Values are the most powerful motivating tool we have. If you want to change a bad habit, the change can be made very rapidly if you will link the successful maintenance of that change with high values.
It's been 3 years since I started smoking when I was alone or less activity stake stage... I am not at all happy about on this anything else.. I encourage each and every smoker to quit this habit and enjoy life ultimatly after I saw the movie “ Aashayein” starring John Abraham.
I can narrate one incident in the corporate at my previous tenure in an IT company. One of my friend who placed an extremely high value on pride and respect. So what he did was write a note to the five people he respects most in the world, saying that he would never smoke again. After he sent his letters out, he quit. There were many times when he said he would have given anything for a cigarette, but his pride would never let him go back. It was a value more important that the feeling of puffing on a cigarette. Today he is a healthy non-smoker. Values properly used have the greatest power in changing our behavior.
Value elicitations are important in both business and personal life. There is an ultimate value everyone looks for in work and personal life. It will make a person take a job, and if not fulfilled or if violated it will make him leave it. For some people, it may be money. If you pay them enough, you will keep them. But for many others, it’s something else. It might be creativity or challenge or a sense of family. It’s crucial for managers to know the supreme value of their employees. To elicit it, the first thing to ask is, what would it take to cause you to join an organization? Let’s say the employee answers, a creative environment. You develop a list of what is important about that by asking, what else would it take? Then you would want to know, even if all those existed, what would cause him to leave. Suppose then answer is, ‘A lack of trust’. You would keep on probing from there: Even if there were a lack of trust, what would make you stay? Some people might say that they would never stay in an organization with a lack of trust. If so, that’s ultimate value – the thing they must have to stay at a job. Someone else might say he would stay, even if there was no trust, if he had a chance to rise through the organization. Keep probing and questioning until you’ve found the things the person has to have to stay happy, and then you’ll know in advance what would make him leave.
The value words people use are like super-anchors – they have strong emotional associations. To be even more effective, be clear: How would you know when you have that? How do you know when you don’t have that? Also, it’s critically important to note a person’s evidence procedure to determine how your concept of trust differs form his. He may believe there is trust only if he’s never questioned in his decisions. He may believe there is a lack of trust if his job responsibility is changed without a clear explanation to him. It is invaluable for a manager to understand these values and be able to anticipate in advance when dealing with people in any given situation.
Thanks - Manoj Elanjickal
Cell # 09847788000
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