25/10/2025
Increase the number of customers.
Increase the average transaction size.
Increase the frequency of transactions per customer.
Raise your prices.
Imagine you’re operating a restaurant, and you want to increase the amount of revenue that that restaurant brings in. Here’s how to apply these strategies:
Increasing the number of customers means you’re trying to bring more people in the door.
This strategy is relatively straightforward: more visitors to your restaurant will equal more tabs, which (assuming the average transaction size stays the same), will bring in more money.
Increasing average transaction size means you’re trying to get each customer in to purchase more.
This is typically done through a process called upselling.
When a customer purchases an entree, you offer them appetizers, drinks, and dessert. The more of these items the customer purchases, the more they spend, and the more revenue you collect.
Increasing the frequency of transactions per customer means encouraging people to purchase from you more often.
If your average customer comes in once a month, convincing them to patronize your business once a week will increase your revenue.
The more frequently they visit your establishment, the more revenue your restaurant will bring in, assuming the average transaction size stays the same.
Raising your prices means you’ll collect more revenue from every purchase a customer makes.
Assuming your volume, average transaction size, and frequency stay the same, raising your prices will bring in more revenue for the same amount of effort.
PREMIUM
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Speak=Lawyer
Decide=Judge
Think=Scientist
Work=Engineer
Create=AIGurus
DESIRE=Sapiosex
Observe=Detective
Express=Philosopher
Analyze=Psychologist
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{Focus+Visionary+Kindness+Authority}=
The Dissatisfaction Spectrum:
Responses to a problem can range:
Apathy: shoulder shrug
Dismay: a shake of the head
Indignation: balled fists, a quick rush of blood or emotion
Anxiety: a lasting, unsettled feeling in the head, gut, or chest
Outrage: the inability to sit still.
As you can see from the image above, the D, V and F push the scales down and overcome the weight or power of resistance. It’s these things that we need to do upfront before the change is instigated to ensure we minimise or reduce the resistance to the change.
Dissatisfaction
The first part of the change equation is dissatisfaction. In order for change to be necessary, dissatisfaction needs to exist.
This might be dissatisfaction with results, a process, timescales or customer satisfaction for example.
This dissatisfaction becomes the catalyst for change and this gives us our ‘why’.
The why, or the background to the dissatisfaction should be shared with effective communication with all of those affected by the change.
Without this understanding, those affected will not see the point of change and will instantly resist.
Vision
The next part of the change equation is vision.
This is where we paint a picture of the future. We want and need those affected by the change to see what better looks like.
We should create a compelling vision of what the future looks like after the change process has been completed and the changes embedded.
Be sure to share with those affected what the benefits will be of the change – to them and the business.
Explain what things will look like, feel like and work like after the process is completed.
First Steps
The final part of the change equation is first steps.
This is where we help those affected understand the process they are about to go through. What’s the plan?
What steps will we go through to get there and how long will it take.
Be sure to help them to understand what support they will receive both throughout the process and after while the change is embedding.
This might come in the form of communication, training or coaching for example.
Conclusion
Remember, resistance to change comes from fear of change and lack or clarity or understanding about why the change is needed. By using the change equation you can significantly reduce the amount of resistance you will get towards change.
The human experience is often characterized by a constant pursuit of satisfaction, a seemingly endless cycle of desire and discontent.
We strive for better jobs, relationships, possessions, and experiences, only to find that once we’ve achieved our goals, they often lose their luster.
This phenomenon is not uncommon; it’s a part of our human nature.
But why does this happen, and how can we break free from this cycle of eternal dissatisfaction?
The Hedonic Treadmill and Material Possessions
The concept of the “hedonic treadmill” is a psychological theory that suggests humans have a tendency to return to a relatively stable level of happiness, despite major positive or negative events or life changes.
For instance, you worked hard to get a motorbike, and initially, it brought you great joy.
However, over time, the satisfaction faded, and you found yourself desiring a car. This is a classic example of the hedonic treadmill in action.
Relationships and the Pursuit of ‘Better’
The cycle of dissatisfaction is not limited to material possessions; it extends to our relationships as well.
We often find ourselves seeking new friendships or romantic relationships when the initial excitement of a new connection fades.
This constant pursuit of ‘better’ can lead to a cycle of dissatisfaction, as we are always looking for the next best thing.
Financial Success and the Illusion of Happiness
Many people believe that financial success will bring them happiness. However, as your experience shows, even when you earn more than you initially aimed for, it’s still not enough.
This is because happiness and satisfaction are not solely dependent on financial success.
They are complex states of being that involve a multitude of factors, including our relationships, health, and sense of purpose.
Breaking the Cycle of Eternal Dissatisfaction
Understanding the cycle of eternal dissatisfaction is the first step towards breaking free from it.
It’s important to realize that happiness and satisfaction come from within and are not solely dependent on external factors.
Cultivating gratitude, practicing mindfulness, and finding purpose in life can help us feel more satisfied and content.
Remember, it’s perfectly normal to strive for improvement and growth. However, it’s also important to appreciate what we have in the present moment.
By balancing our desires for the future with appreciation for the present, we can lead more fulfilling and satisfying lives.
Change leadership refers to the ability of individuals or organisations to guide and navigate the process of change effectively. It involves managing the transformational journey and ensuring successful outcomes in the face of evolving circumstances. Change leadership demands various strategies, skills, and approaches that enable leaders to initiate, implement, and sustain change initiatives within their organisations.
Change leadership is crucial for organisations to successfully adapt and thrive in a rapidly evolving landscape.
It helps mitigate resistance to change, ensures alignment with organisational goals, and promotes a positive change culture.
Effective change leadership enables organisations to embrace innovation, improve performance, and achieve sustainable growth.
Change Leadership vs Change Management
While change leadership and change management are related, they differ in focus and approach.
Change leadership goes beyond merely managing change.
It involves proactively leading and inspiring others through the change process.
Successful change leaders act as catalysts, driving transformational efforts and creating a vision for the future.
They motivate and engage employees, foster collaboration, and help individuals and teams navigate the challenges that arise during periods of change.
In the simplest of terms, change leadership emphasises the strategic and people-oriented aspects, focusing on inspiring and guiding individuals through change.
Change management focuses on the tactical aspects of implementing change, such as planning, organising, and monitoring.
Change Management in a Nutshell:
What It Is: Think of Change Management as the playbook for guiding people through change.
It’s the art and science of ensuring teams smoothly transition from Point A to Point B.
Main Focus: It’s all about the human touch. How do people feel, react, and adapt to change?
It’s not just about rolling out a new software but making sure everyone’s on board and thriving.
Where It’s Used: Everywhere from IT to healthcare. Imagine a bank rolling out a new app.
Change Management ensures everyone from the tech team to customer support and service reps are in sync.
Key Tools: Stakeholder analysis, project plans, killer communication plans, and training that actually works.
Management of Change (MOC) definition:
What It Is:
MOC is the unsung hero ensuring that changes in industries (think petrochemicals or manufacturing) don’t lead to disasters.
Main Focus:
It’s the tech guru of the change world. MOC zeroes in on equipment, procedures, and facility layouts, ensuring no new risks pop up.
Where It’s Used:
Industries where a small change can lead to big consequences. Think chemical plants or refineries.
Key Tools:
Risk assessments that don’t gather dust, technical reviews, and safety audits that actually matter.
So, What’s the Real Difference?
While both change management and management of change deal with ‘change’ in some way.
Change Management is like the coach prepping a team for a big game, ensuring everyone’s mentally ready.
MOC, on the other hand, is the equipment manager, ensuring all the gear is safe and top-notch.
And here’s the kicker: As tech evolves, the lines between these two are getting fuzzier. Stay tuned to see how this plays out.
Change is tricky. And while Change Management and management of change might sound like two sides of the same coin, they’re worlds apart in focus, application, and implications. Let’s dive in:
Focus: Change Management is all heart, focusing on emotions and behaviors.
MOC? It’s the brain, ensuring every technical and change management perspective is spot-on.
Application: Change Management is the jack-of-all-trades, fitting into any sector or organization.
Management of change is more specialized, crucial in places where a tiny change can lead to big problems.
Implications: Get Change Management wrong, and you might face a dip in morale or productivity.
Mess up management of change?
The stakes are sky-high, from safety hazards to major incidents.
So there is the theory and change management literature, but have you vever wondered how these concepts play out in the real world? Let’s take a look:
Microsoft’s Cloud Revolution: A masterclass in Change Management.
They didn’t just introduce cloud services; they transformed their entire culture, ensuring everyone from developers to marketers was on board.
Transformation: a self-initiating continuous process
Entities transform over time, supported by concepts, frameworks, methodologies, and technology.
Transformation as such is a self-initiating continuous process that redesigns an entire persona of core businesses – an inevitable consequence of external and internal factors.
Presently, markets and customers are growing anxious, giving less time to enterprises to organize business models and products.
Change is infusing at every juncture of the man-machine-method interconnection.
New skillsets and abilities are required to handle such rapid changes to avoid transformation initiatives getting into an infinite loop of re-engineering vs. improvement (a different conversation altogether).
Change Management is all about ex*****on and the art of initiating deliberate change.
There is substantial effort invested in simplifying the processes, and a constant shift is underway to delegate tasks to systems that mimic human actions and human-like thinking capabilities.
Integrating systems and processes at every possible opportunity is going to increase the transparency and enhance the authenticity of activities.
Emerging technologies like Blockchain can find numerous applications in our own environments. We have transferred the risk of human error to the tools/systems, but there is still a need for constant caution.
Management change is about the leadership models and organizational structures we build to manage the concept of work, which include people, performance and results/outcomes.
Here, all the attributes are exclusively relational to circumstances and conditions, especially for the leaders tasked with management. Management should empower resources to think, not just act and execute.
Aptitudes of a services leader, delivery leader, product leader, and research leader vary fundamentally, based on defined objectives and time spent in that role.
(For example, we cannot swap the inherent qualities of a product manager with a project manager.)
Managing change is where the transformation initiatives are of a larger magnitude, touching almost every team, technique, and technology in the ecosystem.
The leaders with such crucial responsibility should balance the emotional and technical facets. What matters is building a culture and nurturing our workforce.
The idea is not to make resources job-ready or success-ready but future-ready, which will make them more compatible with the new environment. “Data" will show the direction and "skill" is how we will achieve the objective.
This dimension of transformation will propel services, products, processes, partnership, and the way the organization is perceived, forward.
Data is key. The first step is to deconstruct the silos between the departments and identify the data pools that are home to the historical information that holds valuable predictions for the present and future.
Start identifying existing data sources and then create new data models by connecting adjacent data points in any permutation and combination.
There is no such thing as “useless data” or “worthless data”. Any data is useful until we have connected it with the right source and target. That is causing some anxiety.
Skill is about focussing on building capabilities and elevating competencies to operate around the new-age technologies as well as on the behavioural and leadership attributes.
For instance, networking is one perceived skill out of many. Encouraging teams to participate in technology, and analyst-led events/conferences will increase the thought horizon.
That is where organizations can see industry trends, build future customers, and identify service providers and technology integrators.
Managing change for a Digital leader is similar to playing the role of a conductor masterminding the hierarchy of needs in a symphony orchestra: managing time, participation, and intensity without compromising on emotion, perfection, and satisfaction. In unison, that drives an excellent outcome.
Transformation is a well-conducted choreography between Business – Change –Management to increase the relevance of offerings in the present and future.
Strategizing
A strategy is how we turn what we have into what we need to achieve what we want.
Because of the uncertainties we face, strategic action is an ongoing creative process of understanding and adapting to new conditions, and reflecting and re-strategizing throughout the journey.
It is both analytic and imaginative; figuring out how we can use our resources to achieve the goals to which we aspire.
Rooted in a theory of change, our strategies provide a roadmap that takes us from where we are today to achieving our desired change in an ever-changing environment.
Action
Moving our people to action ties everything together. Organizers mobilize and deploy resources to take action based on commitments they secure from others.
The way we mobilize resources influences how we can deploy them and vice-versa. But whatever the constraints, acting requires mobilizing others to commit time, money, energy, and often, courage.
Action also usually takes the form of tactics we deploy to achieve strategic goals. Here we mobilize others to commit time, money and energy.
We also develop the creative tactics needed to achieve our strategy and catapult our work to other parts of the community, thereby bringing more people into our campaign.
Structure
Leadership is crucial for any successful campaign, but leadership is not about one person. It is the practice of a team.
Structuring a team is a strategic choice.
We build distributed leadership teams, in an interdependent leadership model (in a snowflake structure) that strengthens commitment and responsibility for different areas of work, and continuously brings out new leaders and space for them to develop their leadership skills.
1. Internal Factors
Self-perception: How you view yourself, your abilities, and your worth significantly affects your self-confidence. A positive self-perception can boost confidence, while a negative self-perception can undermine it.
Belief system:
The beliefs you hold about your capabilities and potential have a profound impact on your self-confidence.
Believing in your ability to learn and grow fosters self-confidence.
Past experiences: Past successes and failures play a role in shaping your self-confidence. Achievements can enhance your belief in your abilities, while setbacks may lead to self-doubt.
2. External Factors
Feedback: Feedback from others, whether positive or negative, can influence your self-confidence. In the workplace, feedback and social connections can significantly impact one’s confidence.
Constructive feedback can boost confidence, while harsh criticism can erode it. Social support: The presence of a supportive network of friends, family, and colleagues can bolster your self-confidence.
A strong support system provides encouragement and positive reinforcement. Societal norms: Societal expectations and norms can impact self-confidence. Some societal standards may create unrealistic or unattainable ideals that can affect your self-perception.
Awareness of these internal and external factors is the first step in understanding self-confidence. But what happens when you are too self-confident? Find out in the next section!
What Is Overconfidence?
While a dash of self-assuredness and self-confidence is beneficial, overconfidence is the bridge too far. It’s the point where self-assurance tips into arrogance and recklessness.
Overconfident individuals may exhibit traits like impulsivity, a reluctance to consider the consequences of their actions, and a tendency to dismiss feedback that doesn’t align with their self-image.
The over-confidence bias occurs due to various cognitive processes, such as over-placement, over-precision, and over-estimation.
Additionally, overconfidence often arises from various psychological factors such as the illusion of control, confirmation bias, and the Dunning-Kruger effect.
Michael Jordan was known for his incredible confidence on the basketball court. However, he also struggled with the illusion of control. He felt like he had to be perfect and win every game.
This led to much pressure and anxiety, eventually affecting his performance. Jordan realised that he couldn’t control everything and learned to accept that. He also learned to focus on the present moment and enjoy the game.
As a result, his confidence improved, and he could perform at his best.
People who are overconfident may not accurately assess their abilities and may ignore signs that they need improvement.
This could be because they desire unshakable positivity, have a tendency to overestimate their abilities, and lack honest feedback. While a degree of confidence is vital, skewed self-perception and unrealistic expectations can be very harmful.
What Are The Effects Of Overconfidence?
An unreliable sense of self can create a lot of challenges instead of mitigating them. A few harmful effects of overconfidence are:
1. Unreliable Decision-Making
Overconfident individuals often make impulsive decisions without thoroughly considering the consequences. Their belief in their own judgement can lead to hasty choices that may not be in their best interest.
2. Strained Interpersonal Relationships
Overconfidence can come across as arrogance and can strain relationships with colleagues, friends, and family. People may find it challenging to connect with individuals who constantly assert their superior abilities.
3. Failure To Learn and Adapt
Overconfident individuals may resist change and be less likely to adapt to new situations. Their belief that they already know everything they need to can hinder personal and professional growth.
4. Risky Behaviour
Overconfidence often leads to risky behaviours, both in personal life and business. Taking unnecessary risks can have serious consequences, such as financial loss or personal injury.
5. Negative Self-Image
Paradoxically, overconfidence often masks deep-seated insecurities and self-doubt. This disconnect between the facade of overconfidence and internal feelings can lead to a negative self-image and feelings of isolation.
If you are also experiencing these effects, it might be because you are an overconfident individual. Knowing and being aware of ourselves is the first step towards correcting our beliefs and self-perception. Continue reading to understand how.
3 Ways To Reduce Overconfidence
It is no secret that excessive overconfidence is counter-productive to cultivating a strong personal and professional presence.
Reducing overconfidence is a critical step toward achieving a balanced level of self-confidence. Here are three effective ways to reduce overconfidence.
1 – Being professional
We think being professional starts at college. Just like a job, we expect everyone to turn up every day, on time, and ready to learn.
Just like an employer, at college, we don’t accept students coming in late, missing days and being unprepared, as we know that when this happens students don’t achieve as well on their course.
Our own research into our students’ success rates shows that students who attended more than 90% of lessons were more likely to succeed and get their qualifications. With our A level students, we know that if you’re attending more than 90% of your lessons it more than doubles your chances of getting A*-B grade compared to having a lower rate of attendance.
By preparing in advance and making sure you have everything you need for your lessons, you’re removing stress and anxiety from your life, which helps your brain to focus and learn.
2 – Being confident
Confidence is something that can help you to make new friends, find new interests and succeed in your learning. While it may be hard to feel confident, we believe there are three traits that help students to develop their confidence.
When someone is motivated, inquisitive, and proactive, confidence is something that follows.
Being motivated and focusing on your career pathway, helps you to get to where you want to be. While being inquisitive and asking questions about things, helps you expand your understanding of things and builds a mindset that is about learning and growth.
Taking control and being proactive, rather than waiting for things to come to you is something that builds confidence, because when you’re like this people treat you differently. It shows maturity and is a trait that employers and universities look for.
3 – Being aware
Being self-aware and understanding more about what makes you tick, is something that will make you a much better learner. Knowing how you work best, the environments you thrive in and the things that affect your ability to learn are all important to your successes.
A big part of being aware is showing others respect in and around college, which helps to create an environment where everyone feels safe and secure. We know that breeds an environment where students can thrive!
Also, awareness needs reflection. Thinking about our behaviours, the things that challenge us and the interactions we’ve had and wondering how we can improve and learn is important to our development and successes.
4 – Being enterprising
Enterprising is when you’re able to come up with creative solutions to problems. It’s when you’re resourceful and make the most of any given situation and use the things you have at your disposal. It’s also about taking risks and pushing yourself out of your comfort zone.
5 – Being resilient
For most people, the greatest learning only comes after some failure, and to develop and be successful you need to learn how to fail. At Activate Learning, we know that students’ experiences and previous failures can lead to a negative mindset, where you close yourself off to learning as you feel you can’t do something.
No one is ever great at something first time. It takes practice and perseverance to develop the neural connections in the brain and the emotional strength to keep going even when results aren’t what you would hope for. The brain is like a muscle, the more you practice, the cleverer you become.
Being resilient is about adapting to the challenges you’re facing and having the self-reliance to know that you’ve got it covered.
What is Confidence?
The 6 Qualities of a Confident Man
Welcome on board to this confidence-building journey! Like many others who are reading this right now, you are here to gain insight into the world of confidence building, and to understand what it is all about and how it can be achieved immediately.
There are many instances in our lives where we feel awkward in situations, or completely unable to deliver a performance worthy of praise. Most of us attribute this to the natural reactions humans have of being nervous in unfamiliar situations, being shy or refusing to be receptive to change. As such, it is crucial that we identify these issues, correct them, and make them work to our advantage instead. This is where the element of confidence surfaces. Confidence is key to the way we behave and affects our life in more ways than we realize.
Definition of Confidence
It is hard to find a phrase that aptly qualifies as definition to the word “Confidence”, as each individual perceives and values it differently.
However, this book works with a general simplified meaning. Here, “Confidence” refers to “being self-assured and certain, believing in others as well as having faith in one’s own capabilities”.
In other words, the focus here is developing a character trait that makes you more assertive of your abilities, allowing you to do more than you previously could.
Being able to take appropriate actions on things you cannot manage enables you to overcome past difficulties and lets you feel good about yourself.
This, coupled with an outward appearance of confidence and poise would be ideal to living a fulfilling life, because not only would you have peace of mind about yourself and your own abilities, but you will exude this aura of confidence to the people around you and make them want to be around you.
There is a fine line between being confident and overly confident.
Being overly confident involves being too presumptuous of certain things or qualities.
It may entail demonstrating a specific ability to do something, when in fact the person hasn’t the ability to accomplish such feats.
As such, there is a negative association to such qualities, and most people do not like to be involved with such people.
So when deciding how you want to go about boosting your confidence, make sure you take things one step at a time, and not over do anything that may offend any one.
Identify areas that you need to work on and strategize ways you intend to go about achieving those goals.
Qualities Possessed by a Confident Individual
What then makes a confident individual?
Generally, most people feel that being confident involves both the appearance of being assertive and firm, as well as the inner feeling of believing in the actions taken or to be taken by that individual.
As such, these qualities should be looked out for when one wishes to identify a role model, for instance, to act as a guide and reference to help along in the confidence building process.
There are many qualities that can be associated with a confident individual. They will be elaborated in the following few paragraphs:
Possess a good level of self-worth
Being self-assured of one’s own ability to perform
Trust and faith in oneself and others
Ready to accept and initiate changes
Having clear goals and an optimistic mind set
Being self-aware and motivated to work
1. Possess a good level of self-worth
One of the key characteristics of being confident is possessing a good level of self-worth.
Self worth refers to how one regards himself, and the beliefs and emotions experienced that reflect how one feels about himself on the inside.
It is important that we rate ourselves highly on the inside, as it affects how happy we are with ourselves and the way we lead our lives.
The way we judge ourselves influences our relationship with others, the choices we make and our outlook on life.
This determines our sense of fulfillment and the level of happiness achieved in life.
The fundamental concept revolves around believing in yourself, that you are good enough for what it takes.
Do not think that you will not be able to achieve your goals based on past failures, or criticism given by someone before.
Look forward and see how someone as competent and able as you can make change and advance in the task.
The increased respect you have for yourself marks the beginning of change that you want to see materialize and succeed.
It is essential that we have a good level of self-worth on the inside, as it affects the way we see ourselves and lead our lives.
If we rate ourselves poorly on the inside, we then end up relying on external factors to make up for the low ratings given.
For instance, many determine success based on the 5Cs: Car, Cash, Credit Card, Condominium and Country Club Membership.
This however, may not always be the case for all individuals.
Not everyone will be as lucky and successful to get what they dream of.
As a result, the external factors that should be giving them the increased level of self worth may not materialize.
This thus leads to an overall low inner and external level of self worth, which in turn results in the individual losing confidence in life and everything else.
It is therefore evident that we cannot always rely on external factors to determine who we are.
We must start by believing in ourselves from the inside, before we turn outside for additional support.
After realizing the importance of giving yourself a high rating and level of self-worth, you will then be able to use this foundation to build your level of self-worth. Remember, you are good enough and worthy of respect!
2. Being self-assured of one’s own ability to perform
Each individual has his or her own strengths and weaknesses.
It is crucial that we identify what they are, so that we know what we can do to profit from them and what we should avoid.
Certainly, we should use our strengths to our advantage, by working and excelling in them.
For example, if a person is able to recognize that he is good at writing, he should search for writing related jobs as compared to communications related work, over which may offer him a higher pay.
This is because it is a field that he can excel and progress further in the long run.
Although the salary offered maybe somewhat higher, but getting a job which provides more satisfaction and happiness is what is necessary to building confidence.
Doing well in a job and rising through the ranks provides positive affirmation of an individual’s ability.
This would allow the individual to be more self-assured of his own ability and have faith in himself, gradually increasing the level of confidence within him as he holds himself in higher regard.
In certain cases, it is possible to turn weaknesses into strengths. As American Poet and Essayist Ralph Waldo Emerson once said:
“Our strength grows out of our weaknesses”.
By being able to identify weaknesses, an individual can then plan how he can turn those weaknesses into something useful instead.
By knowing how not to commit those errors and how they can be overcome, one can then turn his weakness into strengths.
You should know what your abilities are and how they can be used to your advantage.
Use your abilities well as they will help in giving you assurance and affirmation in what you do when you succeed.
This in turn gives you a sense of satisfaction and happiness that contributes to giving yourself more respect.
As such, being self-assured of one’s ability to perform contributes positively to developing his confidence level.
3. Trust and faith in oneself and others
Like that in marriage, having trust and faith is cornerstone to the relationship between yourself and others.
A confident individual knows who and when he should trust himself and others.
Through the means of communication and being aware of issues around, he will ensure that what he knows is right and can be relied upon.
Then, he works in an assertive way, displaying an air of confidence and delivering optimal results.
You can have faith in yourself and others by being aware of your expectations and knowledge of what people can deliver.
Do not set unrealistic expectations and lose faith as people and yourself fail to achieve them.
Identify your real needs and establish a trusting relationship between those you are working with, while acknowledging that competent individuals can only achieve this much.
This is vital to the development of your confidence in them and things related.
Through communication and physical familiarity, you will eventually be able to become a certain and confident individual as trust and faith are established.
4. Ready to accept and initiate changes
A confident individual is ever ready to accept and initiate changes. The world is ever changing and all of us have been nurtured to accept it in big and small ways.
Most people like the sense of familiarity and cringe when something new is thrown to them.
Yet, it is of utmost importance that the fear of change must be eradicated completely for confidence to set in.
Focus on believing that some changes can be good and are necessary for the advancement of certain events.
The terms “adopt” and “adapt” describe what confident individuals can do to make the best out of situations they are in.
By being flexible and open to change, you will not be faced with surprises and be thrown off guard when things do not go your way.
In other words, this prevents you from losing confidence in things when they do not turn out right.
Readily accept changes and be as cautious as you should be, as it aids in the development of a confident individual, when things gradually go your way
After being able to accept changes, it would be good to initiate some if they help to achieve your goals quickly.
Situations may arise that call for changes to be made, and, alternations to the usual plans may in fact cause the goals to be reached faster.
You must therefore be strategically on the outlook to see when would be a good time to make changes. Thus, a confident person believes in accepting and achieving challenging goals and changes.
5. Having clear goals and an optimistic mind set
Being focused on what he wants and how he intends to achieve his goals is part of being confident.
Nonetheless, a confident person must also know how to stay positive.
It is important that you know what you want, how you intend to get it, and when you can achieve it.
You need to set clear directions for yourself and people around you, prioritize and ensure that they are realistic.
This way, you will always be certain of what steps to take when you are lost or need a reference.
6. Being self-aware and motivated to work
Nonetheless, it is important that you are fully aware and conscious of your surroundings.
Communicate and research to find out more ways you can profit from the circumstances if possible.
Keep in mind that being confident involves motivating yourself.
Enjoy what you do and always look on the bright side of things when they do not go your way.
Take pleasure in stretching yourself and encourage others to do beyond what they are expected as well.
Having drive and determination contributes to the development of a confident person, and this fervent energy will similarly influence those around you.
The characteristics discussed above are some traits that one would find in a confident individual.
There are many ways that you can go about achieving them: by understanding your character traits and adopting mindsets that allow you to make changes and be confident. More methods are further discussed in the later chapters.
===You are a VICTOR - not a VICTIM ===
You may have heard of the phrase, Above the Line or Below the Line behaviours.
Proactive people are considered to operate mostly above the line. Whereas reactive people can be observed operating below the line.
The line, can act as a point of differentiation between acceptance (above) and avoidance (below).
Above the line we can find Ownership, Accountability and Responsibility.
Below the line resides Blame, Excuses and Denial.
Our call to action is to improve our self-awareness, identifying when we may succumb to below-the-line thinking.
This shouldn’t take you on a guilt-trip, as long as you strive to shift your actions to an above-the-line response.
A victim is someone who has suffered harm or loss, often with a mindset of helplessness, blame, and pessimism.
A victor is someone who wins, triumphs, or has a proactive mindset focused on personal responsibility, solutions, and optimism.
The key difference lies in the response to adversity: a victim reacts with negativity, while a victor acts to find a solution.
Victim
Mindset: Feels helpless, believes the world is against them, and dwells on negative feelings and past hurts.
Responsibility: Blames external factors or other people for problems; does not take personal responsibility.
Action: Sees challenges as obstacles, gives up easily, and makes excuses.
Attitude: Pessimistic, negative, and focuses on what they lack or what others have.
Victor
Mindset: Feels empowered and takes personal ownership of their life.
Responsibility:
Takes responsibility for their actions and their life's outcomes, even failures.
Action: Sees challenges as opportunities, is persistent, and focuses on finding solutions.
Attitude: Optimistic, proactive, and focuses on growth and what can be achieved.
The 7 principles:
1. Be proactive
2. Begin with the end in mind
3. Put first things first
4. Think Win-Win
5. First seek to understand, then to be understood
6. Synergize
7. Sharpen the saw
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