Mind-Body Medicine: Developing a more Effective Style of Practicing by Employing Psychological Skills

One of the most common mistakes we make when practicing medicine of any kind, is that we take a system that operates as a whole unit and we separate it into parts, and then proceed to treat only one part as if it’s independent of the system itself. We separate the mind from the body and approach the physical ailment in purely material terms without any awareness of what psychological and emotional effect we’re creating through our attitude and approach. Yet, just as all “behavior” comes as the product of emotions and thoughts, all biological processes and activities are also produced and influenced by the mind that serves to operate the body and give it life. Nowhere is this more readily demonstrated than in what we call the “placebo effect” which has been employed in numerous different ways and clearly demonstrates the power of the mind as beliefs has in producing distinct and specific effects in the body.

Another fundamental error we make in how we approach things tends to come from our own belief-system and paradigm in terms of healing itself, and what our true capabilities are and role is as doctors and practitioners. There’s a distinct difference between the idea of “healing” as opposed to curing, managing symptoms, medicating, repairing and fixing, and removing or replacing parts. True healing is when the body heals itself and is a function of how the mind works to naturally direct and instruct the body to perform and produce natural biological processes. In this sense, all “healing” is a form of “self-healing”, and only the patient can heal themselves. As practitioners however, we can identify and help remove whatever is acting to cause the problem, and employ psychological skills along with medical knowledge to help facilitate a process as an “experience” that will work subliminally with the mind of the patient to help engage them in the mental process necessary for healing themselves. This ability requires a different type of skill and can be “performed” through our normal demeanor and way of talking with someone. As with all things, it’s all about how we enter into relationship with others and act to directly influence them as a result.

In order to create the proper experience necessary to be effective, every aspect of the process a patient undergoes has to be taken into consideration. In this article however, I’m only going to address the actual interaction and experience with the doctor or Practitioner. You have to always keep in mind that the outcome produced in any situation comes as the result of constant impressions the patient is forming as they go along that they use as the means of drawing their conclusions as well as provides them with ideas that are “designed to convince”. A convincer is whatever provides a form of evidence as to the credibility and competency of the doctor that gives and instills the firm impression that we know what we’re doing and can be trusted to help them in whatever way they need help. People are always making constant mental and emotional evaluations as they go along in an experience, and the more congruent and consistent the overall experience is, the more faith is created in the competency of the doctors and the establishment as an organization.

The most fundamental way to work with someone psychologically is by creating the proper relationship as an emotional state that establishes trust, while planting the proper thoughts and suggestions for them to develop by continuing to think about them, which work together to form a belief about what’s going to happen and why. Our beliefs shape our perception and experience of reality, and serve to produce the physical equivalent as an analogy and correspondence of the belief. This is clearly demonstrated in various applications of a placebo of some kind where the mind produces the physical effect of whatever it believes the placebo will produce. This process and effect is greatly enhanced by explaining in detail what effect they can expect from something, which is really providing them with instructions on “what to create”.

What the placebo experiments have also shown is that they’re much more effective when the Practitioner also believes in the placebo, or believes that whatever they’re telling the patient is true and correct. This is because we’re always producing body language and subtleties in our tone of voice and how we’re saying things that the patient picks up on subconsciously and knows we’re not being truthful, lack confidence in what we’re saying, or aren’t sincere somehow. What this means is that you have to first of all realize the power of the mind to direct and heal the body, and develop a true knowledge and practical understanding of psychological principles and how they work in order to skillfully employ them as part of your style and in a convincing manner.

If you honestly feel that you’re doing something wrong in what you’re saying or how you’re being, it’ll show, and you won’t be effective in using it. Just as the placebo requires belief in order to work, so does our performance that’s acting to instill the belief in someone else. We’re always working by way of the same psychological principles in everything that we do and say, whether we’re instilling negative ideas or positive ones. The only difference is whether or not we’re conscious and aware of what we’re doing, or if we’re doing it in an unconscious and haphazard way. Whether we’re simply “giving” our beliefs to another as a form of diagnosis, treatment, and prognosis, or if we’re changing our language and how we say things in order to produce the most positive mind-set possible in effectively dealing with any situation.

Employing psychological skill always comes through the relationship we form and how we communicate or express ourselves and ideas within the context of that relationship, and what outcome we’re trying to intentionally create. Communication isn’t just verbally through the words we’re speaking, but something we do with our whole presence and body. It’s something that comes by way of a performance with our “state of mind” and how we’re being, with our body language and gestures, the tone and quality of our voice, the rate and rhythm of “how” we’re saying something, and the actual words we’re using. The words we use when talking to someone tend to form the basis for the reality as internal representations they form in their mind, which acts to elicit an equivalent emotional response that forms the “meaning” the idea has, which form the basis for how they experience it. The meaning things have and the experience they create are what provide the basis as a form of instructions for the subconscious mind to create as a physical equivalent. If they belief that healing is going to take place as the result of your consultation and guidance, then there’s an excellent and greatly increased possibility that it will.

The first thing we need to decide in any situation is what our intention is, what outcome we have a desire to produce, and what the purpose of our communication is. Then we ask ourselves how do we need to “become” and “how do we need to say” whatever it is we’re going to say in order to influence and lead them to that as a natural conclusion? In the case of setting an intention of helping facilitate a natural process of healing as a belief that healing is possible and going to take place as a result of our interaction with them, then providing them with the proper thoughts, emotions, and instructions, we have to formulate a kind of plan for what would produce the necessary effect. We’re always working in any situation through a relationship of “cause and effect”, or stimulus that produces a like response in everything we think, say, and do. So what relationship do we need to form to produce a natural effect? What’s the best possible way for us to approach a situation in order to produce the most positive, appropriate, and beneficial outcome for the patient?

The basic principles that are involved in giving a person “suggestions” by how we communicate with them, that serve to plant the proper idea in their mind that they will continue to think about and develop long after our encounter, is to first create a relaxed and receptive state as an atmosphere of trust and safety, achieved through rapport as a feeling of infinity by becoming “like them” in personality and demeanor, and talk to them in a way that forms the desired ideas in their mind. By educating and instructing them on what to do and why, while constantly checking to make sure they understand what you mean, and then recap and summarize as a means of concluding, we can greatly increase compliance through a willing cooperation. Always present everything in as positive terms as possible while placing a special emphasis on “what to do” as actions for them to take, instead of only telling them what “not to do”. The subconscious mind doesn’t know how to process a “negative idea”, because it works only by forming a picture in the mind of what you’re saying, and the picture formed “is” the instructions as to what to do or what idea to produce as an experience. If you tell them not to do something, they have to picture what it is they’re not supposed to do, which serves as directive to the subconscious.

Don’t ever “diagnose” or give a condition a name or label unless you have to, because they’ll research it as soon as they leave, find out all about it and produce the symptoms involved even when they didn’t originally have them. They’ll literally manifest the disease through their belief that they have it. A diagnosis is the most prominent way we create a belief in the patient where they begin to systematically produce new symptoms because of it. There have been cases where people were “misdiagnosed” for some reason, who literally went on to produce the disease they were misdiagnosed with. There have been similar cases where patients were misdiagnosed with a terminal illness and told how long they had to live, and died on the very day they were told they would, only to find out afterwards that their diagnosis was a mistake, and they never had the disease until they were “told” they did. It was the diagnosis that “gave them” the disease as a belief in it. These cases are classic examples of the power of belief to manifest the physical conditions of the belief.

The Process for Employing Psychological Skill in Communicating:

Keep in mind that every aspect of the whole process as an “overall experience” is creating an “impression” of some kind that your patient is using as the means of evaluating and assessing the situation to draw a final conclusion as a summation that creates their belief about you, your staff, and your organization. That the outcome produced and the effectiveness of any treatment, procedure, or process is based primarily on the “relationship” formed between patient and doctor. This will not only increase your effectiveness considerably in truly helping people heal, while building your reputation as a doctor, but will also create patient loyalty and referrals. There’s no better way to grow your Practice than through long-term relationships build on successful cases and the Patient referrals that come as a result. As a professional your reputation is everything.

Self-Preparation:

  • Set your intention for a desired outcome firmly in your mind as the basis for the rest of the process which will come as a synchronized series of correspondences.
  • Realize the “state of mind” or mood you need to embody as the nature and quality of your “energy”, and intentionally form it. The number one way we influence anyone is through our “presence” and they “feel” being around us. The minute you walk into the room you create a “first impression” that’s sets the pace for the rest of the experience.
  • Develop professional etiquette that has a personalized quality to it. Demonstrate manners, be courteous and kind, and always convey a sense of sincerity and true concern, while also being professional in your demeanor and general behavior.
  • Always dress in a professional yet casual manner that conveys professionalism, intelligence, a sense of authority, well-groomed in every way, and where your patients are able to easily establish you from the rest of your staff. First impressions are nearly always formed on appearance and presence alone before you even open your mouth to speak.

Creating the Proper State as the Basis for the Experience:

  • The most direct means you have of influencing the patients “state” is through your own presence. The minute you walk into the room they’re “reading” your energy as a form of anticipation of what’s to come.
  • By helping them to relax and feel comfortable with us we create a feeling of trust and safety, which is necessary in order for them to be receptive to us. By being cordial and friendly we make a personal connection with them that sets the foundation for the rest of the interaction.

Establishing Rapport:

  • The most natural form of “trance induction” there is that we engage in routinely without being aware of it comes through establishing “rapport” with someone. Rapport is also a form of what we call “charisma”, which is a magnetic type of energy that naturally engages people and causes them to feel attracted to us.
  • Rapport is established by mirroring or “becoming like” the other person in nature. Synchronizing with them as a form of entrainment, where we take on the same type of body posture, demeanor, language, and basic personality. We don’t need to do this in an exact way, but more in a general way where we seem familiar to them and they can easily relate to us, which helps them “like us” and feel relaxed and comfortable in dealing with us. Again, familiarity breeds comfort and trust. We like and trust people who are like us.

Formulating Suggestions as Education and Instructions:

  • You want to gear all communication to “normal language” and use layman terms. Avoid using medical terminology that only you understand. Use analogies and metaphors to explain ideas, compare ideas to everyday ideas that are of a similar nature, and use visuals or models of some kind if necessary or appropriate. Patients can only participate in a cooperative manner if they understand, if they feel confused they won’t know what to do or what it means exactly, and so they won’t be able to fully cooperate.
  • Anytime that you’re having them change something, or stop doing something, discuss and establish with them what to replace it with or what to do instead. We don’t ever really break habits, but rather we transform them into new habits that produce new results that are more beneficial in nature.
  • Explain to them what the thing you want them to stop is doing to harm them, and how they’ll benefit by doing whatever it is you’re recommending with relative detail. This helps them to imagine and think about things in a way that make the change easy. As we “explain things” we are literally teaching them how to think about them in the proper way in terms of the benefits and results it’ll produce, and giving them a form of “instructions” on what to create through the belief it forms in their mind. Placebos are always much more effective when we tell people what they’ll produce. The subconscious mind doesn’t have the ability to discriminate or make decisions, so it has to be given instructions on what to do and how to do it in order to create it as a natural outcome.
  • Formulate a plan for transformation from the current state to the desired state through what the patient is willing to do and can do within their current lifestyle and situation. Always customize plans to the unique needs and preferences of the patient to reduce resistance, ensure compliance and elicit full participation.

Check for Understanding:

  • Frequently ask if they have any questions.
  • Have them recap the plan of action and what you decided together to ensure that they understand it as a step-by-step plan and remember what was said.

Summarize and Conclude:

  • Briefly explain what you “expect to see” on their next visit in terms of progress based on the agreed changes and faithful implementation of the plan you formed together. This reestablishes the results it will produce and puts it within a time-frame. Expectation is a form of belief as to what will occur and become established through the process implied.
  • If appropriate, briefly describe what the “healing process will look like” in terms of time-frames and the stages involved in healing.
  • Thank them and conclude in a friendly and personable way that’s sincere.

Follow-up Visits:

  • You want to begin any follow-up or continuing visits for the same problem by briefly going over what you had agreed to last time and ask them “how did it go?” Hear what they have to say about the progress made and if they encountered any problems and have any questions. Discuss and answer all of these before performing the new exam.

It can also be very beneficial to simply learn how to change our language regarding things. I’ve heard doctors often make comments like “there is no cure” for this problem or disease, which sets the belief in the patient that there’s no hope or nothing they can do, and of course isn’t an entirely accurate statement no matter what it’s in reference to. We could just as easily reframe that by saying “we haven’t found a cure for this yet, but we’re working on it and making new discoveries everyday”, which is not only a more accurate statement, but gives the patient a sense of hope that a cure does exist and may be discovered at any time. Hope is a very important key to ensure active and enthusiastic participation. You can also follow that up by saying, “but here’s what we do know about it that helps . . . . “, or “here are some things you can do that will help  . . . “, then explain what those things are and describe in what way they will help or what they’ll help with (pain, slow the progress, remedy a symptom, etc.).

By learning psychological principles and how to utilize them through our style of performance and communication, we can develop effective ways to work the patient’s own mind to help them heal themselves naturally. We can provide them with the means for producing necessary lifestyle changes. We can learn how to work with the “whole person” instead of fragmented parts of them. Many illnesses and diseases have healed mysteriously in a spontaneous manner, and many cancers go into spontaneous remission for no apparent reason. Most illnesses, disease, and cancers are psychosomatic in nature and have an emotional, psychological, and spiritual component to them which is actually “causal” in nature. Many physical ailments are due to lifestyle issues and habitual behaviors of some kind that are ultimately emotionally and psychologically driven. By working with the whole person instead of just the physical aspect we can help set the premise for changing habits and transforming areas of their life that are producing health problems of various sorts. We don’t need to be both a Physician and Psychologist in order to do this, we simply have to have a good understanding of the psychological principles involved and how to apply them in a practical way to our enhance our personal style for practicing medicine.

Dr. Linda Gadbois

Professional Development and Entrepreneurial Consultant

Transforming Systems – “Troubleshooting and Strategically Implementing Solutions”

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One of the problems people have in walking into (or being the one who haphazardly built it) a business as an operational system, is the we’ve been hopelessly trained to the left-brain function which neatly separates a whole ecological system into singular parts, then studies and analyzes the function of each part in an attempt to figure out “where the problem exists”, then isolate it, and either correct or replace it. Doctors can tend to be really prone to this approach because they’ve often been taught to practice medicine in much the same way. However, this hardly ever works, and often doesn’t even produce a temporary relief of the imagined problem, because the system, which has been trained to behave as a whole, simply recreates the same problem with a new employee by training them to the same behaviors.

 
If instead, we employ our right-brain ability to view everything in a holistic fashion as a living system that has numerous processes inherent within it that involve multiple people playing roles in a dynamic interaction that’s consistently producing an effect, we can recognize what process needs to be redeveloped because it’s not designed properly, or provide new methods and training processes that will enhance people’s ability to perform their part in a more proficient and congruent manner. Instead of looking at individuals, we need to look at processes and methods being employed, teams producing those processes, and departments within a larger process, and the entire nature and behaviors being displayed within that team who’s performing a dynamic process in an effort to produce a congruent and specific outcome.

business education

Change has to be introduced at the right place in a whole process in order to serve to transform how the process performs. If diagnosed incorrectly, replacing or retraining the person deemed to be the problem; the system will simply shape the new person back into the same pattern and reproduce the same basic problem. You have to be able to accurately determine what part in the process is causing the dysfunction and correct it as a whole process; meaning change introduced at one point in an existing system will have a ripple effect as a synchronization of how it acts to systematically modify all other aspects of the same process. Problems are hardly ever the result of one person (unless they’re the owner or boss), but nearly always the result of the relationships that exist between multiple people who interact as apart of a whole dynamic.

 
Likewise, when hiring new team members, you need to look at and take into consideration the team they will be apart of, what role they will play within that team, and what personality or natural tendencies will be best suited to enhance the performance of the whole team. Technical skills required for the job they usually bring to the table just through the job description or professional degree as the basic knowledge needed to perform the job, your job then becomes to pick the right personality that will fit into the team while providing them with the training necessary to perform at required standards, while giving them feedback from the very beginning that will serve to form the proper habits and rituals necessary to function proficiently right from the get go. Many put people through a standard training program that’s of poor quality, and let them go for a month or two (30-90 day probation period), allowing them to be poorly trained, then when problems naturally occur, get caught up in a form of ‘damage control’ by trying to figure out what the problems are, without ever identifying that the acquisition and training process being used “is” the problem.

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In other cases, I’ve seen people engage in endless turn-over at the lower ranks of the business, while incurring the same type of problem over and over, that eventually forms into a belief (you can’t find good employees), without ever recognizing that the problem is actually in the higher ranks, and is more of a trickle down effect, which is why they consistently recreate the same problems. The beliefs and paradigms of key people directly involved in the creation and maintenance of a business, act to consistently create and recreate the same type of realities by how they influence them through their daily interaction. They are also the ones who design, decide on, or willingly employ the processes and protocol that determine the daily operations from a developmental point of view, often without having the knowledge required to realize they have an inappropriate system because they adopted it from an “expert” or are using a conventional model for their profession laid out for them as a standardized method for operations. Yet any process employed in a specific situation with a specific group of people has to be customized to that situation in order to be truly creative. What works for one group of people in one situation may not work at all for another group in a similar situation. Cookie-cutter processes, taught in the same way across the board and delivered in a manual style, while they may provide a fundamental template to use as a guideline for redesigning and structuring a business model, are often meaningless, and even somewhat detrimental to individual Entrepreneurs running small businesses or Private Practices.

 
The business model is designed to act as a paradigm for the business as a separate entity that serves to consistently create the reality of that business, just like our individual paradigms determine what and how we create as individuals within our own lives. So the business model has to be an offspring of the model psychologically employed by the owner and key people within the organization in order for them to be able to naturally work in a way that consistently creates the same type of idea on a larger scale through the business. The business acts as the pathway for delivery of the service being offered by the professionals within that business. If the models between the business entity and the individual clash or serve to contradict each other, the personal model of the individual will always win out, because it comes naturally to the individual in charge of creating the essence of the business itself through daily activity. It’s the overall process or methods being employed in any given situation that should be examined as a whole when any part of the system isn’t functioning properly. Otherwise there’s a tendency to simply use the same process to recreate the same problem using a new personality.

 

Dr. Linda Gadbois

Innovative Management Services

Professional Development

Transformational Coaching

 

About the author:
Dr. Linda is a Spiritual Scientist and scholar of Hermetic Sciences and Ancient Wisdom traditions. She’s a professional educator and trainer for all areas of personal transformation, self-creation, mind development, and soul/spiritual evolution. She practices Integrative Medicine with a special emphasis on Psychology and Creative therapies. She conducts ongoing classes, Playshops, and Adventure Seminars, and is available for private or group training, mentoring, and speaking engagements.
To inquire, click here

Innovative Leadership for Creative ways of doing Business – Becoming a Social Architect

Cosmic_creativityMany people view leaders as those having a vision that they then use to inspire the group that will be responsible for actually creating it by instructing them on what they need to do in order to create the vision as a team effort. And while this is probably a somewhat affective method for a corporate, drone worker type mentality, or those who imagine their role as “boss” is to micromanage and rule over others with a whip in hand and a stern face, but for the more innovative and creative enterprises, a leader is one who organizes the talents and personalities of every team member to form a dynamic vision as the integration of multiple ideas to come up with a unique and specialized idea that incorporates the full participation of everyone involved. It’s a creative process, that even when developed into an organizational practice, remains a “work in progress” where new ideas and creative solutions are consistently being experimented with as a means of constantly improving whatever service, product, or process the business provides.

 
I often get asked what my “method” or “model” is that I practice by, usually anticipating an answer as a “tried and proven” method handed down by someone considered an expert in the business of leadership (whatever that means) that everyone will recognize and therefore trust. I always find this question a bit confusing and often draw a blank in response to it, because the only method I use is the creative process and the scientific method of experimentation. While the combination of these is somewhat of a “method”, how it’s formulated and utilized varies with every situation, dynamic group of people operating as a team within that business, and the basic vision and intention for the business of the person most responsible for organizing and overseeing the operation of the team as a whole. Every situation has a unique idea they’re creating, with a unique group of talent and varying levels of expertise, and a unique style as their personality, service or method of delivery, and vision. My job is simply to help them realize what this is, embraced it in the practical sense, and put into place the basic processes for creating it as a reality while keeping it as simple as possible.

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I don’t walk in with a preconceived idea about what needs to happen, or a “cookie-cutter” method that I impose on them under the facade of being an expert with ready made solutions to every problem, but rather I help them to begin thinking about things in a new way, learn how to operate as a whole rather than as fragmented and disconnected parts, and elicit participation of each individual, and their ability to capitalize on the talents of every team member, while developing a portfolio of diverse ideas that can be strategically integrated to form new and possible solutions, or to come up completely novel methods. I teach Entrepreneurs to begin thinking in new ways and maximizing the talents of their staff and associates. I provide them with the skills for learning to think and operate as a dynamic team with a shared goal as a desired outcome. Where every member is valued for their unique perspective and expertise and contribution to the daily operations and how that enhances and enriches the experience of everyone involved. The best way to get buy-in and accountability from everyone involved is by utilizing their ideas, while taking an attitude of perfecting them “as you go” based on feedback that allows you to shape them through the actual application into an efficient system.

 
I teach business owners how to develop a business plan as an overall vision that’s an integration of different visions to form a working collaboration. When people’s ideas are actively employed and used to help form the standard procedures of the business, there’s a strong investment to make sure they succeed and an increased accountability to make sure they’re adhered to. When everyone involved is a valuable part of the whole and necessary to make it a success, they perform at much higher levels, and with an attitude of enthusiasm, sincerity, and commitment. When they’re an active part of the creation, and a necessary part of the equation, your staff and business becomes a family, and the commodore and quality of life for everyone involved is greatly enhanced, where loving their work is the norm, and the company as a whole can achieve a state of excellence in what they do, and every member grows and learns within their daily experiences.

 

Dr. Linda Gadbois

Innovative Management Services

Professional Development

 

About the author:
Dr. Linda is a Spiritual Scientist and scholar of Hermetic Sciences and Ancient Wisdom traditions. She’s a professional educator and trainer for all areas of personal transformation, self-creation, mind development, and soul/spiritual evolution. She practices Integrative Medicine with a special emphasis on Psychology and Creative therapies. She conducts ongoing classes, Playshops, and Adventure Seminars, and is available for private or group training, mentoring, and speaking engagements.
To inquire, click here

Enlightened Leadership – The Psychology of Leading

Higher_GroundThe idea of leadership tends to be viewed by different people in different ways, most of which invest in the idea of a “program” of some sort, a form of organizational structure as a hierarchy of power and control, or as a position responsible for overseeing a whole group of people in different departments and roles, and while all of these are true to a certain extent, the most primary skill inherent in, and what determines a person’s ability to lead is the psychology being utilized in a deliberate and strategic manner. Psychology is a persons ability to work through an understanding of how the mind, as the field of energy that informs and animates the body works, and their ability to operate within it, by not only employing it, but by demonstrating it. Demonstrating it through their whole performance, both natural and intentionally developed, to work with the mind of others by using their own mind as the controlling mechanism. We can only control, guide, or influence others to the exact same degree we can control, guide and influence ourselves. We influence people and direct the course things take by how we’re being in the situation, and how we enter into relationship with it.

 

In order to understand the basic rules of psychology, we have to gain a fundamental understanding of the laws that govern subtle energy as consciousness itself. The mind, which is an energy system, is what motivates and animates the behaviors of the body. The body as a set of behaviors is a direct and equal reflection of the mind that’s expressing through it. To change or determine the behaviors a system or group dynamic takes on, you have to work by creating and setting into motion the proper mind-set. Not by adopting a regiment or business model as a plan that’s laid out, but by “becoming” the demonstration of the qualities and characteristics that form a dynamic relationship necessary to act out or perform the business plan as a group personality and identity with a distinct style or “quality of experience”. To understand how to do this, what the creative process is that’s always operating in a situation; we have to look at how energy itself operates.

tree reflection
Energy can be thought of as “qualities of consciousness” that has a distinct personality to it, as a feel, that motivates corresponding behaviors by “animating matter”. Energy forms a natural relationship with matter through resonance, sympathetic induction, and coherence. This is where a vibration as a feeling or quality of consciousness acts to vibrate that same quality in another. Whatever quality as a “state” that an individual is vibrating to, stimulates, awakens, and brings into activity that same state in another. It literally enters into the body of another and vibrates that same quality in them, bringing it out in them as an active state, which then establishes the nature of the interaction as a relationship formed through the expression of the same quality as a “shared” state of mind.

 
The expression as an interaction based on the relationship formed by the same feeling in another in response to us, adapts the state to a new form as a new combination based on what idea, thought process, or memory is associated to the feeling in both people, that forms a new pattern-idea through the interaction itself as a relationship that forms a new vibration as equilibrium that forms coherence. We modify the state of another through our state, and how we’re openly and outwardly expressing it through our attitude, perspective, and behaviors. Whatever mood we’re in and how we’re behaving stimulates a like-response in everyone and everything around us. How we’re being determines how others are being because of us. This is the most fundamental way we’re always leading without actually realizing it. Most employ the ironic adage of “do what I say, not what I do”, then act bewildered when it doesn’t work and place the blame on others who were simply too stupid to do what they were told.

 
It’s pretty easy to recognize how our mood affects our behavior, and how emotional states, not only produce predictable behaviors, but how those behaviors employed and motivated by the emotional state act to tell a certain type of story as a metaphor, creating an experience that amplifies and acts to give us more of the same feeling. This is because, while we tend to look at things as disconnected, separate, and independent systems, they are in fact different aspects of a greater idea that’s being expressed outwardly, creating a congruent experience. How a person feels determines what they focus on and think about, what story they tell themselves about things that give them meaning, and how they act as the outer expression of their inner reality. What we do and how we do it, are always based on how we feel and what emotions we’re experiencing. This is always true. The one is the expression of the other, and the system is holistic in nature. It’s impossible to feel one way and think or behave another way.

 
Once we understand this and realize that in order to create in a deliberate and precise way, we need to work by way of these laws, and not in contradiction of them. We need to first develop a business paradigm that’s congruent with the individual’s paradigm or group of individuals responsible for actually producing it as a cohesive reality, or match the paradigm of the individual to the business as our method of acquisition, ensuring that they’re compatible and complementary to that of the business. Then we need to envision a reality as a working idea illustrated by the business model, while asking ourselves (realizing), what state of mind, mood, or attitude, would have to employed in order to naturally and spontaneously produce the behaviors necessary for “acting it out” as a relationship or group interaction? Just as an individual has a personality that forms all their natural behaviors and the identity created out of those behaviors, a business operates in exactly the same way. Same laws and principles are at work on a different scale and magnitude.

balance
The leader in any situation has to embody the paradigm as a reality that they use to express out of. They use the business paradigm like a memory that they superimpose over the current situation, whatever that may be, and use it as a filtering mechanism to think and imagine out of, act and speak out of, and use to make all the decisions as a representative of the business as a “general perception”. The leader is always the producer of the company paradigm as an offspring of their personal paradigm, or is complementary to the company paradigm, and can readily embody it and become the active demonstration of it. By using the paradigm as a perceptual lens, we communicate and teach it through our most ordinary behaviors. Everything we do and say is the expression of it and acts to stimulate that same vision in others, giving them the means for understanding it and participating in cooperatively acting it out as a group dynamic.

 
Whatever reality as a personal identity the business represents as an “entity” has to be embodied and fully employed by the leader. In doing this, the state of mind that the reality exists as an outward expression is naturally employed, that produces natural behaviors of the leader. By “being” of the same paradigm as the business, and always acting out of it in a congruent manner, we act to stimulate the same state of mind imbued within it in others, then shape the idea inherent in the feelings by communicating through the relationship we form with them, that gives them the instruction as a demonstration for acting it out by first initiating, then modeling it. We literally become the role model for how each person playing a part has to become. Not in their specific roles, but in “how” they perform their specific roles as a personality being employed by everyone in the group. We are demonstrating a “way of being” that stimulates that same way of being in them. We express through an attitude that causes them to take on the same attitude. We openly display and express emotions that stimulate and bring out the same emotions in them.

 
We then employ this way of being by training them individually to an overall pattern as the daily operations of their role and job description, as their role in a greater idea being performed in a “like-mind” by all other team members. Through communicating and giving guidance and instruction as the vision of the business performed by daily duties that are in relationship not only to the greater whole, but to the client/patient they’re designed to serve. We teach the art of relationship that allows for constant modifications as adjustments necessary to meet specialized needs of the client or situation, while still maintaining the overall objective of the business as an outcome of delivery.

illuminated
Any “state of mind” as a “quality of consciousness” lends itself to specialized behaviors and ideas pertinent to that state. By acting and ensuring to intentionally produce that state in others, we know that regardless of the modifications made to the procedures as a way of customizing them by how things are handled, that it’ll remain consistent to the state of the person performing it. Any reality as an experience is an idea as a vibratory frequency or biological pattern of consciousness that’s holistic and complete, and has everything inherent within it to produce it as a material reality as the idea, feeling, emotions, thoughts, and actions. We’re always producing more of whatever we’re demonstrating. Our mood determines our disposition and temperament, and how we express to create realities as personal experiences. Embody the idea, employ the state as feelings and emotions, imagine the idea as an internal conceptualization, then express out of that state and you’ll act to naturally produce it in others.

 

Dr. Linda Gadbois

The Transformative Power of Relationships and how to Create Healthy Ones

Of all the areas of our life that effect us the deepest and with the greatest range of possibilities, our relationships rate the highest. This is true not only in our relationships with other people, but more importantly, in our relationship with ourselves. The relationship we form with ourselves determines how we enter into relationship with everyone and everything else in our lives. The very foundation of life itself and all areas of self-creation and lifestyle are formed by how we relate to everything around us. Relationships are the greatest tools there are for transformation. When we know how to use them as tools for creating a healthy and fulfilling lifestyle, we embrace our true power and it ignites our life.

Of all the areas of our life and relationships we employ and develop, the ones that affect us the most while having the greatest transformative ability, is romantic-sexual relationships. These relationships bring us the greatest fulfillment and happiness, or the greatest stress and misery. Some start with a bang then fizzle quickly. Others build gradually, establishing the friendship aspect first that then deepens through the trust that’s established and moves naturally into much more intimate experiences. Others can start off romantic and evolve into more of a platonic, roommate situation that while the love may still be strong leaves you longing for romance, affection and sexual intimacy. Still others can come as an intense encounter of some kind that’s strange and somewhat perverted or twisted that’s also strangely gripping and magnetic . . .at least . . . for awhile.

Yet nothing serves more directly to shape us than our relationships with family and key people in our lives, whether good or bad. And at the same time, no other area of our life are we completely lacking in education and practical know-how and left virtually fending for ourselves with only the relationship modeled to us by our parents to guide us. No one actually teaches us about the nature of romantic encounters and how to have relationships outside of our friends (who are as clueless as we are) and the occasional lecture that comes usually when we’ve done something wrong or already experienced our first heartbreak.

oh god
Most of us are simply conditioned to the relationships being demonstrated for us by our parents or extended family members, where we were also developed by interacting with that same family dynamic which set’s us up for similar types of relationships and experiences. In psychology we say, we usually become one of our parents and marry the other one. Usually by the time we’re teenagers and beginning to explore sexual relationships, we’ve already been conditioned to the primary relationship dynamic that we’ll spend the rest of our life repeating. Even when we become aware of the consistency that starts emerging, with periodic events that bring shocking insights into the nature of things or underlying emotions and agenda’s that become apparent in a way that we can no longer deny or explain away by telling ourselves a story about them that justifies them, we can still feel powerless to change them.

Every once in a while, people and situations come together that are truly meant for each other, and form real love for each other, and create a very positive influence on each other in their lives together, while having an attitude of growing together through their life experiences that they always approach as “us” and “we”. They see all of life as happening to “them” as a single-unit, and pull together and support each other through tough times, and grow in their love and respect for each other as a result. Some people are fortunate enough to have healthy relationships modeled to them by their parents, or have their parents openly and intelligently teach them about relationships and how to most appropriately conduct them.

mature couple
The biggest key for learning how to remain fully conscious (awake) in relationships, whether romantic or other wise, is to recognize your own tendencies in relationship with others, how you act “on them” to establish certain ideas and through your interaction bring out specific traits in them in response to you. Many times what we see as something they’re doing to us, is actually brought on by something we did to them that initiated a cause and effect pattern. Then, once its starts, we don’t know how to stop it or recant, and can’t seem to control our emotions which sabotage it even further. Naturally once you do or say certain things, there’s no turning back. They can’t unhear something that they’ve heard or felt. Even if forgiveness is offered, they never really forget, but simply push it to the background where it sits and festers until it starts coming up, more and more frequently as time passes until it becomes precedence. While we can say anything to someone, and think we’re doing it convincingly, we can’t hide the look in our eyes which is the window to our soul that always reveals how we’re feeling.

If we can learn to control that glazed over feeling of being ‘twitter-pated’ that takes place in the beginning as ‘love at first sight’ that marks the beginning of the “romantic phase”, and pay attention to the red-flags that begin popping up without explaining them away, and pay close attention to how we’re feeling in terms of how they stimulate us and what they bring out in us as a result, we can keep a clear idea about how the relationship is going to naturally act to develop us. Whatever mood we form when being with and around them that’s naturally created through the nature of the interaction or the feeling presence that they emanate that we’re always sensing, we can see how they’ll act to condition us to that same mind-set and attitude. People always act on each other to make the other person like them. We can’t help it. It comes from our mental and emotional paradigm that forms our behavior and how we act and treat other people. There’s always a form of persuasion and negotiation going on.

As a general rule, you should avoid any relationship that makes you feel bad in some way, brings you down by being around them, always reflects negatively on other people of situations, or stresses you out and invokes negative emotions on a routine basis. Don’t enter into and maintain relationships that bring out in you you’re worst traits. Over time these traits will become dominant and form habitual perceptions. When the red-flags come up, don’t glaze over or dismiss them, but openly acknowledge and talk about them. When weird behaviors begin coming out here and there, realize that you’re seeing something about the individual they normally hide. If you notice them but choose to ignore them, they tend to become a major issue further into the relationship, and you’ll kick yourself because you knew it was there all along. Realize that the emotional component in a relationship is the most important and will ultimately make or break the relationship.

disagreement
The most important component of any relationship, but especially of romantic-sexual-intimate relationships is trust. This forms the foundation that everything else relies on, especially the level of intimacy reached and how they respond to each other sexually. Trust must be established and maintained right from the beginning. Once trust is broken, it will never be fully established again. This is what I call a ‘fine line’ that once crossed, marks the beginning of the end. It creates a turning point in the relationship where things start noticeably changing never to be the same again. Even when forgiveness is implied, the thought and feeling never really goes away. It’s better to come clean with something you’ve done that you’re not proud of or know will upset them, rather than hide it or lie about it, only to be discovered later where it becomes lying, deceiving and betraying.

Also realize that when somebody accuses you of something that you haven’t actually done and is not in your character to do, it not only shows you what their issues are, but also what they have a tendency towards themselves. Learn how psychology works in terms of whatever it is we’re doing we assume or suspect the other person is doing as well. We project onto other people what’s actually in us (as patterns) that we’re in denial of somehow and not owning. What we “see” in others (how we interpret their behavior) that produces a strong emotional reaction in us, is showing us aspects of ourselves and what our own tendencies are that we normally remain largely unaware of. This is easy to see when you’ve not only haven’t done what they’re accusing you of, but it’s not within you to do that, and so you feel surprised or dismayed when they accuse you of it. You may even feel somewhat confused by it or realize that they don’t even actually know you. This is what lets you know that it’s “their stuff”. If however you have done it, and hid it for whatever reason, then you need to see it as “your tendency” and work with it accordingly.

Relationships have the power they do because they stimulate in us complementary aspects that aren’t normally being stimulated and called forth, and mirror back to us our own character. Romantic and intimate relationships tend to immediately bring our deepest issues right to the foreground, and we find ourselves dealing with parts of ourselves that we didn’t really know for sure we had. Nothing makes us more vulnerable or represents the greatest possibly of loss, than love. It’s either what heals us through another, or what further traumatizes us. Because we have a natural predisposition to play out all of our conditioned tendencies in our relationships that we’re not fully aware of, and so they remain active and creative in our life, by realizing this and seeing it for the healing and personal growth it truly offers, we can grow exponentially by way of our personal relationships.

happy hug
Many people live with the belief that in order to heal yourself of your own hidden aspects you have to endlessly rehash them, go over and over what happened to you that caused them through some form of therapy, but actually, this isn’t true. In fact, this type of therapy usually only acts to seat the problem deeper by reliving it and continuing to identify with it. The plain truth is all we really need to do is become fully aware of what our tendencies are without needing to justify them (what we argue to defend is ours to keep), self-reflect and gain realization around how we do it, and what tends to stimulate it, and actively choose not to do it anymore while simultaneously deciding what we’re going to do instead.

All unconscious (or semi-conscious) tendencies are patterns we’ve been conditioned with that have themes in them, usually something like: rejection, abandonment, betrayal, not being good enough, and so on. These themes form the stories we live out as if they’re real and true. They’re a form of illusion as an imagined (and often embellished) memory or handful of memories that forms our perceptual lens and reshapes what is in fact objective, neutral reality by selecting only the components that can be used to tell our story by how we combine them and interpret the behaviors others are displaying. A person whose theme is rejection for example, can interpret just about any behavior to mean they’re “being rejected”. Our perception ‘is’ an interpretation as the ‘meaning’ we give things by the story we tell about them. While we transform everyone else to fit into our story, we also tend to think others are seeing and living out of the same story as a reality that we are, when in fact, they’re doing the same thing, and have a whole different story going on than we do. Everybody’s walking around in the same outer reality which provides the elements they rearrange by way of the inner reality they’re actually living out of by how they’re creating their experience moment by moment as they go through the day.

By realizing this and intentionally taking a detached or disassociated perspective while self-reflecting, we can identify our own story as the basic idea we’re always using to interpret everything giving it the meaning it has for us. Nothing means anything until we make it mean something by the story we tell about it. All of reality as a personal experience is reformulated in our mind by how we perceive it as an interpretation. This basic psychological process forms all outer neutral realities into inner subjective realities of our own making. The mind is a reality generating machine. We are subject to our own reality as our creation, because our mental model is what created it, and we have natural behaviors we systematically employ as routine and habitual tendencies that act to stimulate and form that same reality for others by how we communicate and interact with them.

Through self-awareness and learning to recognize our own story always playing in our head and heart, and what tendencies they promote, as well as what acts to trigger them, we can not only control our reactions when being triggered, but when we start into the behaviors themselves we catch ourselves doing it, and in that moment of realization as to what we’re actually doing that we normally remain unaware of, we realize we have a choice as to what to do instead. We can choose a new response to an old stimulus and employ new behaviors that break old patterns and begin forming new ones. We can choose with full awareness what type of story we’re going to tell by how we act and how we live our lives. When we move from an unconscious habitual state into a conscious and creative state we heal ourselves through self-induced transformation.


The biggest key to cultivating healthy relationships is by recognizing your own tendencies as “issues” and complexes, and through this awareness “choose” to give up your story and your need to defend your right to have it, which keeps you identifying with it, and choose to live a new kind of story instead. Self-reflect and recognize your own character flaws or tendencies that are destructive and hurtful, and work ‘on’ your self to transform them into positive traits that are creative and health promoting. Only by correcting in yourself the issues you tend to act out in relationships will you not only be able to attract a new kind of partner (that’s living the same pattern) but also won’t be unconsciously acting in a way that stimulates that old pattern in them. It’s only by working on healing and growing ourselves that we’re able to form new and healthy relationships. If we see ourselves as innocent while putting the blame for the relationship going bad on others, then nothing changes. We keep attracting and being attracted to the same type of people who are living out the same type of story with complementary roles in the same type of behaviors. This is like doing the same thing over and over while expecting a different result.

 

When we work on ourselves and develop ourselves in new ways while letting go of the past and healing ourselves of psychological patterns, we’re no longer attracted or attractive to the same kind of people. We’re no longer stimulated by them. We don’t feel any chemistry with them or get easily drawn into their melodramas. The old triggers simply don’t affect us any more. They’re easy to walk away from and no longer create an instant engagement. Once we decide how we want to grow and what type of story we want to live, and we develop the necessary character to tell that story, we’ll start forming an attraction to different kinds of people. We’ll act to stimulate them in new ways, and they us, and a whole new reality will be birthed thru the transformation itself.

The process for beginning your healing transformation will go something like this:

 

 • Self-reflect on your own tendencies in relationships (past or present), and what issues tend to become prevalent for either one of you, what behavioral pattern formed in the relationship, and what it seemed to be about as it played out. What issues kept coming up?

• Identify your own theme that you’re always living out of that becomes played out in your relationships as a co-creation. Such as: feeling rejected or not wanted, not loved or cared for, betrayed, abused, abandoned, cheating, excessive drama, and so on.

• Recognize your own part in creating that pattern. What behaviors started taking place between you and them that formed that pattern? How are you acting to support it?

• Recognize what feelings and emotions tend to trigger undesired or destructive and damaging behaviors. What events take place that acts to first start forming the pattern? Such as: you catch them in a lie, or you lie to them, they talk to you in a condescending manner, they attack or turn on you for no reason, they openly flirt with somebody else in front of you, they start (or you) accusing you of something, they belittle you, correct you a lot, or even physically strike you or you them, you fight a lot, and so on.

• Gain realization around your own attachments to the story being played out in terms of how you identify with the meaning of your own story about things, and be willing to quit needing to tell that story. Then decide what type of story you want to tell instead with the awareness that it’s going to make you feel different about yourself, and may seem awkward or “not true” at first. You may become aware that you really don’t know how to feel different or tell a different type of story. But get clear on how you want to shape yourself through a new story and keep working at it. Conditioning comes through steady practice.

• What character traits would you need to develop in yourself in order to naturally tell the new story? How would you have to be? What traits do you currently possess that would act to prevent it and how do you need to transform them into positive and supportive traits? What emotions would you need to embody to create the right state of mind? How would you need to behave and conduct yourself? Determine what these are and again gain clarity around them while practicing them until they become natural.

• If you find yourself falling back into old behaviors, stop as soon as you realize it, withdraw from the situation before you begin creating out of it, and self-reflect on what’s happening inside of you and why. Gain realization around whatever it is you still haven’t resolved and willingly let go of it, while continuing to practice until relapses diminish.

• Make a vow to yourself that you’re going to always honor your own intuition and when red-flags come up or strange feelings, you won’t ignore them or explain them away, but penetrate and investigate them instead. Decide you’re not willing to compromise things that are important to you.

 

• Set standards for yourself and others for the relationship, and do not compromise or negotiate them away once you get into the relationship. Identify what are “deal-breakers” and if they should become apparent or start to arise, don’t stay in the relationship. It won’t be good.

• Identify what parts of yourself you want to grow and develop, and what states of mind and traits you want to strengthen and condition yourself to, and cultivate and maintain only relationships that stimulate and influence you in those ways. Let go of any relationship that’s negative, toxic, abusive, dysfunctional, or mentally and emotionally painful. Do not stay in relationships that destroy your self-esteem.

 

These basic practices may seem like a lot to do all at once, but what you’ll find is that they’re interlaced, and one will naturally lead to the next forming a whole process. The object of this process, as with any healing process, is self-awareness, and self-realization. You want to shed light on all areas of your self that are currently shadowed, areas where you’re not aware of what you’re actually doing and the reason you’re doing it that come about more through automatic behaviors that are triggered emotionally. We don’t ever have control over other people, but we have full control over ourselves. While we can’t change other people, we can always change ourselves and thereby change how they respond and interact with us. By changing ourselves to be the person we want to be we find that the relationships in our life changes accordingly.

Relationships of all kinds hold us to interactive patterns that were established in the relationship itself. When we change and grow and others don’t, the relationship tends to pull us back into the old way of being. People seldom let us transcend our past but act instead to hold us to it. You have to realize this and be prepared for it so it doesn’t catch you off guard or you fail to see it for what it really is. Relationships that don’t grow with you or naturally stimulate in you you’re new way of being and support it through the nature of the interaction will “leave your life” or simply fade into the background while new ones begin emerging with new people who share the new pattern and ways of being are established that foster your growth and act naturally to promote it through the nature of your interaction.

 

Dr. Linda Gadbois

Transformational Coaching

Evolutionary Relationships

 

lgAbout the author:
Dr. Linda is a Spiritual Scientist and scholar of Hermetic Sciences and Ancient Wisdom traditions. She’s a professional educator and trainer for all areas of personal transformation, self-creation, mind development, and soul/spiritual evolution. She practices Integrative Medicine with a special emphasis on Psychology and Creative therapies. She conducts ongoing classes, Playshops, and Adventure Seminars, and is available for private or group training, mentoring, and speaking engagements.
To inquire, click here

 

Change – “Innovative Thinking & Re-imagining”

Creative Transformation
When times change in the general sense of market trends and methods of doing business, businesses must take an attitude of evolving their business models, services and general operations to conform to the changing needs of society. When change occurs at a community, national, cultural or global level, companies that fail to recognize the change and modify their business models accordingly begin the process of dying. By gaining a fundamental understanding of the nature of “cycles” as birth, life & death, or a beginning, middle and end . . . that make-up an ongoing process that evolves through time we can identify behavior within any given business that indicates where they’re at in the current cycle.

 
If a business begins failing, sales drop, revenue shrinks, and they react not by identifying the nature of the changes and modifying or updating necessary areas, but instead by cutting back, reducing or eliminating, they have in fact begun the process of going out of business. Change is a constant and evolving force that governs the Universe as we know it. Once change takes place, it never reverts back, but always progresses forward in some fashion. All of life progresses and steadily moves towards greater complexity. As a business owner, when your current business model fails to promote health and induce consistent growth, you must respond by identifying the nature of the change, the new needs and services that the change warrants, and readjust your model and methods of doing things to supply the new demand.

 
Rather than panicking, cutting back and reducing, it may be a better idea to provide your people with new resources that will increase their proficiency, develop greater competence and improve their ability to perform. The greatest resources that most companies have are their people, yet poor training programs continue to plague even the most sophisticated of businesses. It’s your people that make your business what it is. Here is where we stand to either lose the greatest amount, or initiate the greatest gain. No other area of your business or Practice is more directly manageable than your people. As a business owner, you more than likely stand to gain more in this area than any other area of your business.

 
When we make the necessary adjustments to our business model, upgrade and develop new and innovative ways of doing business, or serve to grow, develop, and reform our services, we move effortlessly along gaining momentum by flowing with the current rather than getting sucked into a whirlpool of our own making. If change is welcomed and fully embraced for the stimulus it offers we can keep our businesses growing and prospering through any season. When change is resisted or ignored, it tends to overcome us without us even knowing why or how sometimes. Your current model will continue producing the same result over and over. In order to change the result, you must change what you are doing, or how you are doing it.

 
As soon as you begin experiencing measurable fluctuations in your business or a drop in clientele, you should investigate and review the nature of the change, and explore creative ways to modify your method of doing business to accommodate the change. Often businesses will wait to long to respond, or will struggle to the point of no return before they reach out for help, or bring in an expert to help them make the necessary changes to their organization ensuring their survival.

 
Many times by the time I was called in to help diagnose and recommend the necessary changes, the business was already “out of business” and simply didn’t know it. When a business still has cash flow, they can begin the juggling act and prolong what becomes a long and arduous process . . . a form of “slow death”. The time to get help through outside experts is as soon as you notice a measurable change in the flow of your business and still have plenty of resources to carry you through the process of designing and executing the change itself.

Dr. Linda Gadbois

Innovative Management Services

Professional Consulting/Mentoring

 

About the author:
Dr. Linda is a Spiritual Scientist and scholar of Hermetic Sciences and Ancient Wisdom traditions. She’s a professional educator and trainer for all areas of personal transformation, self-creation, mind development, and soul/spiritual evolution. She practices Integrative Medicine with a special emphasis on Psychology and Creative therapies. She conducts ongoing classes, Playshops, and Adventure Seminars, and is available for private or group training, mentoring, and speaking engagements.
To inquire, click here

Our State of Mind or Mood, Determines our Behavior as our Performance

Man with conceptual spiritual body art

One of the most fundamental errors people make in life is that they don’t understand the most basic precepts for how to get people to behave a certain way, or directly affect their performance. We think that the way to do it is by directly “addressing” it by talking about it, pointing it out, making suggestions as to what we’d like, etc., then wonder why it not only doesn’t work, but usually tends to make it worse.

 
This is because what naturally produces our behaviors is our mood or the state of mind we’re in. Whatever mood we’re in, or how we’re feeling determines what we focus on, why we’re focused on it, what we tell ourselves about it and the perspective we take on as a result, and how we form a natural response to it.

 
The best and most immediate way to act to produce the desired behavior in someone else is to first ask yourself what state of mind would someone be in who was naturally acting / performing that way? Then, once we realize what state that is, we can ask ourselves, how can we act to intentionally influence their state of mind to produce the desired state? The most basic way we influence people is through our own state. The state we’re in when we’re around them and use to interact or communicate with them, stimulates in them the same emotional qualities, bringing them out and developing and strengthening them through continued interaction. The whole basis of communication is how we are making the person feel by the way we treat them.

mental impressions
When we communicate with people through a demeaning or condescending attitude that makes them “feel” a certain way, which is altering their state of mind, they not only form associations “to us” through that feeling state, but will maintain it by dwelling in it long after we’re gone. It’ll determine their attitude, what thoughts they have and the perceptions they form by creating numerous realities as imagined scenarios that will produce analogous behaviors. They will treat other people (clients) the same way out of the same attitude as we have treated them. Whatever emotional state we embody and project into the world and onto others through our presence, our perceptions and “how” we say whatever we’re saying, we act to increase and systematically produce more of it by stimulating it, calling it forth, and then co-creating out of it.

 
A person who’s upset or frustrated, then behaves and communicates out of that state, acts to create more of that same experience in others. Someone who’s angry and talks to someone out of anger, stimulates that same emotion in them, making them feel angry also. They not only continue to think angry thoughts, and communicate with others out of anger, but they project that anger back onto you and think angry thoughts about you. Someone who is happy or enthusiastic about something, and communicates through that state, creates the same feeling in others towards or about whatever it is they’re communicating.

 
This same idea is commonly referred to as creating the “culture” of a business. I call it creating the atmosphere as a general mood that’s openly displayed and created out of as a general rule of thumb. This doesn’t mean that you’re not going to have times when you feel negative emotions, we all do. It’s only natural. It simply means that you don’t go out and interact through that state and infect your entire staff with that same feeling, knowing, that they’ll probably stay in that mood for the better part of the day . . . and of course, perform and run your business out of it. Instead, you work through negative emotions in private until you can get them under control, resolve them somehow, and then readjust your attitude before coming back into a group situation. Not saying anything while still maintaining the mood is not going to work, because people can sense your energy and pick up on your emotional state just through the quality of your presence alone. By how it feels to be around you.

 
While we think that we can fool people by simply repressing our emotions and pretend to be in a different mood, this only creates a false front that’s confusing, because you’re acting one way, while the feeling you’re putting off is entirely different. Whatever attitude and communicative behaviors key people in an organization frequently display and create out of as a result, acts to tune all the other staff members to the same mental attitude, which can be readily felt and picked up by clients / customers. The mood they’re in determines how they act, and the experience they give the client as a result. Our state of mind and how we behave are always unified. The outer behavior is produced by the inner state as an expression of it.

 
So keep this in mind and learn how to use it as a tool for creating by directly influencing others in an intentional manner. Likewise, if an employee comes in to work in a bad mood, and begins influencing others through their mood, have them take a break to a private location and shake the mood before they come back to work. If they can’t, then either put them in a position that will have the least effect on others (no client contact), or consider giving them the day off! Otherwise, the effects they create as an expression of their mood could take weeks to correct, or possibly cause the loss of clients without you even knowing about it. A required standard of performance is also a required state of mind when coming to work, because they’re the same thing. It’s also a good idea to discuss this in your employee orientation or at staff meetings where you also provide them with tools for learning to manage their mood as a professional resource.

Dr. Linda Gadbois
Professional Business Consulting

About the author:
Dr. Linda is a Spiritual Scientist and scholar of Hermetic Sciences and Ancient Wisdom traditions. She’s a professional educator and trainer for all areas of personal transformation, self-creation, mind development, and soul/spiritual evolution. She practices Integrative Medicine with a special emphasis on Psychology and Creative therapies. She conducts ongoing classes, Playshops, and Adventure Seminars, and is available for private or group training, mentoring, and speaking engagements.
To inquire, click here

The Importance of a business model – “Essence, Personality and Identity”

wired brain

Just as our personality and identity form the basis out of which all our personal expression comes as a natural and automatic by-product, the model for a business serves the same function. It establishes the basis for what forms our vision, mission, values, ethics, standards and philosophy – out of which we can easily form rules, policy, protocol and procedures. All of these can be summarized as the businesses personality and identity which are key factors for developing image and style. All people working within the business share a similar “personal model” to the business model, and all company training is designed as an expression of the business model which then establishes it as a culture.

 
The business model also establishes firm guidelines by which everything can be measured and evaluated for compliance and effectiveness, as well as to ensure consistency. It creates structure and order through well-defined rules and methods that ensure a smooth running operation. So a sound and well thought out business model should be one of the first steps to business development. If you are having constant problems with a lack of consistency, poor training, or the inability to make decisions that support the primary values and ethics of the business, one of the first places to look when trouble-shooting, should not only be the business model, but whether or not it is understood and being effectively demonstrated by key people and strategically implemented in all areas of the operation.

 
A business model should also clearly convey the overall identity and personality or “style” of the business. Not just through the primary vision, mission, and values, but also in describing the emotional atmosphere and moral conduct of everyone involved. Job descriptions should also include the personality traits and characteristics of the person as the ideal basis for how they perform their position, what image they convey to clients, and what type of experience they create through their common interactions. Emotional intelligence should be built in to the fundamental training programs, and all leaders within the organization should consistently demonstrate a positive attitude and well-managed emotional control. The managers, staff leads, and professional staff should be trained in psychological skills that they teach by demonstrating, as well as use intelligently to interact and handle any problematic situations should they arise in a creative and peaceful manner.

glass earth
As an Entrepreneur or developer of a business, we have to provide ourselves as well as our people with the necessary resources to build the practice from the ground up instilling intelligent practices into the very foundation. If transforming an existing practice to take it to a higher level of excellence and proficiency, strategic intervention that introduces change at the most effective and influential level of the organization is crucial. All persons responsible for producing the change must be educated in the psychological skills necessary for producing change through emotional engagement and by not only eliciting a state of cooperation, but a state of enthusiastic and invigorated participation. People need to be invested in the change as an actual outcome or community experience that will give them a powerful sense of themselves by being a productive and important part of it.

 
The attitude we use in how we treat our staff, is the same attitude they employ in assisting our clients. Whatever emotions we employ when interacting with our staff, we stimulate and call forth in them, and they perform out of that emotional state. The biggest factor for improving performance of the very people running our business is to understand the importance of the emotional atmosphere of the business as set by “key people” within the organization and how they’re “being” on a regular basis. All behavior is ultimately emotionally driven. Whatever mood someone is in is directly reflected in how they’re behaving and what energy they’re putting off. Negative emotions produce behavior that expresses those emotions, activating them in everyone else that they come into contact with. Likewise, positive emotions produce an elevated energy that infects others with the same feeling.

 
All business models should include a strong emphasis on the “psychology of the business” by defining rules of engagement that involve attitudes, emotional expression and etiquette. These are behavioral standards of the business, which means they must be upheld at all times by everyone involved, no exceptions. One person with a bad attitude and frequent emotional outbursts and destructive behaviors, tolerated and allowed to continue as part of a team, will act to undermine that team by infecting them with the same toxic energy. One bad apple, indeed . . . ruins the whole bunch! Strong emotions of any kind are powerful influences that serve to stimulate everyone around them with the same emotions. Be very clear on the emotional atmosphere necessary to create and operate your business in a way that determines what kind of an experience someone is going to have who’s doing business with you.

 

Dr. Linda Gadbois
Professional Training and Mentoring
Innovative Management Services
Business Consulting

 

About the author:
Dr. Linda is a Spiritual Scientist and scholar of Hermetic Sciences and Ancient Wisdom traditions. She’s a professional educator and trainer for all areas of personal transformation, self-creation, mind development, and soul/spiritual evolution. She practices Integrative Medicine with a special emphasis on Psychology and Creative therapies. She conducts ongoing classes, Playshops, and Adventure Seminars, and is available for private or group training, mentoring, and speaking engagements.
To inquire, click here

The Significance of a “Model” (System of Beliefs) in Creating Reality

energy patterns
Time and time again I see Coaches and Consultants who offer their services almost like an elaborate goal setting session – or ongoing session – who walk-in and give people ready made advice or a pre-designed program that offers the solution to their current problem. Yet as many of you have experienced even if you get off to a good start in an attempt to implement the program – it usually doesn’t take long for you to relapse, or for the program to fizzle. This is because you are in the situation you’re in – your life is the way it is – because of the models you are working out of. You have to have a paradigm that supports and represents the desired change- the type of situation, circumstances or conditions you’re are striving for – or you will never be able to create or maintain it.
In order to create something different than what you have currently created – you have start with the model called your identity – then move out into your model of the world. You must redesign your beliefs and your habitual emotions – repetitive attitude and behavioral patterns – how you “see” things in order to create a new vision. Referencing failure in an attempt to produce success does not work. You will simply turn that “goal” which on the surface represents success – into a perfect reflection of the model you reference and associate it with – which creates the state of mind – gives meaning (feeling quality) to your goal – out of which you will perform. An impoverished model will consistently produce poverty.
Goal-setting, as it is commonly called, is more like taking a dream and breaking it down into the step-by-step process necessary to create it – it involves an elaborate, interactive system of supportive beliefs to pull it off. In order to create a model we can use the method of modeling. The true essence of “modeling” is if you don’t currently have a successful model to reference, to imitate or use as a template – if you currently do not know how to do what you want to do – find someone who has, study them, elicit their strategy and create a model out of their strategy – use that model as a reference to associate with your current situation, modifying it accordingly and use it for measuring, comparing and give your desired creation a similar meaning – which will create the pathways necessary for success.
Pay attention to your own thoughts and what you say about your situation to others. We have to realize and appreciate the power of the spoken word – realize the importance of the language you use which calls forth that same idea in the mind of others. How you talk about yourself, your feelings, your situation, your outlook, how you talk to others – the attitude out of which you communicate – not only perfectly expresses your “true models” but it literally calls forth that model into a living, observable, breathing reality. “It became flesh, and walked amongst us,” is referring to the imaginary thoughts created out of a belief as a self-created illusion that is mistaken for true reality. In order to create in a conscious and intentional manner, think only about the desired outcome and what feelings, emotions, and behaviors would be being employed while having the experience of it.

circuitry
As human Beings we are gifted with the natural ability through the use of our mind to “create reality.” We create out of our beliefs “about” things. These beliefs exist in relationship to each other and form belief systems. These systems perfectly support, justify and validate each other – producing a reality that can not only exist like it’s own eco-system, but also attracts to it people of a like mind, who will interact appropriately to co-create that same reality. It then appears so real to us, we use it as evidence to convince ourselves and others that it is real, true and factual. We then feel as though we are subject to our own creations and we don’t perceive our selves as having any real control or power over our situation, when in fact, we are the ones that created it.
Models are templates that act as blueprints for creating corresponding realities. These realities consistently and repetitively form patterns which become our “life story”. We were not born into sin, technically speaking, and God did not make a mistake, we are in fact masters of creation, and perfectly create realities out of our beliefs. These realities form illusions that we superimpose over our current situation using them to create a personal version by the story we tell about them that make them mean something. The meaning we give things forms how we experience them and how we influence them through our behaviors and the nature of our relationship and interaction with them. This is the incredible power of your mind.
In order to produce change in your life, in your relationships, in your circumstances, you MUST do the work it takes to re-design the person whose model is creating it – YOU! You cannot re-design the organization without first redesigning the people creating it. Any attempts to produce change that does not involve transforming identity, beliefs and paradigms will not result in success. If you are able to briefly encounter a form of success – perhaps because someone else, such as a consultant has enough control or frequency to create out of their model – you will not be able to maintain it.
The power of Leadership within an organization is someone who has a superior model to operate out of (one that references success as a means of representing the goals and identity of the organization) and can communicate that model in such a way that it literally “teaches” that model to the people who will be in charge of actually producing it. They do so by creating a compelling future and inspire people towards it. In order to actually do this they must have their model so intact that they consistently act out of it at all times and use it as a filter for decision making and monitoring the progress or direction of the organizational flow. This is the only way that their influence, repetitive suggestion and emotional expression consistently move people in a common direction without creating contradiction.
Dr. Linda Gadbois

About the author:
Dr. Linda is a Spiritual Scientist and scholar of Hermetic Sciences and Ancient Wisdom traditions. She’s a professional educator and trainer for all areas of personal transformation, self-creation, mind development, and soul/spiritual evolution. She practices Integrative Medicine with a special emphasis on Psychology and Creative therapies. She conducts ongoing classes, Playshops, and Adventure Seminars, and is available for private or group training, mentoring, and speaking engagements.
To inquire, click here

Training the Trainer – “Maximizing Human Resources”

business training

“People do the best they can with what they have to work with, they always make the best choices available to them at the time”

A Managers most basic responsibility is to manage, develop and maximize the company’s resources. In order to do this they must learn how to embrace the company’s business model and perform all processes as a means of representing the company’s values, standards, philosophy and actualizing their overall vision. But in order to do this they must know how. Acting as a representative for the company and incorporating the business model into their fundamental means of training requires a high level of skill and professionalism. As a business owner or Leader it is our responsibility to provide our people with the skills and training necessary to perform at the desired level of excellence.

 
One of the greatest mistakes a company often makes is in the inaccurate evaluation of what appears to be potential problems. When a company is experiencing poor or inconsistent levels of performance amongst its employees, it’s nearly always due to two main factors, poor acquisition methods and an insufficient training method or style. In order to accurately evaluate poor performance we must look at our methods for selecting and developing our staff.

 
Effective training programs that offer practical skill development are some of your greatest strategic tools that will ensure the overall success of your daily operations as an ongoing process. No other area of your business offers such immediate and controllable means of saving you what could be thousands of dollars while simultaneously improving your potential to increase revenue. In all business operations, we not only look to improve the efficiency of operations in order to save money, but also as a means of providing a fulfilling work environment and improving service or instilling higher quality into products that serve to increase the potential for sales and generate new revenue.

 
Often companies fail to realize that training is a skill and an art form in and of itself. We often assign training to anyone with little regards as to whether or not they know how to communicate or teach effectively. Yet a skilled trainer can produce a multitude of skilled employees within a fraction of the time and with much greater proficiency than someone who doesn’t know how to properly train people. We must learn to take an attitude of training the trainer. The amount of money a company spends on training will show immediate returns as well as phenomenal savings over the course of 1 to 2 years, not to mention drastically improve average performance levels and the possibility of long-term employee retention.

business comp skills

Some of the most common training mistakes are:

 
• We fail to orientate new employees and ensure that they understand basic rules, policies, and expectations.

 
• We don’t understand or use the 3-T method, or fail to explain the training process itself and the time-frames allotted to each step.

 
• We don’t communicate the expectations for performance.

 
• We figure if someone is good at something, they will be good at training others. We assign new employees to what we consider our most proficient employees. Yet just because someone is good at doing something, does not mean that they are good at training someone else on how to do it.

 
• We lack a fundamental understanding of how people learn and different learning styles or strategies. We make the basic assumption that others are like us, and instead of understanding the different ways people learn, we simply try to teach them through our own preferred method.

 
• We teach “processes” or protocol and don’t explain the desired outcome, or train to create an understanding of what the process is designed to produce.

 
• We fail to design and execute a well planned and thought out training program. We take a hit and miss approach, start off good and then flounder, or tend to be sporadic and unorganized.

 
• We fail to recognize the role of “relationships” or the importance of personality types in creating effective teams.

 
• We fail to review their daily training with them, give them an opportunity to clarify gray areas, or give them consistent and meaningful feedback throughout their training process.

 
• We employ generic training programs that are not especially designed for our profession or within our business model or unique circumstances. These usually sit neatly on the shelf in someone’s office somewhere unknown and obscured.

 

The greatest investment you can make to streamline your business, enhance performance, hone efficiency, while ensuring a quality experience for your clients that will build trust and loyalty, is to invest in sound training programs and methods designed to give your people the knowledge and skills they need to perform at their highest potential. Knowledge is power, wisdom is magic. Give your people the resources they need, and watch the dream for your business . . . come to life.

 

We offer Professional Training to develop your greatest resource . . . Your People.
Give your managers and leaders the resources they need to operate your business and take it to a higher level of excellence in your field.

 

Dr. Linda Gadbois
Professional Mentoring Programs
Business Training
Transformational Coaching