Our eTraining is one of the absolute best ways to get ongoing, expert advice from expert trainers like: Gil Cargill, Tim Wackel, Jim Domanski, Michael Nick, and many more.

Their proven tips and tactics are utilized by many of the largest companies, and now with eTraining theyre available so smaller sales teams and even individuals can take advantage of them. eTraining is:

*Limit 1 trial per user.

* REQUIRED in order to receive trial.

Note: Other sales trainers will be excluded from trial.

Sales Blunders, Strategies & Tactics 5-Pack | 5 for $50 For First 50 People

Audio downloads include:

Learn:

Don't miss today's Deal of the Day 5 for $50 (Save $145 - Each download usually sells for $39/each. Now that's a deal!)

Click here for details.

Sign-up for our free e-newsletter below and receive via email a complimentary audio download "Top 10 Voice Mail Blunders."

*All Fields Are Required This is an opt-in only newsletter, and we will not sell or distribute any of your information.

Follow this link:
Sales Training Central - Home Of eTraining Online Sales Training

The complete range of sales training - catering for core skills through to advanced sales professionals. Sales people need the right mix of skills and processes to enable them to do their job effectively. These courses address all sales areas and help you, whatever your experience, achieve the best results you can.

Choose the area of training that you need to focus on and see which courses may help you.

Price: 1,499

Duration: 3 days

Warwick Conferences 16-18 Nov 2015London, DeVere WestOne 14-16 Dec 2015Leeds, DeVere Weetwood Hall 13-15 Jan 2016London, DeVere WestOne 8-10 Feb 2016Warwick Conferences 7-9 Mar 2016London, DeVere WestOne 4-6 Apr 2016Manchester, DeVere Cheadle House 4-6 May 2016London, DeVere WestOne 23-25 May 2016Warwick Conferences 22-24 Jun 2016London, DeVere WestOne 18-20 Jul 2016Leeds, DeVere Weetwood Hall 10-12 Aug 2016London, DeVere WestOne 31 Aug - 2 Sep 2016Warwick Conferences 26-28 Sep 2016Manchester, DeVere Cheadle House 24-26 Oct 2016London, DeVere WestOne 16-18 Nov 2016Warwick Conferences 14-16 Dec 2016

Price: 1,299

Duration: 2 days + elearning

Next Dates: Leeds, DeVere Weetwood Hall 8-9 Dec 2015

Price: 999

Duration: 2 days

London, DeVere WestOne 15-16 Mar 2016Leeds, DeVere Weetwood Hall 9-10 May 2016Warwick Conferences 12-13 Jul 2016Manchester, DeVere Cheadle House 5-6 Sep 2016London, DeVere WestOne 27-28 Sep 2016Warwick Conferences 5-6 Dec 2016

Price: 999

Duration: 2 days

Manchester, DeVere Cheadle House 19-20 Apr 2016London, DeVere WestOne 4-5 Oct 2016

Price: 400

Duration: 3-4 Hours

Price: 1,099

Duration: 2 days

London, DeVere WestOne 7-8 Jun 2016Leeds, DeVere Weetwood Hall 24-25 Oct 2016

Price: 1,099

Duration: 2 days

Warwick Conferences 22-23 Feb 2016London, DeVere WestOne 24-25 May 2016Leeds, DeVere Weetwood Hall 20-21 Sep 2016London, DeVere WestOne 6-7 Dec 2016

Price: 1,499

Duration: 3 days

Manchester, DeVere Cheadle House 1-3 Feb 2016Warwick Conferences 10-12 May 2016London, DeVere WestOne 7-9 Sep 2016Warwick Conferences 21-23 Nov 2016

Price: 999

Duration: 2 days

London, DeVere WestOne 28-29 Jun 2016Leeds, DeVere Weetwood Hall 1-2 Nov 2016

Price: 499

Duration: 1 day

Warwick Conferences 26 Apr 2016London, DeVere WestOne 11 Oct 2016

Price: 1,099

Duration: 2 days

Manchester, DeVere Cheadle House 22-23 Mar 2016London, DeVere WestOne 26-27 Jul 2016Warwick Conferences 15-16 Nov 2016

As your customers expect more and the difference between your own and your competitors' products and services becomes less, your ability to build and maintain strong customer relationships is key to winning and retaining business. Successful organisations recognise that "best in class sales and service" is the responsibility of the entire company. Whatever your role, you have a responsibility to deliver an "on brand" experience to your customers to secure their business and their loyalty.

Our internationally renowned sales programmes range from core through to advanced level and are designed to deliver immediate and lasting results. All our sales programmes are available as ready-to-roll, open courses and, worldwide, as made-to-measure, in-company courses, customised to your specific business and development needs.

Our sales know-how is underpinned by regular research into buyers' views of salespeople. Our sales processes and models have been developed and refined with over 65 years of field testing. The content of many of our sales development programmes is also endorsed by the Institute of Sales & Marketing Management (UK).

Read more:
Sales Training courses - TACK International

You are here: Home > Car Salesman Training for Success

There are many different varieties of car salesman training being taught today. Some are better than others and some are practically nonexistent. I will try to explain the different types of auto sales disciplines that are needed to become a successful car salesman or saleswoman along with the groundwork that anyone can pursue to have a prosperous automobile sales career.

In some dealerships the car salesman education required to start selling cars is not much more than an orientation or indoctrination of the auto sales training steps or the steps to the sale. Many times this is done by a sales manager and it is often seriously lacking when it comes to building the solid foundation required to become a successful salesperson. The turnover of the sales staff at these dealers is usually high and the success rate along with the profitability of these types of dealers is at best dismal. The pay plan for sales people is often poor and it does little or nothing to motivate the staff. This type of place is not where you want to start your car sales career if you can help it unless you dont care about succeeding.

However in most new car dealerships today car sales training is taken more seriously. They may have a member of the sales management team do the training, but it consists of two or more full days and it includes word-tracks, scripts, drills and it provides a true car salesman sales education. It usually includes a printed or copied car sales manual or handbook and the basic skills required to get started. Then the Green Pea is let loose on the lot to start selling cars in order for them to get a taste of the territory that is the business of selling cars for a living. They will be monitored and coached by a sales manager or a senior member of the staff until they learn the basics and from there they are usually on their own other than some occasional advice, guidance or a car salesman tip.

Some of the larger and more successful dealers and dealer groups have a car sales training manager on staff and some actually use an outside firm that comes in and trains their Newbies. Both scenarios are usually very good at readying any new additions to their sales staff and often supply and ongoing education to sales staff. This is a good place to begin your car sales profession along with the description on the one above.

Most of the auto makers offer some sort of training to a dealerships sales team, but it usually involves product knowledge. This type of training is valuable and important because product knowledge can make the difference between making and losing a sale. Knowing the benefits of your product over your competitor is priceless when it comes to closing a deal. This type of education is great, but these manufacturer hosted events are usually only done when a new model or restyle is launched. Some dealerships will regularly train and host product knowledge classes in house because they understand that knowledgeable sales people will make more deals. To sell more cars and further your earning ability you would be wise to take the initiative and educate yourself on the product your represent. This website is loaded with free auto sales training articles and posts that you can use to further your training.

Few dealers offer anything more than the type of car salesman training that I have described above. With any profession ongoing education is always an asset and the same goes for selling cars. Even the seasoned veteran can benefit from more and regular training. There are many areas of the car sales profession that you will learn over time such as prospecting, referrals, follow up, using the telephone and closing the sales, but are you willing to wait to learn how to make more commissions and sell more cars? If not then you usually have take it upon yourself to further your auto sales training. You can check out our car salesman training manual on the right for more information.

In the car business auto sales training is like pay plans because every dealer handles this responsibility differently. Whatever the type of sales foundation or indoctrination you have received is better than nothing although there are plenty of sales people that have started in this business with relatively no seasoning other than being told to go out on the lot and get a customer. In order to cultivate a true car sales professional the schooling should be ongoing and never stop.

The constant seasoning that comes with experience and formal sales training provided by automobile manufacturers and professional trainers is ideal. I was fortunate enough to sit in on Ford salesman training, Honda, Toyota, Chrysler and GM. These classes often consisted of car salesman training videos and Power Point slides and focused on the product more than the process. In addition to these methods the salesman or saleswoman should also supplement the training they receive on their own by role playing, reading, studying the competition and observing. The time, energy or monies spent on additional training is merely an investment that pays for itself many times over throughout the course of a car sales career. There is big money to be made in the business of car sales and those that are prepared will reap the rewards that the industry has to offer.

One of the reasons for this car sales website is to help the many thousands of sales people out there that are looking to improve their sales skills. The automobile sales training manuals and books offered below are designed to help the ambitious person that doesnt want to sit still and wait to get more experience and earn more money. I put this collection together based on the questions and request by the many readers that regularly visit this site. Take a look and decide if you want to further your car salesman training and the ability to earn a larger car salesman salary selling cars or wait until it happens on its own.

Check Out the Car Sales Steps

The rest is here:
Car Salesman Training for Success

Meditation classes and Modern Buddhism

Kadampa Meditation Center Florida (KMC Florida) is the central hub for Kadampa Buddhism in Florida, located on North Washington Blvd and 7th street. Its purpose is to offer people throughout Sarasota the opportunity to learn about meditation and the practices of Kadampa Buddhism.

We offerweekly meditation classesat the Center and branch locations. The classes are suitable for everyone, from complete beginners to experienced meditators.

KMC Florida also providesmeditation workshopsat the Center andweekend retreatsat the Temple. The workshops and retreats are suitable for everyone, including people with no experience of meditation and experienced meditators.

The Center also offersBuddhist retreats,study programsand daily pujas orchanted prayers. These provide an opportunity to deepen our understanding and experience of Buddhism through systematic study of texts written by Geshe Kelsang Gyatso. A Buddhist Temple in downtown Sarasota, KMC Florida is a place for anyone to enjoy a peaceful and harmonious environment. Everyone, regardless of age, culture or beliefs is welcome to enjoy the peace of mind that the World Peace Temple offers. KMC Florida is open to everyone to enjoy the meditation room, bookshop and garden, or to relax over a cup of tea. Please contact us for more information.

Taught by qualified Western teachers, the meditation classes are very easy to understand and apply to our daily lives. The classes are suitable for both beginners and more advanced practitioners, and emphasize how to meditate and practice in our modern lives. Meditation is a simple yet profound method to improve the quality of our lives and develop inner peace. Through following very simple, practical instructions we can learn to let go of the causes of our pain and dissatisfaction and to gain the inner peace and clarity we seek. We offer a wide range of classes from basic introductions to Buddhist meditation, applying Buddhas teachings to daily life issues such as anger and improving relationships, to comprehensive study programs of Buddhist view, meditation and action. Everyone is welcome.

Read the original:
Kadampa Meditation Center Florida - Buddhist Temple for ...

Hello all, My name is Hal Martin, the new organizer of Miami Meditation. I am inviting a co-organizer to the group, Laurie Wilson. What I have coming up is way bigger than my little self could possibly handle by myself.

I recently retired from Miami Dade Fire Rescue, after 28 years in the fire service. I spent the first 3- years with Hallandale Fire Rescue, then came to the county. It was a rewarding career and I cherish all the life experiences that it afforded me. Now I move on to my next adventure.

The form of meditation that is me in this now moment is the process of self inquiry. The simple process for knowing who you are. I found it through the teachings of ramana maharshi, who left his body in 1950, and was drawn to his ashram in India 17 years ago. My wife Marcia and I have continued going back every year since. There is a growing lineage of teachers that are sharing their own form of self inquiry. Some that resonate in me, some that do not. My intention is to share with you those that do. Not that I feel the others are wrong or bad. Its just that I want to share with you what I am passionate about.

I looked around the room and from our Meetup website, which is all I have to go by, it looks as if Candace, who I have never met, was sharing a particular style of meditation. I see this as a major change that I suggest we implement in this Meetup. I am open for suggestion. Even though I stepped up to keep this group going, I do not know anything about Clairvision, and I obviously cannot share a style of meditation I do not know. Although, there are many similarities between who I am what she appeared to be sharing.

With that said, here is a brief overview of what I would like to propose to you as a possible outline of Miami Meditation:

1. We are an open and diverse group of meditators, both in members and presenters. 2. Our calendar will offer a wide range of options to choose from allowing the group to find what works for them. 3. This calendar, like life, will be constantly changing.

I look forward to meeting you in the upcoming meetings and can only hope that our offerings can be of service to you in finding your Self through some form of inner experience.

Om shanti, shanti, shanti

Namaste Hal

Read the rest here:
Miami Meditation (Miami, FL) - Meetup

You are in: Future Mindsets : Transhumanism

Transhumanism

Transhumanism represents the view that we should take a proactive role in upgrading the human species.

The word "transhumanism" was first coined by biologist Julian Huxley in 1927 when he wrote that "the human species can, if it wishes, transcend itself". He went on to add that "we need a name for this new belief. Perhaps transhumanism will service: man remaining man, but transcending himself by realizing new possibilities".

In 1990 philosopher Max More wrote an essay entitled Transhumanism: Toward a Futurist Philosophy that is regarded by many as the foundation of modern transhumanistic thought. Within, More defines transhumanism as "a class of philosophies of life that seek the continuation and acceleration of the evolution of intelligent life beyond its currently human form and human limitations by means of science and technology".

Today, a 6,000 member non-profit organization known as Humanity+ provides a focal point for transhumanist activity. Formally known as the World Transhumanist Association (WTA), Humanity+ believes that the "human species in its current form does not represent the end of our development but rather a comparatively early phase". It therefore advocates the "ethical use of technology to expand capacities" in pursuit of "better minds, better bodies and better lives".

Humanity+ maintains a detailed Transhumanist Declaration. This was first drawn up by an international group of contributors in 1998, and notes that humanity now stands on the brink of being able to overcome "cognitive shortcomings, involuntary suffering, and our confinement to planet Earth". The Declaration goes on to state that policymakers need to exercise 'inclusive moral vision' in weighing the risks and benefits of new technologies. It also advocates the well-being of all sentient life -- including humans, non-human animals, artificial intellects and modified life forms -- and strongly favours "personal choice" in the adoption of enhancement technologies to advance and improve the human race.

The concept of transhumanism is of course not to everybody's liking. Taking a different viewpoint, many other people believe on ethical, moral, religious or other grounds that the human condition and human evolution are naturally "fixed" and should not be tampered with. Most people of course lie somewhere along the spectrum between these two extremes, and/or have never thought too deeply about the ethical dilemmas that technology developments now place before us.

Debates concerning the development, implications and public adoption of a genetic engineering and synthetic biology in particular are now moving from being of largely academic interest to being key inputs to fundamental government policy and multinational business strategy. An understanding of the transhumanism and its implications for the ethics and practice of human existence is hence becoming a prerequisite for all of us thinking about and planning for tomorrow.

More information on transhumanism can be found in my book 25 Things You Need to Know About the Future. A list of tranhumanism web references can be found here.

Visit link:
ExplainingTheFuture.com : Transhumanism

Transhumanism and its associated philosophiescan be divisive. To be sure, the movement has some negative stereotypes attached to it. But nonetheless, its gaining traction in mainstream discourse.

After several decades of relative obscurity Transhumanism as a philosophical and technological movement has finally begun to break out of its strange intellectual ghetto and make small inroads into the wider public consciousness. This is partly because some high profile people have either adopted it as their worldview or alternatively warned against its potential dangers. Indeed, the political scientist Francis Fukuyama named it The worlds most dangerous idea in a 2004 article in the US magazine Foreign Policy, and Transhumanisms most outspoken publicist, Ray Kurzweil, was recently made director of engineering at Google, presumably to hasten Transhumanisms goals.

So, what are these goals and how does Transhumanism define itself? Well, since it is not some monolithic organization there are different definitions and declarations, but one of the oldest came out of The World Transhumanist Association, latterly re-branded HumanityPlus (Humanity+, or H+, being a shorthand way insiders generally write Transhumanism):

Transhumanism is a class of philosophies of life that seek the continuation and acceleration of the evolution of intelligent life beyond its currently human form and human limitations by means of science and technology, guided by life-promoting principles and values. (Max More 1990)

Which sounds harmless enough and rather bland. What lies beneath is most definitely neither bland nor harmless and represents a potential change in life on Earth, and Humanity as a whole, which is unprecedented not only in the historical record but the geological. It is, perhaps, the single most momentous event in a billion years if its more ambitious goals can be realized. Indeed, these goals are so ambitious that they warrant the title of this article irrespective as to whether they are in any way feasible, and it will become abundantly clear that while we may talk of a philosophy what we have is a declaration of intent. They are aspirations that address questions that were once the sole preserve of religions, but unlike conventional religions they seek hard engineering answers rather than ill defined and ancient obfuscations. They address the deepest hopes and fears of the Human mind life, death, the afterlife, immortality, the nature of God(s) and the destiny of the universe.

So, who are the Transhumanists? Well, nobody really knows how many people define themselves as such. The best guess is probably less than one hundred thousand, mostly engineers and scientists and not as one might expect, science fiction fans. No doubt a much greater number agree with at least one or more H+ ambitions but who do not buy the whole package, which during its modern development since the 1980s has accrued its own stereotypes and its own folklore and mythology which is now intertwined with that bland definition above. For example, a standard belief within H+ is that we are all rational atheists, which is far from true. Hence we have organizations based around contemporary religions, such as the Mormon Transhumanist Association, Christian Transhumanism and others who see this for what just about every religious person throughout history would have seen it an apotheosis of religion itself. There is also a non-negligible contingent of current or former occultists, however one might define that term. There also seems to be no significant age correlation within the H+ movement beyond what one might expect from technologically savvy Net users. Conversely, there is a very significant gender bias towards males, although females have certainly made huge contributions over the past decades and hold prominent positions within various organizations. So, to start with the lowest common denominator

See more here:
Transhumanism The Final Religion? - disinformation

Once you call for your free phone consultation, we can schedule an appointment in person or online via Skype. Then you can expect the benefits of hypnosis, NLP and life coaching to help you allow easy progress. That means moving beyond resistance and self-sabotage because your mind and body cooperate and your actions and intentions match up!

So whether youre ready now to quit smoking, lose weight, relieve chronic pain, or simply learn to reduce stress and relax more, just make the call to start moving toward your goal 858-876-7930.

Serving clients in person in the Atlanta area, San Diego and Humboldt, CA, and anywhere in the world via Skype.

Dave Berman helped me to solve a deep inner conflictlearning to recognize what thoughts correlated to specific sensations in my body and how to trust my body to inform me on the best actions and thoughts that resonate with my truth.

Amanda Caldwell, Los Angeles, CA

More testimonials

Read more:
Manifest Positivity - hypnosis & life coach Atlanta, San ...

Mentorship is a personal developmental relationship in which a more experienced or more knowledgeable person helps to guide a less experienced or less knowledgeable person. The mentor may be older or younger, but have a certain area of expertise. It is a learning and development partnership between someone with vast experience and someone who wants to learn.[1]

The person in receipt of mentorship may be referred to as a protg (male), a protge (female), an apprentice or, in recent years, a mentee.

"Mentoring" is a process that always involves communication and is relationship based, but its precise definition is elusive. One definition of the many that have been proposed, is

Mentoring is a process for the informal transmission of knowledge, social capital, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less (the protg)".[2]

Mentoring in Europe has existed since at least Ancient Greek times. Since the 1970s it has spread in the United States of America mainly in training contexts,[3] with important historical links to the movement advancing workplace equity for women and minorities,[4] and it has been described as "an innovation in American management".[5]

The roots of the practice are lost in antiquity. The word itself was inspired by the character of Mentor in Homer's Odyssey. Though the actual Mentor in the story is a somewhat ineffective old man, the goddess Athena takes on his appearance in order to guide young Telemachus in his time of difficulty.

Historically significant systems of mentorship include the guru - disciple tradition practiced in Hinduism and Buddhism, Elders, the discipleship system practiced by Rabbinical Judaism and the Christian church, and apprenticing under the medieval guild system.

In the United States, advocates for workplace equity in the second half of the twentieth century popularized the term mentor and concept of career mentorship as part of a larger social capital lexiconwhich also includes terms such as glass ceiling, networking, role model, and gatekeeperserving to identify and address the problems barring non-dominant groups from professional success. Mainstream business literature subsequently adopted the terms and concepts, promoting them as pathways to success for all career climbers. In 1970 these terms were not in the general American vocabulary; by the mid-1990s they had become part of everyday speech.[4]

The focus of mentoring is to develop the whole person and so the techniques are broad and require wisdom in order to be used appropriately.[7]

A 1995 study of mentoring techniques most commonly used in business[8] found that the five most commonly used techniques among mentors were:

Different techniques may be used by mentors according to the situation and the mindset of the mentee, and the techniques used in modern organizations can be found in ancient education systems, from the Socratic technique of harvesting to the accompaniment method of learning used in the apprenticeship of itinerant cathedral builders during the Middle Ages.[8] Leadership authors Jim Kouzes and Barry Z. Posner[9] advise mentors to look for "teachable moments" in order to "expand or realize the potentialities of the people in the organizations they lead" and underline that personal credibility is as essential to quality mentoring as skill.

Multiple Mentors A new and upcoming trend is having multiple mentors. This can be helpful because we can all learn from each other. Having more than one mentor will widen the knowledge of the person being mentored. There are different mentors who may have different strengths.

Profession or Trade Mentor: This is someone who is currently in the trade/profession you are entering. They know the trends, important changes and new practices that you should know to stay at the top of your career. A mentor like this would be someone you can discuss ideas regarding the field, and also be introduced to key and important people that you should know.

Industry Mentor: This is someone who doesn't just focus on the profession. This mentor will be able to give insight on the industry as a whole. Whether it be research, development or key changes in the industry, you need to know.

Organization Mentor: Politics in the organizations are constantly changing. It is important to be knowledgeable about the values, strategies and products that are within your company, but also when these things are changing. An organization mentor can clarify missions and strategies, and give clarity when needed.

Work Process Mentor: This mentor can speed quickly over the bumps, and cut through the unnecessary work. This mentor can explain the 'ins and outs' of projects, day to day tasks, and eliminate unnecessary things that may be currently going on in your work day. This mentor can help to get things done quickly and efficiently.

Technology Mentor: This is an up-and-coming, incredibly important position. Technology has been rapidly improving, and becoming more a part of day to day transactions within companies. In order to perform your best, you must know how to get things done on the newest technology. A technology mentor will help with technical breakdowns, advise on systems that may work better than what you're currently using, and coach you through new technology and how to best use it and implement it into your daily life.

These mentors are only examples. There can be many more different types of mentors. Look around your workplace, your life, and see who is an expert that you can learn something from.[1]

There are two broad types of mentoring relationships: formal and informal. In addition to these broad types, there are also peer, situational and supervisory mentoring relationships. These tend to fall under the categories of formal and informal mentoring relationships. Informal relationships develop on their own between partners. Formal mentoring, on the other hand, refers to a structured process supported by the organization and addressed to target populations. Youth mentoring programs assist at-risk children or youth who lack role models and sponsors. In business, formal mentoring is part of talent management addressed to populations such as key employees, newly hired graduates, high potentials and future leaders. The matching of mentor and mentee is often done by a mentoring coordinator or by means of an (online) database registry.

There are formal mentoring programs that are values-oriented, while social mentoring and other types focus specifically on career development. Some mentorship programs provide both social and vocational support. In well-designed formal mentoring programs, there are program goals, schedules, training (for both mentors and protgs), and evaluation. In 2004 Metizo created the first mentoring certification for companies and business schools in order to guarantee the integrity and effectiveness of formal mentoring. Certification is attributed jointly by the organization and an external expert.[10]

There are many kinds of mentoring relationships from school or community-based relationships to e-mentoring relationships. These mentoring relationships vary and can be influenced by the type of mentoring relationship that is in effect. That is whether it has come about as a formal or informal relationship. Also there are several models have been used to describe and examine the sub-relationships that can emerge. For example, Buell describes how mentoring relationships can develop under a cloning model, nurturing model, friendship model and apprenticeship model. The cloning model is about the mentor trying to "produce a duplicate copy of him or her self." The nurturing model takes more of a "parent figure, creating a safe, open environment in which mentee can both learn and try things for him-or herself." The friendship model are more peers "rather than being involved in a hierarchical relationship." Lastly, the apprenticeship is about less "personal or social aspects... and the professional relationship is the sole focus".[11]

In the sub-groups of formal and informal mentoring relationships: peer mentoring relationships are relationships where individuals are at the same skill training, similar positions and stages of career. However, one person may be more knowledgeable in a certain aspect or another, but they can help each other to progress in their work. A lot of time, peer relationships provide a lot of support, empathy and advice because the situations are quite similar.

Situational mentoring relationships are generally short term positions where a person mentors for a specific purpose. This could be a company bringing an expert in regarding social media, or internet safety. This expert can mentor employees to make them more knowledgeable about a specific topic or skill.

Supervisory mentoring relationships are 'go to' people, they are supervisors. These are people who have answers to many questions, and can advise to take the best plan of action. This can be a conflict of interest relationship because many supervisors do not feel comfortable also being a mentor.[12]

Especially in the workplace, there are many benefits to developing a mentorship program for new, and current employees.

Career Development: Mentoring employees gives the opportunity to align organizational goals to personal career goals. It gives employees the ability to advance professionally. This collaboration gives employees a feeling of engagement, which leads to better retention rates.

High Potential Mentoring: Top talent in the workplace tend to be difficult to retain. These employees have incredible potential to make great things happen for the company, and for themselves. With a mentor program, top talent employees can be guided into leadership positions, and give them new engagement for new roles that will attract them to stay longer.

Diversity Mentoring: One of the top ways to innovate is by bringing in new ideas. Mentors can empower diverse employees to share ideas, knowledge, experience to expand and innovate into the company. This also brings cultural awareness and a value of other cultures into the workplace.

Reverse Mentoring: This not so obvious benefit of mentoring is incredibly important. The younger generations can help the older generations to expand and grow towards current trends. Everyone has something to bring to the table, this creates a two way street within companies where younger employees can see the larger picture, and senior employees can see things from a different point of view.

Knowledge Transfer Mentoring: Employees must have a certain set of skills in order to accomplish the tasks at hand. Mentoring is a great approach to help employees get organized, and give them access to an expert that can give feedback, and help answer questions that they may not know where to find answers to. [13]

Mentorship provides critical benefits to individuals as well as organizations. Although the importance of mentorship to an individuals career advancement is virtually universal, in the United States it historically has been most apparent in relation to the advancement of women and minorities in the workplacebecause, until recent decades, American men in dominant ethnic groups had reaped the benefits of mentorship without consciously identifying it as an advancement strategy in the modern sense. American women and minorities, in contrast, more pointedly identified and pursued mentorship in the second half of the twentieth century as they sought to achieve the professional success they had long been denied.[4]

In a 1958 study, Margaret Cussler showed that, for each female executive she interviewed who did not own her own company, somethingor someonegave her a push up the ladder while others halted on a lower rung. Cussler concluded that the relationship between the sponsor and protg (the vocabulary of mentorship was not yet in common use) was the magic formula for success.[14] By the late 1970s, numerous publications had established the centrality of mentorship to business success for everyone and particularly for women trying to break into the male-dominated business world. These publications noted the many specific benefits provided by mentorship, which included insider information, education, guidance, moral support, inspiration, sponsorship, an example to follow, protection, promotion, the ability to bypass the hierarchy, the projection of the superiors reflected power, access to otherwise invisible opportunities, and tutelage in corporate politics.[4]

This literature also showed the value of these benefits. A Harvard Business Review survey of 1,250 top executives published in 1979, for example, showed that most had been mentored or sponsored and that those who received such assistance reported higher income, a better education, a quicker path to achievement, and more job satisfaction than those who did not.[15] The literature particularly emphasized the necessity of mentoring for businesswomens success.[4] For example, although women made up less than one percent of the executives in the Harvard Business Review survey, all of these women reported being mentored.[15] In subsequent decades, as mentoring became a widely valued phenomenon in the United States, women and minorities in particular continued to develop mentoring relationships consciously as they sought professional advancement.[4]

Research in the 1970s, partly in response to a study by Daniel Levinson,[16] led some women and African Americans to question whether the classic "white male" model was available or customary for people who are newcomers in traditionally white male organizations. In 1978 Edgar Schein described multiple roles for successful mentors.[17][clarification needed]

Two of Schein's students, Davis and Garrison, undertook to study successful leaders of both genders and at least two races. Their research presented evidence for the roles of: cheerleader, coach, confidant, counsellor, developer of talent, "griot" (oral historian for the organization or profession), guardian, guru, inspiration, master, "opener of doors", patron, role model, pioneer, "seminal source", "successful leader", and teacher.[18] They described multiple mentoring practices which have since been given the name of "mosaic mentoring" to distinguish this kind of mentoring from the single mentor approach.

Mosaic mentoring is based on the concept that almost everyone can perform one or another function well for someone else and also can learn along one of these lines from someone else. The model is seen as useful for people who are "non-traditional" in a traditional setting, such as people of color and women in a traditionally white male organization. The idea has been well received in medical education literature.[19] There are also mosaic mentoring programs in various faith-based organizations.[citation needed]

Corporate mentoring programs are used by mid to large organizations to further the development and retention of employees. Mentoring programs may be formal or informal and serve a variety of specific objectives including acclimation of new employees, skills development, employee retention and diversity enhancement.

Formal mentoring programs offer employees the opportunity to participate in an organized mentoring program. Participants join as a mentor, protg or both by completing a mentoring profile. Mentoring profiles are completed as written forms on paper or computer or filled out via an online form as part of an online mentoring system. Protgs are matched with a mentor by a program administrator or a mentoring committee, or may self-select a mentor depending on the program format.

Informal mentoring takes places in organizations that develop a culture of mentoring but do not have formal mentoring in place. These companies may provide some tools and resources and encourage managers to accept mentoring requests from more junior members of the organization.[20]

New-hire mentoring programs are set up to help new employees acclimate more quickly into the organization. In new-hire mentoring programs, newcomers to the organization (protgs) are paired with more experienced people (mentors) in order to obtain information, good examples, and advice as they advance. It has been claimed that new employees who are paired with a mentor are twice as likely to remain in their job than those who do not receive mentorship.[21]

These mentoring relationships provide substance for career growth, and benefit both the mentor and the protg. For example, the mentor gets to show leadership by giving back and perhaps being refreshed about their own work. The organization receives an employee that is being gradually introduced and shaped by the organization's culture and operation because they have been under the mentorship of an experienced member. The person being mentored networks, becomes integrated easier in an organization, gets experience and advice along the way.[22] It has been said that "joining a mentor's network and developing one's own is central to advancement" and this is possibly why those mentored tend to do well in their organizations.[22]

In the organizational setting, mentoring usually "requires unequal knowledge",[2] but the process of mentorship can differ. Bullis describes the mentoring process in the forms of phase models. Initially, the "mentee proves himself or herself worthy of the mentor's time and energy". Then cultivation occurs which includes the actual "coaching...a strong interpersonal bond between mentor and mentee develops". Next, under the phase of separation "the mentee experiences more autonomy". Ultimately, there is more of equality in the relationship, termed by Bullis as Redefinition.[23]

High-potential mentoring programs are used to groom up-and-coming employees deemed to have the potential to move up into leadership roles. Here the employee (protg) is paired with a senior level leader (or leaders) for a series of career-coaching interactions. These programs tend to be smaller than more general mentoring programs and mentees must be selected to participate.

A similar method of high-potential mentoring is to place the employee in a series of jobs in disparate areas of an organization, all for small periods of time, in anticipation of learning the organization's structure, culture, and methods. A mentor does not have to be a manager or supervisor to facilitate the process.[citation needed]

Mentees are matched with mentors by a designated mentoring committee or mentoring administrator usually consisting of senior members of the Training, Learning and Development and Human Resources departments. The matching committee reviews the mentoring profiles and makes matches based on areas for development, mentor strengths, overall experience, skill set, location and objectives for the mentorship.

Mentoring technology can be used to facilitate matches allowing mentees to search and select a mentor based on their own development needs and interests. This mentee-driven methodology increases the speed in which matches are created and reduces the amount of administrative time required to manage the program.[24] The quality of matches increases as well with self-match programs because the greater the involvement of the mentee in the selection of their mentor, the better the outcome of the mentorship.[25] There are a variety of online mentoring technology programs available that can be utilized to facilitate this mentee-driven matching process.

Speed mentoring closely follows the procedures of speed dating. Mentors and mentees are introduced to each other in short sessions, allowing each person to meet multiple potential matches in a very short timeframe. Speed mentoring occur as a one-time event in order for people "to meet potential mentors to see if there is a fit for a longer term engagement."[26]

In many secondary and post-secondary schools, mentorship programs are offered to support students in program completion, confidence building and transitioning to further education or the workforce. There are also many peer mentoring programs designed specifically to bring under-represented populations into science and engineering.[citation needed] The Internet has brought university alumni closer to graduating students. Graduate university alumni are engaging with current students in career mentorship through interview questions and answers. The students with the best answers receive professional recommendations from industry experts build a more credible CV.

The blended mentoring is a mix of on-site and online events, projected to give to career counselling and development services the opportunity to adopt mentoring in their ordinary practice.

In the reverse mentoring situation, the mentee has less overall experience (typically as a result of age) than the mentor (who is typically older), but the mentee has more knowledge in a particular area, and as such, reverses the typical constellation. Examples are when young internet or mobile savvy Millennial Generation teens train executives in using their high end Smart Phones. They in turn sometimes offer insight in business processes.[citation needed]

The concept of mentoring has entered the business domain as well. This is different from being an apprentice, a business mentor provides guidance to a business owner or an entrepreneur on the entrepreneur's business.[citation needed] An apprentice learns a trade by working on the job with the "employer".

A 2012 literature review by EPS-PEAKS investigated the practice of business mentoring, with a focus on the Middle-East and North Africa region.[27] The review found strong evidence to suggest that business mentoring can have real benefits for entrepreneurs, but highlights some key factors that need to be taken into account when designing mentoring programmes for this to be the case, such as the need to balance a formal and informal approach and to appropriately match mentors and mentees.

(1) http://www.masteryworks.com/newsite/downloads/Article3_EightTypesofMentors-WhichOnesdoyouNeed.pdf (2) https://research.wustl.edu/Resources/PERCSS/library/Pages/mentoringtypes.aspx (3) https://mutualforce.com/downloads/Top_26_benefits_of_workplace_mentoring_program.pdf (4) https://mutualforce.com/downloads/Mentoring_Program_Design.pdf (5) http://www.strategic-agent.com

View original post here:
Mentorship - Wikipedia, the free encyclopedia

Developing Self Awareness A Historic Practice Self awareness is the key theme in the meditation practiced for centuries by the Buddhists. They advised staring back at your thoughts. Matthieu Ricard, a respected Buddhist monk said: "One may wonder what people do in retreats, sitting for eight hours a day. They familiarize themselves with a new way of dealing with the arising of thoughts."

"When you start getting used to recognizing thoughts as they arise, it is like rapidly spotting someone you know in a crowd. When a powerful thought or anger arises, you recognize it. That helps you to avoid being overwhelmed by this thought." Self awareness is a powerful method of controlling your mind.

Developing Self Awareness The Difficulty But, developing self awareness is not easy for everyone. Eugene Gendlin, created his Focusing therapy to help people to achieve self awareness. It is a psychotherapeutic routine, which has helped thousands of people to develop self awareness and to calm their distressed minds. But, Gendlin noted that only certain clients really benefited from his therapy. Such people had higher scores on intelligence, ego strength, character and self-control, emotional stability, tender mindedness and introspectiveness." They repressed less, were less defensive, more self-disclosing and were willing to attribute difficulties to internal causes.

Those who instinctively attribute their troubles to external causes may not benefit from these pages. Their minds reject the possibility of effective self improvement. But, dear reader, your interest in reading these pages indicates your suspicion that internal causes may also be the cause of your emotional problems. You fit into the category that can be helped. You can develop self awareness.

Developing Self Awareness The Importance Of Attention Self awareness depends on the innate ability of your mind to focus its attention. William James, the father of American psychology, defined attention as "the taking possession by the mind, in clear and vivid form, of one out of what seem several simultaneous objects or trains of thought. Focalization, concentration of consciousness are its essence." When you pay attention, you can instantly feel the touch of cloth on your shoulder, a tightness in your hands, or a thought as it arises in your mind. Attention is a neuronal process.

Maunsell discovered that attention triggers increased neural activity in the observed circuits within your mind. At the same time, attention inhibits activity in the immediate surroundings. Maunsell had studied neural signals in the visual area of the cortex of monkeys, when viewing a swarm of dots on a computer screen. He was able to correlate the firing of specific neurons, with recognition of the movement of specific dots. When the animal focused on just one of the dots, the directed attention caused the neurons that signaled its motion to fire more strongly. At the same time, neural signals related to other dots were attenuated. When you pay attention, you can highlight your thoughts and and your cortex perceives them.

Developing Self Awareness The Observer & The Observed Millions of years of evolutionary development assembled a triune brain within your mind. Within it, a rational prefrontal intelligence and lower level mammalian and reptilian brains constantly develop competing survival strategies. Typically, the common sense in your prefrontal regions seeks a rational strategy. Anger searches for a successful aggressive strategy and fear, for a sound defensive one. If these searches fail, your feelings of fear, anger, or disappointment become more intense. Your turmoil increases, when fear or anger instinctively trigger visceral reactions. But, your common sense sees failure as merely another event.

Your prefrontal brain also brings you your conscious awareness. That awareness can be overwhelmed by your sensation of fear, anger and the related visceral reactions. But, the same region can direct attention to isolate and observe your own emotional responses. I can feel the fear. With practice, you learn to observe the impulsive thoughts arising from lower levels. You learn to sense the visceral responses of your body. The common sense of your prefrontal regions is responsible for such self awareness. Since that observing region is independent of the lower levels, your viewpoint becomes free from troubling emotions. Self awareness frees you from torture by your animal instincts. All it needs is a little practice.

Developing Self Awareness Proprioception And Relaxation Developing self awareness merely requires systematic observation. But, it takes a few days. As a first step, use your sensory ability to become aware of the position of your body with your eyes closed. Proprioception is the distinct sensory ability, where nerve impulses from the stretch receptors in your muscles inform your brain of the beginning and end of each joint movement. Lying in your bed in a dark room, you have the capacity to become aware of the position of your limbs with your eyes closed. Sense this feeling. This can be your first step into self awareness.

Also become aware of any tightness in your muscles. Consciously tighten and relax your muscles. Such a practice will enable you to better control the responses of your body. While lying in bed, practice tightening and relaxation all the way from the muscles in your toes to those in your neck and eyes. Within a couple of weeks, you can learn to relax on demand. Tensed muscles can trigger angry, or fearful thoughts without your awareness. Relaxing your body is the first step in removing the chatter of troubling stress messages. It is then easier to pay attention to the vast inner worlds within your mind.

Developing Self Awareness The Cause Of Stress Your mind works at lightning speed by actively searching for solutions to the problems faced by you. An animal escapes from danger by finding a suitable hiding place. It searches its own memories for the nearest shelter. Animals have hiding places. People are less fortunate. In the modern world, running away is not an option and problems have no immediate solutions. There are no instantly available hiding places. Your mind searches for ways to escape from your problems, or to remove obstructions. Emotions are triggered, when these internal searches lead to frustration.

Emotions often have an unpleasant quality. Medical texts report that pain is felt in two waves, separated by an interval of a few tenths of a second. The first is a sensation of pain, which is sharp and localized. The second is an emotional drive signal, which patients report as being a more disagreeable sense of hurt. Stimulation of certain nerve cells in the temporal lobe causes a patient to feel the awful dread emotion. Emotions are real nerve signals in your nervous system. Self awareness is the ability to independently identify emotions as and when they occur.

Developing Self Awareness Identify Your Primary Concerns Self awareness becomes easier, when you categorize the storm of emotions within you. The Self Improvment Plan presented in this website can put you quickly in lucid touch with your most troubling concerns. This method of self assessment depends on the capacity of your mind to get swiftly to the essentials, such as when you prepare a simple shopping list. The procedure will bring to your notice troubling issues such as the conflicts between career and personal life.

When you evaluate the list subsequently, RI, your common sense, takes charge, differentiating the facts from your emotional responses. Self awareness is the skill of consciously identifying your emotional outbursts. You gradually become familiar with the viewpoints of the animal intelligences, which attack you with their warped strategies for survival. In the process, self awareness isolates your common sense, and frees it from emotional turmoil.

In subsequent steps, the Self Improvement Plan lists the various options available to you. Reality will then dawn on you that there are no immediate solutions to quite a few of the problems you face. Acceptance of such unpleasant facts in life will help still the emotional storms within. Settling your primary concerns will lead your attention to uncover the simpler emotions like envy, jealousy, guilt or irritability, which trouble you. Self awareness is the key to stilling such emotions, which spoil your calm.

Developing Self Awareness Envy And Jealousy For most emotions, we experience only a mild sense of discomfort. But, such emotions like envy and jealousy trouble many good natured people. These emotions are not shameful feelings. They are the responses of the deep wisdom within your mind to personal failure. Jealousy originates from fear or anger over the prospect of failure in achieving a desired goal. Career growth, a partner's love, or a mother's undivided attention are usually the threatened goals.

Envy originates from regret, leading to anger, over one's powerlessness to get an alluring asset owned by a perceived equal. Self awareness helps you to notice your discomfort over such events. Identify the failures in life, which haunt you. Then you can act to prevent failure in future, or learn to come to terms with it. When such failure does not trouble you, envy, or jealousy will not trouble you again.

Developing Self Awareness Low Self Esteem Some people are burdened by persistent internal voices, which tell them that they are failures. Their low self esteem may be caused early in life, by bullying even as they were too timid to fight back. They may be very successful people, but these early critical voices persist. For every success story, there are many ordinary workers. Low self-esteem can punish them with crippling reminders of being failures.

Self awareness can recognize these troubling messages. Recognition of such messages will quiet the harsh voices. Common sense will put their lives in proper perspective. Overcoming low self-esteem will not work miracles. It will not convert quiet people into extroverts. But, it will still turmoil. They will feel comfortable about not being the life of the party. Not burdened by persistent inner criticism, they can go on to discover and exploit their innate talents.

Developing Self Awareness Empathy Self awareness can improve your capacity to communicate with people. The human brain has a mirror neuron network, which uses sensory clues to enable a person to experience the feelings of another person. In experiments with monkeys, researchers report that specific neurons fire when an animal reaches for a peanut, pulls a lever, or pushes a door. Iaccomo Rizzolati and Vittorio Gallasse discovered that neurons in the same regions also fire, when the monkey watches another monkey perform similar actions. In humans, neural signals, which signify pain were reported when watching another person being pricked by a needle. Your mirror neurons enable empathy by making you experience the feelings of the people you communicate with.

Self awareness can strengthen your sensitivity to people, when you pay attention to sensing their feelings. Insensitivity to this massive world of information, which is available to you within your own mind, can weaken all your interactions in life. How do they feel about your decisions? What are their motivations? Strengthen your capacity to empathize by being open to the nerve signals, which your brain sends you, based on its assessments of their objectives and motivations. Become aware of the feelings of others.

Developing Self Awareness Controlling Anger Anger is merely a punishing viewpoint. It destroys your peace of mind and ruins your relationships. Self awareness can change that viewpoint. Once changed, your mind will not shrink back to its narrow views. The stressful anger signals originate from the amygdala, an almond sized organ in your brain. When they are stilled, controls pass to the common sense of your prefrontal brain. You can't wish your anger away, because your mind disregards such wishes.

You mind will respond intuitively to practical experience. First, your mind needs to be convinced that anger is a problem and not a solution. Second, you need to come to terms with the pivotal sources of your anger, reducing its causes. Third, you need to become aware of and detect the onset of anger, whenever it raises its head. Your attention to the telltale signals from your amygdala will gradually still any remaining anger signals. Each time your common sense wins, your neural circuits will have put an end to one knee jerk response. Self awareness can save you from seething against the inevitable thorns and barbs of life and accept it as it is, with its many unexpected potholes.

This page was last updated on 31-Dec-2013

Back in 1902, the great sage Ramana Maharshi offered to his pupil a method of reaching an enduringly happy state, where there is no mind.

Developing Self Awareness Developing self awareness makes you understand your feelings, your behaviour and your actions. It gives you the clarity and freedom to change all those characteristics you want to change to achieve your goal.

The Body Window Find health and healing through the use of your body as a tool for intuition. Your body is a 'window' to your true self or your soul. You can be free of pain and dis-ease by learning how to use this intuition!

Read more:
Developing Self Awareness - Effective Mind Control