claims to value, organizations get what they reward. If you say a culture of learning and growth matters, but evaluate people annually by strict performance goals and provide no developmental feedback, you aren&rsquo;t really reinforcing growth. Comprehensive performance management systems shouldn&rsquo;t omit accountability, but there should also be recognition of improvement and growth.</p>
<h3 id="closing">Closing</h3>
<p><a href="https://www.tilt365.com/Individuals" rel="follow">Individuals</a> and <a href="https://www.tilt365.com/" rel="follow">organizations</a> can benefit from cultivating a growth mindset, if they understand how. This belief in one&rsquo;s ability to change can lead to goal achievement by influencing goal choice, goal pursuit strategies, and reactions to feedback. Individuals can use this information to best leverage a growth mindset for success. Organizations can use training and performance management systems to cultivate a culture that supports learning and growth to support employee growth mindsets.</p>
<p style="text-align: center;"></p>

Mindsets can influence outcomes like job performance, and mental health, but cultivating a growth mindset is only the first step.

What is a Growth Mindset, and How to Leverage it.

Many people are aware that mindsets can influence outcomes like job performance, and mental health, but cultivating a growth mindset is only the first step.

Leveraging a Growth Mindset

What can people and organizations do to increase happiness at work?

How can people be happy at work?

Happiness at work is beneficial for both individual employees and organizations. So what can people and organizations do to increase happiness at work?

How Can People Be Happy At Work?

<p style="text-align: center;"><img src="https://cdn.buttercms.com/t9dg6obRdqAoY7oHV8MS" alt="toon_happier-at-work.png" width="404" height="400"></p>
<p>If someone asked you <a href="https://www.tilt365.com/blog/post/how-do-we-find-happiness" rel="follow">what made you happy</a>, would you say work? Should you? The short answer is yes, happiness at work matters. However, some people have a mindset that work is what you have to do for money, and you can use the money to do things that make you happy. You &ldquo;work to live.&rdquo; Yet, some estimates indicate that people spend about 30% of their lives working. So, should people be resigned to not being happy for such a large part of their lives?</p>
<p>If you think you don&rsquo;t have control over your workplace happiness because your employer doesn&rsquo;t care about your happiness, you may be right that they don&rsquo;t care, but they should.&nbsp;<a href="https://www.tilt365.com/blog/post/how-much-do-you-really-know-about-happiness" rel="follow">Happiness</a> in general and happiness at work offer benefits to both employers and employees.</p>
<h3 id="why-should-employees-care">Why should employees care?</h3>
<p>If you&rsquo;re among the people who believe that happiness is something that happens outside of work, then you may want to reconsider. Employees who feel <a href="https://pubsonline.informs.org/doi/abs/10.1287/orsc.5.1.51" rel="follow">positive emotions at work</a> have&nbsp;better performance evaluations, higher pay, and more support from their coworkers. Beyond higher work achievement, more money, and better personal relationships, positive emotions at work can help people&nbsp;<a href="https://psycnet.apa.org/record/1999-10108-009">better cope with organizational change</a>. Adapting to change is especially important in today&rsquo;s uncertain environment, where change has become the norm.</p>
<p></p>
<p style="text-align: center;"><img src="https://cdn.buttercms.com/ohMV27QnTCKmsknsspWa" alt="does-happiness-matter-infographic-upd..." width="370" height="370"></p>
<p style="text-align: center;"></p>
<h3 id="why-should-employers-care">Why should employers care?</h3>
<p>You might care about your happiness but remain convinced that your employer will never care about employees&rsquo; happiness. However, there is research that shows that most of the outcomes that organizations do care about are related to happiness.</p>
<ul style="list-style-type: square;">
<li style="list-style-type: disc;"><strong>Job performance</strong>: The only justification that employers should need to value happiness at work is that happier employees have higher job performance. That doesn&rsquo;t just mean that employees are happy when they are successful;&nbsp;<a href="https://journals.sagepub.com/doi/abs/10.1177/1069072707308140?journalCode=jcaa">research</a> has shown that happier people have higher task performance.</li>
<li style="list-style-type: disc;"><strong>Creativity:</strong>&nbsp;Much&nbsp;<a href="https://journals.sagepub.com/doi/10.2189/asqu.2005.50.3.367">research</a> has shown that happiness is related to higher levels of creativity. Positive emotions broaden the scope of our awareness, which allows us to see a broader range of possibilities. Positivity opens people up to new ideas and new people, which allows a <a href="https://onlinelibrary.wiley.com/doi/abs/10.1111/j.1468-2370.2009.00270.x" rel="follow">safe space</a> for experimentation and playing with new ideas.</li>
<li style="list-style-type: disc;"><strong>Proactive behaviors</strong>: Happy people are also <a href="https://journals-sagepub-com.prox.lib.ncsu.edu/doi/abs/10.1177/0149206307308911" rel="follow">more proactive</a>, which means they take the initiative to improve existing processes and the organization as a whole. This additional time and effort dedicated to finding better ways of doing things can help push the organization forward.</li>
<li style="list-style-type: disc;"><strong>Motivation</strong>: Happiness <a href="https://pubmed.ncbi.nlm.nih.gov/12558213/" rel="follow">increases motivation</a>&nbsp;and persistence by affecting the determinants of motivation. People feel&nbsp;<a href="https://www.ifm.eng.cam.ac.uk/research/dstools/vrooms-expectancy-theory/">motivated</a> when they (1) feel confident that they are capable of succeeding, (2) believe success will lead to a reward, and (3) believe the reward is valuable. Happiness affects all three of these beliefs, making people more motivated to complete a task and earn the desired reward. The reward is not always monetary. Outcomes such as feeling competent or independent or helping someone can be valuable and motivating. This means that organizations don&rsquo;t need an infinite amount of money to be able to give employees meaningful rewards.</li>
<li style="list-style-type: disc;"><strong>Organizational citizenship behaviors</strong>: People experiencing positive emotions are more likely to complete&nbsp;<a href="https://psycnet.apa.org/record/2006-08349-008" rel="follow">work outside</a>&nbsp;of their formal job duties to benefit the organization. These behaviors could include spending extra time helping coworkers, discussing the organization positively with others, and going above and beyond for the organization.</li>
<li style="list-style-type: disc;"><strong>Collaboration</strong>:&nbsp;<a href="https://www.emerald.com/insight/content/doi/10.1108/eb022677/full/html?skipTracking=true">Research</a> has shown that increasing positive emotions by even something as simple as mild flattery can make people more likely to resolve conflicts through collaboration. This tendency toward collaboration can help reduce competition within teams so that the team can move forward together.</li>
<li style="list-style-type: disc;"><strong>Job satisfaction</strong>: Although job satisfaction is often conceptualized as synonymous with happiness with working conditions, job satisfaction is more about the&nbsp;<em>mental&nbsp;</em>evaluation of work than the&nbsp;<em>feelings&nbsp;</em>of happiness or contentment with work. However, it should come as no surprise that even though they aren&rsquo;t interchangeable,&nbsp;<a href="https://psycnet.apa.org/record/1995-42209-001">happiness does predict job satisfaction</a>. Job satisfaction is a positive outcome in itself, and it also predicts many essential work outcomes. For example, people with high job satisfaction <a href="https://pubmed.ncbi.nlm.nih.gov/16435943/" rel="follow">are less likely to commit</a> counterproductive work behaviors such as intentionally wasting time, stealing from the company, or having negative interactions with coworkers.</li>
</ul>
<p style="text-align: center;"></p>
<h3 id="should-workers-always-be-happy-">Should workers always be happy*?</h3>
<p>No. Like most things, positive emotions need to be balanced. People cannot and should not strive to be happy all of the time. It is impossible, and too much happiness without some negative emotions is detrimental. Negative emotions have value and shouldn&rsquo;t be avoided. Negative emotions are valuable because they&nbsp;<a href="https://onlinelibrary.wiley.com/doi/abs/10.1002/smi.1349" rel="follow">help people</a>&nbsp;take situations seriously&nbsp;and focus their attention and resources on solving a problem. Negative emotions also influence how people evaluate information.&nbsp;<a href="https://www.apa.org/pubs/journals/releases/bul-1316803.pdf" rel="follow">People in positive moods</a> tend to rely on heuristics or mental shortcuts, more than people who are in negative moods. Using these mental shortcuts is less mentally demanding, so heuristics free mental space for analyzing other information. In familiar situations, relying on heuristics can be accurate and efficient, but in new or varied situations, these mental shortcuts are inaccurate. Thus, in novel or changing situations, more analytical processing associated with moderate negative emotions is needed.</p>
<p>Therefore, the appropriate emotionality is different for different kinds of situations. Still, people should always consider the balance between positive and negative emotions instead of choosing one or the other exclusively. For example,&nbsp;<a href="https://psycnet.apa.org/record/2012-04717-004">research</a> in creativity indicates that high levels of positive emotions that are balanced with moderate negative emotions generate creativity. In this, and in many typical cases, the ratio of positive to negative should be skewed toward a higher amount of positive emotions, but a complete lack of negative emotions is detrimental.</p>

Some estimates indicate that people spend about 30% of their lives working. So, why are people resigned not to be happy for such a large part of their lives?

Does happiness matter at work?

Does Happiness Matter at Work?

<p style="text-align: center;"><img src="https://cdn.buttercms.com/Jo5WDFpcQXSKxiqBieyo" alt="happiness-A.png" width="402" height="402"></p>
<p>It seems like everyone is focused on trying to find ways to be happy. It is even written in the United States <a href="https://www.archives.gov/founding-docs/declaration-transcript">Declaration of Independence</a>&nbsp;that people have a&nbsp;<em>right</em>&nbsp;to the pursuit of happiness. Looking for happiness is ingrained deeply in our culture as an essential goal, but do people actually know what they are looking for or how to find it?</p>
<h3 id="what-is-happiness">What is happiness?</h3>
<p>Most people believe that happiness doesn&rsquo;t need a formal definition because they know it when they see it. However, &ldquo;happiness&rdquo; is discussed so frequently that it has lost a great deal of cohesive meaning across time and cultures. Is it a fleeting emotion like a moment of pure joy? Is it a more stable mood, having more positive than negative emotions, or an overall view of whether your life has a purpose? Everyone seems to want to be happy, but if we don&rsquo;t know what happiness means, we will never understand what it means to make ourselves happier.</p>
<p>According to prominent research psychologist Sonja Lybormirsky, happiness is "the experience of joy, contentment, or positive well-being, combined with a sense that one&rsquo;s life is good, meaningful, and worthwhile."</p>
<p>This definition shows that happiness is more than just feeling good. It includes elements of positive emotions but also extends to more general feelings of life satisfaction and meaning. Knowing that happiness is more than just positive emotions should come as a relief if you thought that happiness was all about feeling joy all the time. It isn&rsquo;t possible to feel only positive emotions, and if you did, your life would miss many experiences that add depth and meaning.</p>
<p></p>
<p style="text-align: center;"><a href="https://www.tilt365.com/Individuals" rel="follow noopener" target="_blank"><img src="https://cdn.buttercms.com/girLwd24QWyUJlOIdQAL" alt="happiness-pie-chart-rough.webp" width="374" height="374"></a></p>
<p style="text-align: center;"></p>
<h3 id="what-makes-you-happy">What makes you happy?</h3>
<p>A person&rsquo;s happiness is determined by&nbsp;<a href="https://thehowofhappiness.com/about-the-book/" rel="follow">three main factors</a>: a genetic set point, circumstances, and intentional activities.&nbsp;<a href="https://journals.sagepub.com/doi/10.1037/1089-2680.9.2.111">Research</a> across a large sample of people has shown that, on average, 50% of the variation in happiness is due to a genetic set point, and roughly 10% of the variation in happiness is due to life circumstances. Since 40% of how different people&rsquo;s happiness levels vary isn&rsquo;t explained by either, the difference creates space for a variance to be explained by intentional activities. This breakdown in the variance does not mean that for&nbsp;<a href="https://www.psychologytoday.com/us/blog/one-among-many/201503/happy-pie">any specific individual,</a>&nbsp;a 50/10/40 ratio explains what makes them happy; simply that the variation in happiness in a large population tends to be explained by these three factors.</p>
<p>The genetic set point cannot be changed, so it will influence happiness throughout a person&rsquo;s life. Although the set point has not been neatly matched to specific genes,&nbsp;<a href="https://journals.sagepub.com/doi/10.1111/j.1467-9280.1996.tb00355.x" rel="follow">research</a> based on the similarity in well-being between identical and fraternal twins has provided clear evidence that a substantial percentage of well-being is associated with genetic variation. It is similar to a predisposition for high blood pressure or heart disease in that you can&rsquo;t change your genetic risk, but you can change other things in your life that substantially improve your health. The happiness set point will always affect the baseline happiness level, but it is far from the sole determinant.</p>
<p>Circumstances are also relatively difficult or potentially impossible to change. You may not be able to influence a loved one&rsquo;s illness, your ability to find a better job, or the area in which you live. People often believe they cannot be happy until their circumstances change. A typical thought pattern is &ldquo;once I get X (insert anything from a promotion, to marriage, to a specific election result), then I'll be happy.&rdquo; Knowing how circumstances don&rsquo;t explain much variation in happiness should dispel this myth. If you are waiting for your circumstances to change and make you happy, you are wasting your time waiting for something that you can&rsquo;t control and doesn&rsquo;t have as much influence as you think. Even past this specific belief, <a href="https://journals.sagepub.com/doi/abs/10.1111/j.0963-7214.2005.00355.x?journalCode=cdpa#:~:text=Sometimes%2C%20however%2C%20people%20are%20disappointed,do%20not%20maximize%20their%20happiness." rel="follow">people are</a>&nbsp;usually bad at predicting what will make them happy.</p>
<p>The one determinant of happiness that people can feasibly change is intentional activity. Intentional activity includes the vast array of things people think and do throughout their daily lives.&nbsp;<a href="https://journals.sagepub.com/doi/10.1037/1089-2680.9.2.111">Researchers</a> have studied intentional activity and found that behaviors (e.g., exercise), cognitions (e.g., thinking about something more positively), and volitional activities (e.g., striving for personal goals) can influence happiness.</p>
<h3 id="you-can-be-happier">You can be happier</h3>
<p>Although two of the determinants of happiness are either difficult or impossible to change, you can use intentional activity to increase your happiness. This means that you don&rsquo;t have to wait for happiness to happen to you or go searching for happiness. Trying to &ldquo;find&rdquo; happiness in something outside of yourself won&rsquo;t work;&nbsp;happiness comes from inside you. Looking within to find happiness doesn&rsquo;t mean becoming happier is easy. If it were easy, then everyone would be happy. Increasing happiness long term requires consistent effort to alter your state of mind. You can begin by focusing on the source of your unhappiness, utilizing your strengths, or altering your lifestyle. Changing your intentional activity in any of these domains is work but well worth the effort.</p>
<h3 id="5-simple-exercises">5 simple exercises</h3>
<p>A plethora of research in positive psychology has generated&nbsp;<a href="https://ggia.berkeley.edu/?_ga=2.161753268.900361299.1594928954-1138684684.1592232806">specific exercises</a>&nbsp;people can do to be happier. Everyone is different, so the activities that work for you may not be the same as those that work for people around you. Most of the activities may start out feeling a bit awkward, but you should still give them a real chance. To receive the maximum benefit, you should select the kinds of activities that fit your values, needs, interests, and lifestyle. If you would like to increase your experience of happiness, you can begin by reviewing the 5 example activities below. This list is far from comprehensive, but choosing the one that fits you best can be a good way for you to begin.</p>
<ol style="list-style-type: decimal;">
<li><a href="https://ggia.berkeley.edu/practice/three-good-things">Three good things</a>: Each day for a week, choose a time to write down three things that went well and why they went well. They could be big things, or as simple as &ldquo;A coworker complimented my blog today. I&rsquo;ve been working hard to become a better writer, and it is paying off.&rdquo;</li>
<li>Commit to your&nbsp;<a href="https://www.tilt365.com/Blogs/ArticleID/26/5-Ways-to-Help-Your-Goals-Work-for-You">goals</a>: Choose an activity-based goal that you will enjoy completing and is authentic to who you are, rather than something with an external reward. Break it down into subgoals so that you can achieve them a bit at a time. The happiness from this exercise should come from pursuing your goals instead of being dependent on achieving them.</li>
<li><a href="https://ggia.berkeley.edu/practice/awe_walk">Awe walk</a>: Find a big, open place to walk that you don&rsquo;t go to often (e.g., hiking trail) and turn off your cell phone. Embrace the experience of your surroundings. Feel your breath, listen to the sounds of yourself walking, and shift your awareness to be open to the things around you.</li>
<li>Physical activity: Taking care of your body leads to many benefits, including increased well-being. Choose any kind of activity that gets you to move more, and stick to it. It could be increasing your current exercise, adding a walk, lifting weights, swimming, or joining a sports team.</li>
<li><a href="https://ggia.berkeley.edu/practice/random_acts_of_kindness">Random acts of kindness</a>: Choose one day to perform five acts of kindness all in the same day. It could be as simple as paying for the person in the drive-through line behind you. After you do it, jot down what you did and how it made you feel.</li>
</ol>
<h3 id="is-happiness-the-right-goal">Is happiness the right goal?</h3>
<p>Happiness is often a goal in its own right. You won&rsquo;t find many people who say they DON&rsquo;T want to be happy. Beyond that desire, happiness is linked to other positive life outcomes. You might interpret this to mean that successful people tend to be happier, but that is also evidence that happiness can lead to success.&nbsp;<a href="https://www.apa.org/pubs/journals/releases/bul-1316803.pdf">Research</a> shows that happier people experience benefits at work, higher incomes, better physical health, and more fulfilling relationships. If you didn&rsquo;t already want to be happy, now you might! However, should happiness be the ultimate goal of your life?</p>
<p>Researchers in&nbsp;<a href="https://pubmed.ncbi.nlm.nih.gov/11392865/">positive psychology</a>&nbsp;would say no. Early research focused on life satisfaction as the ultimate outcome of positive psychology, but the theory has since been updated to include more components than positive emotions and a positive evaluation of your life. Martin Seligman&rsquo;s&nbsp;<a href="https://www.simonandschuster.com/books/Flourish/Martin-E-P-Seligman/9781439190760">well-being theory</a>&nbsp;describes 5 elements of well-being:</p>
<ol style="list-style-type: decimal;">
<li>Positive emotions - including happiness and life satisfaction</li>
<li>Engagement - being so completely absorbed in a task that it feels like time stops and nothing else seems to matter. This is called&nbsp;<a href="https://www.psychologytoday.com/us/basics/flow">flow</a>, and it occurs when the challenges of the task are equal to your skills. You may have felt as though you lost yourself while playing a sport, playing music, writing, creating art, or even working. When you finish, you feel as though you&rsquo;ve just &ldquo;woken up&rdquo; and realized that the rest of the world is still there.</li>
<li>Relationships - are fundamental to the human experience. Humans are social creatures, and this has an evolutionary basis. Prominent biologists have&nbsp;theorized that being social is a form of adaptation that allows species to thrive and that the group, instead of the individual, is the primary unit of selection. The drive for positive relationships is fundamental to who we are.</li>
<li>Meaning - serving something larger than yourself. People can feel driven to contribute to a cause, their work, their community, religion, or anything else they believe has an impact.</li>
<li>Accomplishment - winning or mastery for its own sake. Sometimes achievements are motivated by positive emotions or meaning, but some are winning just to win. One example is people who are motivated to make more money to make money instead of using money in the pursuit of other goals.</li>
</ol>
<p>Notice how only the first element reflects happiness, and the other four elements are distinct components of flourishing. For example, engagement and meaning tend to be the opposite of positive emotions. People who are completely engaged and in flow report feeling nothing at all during flow, but feel very positive about the experience in retrospect. In addition, doing meaningful things typically requires effort and persistence, which can be accompanied by negative emotions like anxiety. This model of well-being illustrates that although happiness is an important goal, focusing on happiness to the exclusion of the other parts of well-being can lead to a shallow life without meaning. The combination of all five components, referred to as <em>flourishing</em>, is a better standard to strive for.</p>
<p style="text-align: center;"></p>
<p style="text-align: left;">Are you flourishing? If you don&rsquo;t know the answer, then the first step is to&nbsp;<a href="https://www.tilt365.com/Individuals" rel="follow">find out where you are right now!</a>&nbsp;If you aren&rsquo;t satisfied with how your life is now, then you should have been relieved to find out that you have control over where your life ends up. You can begin to increase your happiness with relatively simple exercises. You also know now that you shouldn&rsquo;t expect to be happy all the time and let yourself experience the negative emotions necessary to lead a more fulfilling, flourishing life.</p>

What is happiness? Most people believe that happiness doesn’t need a formal definition because they know it when they see it.

How much do you really know about happiness?

How Much Do You Really Know About Happiness?

<p style="text-align: center;"><img src="https://cdn.buttercms.com/PAoDuPvSOiwvYptAVtxt" alt="toon_5-ways-to-help-your-goals.jpg" width="404" height="404"></p>
<p>People begin every year by setting goals for <a href="https://www.tilt365.com/blog/post/self-management-skills-what-is-self-managing" rel="follow">how they will improve</a> in the new year. They think this is the year they will finally get in shape, improve their finances, find a new job, or improve their family relationships. Yet, for most people, these resolutions don&rsquo;t stick. One common reason New Year's Resolutions (and goals set at any time of year) fizzle out is that the goal itself is setting you up for failure. A goal set correctly is a powerful motivational tool, but if you don&rsquo;t set the right kind of goal, it could be useless or even demotivating!</p>
<p>If you&rsquo;ve read anything about goal setting before, it has probably referenced SMART (specific, measurable, attainable, relevant, and time-based) goals. Although this is a simple place to begin, it omits many complexities of goal-setting <a href="https://psycnet.apa.org/record/1990-97846-000">theory</a>. Someone once asked me how much research there could be on setting goals, and I responded by handing them this large&nbsp;<a href="https://psycnet.apa.org/record/2013-00428-000">book full of research</a>. Goal-setting theory has decades of research to support its conclusions, and focusing only on the &ldquo;SMART&rdquo; aspects ignores many important factors like feedback, self-efficacy, and learning goals. All the elements of SMART goals are addressed when you use the five questions below, and the questions include aspects of goal-setting that SMART goals overlook. So, if you&rsquo;ve had difficulty meeting your goals or forgetting your resolutions over the years, use these five questions to revise your goals, so they work for you instead of setting you up to fail.</p>
<p></p>
<p style="text-align: center;"><img src="https://cdn.buttercms.com/5i4Oz0KXQJyBRUJne1eF" alt="goal-rocket-b.webp" width="413" height="413"></p>
<p style="text-align: center;"></p>
<h3 id="1-are-your-goals-specific">1. Are your goals specific?</h3>
<p>One of the most common problems in setting goals is to make a vague goal.&nbsp;<a href="https://psycnet.apa.org/record/1990-32185-001">Decades of research</a>&nbsp;have demonstrated that specific goals lead to better outcomes than vague goals or merely trying to &ldquo;do your best.&rdquo; Setting vague goals like &ldquo;getting in shape&rdquo; or &ldquo;being more confident&rdquo; or &ldquo;improving personal relationships&rdquo; aren&rsquo;t motivating. If you think about it, they aren&rsquo;t even goals.&nbsp;<em>A goal is the desired end state</em>. If the goal is vague, you don&rsquo;t have an end to reach. A specific goal should include a measurable outcome and a deadline so that you know what you need to accomplish by when.</p>
<p>Large, overarching goals may require setting multiple specific goals. For example, you know you want to get in shape. So, you can choose multiple specific goals based on nutrition. If you are just getting started, you can set a goal to record the calories for all of your meals for the next month. This goal is specific, measurable, and has an exact deadline. You can follow up the next month by choosing a certain number of days per week to eat less than a set amount of calories. You would also likely want to create specific exercise goals. By creating many specific, measurable subgoals, you are making a process to reach your overarching goal of improving your health.<br>&nbsp;</p>
<h3 id="2-how-will-you-receive-feedback">2. How will you receive feedback?</h3>
<p>Receiving feedback helps you track your progress to know whether your approach is working and whether you need to adjust your amount of effort. Imagine that your goal is to run a 5k, but you have no way of knowing how far you are running. You wouldn&rsquo;t know when to stop or whether you needed to adjust your pace. This lack of feedback would make training almost impossible. Although there are fitness trackers that alleviate this specific problem, feedback on some goals can&rsquo;t be automatic.</p>
<p>Goals for personal growth and development are essential, but it is often challenging to find ways to measure your progress. Let&rsquo;s say you have an overarching goal of increasing your confidence. There are several specific goals you could set. You could set a goal of speaking twice in every meeting in the next week. That goal is specific and will provide instant feedback (you know how many times you speak), but it may not match your overarching goal of feeling more confident. You may feel self-conscious about speaking in meetings, and if the two times you speak don&rsquo;t contribute much or your comments are not well-received by your peers, it could make you more self-conscious. Alternatively, your end goal could be to find a <a href="https://www.tilt365.com/Individuals" rel="follow">self-report&nbsp;assessment</a>&nbsp;of confidence and move your score from a 4 to a 7. Then your feedback could be based on periodically retaking the assessment and seeing if you feel more confident. You could also solicit feedback from people who interact with you. This feedback could range from informal conversations with people you trust to multi-rater assessments to quantify how confident you seem to others or a combination of the two. The informal feedback could help you understand what is working and what isn&rsquo;t, and the quantitative information could serve as your specific end goal.</p>
<p>Whichever method of feedback you choose, you must know you will be able to receive feedback when you first set your goal. You need to see your progress to stay motivated and know whether you are on track to reach your goal or need to make changes. If you&rsquo;ve set a goal you believe is specific enough but can&rsquo;t find a way to receive feedback (automated or from others), you may need to revise your goal.<br>&nbsp;</p>
<h3 id="3-are-your-goals-difficult">3. Are your goals difficult?</h3>
<p>What is the purpose of accomplishing an easy goal? If a goal is too easy for you, then you&rsquo;ll either meet it quickly and stop working or put it off until the last minute because you know it doesn&rsquo;t require much effort.&nbsp;Goal difficulty has a linear relationship with performance. This means that if you set a difficult goal, you will accomplish more than if you set an easy goal. You have to work harder to accomplish difficult goals, so it makes sense that if you work harder, you can achieve more. However, the goal should also not be so difficult that you believe it is impossible. If a goal seems impossible, then it is demotivating. Why would you waste your time if there is no chance of success? The key is for&nbsp;<em>you</em>&nbsp;to believe that the goal is possible.</p>
<p><a href="https://www.uky.edu/~eushe2/Bandura/BanEncy.html">Self-efficacy</a> is your belief in your ability to perform a particular task, and it affects almost all aspects of the goal-setting process. Self-efficacy is task-specific, unlike more general self-esteem, which means you can be confident in your ability to meet some goals, but not others. If you have high task-specific self-efficacy, you will set more difficult goals, invest more effort into completing your goals, and persevere through setbacks. This increased effort will increase your likelihood of meeting your goals, and meeting goals will increase your self-efficacy. This pattern can continue as a virtuous cycle of increasing your performance and self-efficacy. But it can also act as a vicious cycle if you set goals that are too difficult and continuously fail to meet them. &nbsp;If you have lower self-efficacy, you can begin the virtuous cycle by completing an easier goal to begin to build self-efficacy. But remember that if the goal is too easy, you won&rsquo;t feel as if you have accomplished much, and it may not help your self-efficacy. Thus, setting difficult but achievable goals is important to both your current goal performance and your belief in your ability to accomplish future goals.</p>
<p style="text-align: center;"></p>
<h3 id="4-do-you-have-the-skills-to-meet-your-goals">4. Do you have the skills to meet your goals?</h3>
<p>The answer to this question can be yes or no, and you can still set a worthwhile goal. The difference is the&nbsp;<em>type</em>&nbsp;of goal that will work for you. There are two possible end states for your goals: learning something (learning goal) or meeting a performance standard (performance goal).&nbsp;<a href="https://www.taylorfrancis.com/chapters/learning-goals-qualitative-quantitative-review-gerard-seijts-gary-latham-meredith-woodwark/e/10.4324/9780203082744-24?context=ubx&amp;refId=7b3deb93-72cc-4f85-9ab4-5aa42987e079" rel="follow">Performance goals</a> are useful when you have the knowledge and skills to complete a task, and learning goals are useful when a task is new or complex. A performance goal is what you typically think about as a goal - defining the outcome you want to achieve. For example, as someone who has completed several 5k races and is familiar with the necessary training, you can set a specific, difficult, performance goal of completing a 5k one minute faster than your current personal best.</p>
<p>If the task is something you do not already have the requisite knowledge and skills for, then a difficult performance goal will make you do worse! You have limited cognitive resources, so you have to choose where to focus your attention. If you focus only on reaching a performance standard, you&rsquo;ll never learn the strategies you need to achieve it. For example, you could have a goal to have your website on the first page in a search engine for a particular search term. That is a specific and likely difficult performance goal. However, suppose you have little knowledge of search engine optimization (SEO). In that case, you could either be completely overwhelmed and demotivated or quickly choose any strategy you find and then focus on the outcome. If you don&rsquo;t spend the time exploring all of the processes to increase your SEO (and there are many), you could get stuck trying to use a strategy that will never work for you. A learning goal focuses on learning a process rather than achieving an outcome. For example, &ldquo;learn five methods of improving SEO and when they work best.&rdquo; Focusing on the process allows you to place all of your attention on learning how to find the best approach instead of wasting your time and energy trying to meet a goal that you don&rsquo;t know how to meet. Choosing a learning goal doesn&rsquo;t mean you can never perform a complex task; it may be to your advantage to focus on learning first to have the skills you need to meet a difficult performance goal.</p>
<h3 id="5-are-you-committed-to-your-goals">5. Are you committed to your goals?</h3>
<p>Goal commitment is a&nbsp;<a href="https://journals.aom.org/doi/abs/10.5465/amr.2010.0018">psychological bond</a>&nbsp;that reflects how dedicated to and responsible you feel about a goal. It should come as no surprise that the more committed you are to a goal, the more motivated you will be, and the higher your performance will be. Goal commitment goes beyond commitment to your specific goal. Commitment to a vague, overarching goal can motivate you to keep working toward that goal after you&rsquo;ve finished a specific subgoal.</p>
<p>The attractiveness of the goal and the expectancy of goal attainment <a href="https://psycnet.apa.org/record/1987-26774-001" rel="follow">predict the level</a>&nbsp;predict the level of commitment. The expectation of attaining the goal is related to self-efficacy, which is discussed above. Goal attractiveness means that if a goal is relevant and meaningful to you, you will be more committed to meeting it. Setting attractive goals makes sense when selecting your own goals, but sometimes goals may be assigned to you. If you are assigned a goal, you should try to ask why the goal is important and how it matters to you. Understanding the value of what you are assigned to do can increase attractiveness and help motivate you. If you are a manager, you should always explain why goals are important to your team members so that they buy-in and are committed. Making assigned goals seem attractive may be easier if you allow them to participate in the goal-setting process.</p>
<p>If you are looking for an easy way to increase your goal commitment, share your goals publicly or with a friend. When other people know your goals, it increases your accountability and commitment to completing the goal. At Tilt, we set goals at the beginning of each year and share them with the whole team so that we can all hold each other accountable.<br>&nbsp;</p>
<h3 id="closing">Closing</h3>
<p>The next time you begin the goal-setting process, review these five questions to be sure your goals are working for you instead of against you. Choosing the right type of goal (learning or performance) and setting specific, difficult, and attainable goals will increase your chances of success. Sharing your goals and ensuring you will have continuous feedback can make your goals even more motivating. Start this year or this week with goals that will motivate you.</p>

A goal set correctly is a powerful motivational tool, but if you don’t set the right kind of goal, it could be useless or even demotivating!

5 Ways to Help Your Goals Work for You

People begin every year by setting goals for how they will improve in the new year. They think this is the year they will finally get in shape, improve their finances, find a new job, or improve their family relationships.

<p style="text-align: center;"><img src="https://cdn.buttercms.com/7rHnFdASt2o6VeGVlLiL" alt="toon_What-Is-Generativity?-Erikson's-..." width="400" height="434"></p>
<p>There is certainly a difference between a sapling and a full-grown plant, and it&rsquo;s understood that even a colossal tree begins as a tiny shoot.&nbsp; Humans, too, start small in a physical sense. But many of us recognize the life trajectory where we learn things over the months and years, often yielding a more developed persona later in life.&nbsp; Our invisible personality changes over time, sometimes for better and sometimes not.&nbsp;&nbsp;</p>
<p>As plants and trees develop, they can contribute nutrients to their ecosystem (e.g., <a href="https://www.onegreenplanet.org/lifestyle/plants-that-enrich-your-garden-soil/" data-cke-saved-href="https://www.onegreenplanet.org/lifestyle/plants-that-enrich-your-garden-soil/">phosphorus to the soil (for plants)</a>, leaf matter to <a href="https://www.livescience.com/53452-herbivores.html#:~:text=An%20herbivore%20is%20an%20animal,%2C%20vegetables%2C%20roots%20and%20bulbs.&amp;text=This%20excludes%20insects%2C%20spiders%2C%20fish,plants%20are%20also%20considered%20herbivores." data-cke-saved-href="https://www.livescience.com/53452-herbivores.html#:~:text=An%20herbivore%20is%20an%20animal,%2C%20vegetables%2C%20roots%20and%20bulbs.&amp;text=This%20excludes%20insects%2C%20spiders%2C%20fish,plants%20are%20also%20considered%20herbivores.">herbivores</a>, and <a href="https://www.ucl.ac.uk/culture-online/ask-expert/your-questions-answered/how-do-plants-produce-oxygen#:~:text=Plants%20make%20their%20food%20in%20a%20process%20called%20photosynthesis.&amp;text=Once%20they%20have%20water%20and,the%20leaves%20into%20the%20air." data-cke-saved-href="https://www.ucl.ac.uk/culture-online/ask-expert/your-questions-answered/how-do-plants-produce-oxygen#:~:text=Plants%20make%20their%20food%20in%20a%20process%20called%20photosynthesis.&amp;text=Once%20they%20have%20water%20and,the%20leaves%20into%20the%20air.">oxygen to the air</a>). Similarly, as individuals grow and age, they have the capacity to contribute resources to their communities.&nbsp; When we change for the better, we tend to bestow assets to the system within which we reside (a term for this is &ldquo;generativity''), but when the opposite comes to pass, we may instead make withdrawals and become a burden to the system.</p>
<h3>What Is Generativity?</h3>
<p>One theory that involves the idea of generativity is credited to Erik Erikson, which entails phases individuals navigate as they age and mature.&nbsp; In his framework, the generativity definition is &ldquo;primarily the concern in establishing and guiding the next generation, although there are individuals who, through misfortune or because of special or genuine gifts in other directions, do not apply this drive to their own offspring<strong> </strong>(p. 267).&rdquo;&nbsp; A more general <a href="https://www.sciencedirect.com/topics/psychology/generativity" data-cke-saved-href="https://www.sciencedirect.com/topics/psychology/generativity">generativity psychology definition</a> is &ldquo;the propensity and willingness to engage in acts that promote the wellbeing of younger generations as a way of ensuring the long-term survival of the species.&rdquo;</p>
<p><img src="https://cdn.buttercms.com/E7wDQNum8zKdl2nWALQz" alt="undefined" width="392" height="392" style="display: block; margin-left: auto; margin-right: auto;"></p>
<p></p>
<p><a href="https://books.google.com/books?hl=en&amp;lr=&amp;id=rTMrB0AutLwC&amp;oi=fnd&amp;pg=PR8&amp;dq=Loue,+Sana+and+Martha+Sajatovic.+2008.+Encyclopedia+of+Aging+and+Public+Health.+New+York:+Springer+Science+%26+Business+Media.&amp;ots=V0TcCEuKlO&amp;sig=YpCK0Ngifh0Se61PAu83Z_CtH5o" data-cke-saved-href="https://www.scholar.google.com/scholar?as_vis=1&amp;q=Loue,+Sana+and+Martha+Sajatovic.+2008.+Encyclopedia+of+Aging+and+Public+Health.+New+York:+Springer+Science+%26+Business+Media.&amp;hl=en&amp;as_sdt=0,34" rel="follow">Generativity vs Stagnation</a> is the seventh stage of psychosocial development according to Erik Erikson. This happens around the ages of 40-65 after the other 6 theoretical life stages. The stage of generativity vs stagnation targets society in general as opposed to targets that tend to be more self-interested.</p>
<p>Someone who has reached the Generativity (versus Stagnation) stage is grappling with whether to use personal resources to benefit others (whether or not the benefactor is related by any or none of genes, family ties, or personal relationships to the beneficiaries).&nbsp;Generativity examples can include caring and showing your kids about life and guiding them through situations, people who volunteer in community work, environmental activism, or sports involvement. Examples of stagnation include maintaining great distance from others and refusing to lend aid to neighbors. In such cases, one can even become a detriment to society by using resources generated by others without some sort of requisite contribution to balance it out.&nbsp;&nbsp;</p>
<p>Since Erikson&rsquo;s stage of Generativity vs Stagnation is theorized to occur between the ages of 40 and 65, those who successfully embody generativity tend to be the people who have fruitfully completed the earlier stages of psycho-social development&nbsp; (though it is not impossible, according to Erikson&rsquo;s theory, to embody generativity even if one has passed through a prior stage unsuccessfully).&nbsp; An individual behaving in a way that produces generativity encourages the next generations to continually expand their knowledge and personas.&nbsp; Also typical for generative individuals is that they elicit passion within others for a range of domains including work, life, and the process of making new things.&nbsp;</p>
<h3>Supplemental Findings and their Utility for Businesses</h3>
<p>For a more comprehensive background in generativity as it relates specifically to the work context, the following three paragraphs provide a smattering of generativity findings from various sources. First, in contrast to Erikson&rsquo;s ideas distinguishing age forty as the beginning of the seventh stage of development, <a href="https://psycnet.apa.org/record/1993-40937-001" data-cke-saved-href="https://www.scholar.google.com/scholar?hl=en&amp;as_sdt=0%2C34&amp;q=2.%09Peterson%2C+B.+E.%2C+%26+Stewart%2C+A.+J.+%281993%29.+Generativity+and+social+motives+in+young+adults.+Journal+of+personality+and+social+psychology%2C+65%281%29%2C+186.&amp;btnG=" rel="follow">Peterson and Stewart</a> witnessed the generativity versus stagnation struggle emerge earlier (i.e., in young adults).&nbsp; Second, the notion that personal productivity is an antecedent for generativity has been supported. These, taken together, are good news for managers who encourage subordinates of a wide range of ages to perform well in their occupations.&nbsp;&nbsp;</p>
<p>Third, two aspects (specifically &ldquo;summed power&rdquo; and &ldquo;intimacy motivation&rdquo;) of the Thematic Apperception Test (or TAT; a projective test of personality and of mental patterns) demonstrated <a href="https://psycnet.apa.org/record/1986-21787-001?doi=1" data-cke-saved-href="https://www.psycnet.apa.org/doiLanding?doi=10.1037%2F0022-3514.50.4.800" rel="follow">predictive power</a> for ensuing generative intentions.&nbsp; Similar to using SAT scores to predict subsequent student performance in undergraduate studies, this knowledge could potentially be valuable if managers (who have the resources to deploy the TAT to subordinates or who have access to subordinates&rsquo; past TAT scores) are trying to determine who will later engage in generativity.&nbsp; Those scoring low could be included in generativity development efforts to bridge the gap.&nbsp;&nbsp;</p>
<p>Finally, two authors identified people scoring high on the breadth of interest and innovation to be more generative (where the breadth of interest is understood to mean the individual has a <a href="https://www.lrdc.pitt.edu/SCHUNN/papers/bathgate-schunn-depthbreadth.pdf" data-cke-saved-href="https://www.lrdc.pitt.edu/SCHUNN/papers/bathgate-schunn-depthbreadth.pdf">larger set of passions</a>).&nbsp; In a manner similar to our comment concerning the predictive power of certain TAT elements for future generativity, managers could potentially score subordinates for these two personality constructs if they want to assess the likelihood of certain individuals exhibiting generativity.&nbsp; These findings and the findings about the TAT provide managers with a potential starting point &mdash; with some go-to constructs to measure and assess if they are trying to identify good candidates for generativity development.&nbsp;&nbsp;</p>
<h3>Unique Manifestations of Generativity Inside and Outside of the Work Context</h3>
<p>A specific form of generativity is technical generativity.&nbsp; An individual engaging in technical generativity is concerned with sharing personal skills and knowledge that benefit others.&nbsp; Examples include a doctor teaching wound diagnosis, a chef explaining proper knife skills, and a writer providing coaching on how to optimally develop a story&rsquo;s plot.&nbsp; In all three of these examples, someone is teaching skills to a learner.</p>
<p>This provides an organic segue into some relevant generativity findings on teachers and the applicability of those findings for business coaches (like those working for Tilt 365).&nbsp; Individuals in the teaching profession can make a vast, positive impact on the next generation due to the fact that teachers are in contact with students for so many of students&rsquo; developmental years.&nbsp; We feel this finding can be extended to any organization in the coaching and development business sector since coaches tend to interact extensively with the people they support in personal transformation. Many clients go on to have a positive effect on the many people they lead or influence, long beyond the coaching engagement.</p>
<p>Thus, it is vital that teachers, coaches, and other professionals strongly embody generativity to maximize their influence on their pupils and clients. If certain instructors are found wanting in this realm, enabling them to participate in training and development that cultivate stronger sentiments of generativity would be beneficial. Since everyone (regardless of education, job description, or status within an organization) can, at some level, develop generativity, our belief is that this concept of generativity training and development is also relevant and viable for anyone in a business setting (even if they are not teachers or coaches).</p>
<h3>Generativity as an Asset to Businesses and Society</h3>
<p>We at Tilt 365 define generativity as &ldquo;A cognitive pattern characterized by a well-developed set of character strengths and a balanced, fulfilled life.&nbsp; Its outcomes include contributions to the world at large that extend beyond the individual actor.&rdquo; Companies that are intentional about practicing generativity are going to be cognizant of the people they serve and their impact on them. This sense of responsibility is something we want to diffuse through society because it is vital for companies to care about their workers and the footprint they leave locally. Every time a business decides it is going to pursue generativity, that is a win for that organization because it means that they have made the commitment to cultivate any relevant business strengths present in their employees (e.g., the strengths of empathy, focus, trust, or confidence).&nbsp;&nbsp;</p>
<p>Increased confidence might result in a more coherent presentation to upper management by a newer employee, and enhanced focus could enable a team to finalize an important project well before the deadline.&nbsp; Even if individual teams within an organization commit to acting generatively, we believe the repercussions can be profound.&nbsp; In terms of the benefit to the workplace itself, these <a href="https://www.sciencedirect.com/science/article/pii/S0001879120301469" data-cke-saved-href="https://www.sciencedirect.com/science/article/pii/S0001879120301469">repercussions of generativity</a> can include enhanced work motivation and affective organizational commitment.&nbsp; Also, in terms of potential benefits to society at large, individual teams practicing generativity could result in sponsorships between local youth sports teams (e.g., in which a team member&rsquo;s child participates) and the relevant company.</p>
<h3>Tilt&rsquo;s Work with Generativity</h3>
<p>With respect to our efforts to proliferate generativity, we believe we are providing not just business exchanges but also psychological gains and enhanced emotional well-being.<strong>&nbsp;</strong>Given that we are in the professional training and coaching field, we understand the need for strengths development in our various communities and organizations.&nbsp; Tilt, therefore, values all of the following:&nbsp;&nbsp;</p>
<ul>
<li>Helping the next generation directly (which can manifest in encouraging those individuals to practice generativity),&nbsp;</li>
<li>Convincing people that generativity is important both because of its value for the generative individual and also because of its impact on the next generation, and</li>
<li>Enhancing profitability within organizations by increasing the human-capital-enhancement capabilities of those organizations through enhanced generativity among managers and senior employees with respect to knowledge sharing.</li>
</ul>
<p>When working toward a robust set of character strengths characteristic of generativity, the first step is to know what strengths you possess and what strengths you lack so that you know where to focus your energies.&nbsp; Tilt&rsquo;s True Tilt Personality Profile&trade; (TTP) and Positive Influence Predictor&trade; (PIP) <a href="https://www.tilt365.com/Pricing/All-Pricing" data-cke-saved-href="https://www.tilt365.com" rel="follow">strengths assessment</a> enable the user to identify which character strengths they easily embody and which character strengths they need to work on developing.&nbsp; Also, the PIP allows observers to rate an individual on perceived character strengths, potentially providing insights into blind spots.&nbsp; Similarly, Tilt&rsquo;s Team Agility Predictor (TAP) can help your team hone its strengths, enabling further generativity.&nbsp;&nbsp;</p>
<h3>Closing</h3>
<p>Just as a farmer&rsquo;s apple trees and livestock are her assets, people are important resources to a company.&nbsp; If a farmer fails to fertilize and water her apple trees, there won&rsquo;t be much fruit at harvest time.&nbsp; Similarly, it would be a significant missed opportunity if organizations fail to develop the strengths of their workforce.&nbsp;&nbsp;</p>
<p>As seen in the content of this blog, the concept of generativity is very much about developing human resources.&nbsp; Incorporating <a href="https://www.tilt365.com/" rel="follow">our assessments</a> is a great strategy for maximizing the potential of your teams.&nbsp;<strong> </strong></p>
<p><em>How will your organization focus its energies when our assessments identify strengths that need to be developed in your human capital?&nbsp;</em>&nbsp;</p>

Generativity vs Stagnation is the seventh stage of psychosocial development, according to Erik Erikson.

What Is Generativity? Erikson's Generativity vs Stagnation

Generativity vs Stagnation is the seventh stage of psychosocial development, according to Erik Erikson. This happens around the ages of 40-65 after the other 6 theoretical life stages. The stage of generativity vs stagnation targets society in general as opposed to targets that tend to be more self-interested.

<h3 style="text-align: center;"><img src="https://cdn.buttercms.com/cjJE5ZTgR1i7CknOrbX8" alt="toon_stress-resistance-analysis-paral..." width="402" height="402"></h3>
<h3 id="stress-symptom-4-resistance-and-analysis-paralysis-which-can-lead-to-stagnation-if-it-becomes-chronic-">Stress Symptom # 4: Resistance and Analysis Paralysis which can lead to stagnation if it becomes chronic.</h3>
<p>The fourth stress reaction is a reaction to the perceived loss of value or status driven by an unconscious fear of harmful intentions by those who are more powerful. This pattern often arises from a perception of problematic and detrimental family circumstances early in life that led to a loss of hope about the world. The story (life script) manifests itself as a great effort to make things better by preparing more carefully and avoiding the many risks that may result. The stress arises whenever others initiate a change without consulting them, mainly if authority figures undertake that change. What this is about underneath is a perceived loss of <strong>value </strong>and <strong>status </strong>with influential authority figures. Since the underlying desire is to be valued and essential, the fear is they will be ignored or overlooked. This concern is because they perceive themselves as the keeper of peace and the protector from harm. The story is that "if only the others listened, they would see all of the troubles that could unfold if they don't listen to what I know." In this story, the goal is to be prepared to preserve hope. Inherent in this story's mindset is an unconscious feeling of powerlessness, which is also the greatest fear.<span style="font-weight: 600; font-family: -apple-system, BlinkMacSystemFont, 'Segoe UI', Roboto, Oxygen, Ubuntu, Cantarell, 'Open Sans', 'Helvetica Neue', sans-serif;"></span></p>
<p style="text-align: center;"><img src="https://cdn.buttercms.com/oLDnoQmgQPavizsUadQB" alt="undefined" width="395" height="438"></p>
<figure><span style="font-weight: 600; font-family: -apple-system, BlinkMacSystemFont, 'Segoe UI', Roboto, Oxygen, Ubuntu, Cantarell, 'Open Sans', 'Helvetica Neue', sans-serif;">Two Internal Needs:</span></figure>
<p>This stress reaction helps one save face with themselves by temporarily propping up the ego with a false feeling of being the keeper of all vital information that protects people from significant harm and, therefore, worthy of being consulted about every matter of importance. This short term reaction where the ego strives to be seen and heard as the wise advisor and benefactor of peace is harmless unless it becomes chronic or extreme in a way that becomes harmful to self or others.</p>
<h3 id="what-s-good-about-it">What's good about it?</h3>
<p>The positive aspect of this reaction is that it gives the person a quick boost of confidence to assert themselves in ways they would not usually choose. Typically quiet and withdrawn, they temporarily come alive with the courage and power to speak their minds before "the powers that be" move forward. Suddenly, they are willing to fight for integrity or what is right and surprise others with their forthrightness. A person who experiences this stress pattern is more effective when they speak up consistently along the way, rather than waiting until they notice that someone has left them behind in their decision-making process when it might be too late.</p>
<h3 id="what-often-happens-instead-">What often happens instead:</h3>
<p>Instead of appreciating the courage required for this person to speak up and show up powerfully, many colleagues forget to include them because they are quiet most of the time. Others may assume they don't want a seat at the table, so when they finally speak up, it seems too late or experienced as stonewalling forward progress at just the wrong time. No one enjoys being ignored or left out, even temporarily. It is rarely this person's intention to be forgotten. There's a better way to handle it when we see someone who is usually quiet, suddenly stands up and speaks with convictions. If we can learn to ask them what they are worried about, we often find that they know what they are talking about and have studied many ways forward long before anyone else. It's better not to get caught up in annoyance because they rarely want to thwart our plans. Just by listening to their concerns, they will often calm down and again be the voice of reason with valuable information for the project.</p>
<h3 id="a-better-way-to-respond-more-consciously-">A better way to respond more consciously:</h3>
<p>A stress reaction always contains some positive effects if it doesn't go too far. It can be helpful to point out that you are noticing they want to be heard and inquire about what might be missing from the decision at hand. Merely listening to them can help them realize they should have spoken up much sooner and that others will value their knowledgeable input. This truthful information can alert them to the risk of being quiet or uninvolved along the way. If we can remain curious and ask them to assert their opinions confidently, we can benefit significantly from their perspective before proceeding forward. By showing them they are valued and respected, they can shift into their more powerful and informed voice.</p>
<h3 id="the-positive-result-">The positive result:</h3>
<p>Someone in this situation greatly appreciates the acknowledgment that all of us worry and feel hopeless sometimes. Some patience and listening are usually enough to de-escalate the emotional charge that could make them stonewall forward action. It will not help to pile on more reasons to make them feel powerless in the face of risks. When your acknowledgment of the information normalizes their behavior, they can relax, knowing you value their input. It can be helpful to get them talking, which can lower their resistance. When this happens, new energy and passion begin to flow, helping them explain all of the potential ramifications that others may miss. After all, they are excellent troubleshooters, able to see the details and analysis required to reduce problems later.</p>
<p><a target="_blank" href="https://bit.ly/35NBQVt" data-cke-saved-href="https://bit.ly/35NBQVt" rel="noopener"></a></p>
<h3 id="what-happens-if-it-becomes-chronic">What happens if it becomes chronic?</h3>
<p>Although acute stress can help us become more alert at the moment for a burst of energy, if it becomes chronic, it can cause harmful stress. Being constantly worried about risks will trigger a cortisol response and become habitual. In this case, there will be fretting, ruminating, and internalized negativity, but very little progress on moving forward healthily. If this becomes a regular pattern, it can cause them to lose credibility and productive relationships with others. If this happens, the best thing to do is use <a href="https://www.tilt365.com/blog/post/how-to-use-laser-coaching-to-drive-agility-in-your-team" data-cke-saved-href="/Blogs/ArticleID/7/How-to-use-laser-coaching-to-drive-agility-in-your-team" rel="follow">laser coaching</a> to help them voice their thoughts, refrain from blaming others for moving faster, and free up energy to express themselves more clearly and succinctly.</p>
<h3 id="how-to-use-laser-coaching-to-help-someone-who-is-spinning-in-overwhelm-">How to use laser coaching to help someone who is spinning in overwhelm:</h3>
<p><a href="https://www.tilt365.com/Courses/Laser-Coaching-For-Leaders-Masterclass" data-cke-saved-href="/Assessments" rel="follow">Laser coaching sessions</a> can help others become aware of their patterns and how they are harming themselves or others.</p>
<p>Coaching questions that can increase awareness:</p>
<ul>
<li>What's worrying you that you need to share with someone?</li>
<li>What part of you needs to grow up and take responsibility, if any?</li>
<li>What has you blaming those you see as more powerful than you?</li>
<li>What do you need to assert to get others to hear your valid concerns?</li>
<li>What can you do to organize your argument with more optimism?</li>
<li>What do you fear most, that others might miss without your perspective?</li>
<li>What do you know that others may not because they're not in the details?</li>
</ul>
<p>Sometimes asking questions like these is all that's needed to raise self-awareness in someone under stress. Don't try to rush, push, or take on their work for them. As a coach, leader, or colleague, you should not try to rescue a person in resistance by doing something for them as this will only serve to validate their belief they can't assert it themselves. <a href="https://www.tilt365.com/blog/post/how-to-manage-stress-in-your-team" data-cke-saved-href="/Blogs/ArticleID/8/How-to-Manage-Stress-in-Your-Team" rel="follow"> Click here</a> to learn more about how to manage stress in your team.</p>
<p>Note: This stress reaction is most common in a CLARITY <strong>True Tilt Quiet Genius </strong>personality profile. <strong>How can you actually use this? </strong>Learn more about your specific stress reaction pattern by taking the <strong><a href="https://www.tilt365.com/Pricing/All-Pricing" rel="follow">True Tilt Personality Profile&trade;</a>.</strong></p>
<h4>View related posts:&nbsp;<a href="https://tilt365.com/blog/post/micromanagement-stress-patterns-in-your-team" rel="follow">Stress Symptom # 1</a>,&nbsp;<a href="https://www.tilt365.com/blog/post/manage-impulsivity-and-false-starts-in-the-workplace" rel="follow">Stress Symptom # 2</a>,&nbsp;<a href="https://www.tilt365.com/blog/post/overwhelm-and-confusion-managing-common-workplace-stress-patterns" rel="follow">Stress Symptom # 3</a></h4>
<h3 id="stress-symptom-4-resistance-and-analysis-paralysis-which-can-lead-to-stagnation-if-it-becomes-chronic-"></h3>
<p><strong></strong></p>

Resistance and Analysis Paralysis, is a reaction to the perceived loss of value and status driven by an unconscious fear.

Resistance and Analysis Paralysis - Workplace Stress

Resistance and Analysis Paralysis, the fourth stress reaction, is a reaction to the perceived loss of value and status driven by an unconscious fear of harmful intentions by those who are more powerful.

Resistance and Analysis Paralysis - Workplace Stress Symptom

<p style="text-align: center;"><img src="https://cdn.buttercms.com/kLbyv7r7Tdm08CwY4D1o" alt="toon_overwhelm-and-confusion.webp" width="400" height="400"></p>
<p style="text-align: center;"></p>
<h3 id="stress-symptom-3-overwhelm-and-confusion">Stress Symptom # 3: Overwhelm and Confusion</h3>
<h3 id="which-can-lead-to-chaos-if-it-becomes-chronic-"><em>Which can lead to chaos if it becomes chronic.</em></h3>
<p>The third stress reaction pattern is about a perceived loss of certainty and stability driven by an unconscious fear of incompetence in managing one&rsquo;s life alone. This pattern often arises because parents may have feared giving you enough autonomy to experience learning on your own, sending the message that you are not OK to handle your affairs without help. The story (life script) manifests itself in the psyche as an exaggerated show of emotion that worked as an unconscious appeal for the attention you needed to get control back. Later in life, stress can arise when one suddenly feels overcommitted and unable to deliver on commitments. The first reaction is to exaggerate emotions and get attention so others will help. What it&rsquo;s about underneath is a perceived loss of&nbsp;<strong>approval&nbsp;</strong>and&nbsp;<strong>recognition</strong>&nbsp;that comes along with concern about one&rsquo;s image with authority figures. Since the underlying desire is to have a good reputation with others, the fear is about not being able to control how others may think you are irresponsible for not meeting expectations. The concern is that one can&rsquo;t keep up with so many people and so many ideas at once. And this concern is legitimate because the precursor for this pattern originates in being too approachable to others who might take advantage of your generosity, coupled with a childlike fascination with novel ideas that distract one from focus. This combination means one is prone to prioritizing others' needs and ideas at the expense of self, all in service of being well thought of by others. Paradoxically the strategy often implodes on itself, and you end up disappointing instead. The stress comes when demands are overwhelming and come crashing down all at once.</p>
<p style="text-align: center;"><img src="https://cdn.buttercms.com/uZZnj4KZR1mio6AbXUkC" alt="undefined" width="399" height="442"></p>
<h3 id="two-internal-needs-">Two Internal Needs:</h3>
<p>This stress reaction helps one save face internally by temporarily propping up the ego with a false feeling of being the one who helps others and, therefore, blameless and deserving of attention and appreciation precisely because of the same selflessness that invites the trouble. This short-term reaction, where the ego strives to get attention and confirmation that they are the &ldquo;good helper,&rdquo; is harmless unless it becomes chronic or extreme in a harmful way to self or others.</p>
<h3 id="what-s-good-about-it">What&rsquo;s good about it?</h3>
<p>The positive aspect of this reaction is that it gives the person a quick boost of energy to focus on what they are doing to themselves by overcommitting. What is needed is some boundaries, structure, and discipline to put oneself first and serve others or explore novel ideas in balance with organization and responsibility for completion. A person who experiences this stress reaction may need to prioritize their inner voice and learn how to deal with disapproval by others, especially authority figures. The inability to keep unreasonable or impractical commitments is a good lesson to learn and will help one learn to assert better boundaries in the future.</p>
<h3 id="what-often-happens-instead-">What often happens instead:</h3>
<p>Instead of appreciating the spontaneity and likable nature that created this situation, others often worry that decisions are not being made and results will not be on time. When this happens, it can trigger alarms in others that bring judgment, such as &ldquo;I always have to clear up the confusion and chaos for this person&rdquo; or &ldquo;be the one to follow up and get the job done&rdquo; because the person isn&rsquo;t capable of finishing difficult tasks in general. No one enjoys disappointing others or letting themselves down, even temporarily. It is rarely this person&rsquo;s intention to give up and throw their hands in the air in despair for they genuinely want to do a good job and are very capable when they feel competent. There&rsquo;s a better way to handle it when we encounter someone experiencing overwhelm. Suppose we can learn to simply notice the pattern, validate the person&rsquo;s temporary stress, and respond accordingly. In that case, we can help them do what they do best - cross-pollinate novel ideas through their expansive network. This response requires not getting caught up in the drama of our own fears, where we react to their stress with judgment or dismiss them as incapable.</p>
<h3 id="a-better-way-to-respond-more-consciously-">A better way to respond more consciously:</h3>
<p>A stress reaction always contains some positive effects if it doesn&rsquo;t go too far. As such, it can be helpful to point out that you are noticing their distress and inquire about how you can help them structure a plan. Merely listening to them can help them see the situation they&rsquo;ve invited into their lives by being too open, curious, generous, and approachable. This action can alert them to the unintended effects of their behavior and how it impacts them and others. Only then will they become aware that they can benefit from being more assertive and focused. If we can remain curious about their reactions and listen, it can help them think out loud and learn from good coaching questions. Saying, &ldquo;I am noticing you have too much on your plate and may have promised more than is possible. What help do you need to request?&rdquo; Just the act of caring and sharing your observations can help them realize the cons of their boundless receptivity and optimism.</p>
<h3 id="the-positive-result-">The positive result:</h3>
<p>An acknowledgment that &ldquo;all of us get overwhelmed sometimes&rdquo; is greatly appreciated by someone in this situation. Some empathy is usually enough to de-escalate the emotional charge that could make them spin further out of control. It will not help to pile on more rejection or criticism than they are already feeling inside themselves. When they feel normalized by your acknowledgment that everyone gets overcommitted at times, they can relax and pull out of the stress reaction. When this happens, new energy and passion begin to flow, helping them finish what they started and assert better boundaries going forward.</p>
<h3 id="what-happens-if-it-becomes-chronic">What happens if it becomes chronic?</h3>
<p>Although acute stress can help us become more alert in the moment for a burst of energy, if it becomes chronic, it can turn into bad stress. Being constantly overwhelmed will trigger a cortisol response and become habitual. In this case, there will be activity, ideas, and talk, but very little productive action or tangible results. If this becomes a regular pattern, it can result in loss of trust and confidence in oneself and from others. Concern about image and recognition will morph into embarrassment, guilt, and even shame. If this happens, the best thing to do is use&nbsp;<a href="https://www.tilt365.com/blog/post/how-to-use-laser-coaching-to-drive-agility-in-your-team" rel="follow">laser coaching</a> to help them stop repetitive storytelling or blaming of circumstances, which will free up energy to get organized and be productive.</p>
<p></p>
<h3 id="how-to-use-laser-coaching-to-help-someone-who-is-spinning-in-overwhelm-">How to use laser coaching to help someone who is spinning in overwhelm:</h3>
<p><a href="https://www.tilt365.com/Courses/Laser-Coaching-For-Leaders-Masterclass" rel="follow">Laser coaching sessions</a>&nbsp;can help others become aware of their patterns and how they are harming themselves or others.</p>
<p>Coaching questions that can increase awareness:</p>
<ul style="list-style-type: square;">
<li style="list-style-type: disc;">What&rsquo;s the potential cost of the stories you are telling yourself?</li>
<li style="list-style-type: disc;">What part of you needs to grow up and take responsibility, if any?</li>
<li style="list-style-type: disc;">What has you blaming people or circumstances you can&rsquo;t control?</li>
<li style="list-style-type: disc;">What do you need to do to increase self-respect right now?</li>
<li style="list-style-type: disc;">What can you do to give yourself more control over your time?</li>
<li style="list-style-type: disc;">What do you need to ask for in order to get this over the finish line?</li>
<li style="list-style-type: disc;">What do you fear most, that others need to know right now?</li>
</ul>
<p>Sometimes asking questions like these is all that&rsquo;s needed to raise self-awareness in someone under stress. Don&rsquo;t try to solve their problems or take on their work for them. As a coach, leader, or colleague, you should not try to rescue a person in overwhelm by doing something for them as this will only serve to validate their belief they can&rsquo;t do it alone.&nbsp;<a href="https://www.tilt365.com/blog/post/how-to-manage-stress-in-your-team" rel="follow">Click here</a> to learn more about how to manage stress in your team.</p>
<p style="text-align: center;"></p>
<p>Note: This stress reaction is most common in a CONNECTION&nbsp;<strong>True Tilt Cross Pollinator&nbsp;</strong>personality profile.&nbsp;<strong>How can you actually use this?&nbsp;</strong>Learn more about your specific stress reaction pattern by taking the&nbsp;<strong><a href="https://www.tilt365.com/Pricing/All-Pricing" rel="follow">True Tilt Personality Profile&trade;</a>.</strong></p>
<h4>View related posts:&nbsp;<a href="https://www.tilt365.com/blog/post/micromanagement-stress-patterns-in-your-team" rel="follow">Stress Symptom # 1</a>,&nbsp;<a href="https://tilt365.vercel.app/blog/post/manage-impulsivity-and-false-starts-in-the-workplace" rel="follow">Stress Symptom # 2</a>,&nbsp;<a href="https://www.tilt365.com/blog/post/resistance-and-analysis-paralysis-workplace-stress" rel="follow">Stress Symptom # 4</a></h4>

Overwhelm and confusion can lead to chaos if it becomes chronic. Learn how to manage workplace stress patterns with advice from Tilt 365.

How to Manage Confusion and Overwhelm at Work

Stress Symptom # 3: Overwhelm and Confusion Which can lead to chaos if it becomes chronic. The third stress reaction pattern is about a perceived loss of certainty and stability driven by an unconscious fear of incompetence in managing one’s life alone. This pattern often arises because parents may have ...

The Tilted Edge

Ideas, stories, and advice for creating a culture where people love to work.

Latest posts