What is yoga?

Yoga, as currently practiced in the Western world, focuses on a series of postures,(or asanas,) that gently stretch the body, breathing exercises, relaxation, and in some cases, meditation.These things are combined into a 90-minute session (usually,) and they are done in order to improve one's health and sense of well-being.

Why should I start practicing yoga?

If you are a regular practitioner of yoga, you might already know of some of the many benefits of practicing. Maybe it's something as simple as sleeping better at night. Maybe it relieves your tension. Perhaps it has made you stronger. Yogis have known for thousands of years what yoga can do for one's health. Science is now beginning to validate and document these ancient claims, as well as uncover new health benefits.

Below are just a few of yoga's many benefits.

Physical Benefits

Greater flexibility

Increase in muscle strength

Greater bone strength

Lowering of blood pressure

Better balance

Mental Benefits

Lessening of depression

Stress reduction

Peace of mind

Greater happiness

Improvement of memory, reaction time, and coordination

Detoxification

Increased blood flow

Moving more oxygenated blood into internal organs

Drainage of lymph (helping your system fight infection, releasing toxins, and destroying cancerous cells)

Lowering of blood sugar and LDL (the "bad" cholesterol)

Lowering of cortisol levels (High cortisol levels can harm your immune system)

Decreasing respiratory rate (how fast you breathe), and at the same time, increasing volume of air.

Spiritual Benefits

Increased feelings of forgiveness

Feelings of a connection to the Divine

Ability to empathize with others

Contentment

Who can practice yoga?

Anybody and everybody can practice yoga, especially at Yoga Space! Age doesn't matter. Size doesn't matter. Experience doesn't matter. Physical condition doesn't matter.

What do I need when I take a class at Yoga Space?

All you need to do is dress in comfortable, loose-fitting clothing. Please don't wear heavy perfumes or after-shave lotions to class, as some people are sensitive to odors.

If you have your own mat, you may bring it. Otherwise, we have an ample supply of sticky mats, blankets, and props that are sometimes used in yoga such as blocks and belts. We also sell bottled water.

What do others say about Yoga Space?

Yoga Space Testimonial - Ray Weil

For years I passed by the little business district on Hyattsville's Gallatin Street wistfully dreaming of what community oriented business might fill these charming old storefronts. So when Douglas Thompson totally renovated the old Odd Fellows building to bring back its opened punched tin ceiling charm, I was thrilled to see it become a yoga studio. Yoga Space. And then when Doug advertised free trial classes, well I just had to give it a try. I never would have tried Yoga if it had not been right here in Hyattsville, within a short bike ride from our house. That was in 2005. I tried it, liked it and have been doing Yoga at Yoga Space once, twice, sometimes three times a weeks ever since. In short, having Yoga Space in the community has really improved the quality of my life.

Yoga Space is just that ---a really welcoming, calming, pleasant space in which to find ones inner light, and bring physically and mental wellbeing into ones life-and the lives of others. Yoga Space offers classes by a number of teachers at a reasonable cost and with a flexible drop in policy. I have taken classes from at east four Yoga Space teachers, Doug himself, Marika, Kelly and Carol (in no particular order). I have found each to be excellent in his or her own way - each offers something different in Yoga and teaching style and personality. With their help I have brought a new sense of inner peace and wellbeing to my life. I will always be grateful to Doug and his Yoga Space for that.

-- Ray R. Weil Professor of Soil Science Dept. of Environmental Science & Technology University of Maryland College Park, Maryland

Now that you have an idea of what yoga is, and what it can do for you, please browse through Yoga Space's website and find out about where we are located, our teachers, our styles, our prices, and our class schedule.

Thank you for visiting Yoga Space.

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Self-awareness is one of the first components of the self-concept to emerge. While self-awareness is something that is central to each and every one of us, it is not something that we are acutely aware of at every moment of every day. Instead, self-awareness becomes woven into the fabric of who we are and emerges at different points depending upon the situation and our personality. We are not born with self-awareness, however.

Researchers have demonstrated that the awareness of ourselves begins to emerge at around one year of age and becomes much more developed by around 18 months of age.

How Do Experts Define Self-Awareness?

When Does Self-Awareness Emerge?

Lewis and Brooks-Gun (1979) conducted some interesting research on how self-awareness develops. The researchers applied a red dot to an infant's nose and then held the child up to a mirror. Children who recognize themselves in the mirror will reach for their own noses rather than the reflection in the mirror, indicating that they have at least some self-awareness. Lewis and Brooks-Gun found that almost no children under one year of age would reach for their own nose rather than the reflection in the mirror. About 25 percent of the infants between 15 and 18 months reached for their own noses, while about 70 percent of those between 21 and 24 months did so.

It is important to note that the Lewis and Brooks-Gun study only indicates an infant's visual self-awareness; children might actually possess other forms of self-awareness even at this early point in life. Researchers Lewis, Sullivan, Stanger, and Weiss (1989) suggest that the expression of emotions involves self-awareness as well as an ability to think about oneself in relation to other people.

How Does Self-Awareness Develop?

Researchers believe that an area of the brain known as the anterior cingulate, a region of the frontal lobe, plays an important role in the development of self-awareness. The Lewis and Brooks-Gun experiment indicates that self-awareness begins to emerge in children around the age of 18 months, an age that coincides with the rapid growth of spindle cells in the anterior cingulate. Researchers have also used brain imaging to show that this region becomes activated in adults who are self-aware.

Types of Self-Awareness

Psychologists often break self-awareness down into two different types, either public or private.

Self-Consciousness: A Heightened State of Self-Awareness

Sometimes, people can become overly self-aware and veer into what is known as self-consciousness. Have you ever felt like everyone was watching you, judging your actions, and waiting to see what you will do next? This heightened state of self-awareness can leave you feeling awkward and nervous in some instances. In a lot of cases, these feelings of self-consciousness are only temporary and arise in situations when we are "in the spotlight." For some people, however, self-consciousness can become a chronic condition.

People who are privately self-conscious have a higher level of private self-awareness, which can be both a good and bad thing. These people tend to be more aware of their feelings and beliefs, and are therefore more likely to stick to their personal values. However, they are also more likely to suffer from negative health consequences such as increased stress and anxiety. They sometimes tend to ruminate on events and feelings and may experience more depression.

People who are publicly self-conscious have a higher level of public self-awareness. They tend to think more about how other people view them and are often concerned that other people might be judging them based upon their looks or their actions. As a result, these individuals tend to stick to group norms and try to avoid situations in which they might look bad or feel embarrassed.

More Psychology Definitions: The Psychology Dictionary

Browse the Psychology Dictionary

References:

Crisp, R. J. & Turner, R. N. (2010). Essential social psychology. London: Sage Publications.

Froming, W.J., Corley, E.B., and Rinker, L. (1990). The influence of public self consciousness, and the audience's characteristic on withdrawal from embarrassing situations. Journal of Personality, 58,(4), 603-622.

Lewis, M. & Brooks-Gunn, J. (1978). Self knowledge and emotional development. In M. Lewis & L. Rosenblum (Eds.), The development of affect: The genesis of behavior, 1 (pp. 205-226). New York: Plenum Press.

Mullen, B. & Suls, J. (1982). Know thyself: Stressful life changes and the ameliorative effect of private self-consciousness. Journal of Experimental Social Psychology, 18, 43-55.

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What Is Self-Awareness? How Does It Develop?

Self Awareness is having a clear perception of your personality, including strengths, weaknesses, thoughts, beliefs, motivation, and emotions. Self Awareness allows you to understand other people, how they perceive you, your attitude and your responses to them in the moment.

We might quickly assume that we are self aware, but it is helpful to have a relative scale for awareness. If you have ever been in an auto accident you may have experienced everything happening in slow motion and noticing details of your thought process and the event. This is a state if heightened awareness. With practice we can learn to engage these types of heightened states and see new opportunities for interpretations in our thoughts, emotions, and conversations.

Why Develop Self Awareness? As you develop self awareness you are able to make changes in the thoughts and interpretations you make in your mind. Changing the interpretations in your mind allows you to change your emotions. Self awareness is one of the attributes of Emotional Intelligence and an important factor in achieving success.

Self awareness is the first step in creating what you want and mastering your. Where you focus your attention, your emotions, reactions, personality and behavior determine where you go in life.

Having self awareness allows you to see where your thoughts and emotions are taking you. It also allows you to see the controls of your emotions, behavior, and personality so you can make changes you want. Until you are aware in the moment of the controls to your thoughts, emotions, words, and behavior, you will have difficulty making changes in the direction of your life.

Self Awareness in Relationships Relationships are easy until there is emotional turmoil. This is the same whether you are at work or in your personal life. When you can change the interpretation in your mind of what you think you can change your emotions and shift the emotional quality of your relationships. When you can change the emotions in your relationships you open up entirely new possibilities your life.

Having a clear understanding of your thought and, behavior patterns helps you understand other people. This ability to empathize facilitates better personal and professional relationships.

Develop Self Awareness Self awareness is developed through practices in focusing your attention on the details of your personality and behavior. It isnt learned from reading a book. When you read a book you are focusing your attention on the conceptual ideas in the book. With your attention in a book you are practicing not paying attention to your own behavior, emotions and personality.

Think of learning to be mindful and self aware as learning to dance. When learning to dance we have to pay attention to how and where our feet move, our hands and body motion, what our partner is doing, music, beat, floor space, and other dancers. Self awareness isnt learned from books and the Tango isnt either. In my years of study and working with clients I have discovered many useful techniques that accelerate the learning. I have incorporated these techniques into the Self Mastery audio course. The first four sessions are available free.

In the process of these sessions I am not telling anybody what to believe, how they should think, or what they should do. I am basically sharing with people exercises in raising their self awareness. When you become more self aware you instinctively begin to see aspects of your personality and behavior that you didnt notice before.

If you have an emotional reaction of anger or frustration, you notice many of the thoughts and small triggers that build up towards those emotions. You also notice moments when you can change the interpretations in your mind, or not believe what we are thinking. In this heightened awareness you instinctively make better choices in your thought process long before an emotional reaction or destructive behavior.

Making changes in your behavior is much easier to do when you catch them early in the dynamic, before the momentum of thought and emotion has gathered steam. The changes in your mind, and behavior become simple and easy steps when you develop self awareness. See the Self Mastery Course for the step by step process and exercises. You can also learn about these practices from the book Mindworks: A practical guide for changing Thoughts, Beliefs and Emotional Reactions.

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Self Awareness - Pathway to Happiness

Although it is probably one of the least discussed leadership competencies, self-awareness is possibly one of the most valuable. Self-awareness is being conscious of what you're good at while acknowledging what you still have yet to learn. This includes admitting when you don't have the answer and owning up to mistakes.

In our highly competitive culture, this can seem counterintuitive. In fact, many of us operate on the belief that we must appear as though we know everything all the time or else people will question our abilities, diminishing our effectiveness as leaders.

If you're honest with yourself, you'll admit that really the opposite is true. Because whether you acknowledge your weaknesses or not, everyone still sees them. So rather than conceal them, the person who tries to hide weaknesses actually highlights them, creating the perception of a lack of integrity and self-awareness.

It's easy to see how pretending to know everything when you don't can create situations that can be problematic for your entire organization. On the other hand, when you take responsibility for what you don't know, you benefit both yourself and your organization.

On an interpersonal level, self-awareness of your strengths and weaknesses can net you the trust of others and increase your credibility -- both of which will increase your leadership effectiveness.

On an organizational level, the benefits are even greater. When you acknowledge what you have yet to learn, you're modeling that in your organization it's okay to admit you don't have all the answers, to make mistakes and most importantly, to ask for help. These are all characteristics of an organization that is constantly learning and springboards to innovation and agility -- two hallmarks of high performing organizations.

Most likely, your strengths are what got you to this point in your career. As your role in your organization changes, you must be careful not to overplay a former strength to the point that it actually becomes a weakness.

For example, let's say you're great with detail and have done good things for your organization as an individual contributor and get rewarded with a management role. Continuing to delve in the details once you're responsible for projects and people will cause you to lose ground with 1) your reports, who will feel unnecessary; and 2) your superiors, who may rethink your readiness for managerial responsibility.

Acknowledging the need to become better at anything is only the beginning, and it's often the most difficult step in the whole process. In many cases, individuals successfully come to the realization that something's not working but have no clue how to change it into something that works.

This difficulty to see in yourself what others see so easily is what makes the path to self-awareness so challenging. One way to get started is by soliciting and listening to feedback from those who work with you.

There are several ways you can get feedback about your work performance. Formally, you can get it through 360 multi-rater assessments. In a 360, peers, superiors and reports anonymously provide feedback on all aspects of your behavior.

Informally, you can make time once a day to reflect on the day's events, e.g. how people reacted to you, how fluidly you were able to work with or manage others, etc. To do this effectively on your own requires a high degree of emotional intelligence. Emotional Intelligence, or EQ as it's often called, is defined as awareness of your own and others' emotions, and how they are impacted by situations. Some people are simply born with a high EQ but with diligent introspection it can be cultivated to a degree in everyone.

If you fall into the latter category, another more practical method that falls somewhere in between the formality of a 360 and the informality of quiet daily reflection is to get in the habit of doing regular post-mortems on every project in which you are involved. In order to do this effectively however, you must learn to do two things: ask good questions, and listen without justifying or defending your actions.

The skill of asking good questions can be invaluable to you and your organization. When the question is about your own performance however, it can be harder to be objective about negative feedback. When you show that you are equally open to all types of feedback, you demonstrate self-awareness and the willingness to learn.

Plus, asking questions models a solid, transparent approach to problem-solving and decision-making that benefits everyone in an organization. But perhaps most importantly, it models that it's okay not to know everything, which encourages everyone that it's okay to be constantly learning.

By modeling habits of good self-awareness you help to create a more self-aware organization. An organization that is self-aware is open to learning and better equipped to adjust quickly to changes as the marketplace dictates. This ability is the defining characteristic of a learning organization and possibly the most compelling reason all managers at all levels should include self-awareness in their development goals.

Once you've solicited feedback it's crucial that you listen without justifying your actions or people will stop giving you feedback. Moreover, when you are busy defending your actions, you miss what the person is trying to tell you.

If on the other hand you listen and accept feedback without defending yourself, you're more likely to hear what you need to hear, increasing your credibility with the person giving you feedback and creating a trust bond that will enable them to continue providing useful feedback in the future.

No doubt most of us would answer with confidence that we are pretty darn self-aware. Before you take self-awareness off your development radar screen, consider this: According to research* on management styles, you're more likely to be unaware of your behavior and how it impacts others if normally tend to operate at the extremes.

For example, at one extreme are the "Originators." Originators tend to be quick decision-makers who aren't afraid of confrontation or taking risks. On the other end of the spectrum you'll find "Conservers." Conservers are much more rule-bound and conflict- and change-averse. Most people fall somewhere in between these two extremes and are aptly labeled as "Pragmatists." Pragmatists don't either seek out or avoid confrontation. More practical and flexible, they tend to focus on issues in the order in which they need to be resolved.

So if you identify more with the descriptions of the Originator or Conserver, this may be an indicator that you are not as self-aware as you think you are. No matter where you fall on the spectrum of management styles, the benefits of greater self-awareness should be incentive enough to consistently seek (and listen to) as much feedback as possible on your performance at work.

When you pretend to know it all and never admit mistakes, you model behavior that can have negative consequences for yourself and your entire organization. Conversely, when you are self-aware enough to openly admit missteps and concede that you still have plenty to learn, you turn mistakes are learning opportunities and give people permission to be collaborative without fear of appearing unqualified.

To begin to increase your self-awareness, seek feedback on your performance from others by asking good questions and listening without justifying or defending your actions. Remember, organizations benefit far more from leaders who take responsibility for what they don't know than from leaders who pretend to know it all.

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Self Awareness and the Effective Leader - Inc.com

In the past, Sales Training Programs were evaluated by things like:

Unfortunately, sales training that is based on tips, techniques or the speakers ability to talk doesnt pass the test of time. Effective sales training programs transfer knowledge into application. They are focused on the right selling skills.

Motivation

Fact: Without motivation there can be no learning at all. Use an assessment tool that identifies each salespersons needs for learning. See how the Action Selling Sales Skills Assessment creates this needed motivation based on identifying each persons selling skills needs.

Reinforcement

Fact: Follow-up reinforcement has proven to prevent relapse into old behavior. When the manager of the salesperson that is being trained does the follow-up reinforcement, it sends a signal that the salesperson will be held accountable for learning. It develops the coaching ability of the manager at the same time.

Retention

Fact: 87% of learning is forgotten in only 30 days. Without a systematic approach to learning, selling behavior will not change. The Action Selling Sales Training Programs and Sales Certification process follows Best Practices for Adult Education. From preparing students and managers for training, to conducting reinforcement, to assessing learning and certifying selling skills, effective sales training is a complete learning management system as shown in the image below.

Our Sales Training Programs Certification Timeline

Skills

Fact: You cant teach salespeople to do 100 new things. Nor, can you alter their personalities. Action Selling teaches the Five Critical Sales Skills that produce the most performance improvement: Buyer Seller Relationship, Sales Call Planning, Questioning Skills, Presentation Skills and Gaining Commitment. Learn more about Five Critical Sales Skills.

Got questions about our Sales Training Programs, sales training ideas or Sales Courses for your organization?

Want to know more about the Action Selling process? Contact one of our certified sales trainers today. Please call 1-800-232-3485 or contact us by e-mail.

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Sales Training Programs - Vital Elements That WORK

Gain Your Edge in the Competitive World of Sales and Management Online!

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Whether youre looking to improve your earning potential, take the fast track to salesmanagement, or transition into a new company or industry, The University of San Francisco's online Advanced Professional Sales and Sales Management trainingprogram can help you achieve your professional goals, equipping you with proven sales techniques and teaching you how to effectively manage everything from your time, to your customer relationships, to an entire sales organization.

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University of San Francisco's online certificates feature courses presented by real-world experts. Each course covers a range of critical topics, helping you to expand your expertise and get on the fast track to success.

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Sales Management Training and Sales Education