Modes of Behaviour
Our modes of behaviour are the neural plasticity we knead towards strengthening our entire way of being – our core beliefs. It is our understanding of how we perceive and interpret the world around us, our feelings and responses and the actions we undertake.
It can be said that there are “Those that can see only what they choose to see and those that can read between the lines”. It is this that becomes the philosophy of which makes up the psychology of mind. Our modes of behaviour are how we cite the characteristics that determine our responses to how we think and feel. Too often we neglect to reason or plan our behaviours and responses. We forget to consider the consequences before performing a particular action. Yet, self efficacy can teach us how to attribute good habits, how to persist, how to harness our creativity, our enthusiasm, to find a shared vision and values towards a new management structure that forces a paradigm shift. This heightened sense of awareness enables us to stand back before an address and ask ourselves the questions of whether a person’s dysfunction is due to their personality type or because of their type of behaviour, to have the compassion to ask such questions as “what could be troubling them in their mind”. Those with great empathy know how to do this best.
"When we renounce the enemy in our mind, we transform our virtues of intelligence and reasoning. As time requires us to coexist, and for those that continue to suffer, the worldwide plight - our disease of today, needs humanity to reunite & for greater compassion to prevail". anitawilson-for-you-she-writes.com
As is the case when attempting to “Do The Right Thing” - humanity needs to represent itself as a collaborative team who are here to serve the very best of ourselves and of what we can bring to others. It is this statement alone that guides the actions of our mission. “To do unto others as you would have done unto yourself”. It is this core purpose that should be the good moral intent of any successful organisation.
Such a power statement becomes the guiding principle that builds the framework of the actions that come into play. Collectively it provides a pathway and establishes a culture that so clearly focuses its energy towards the behaviours and decisions that will positively disrupt the global community in a healthy way.
A mission always involves a body of persons or group sent to perform a service or work towards a task, they are a team of specialists and cultural leaders commissioned to propagate the faith and carry on with a humanitarian approach. It is this, which will becomes the work of Art.
What is it we do, who do we do it for and how will we do it, are all key drivers to keep in mind.
Our mission statement which clearly defines the reason for our existence, to show and tell people why we are now here and of how we intend to align with people, our engaging processes, how we can provide products and services that bring the deliverables towards a continued and successful future.
At the forefront is to always unite and strengthen the culture, to highlight the sense of purpose and to incorporate the values that others can and do bring.
Embedded in our mission is then the culture that we seed from the characteristics and knowledge of the group. It manifests itself through the cumulative deposits each member makes. The contribution they bring through their beliefs, values, attitudes and experience. It is this which governs the people and of how they behave.
As it stands today the world we live in has bred a culture of change management fairly well. However, the problem with change management is it actually minimises the impact of any real long term change, it does not act to disturb the natural order of things. It implements new tools gradually and continues to oil the wheels that keeps things comfortably rolling along. It is here where Leadership needs to step in – for Leaders are the engine that sounds the Roar, they disrupt the existing beliefs, stirring things up. It requires things to get a little “out of control” – (the real mess usually comes in the middle) but through them an organisation can disseminate the drift wood, to raise attention and rebuild the framework for new and better patterns to be formed.
All good organisations must have management and leadership to function effectively, as Dr.Ali Anani https://jo.linkedin.com/pub/ali-anani-phd/19/53/153 would confirm, both need to coexist. For it is true that “a Manager takes care of where you are, whereas a Leader will take you to a new place” Colvard, 2003) So it can be said that Leaders and their mode of behaviour is usually identified by their ability to change/adapt, moving in and out of assertiveness and knowing when to take the role and when to move back into the fold. “Like the Geese in V-Formation, they serve, protect and cover the wing, sometimes moving forward and then knowing when to move back”. They have the emotional intelligence and awareness to perceive the needs of the group as a whole, they inspire, stay upbeat and positive and empower others. What you see is what you get, - they are genuine, passionate, have high energy and integrity. Pragmatic of view, they are not afraid to speak the truth.
For those of us wanting to belong to any successful organisation, the vision behind how we drive the mission is really the “why and how” behind the “Who and of what” we are.
With clear direction and great clarity we begin to travel a road that brings onboard many new passengers those that offer a greater reward unto themselves for what they can & will be bring, added value to ensure we are building and growing, a successful organisation .
For in moving forward, it is not necessarily about just changing from "what we think to what we know" but also of how when we believe, we continue to grow and reap the rewards in what we sew.
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