Journey of a Serial Entrepreneur

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How to get from where you are to where you want to be

5 Steps to Change a Habit

“When you sow a thought you reap an action, when you sow an action you reap a habit, when you sow a habit you reap a character and when you sow a character you reap a destiny.” Anonymous

Embracing change poses a challenge to most of us. Our comfort zones have the ability to make us feel just that, comfortable and at peace. Stepping out of these zones is a frightening experience, at the best of times.  Venturing into spaces where you need to find your bearings all over again is daunting . The task is arduous at the onset, it doesn’t get much easier along the way either, however, when you have successfully enlarged that comfort zone, the feeling of accomplishment is unparalleled. This week, I talked about a couple of steps which can be used when wanting to change or develop a new habit. I felt it was important to talk about this, because being an entrepreneur requires you to be flexible and open to change. It requires you to change limiting habits and beliefs, which may be pulling you back. Listed below are five steps which may be of help in this process:

1. Identification: Before we commit ourselves to “change”, we need to make sure our unconscious desires connect with the conscious ones. Clarity about what you want to change is essential. Asking yourself what you want to change about yourself is a powerful question, use it to crystalize your thoughts. To read more about identification of limiting habits/beliefs please click here.

2. Ask yourself why: Once you have identified the change you want in your life, the next question is, why do you want to change? This discovery process is essential, to grasp the fundamental reasoning behind the change you want to see in your life. Without this process of understanding , you may discover that you approached change in a particular habit, for the wrong reasons. You may discover that you never really wanted to change this particular habit, hence, you had not found a strong enough reason to motivate the change. To read more about asking yourself “why” please click here.

3. Make a plan: To successfully start a transformation process, you need to outline a plan. One which will be documented, and have clearly marked time lines. It is important you take into account any triggers which may lead to lapsing back to old habits.  To read more about making successful plans for changing  habits please click here.

4. Taking action: We can plan all we want, in the end, it all boils down to taking action. This step requires courage, determination, and above all, belief in your capabilities to bring about change. Life is too short to expect those around us to change, or, to stand still and hope that things will become better. The first step towards wanting to bring in change, is to take responsibility for your life. It boils down to you, and how committed you are, to wanting change in your life. To read more about taking action please click here.

5. Maintaining change: Once we have taken that first step towards bringing change into our life, we have begun a journey. To help us maintain the change that we have brought into our lives some of the things which can help us are, keeping a daily log, developing a support system and rewarding ourselves whenever we reach small milestones. These activities will help keep you motivated when the going gets tough. To read more about maintaining change please click here.

Time is the most precious asset we possess. Everyday is an opportunity for you to bring about the change that  you want to see, in your life. In the end, it boils down to your level of determination and persistence to be the change you want to see. I love the Adidas quote “impossible is nothing”. Maybe that could be a mantra for your next habit change? Best of luck!

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Maintaining Change

“We are what we repeatedly do. Excellence then, is not an act, but a habit.” Aristotle

Once we have taken that first step towards bringing change into our life, we have begun a journey. Like most journeys, this one will have its share of ups and down. There will be times, when you will want to go back to the way things were, and there will be others when you feel lost and alone. Embracing these feelings for what they are, is an important step on this journey. If we let our emotions hinder our capabilities to move forward, we will find ourselves trapped, and unable to bring about the changes we want to see in our life. There is no doubt, we will fall many times, to fall is only human. What matters is whether we have the courage to pick ourselves up, and keep moving on.

Listed below, are a couple of pointers which have helped me carry on, when the going was tough:

1. Keep a daily log: This simple activity does not require you to write pages of detailed specifics. Its primary purpose, is to help you understand the transformations which are taking place in your life on a daily basis. As a secondary purpose, it serves as an outlet which allows you to express your thoughts and emotions.

2. Support systems: When we are undergoing drastic changes in our life, we need to identify an individual or a group of people, to rely on to help you through this period. Better yet, taking someone on board who also wants to change or inculcate the same habit, is ideal. This way there is someone to identify with, who also understands what you are going through. This emotional bond sometimes creates a force strong enough to overcome just about any obstacle.

3. Reward yourself: This is a tip I use a lot when going through change. It provides incentive to push yourself further. The sense of accomplishment when you are rewarded for your efforts, is a great boost as well. This also helps create a momentum that is infectious, and soon you find yourself hitting goal after goal. Choose your rewards carefully,  they play a major role in motivating you to go further.

Sustaining change is a challenging task. We have to constantly keep reminding ourselves why we want to change, and what we hope to achieve, once we have changed. The rationale behind the reason for change must be based on solid foundations. Without this base, reverting to older habits is more likely, and no one likes to admit failing. However, after having said that, there will be times, when although the reasons for change are based on the strongest of foundations, we still fail. At this point, it is best to go back and understand the reasons again. Was a trigger missed ? Does the plan need changing ? The minute we start blaming our inadequacies, is when we lose hope. Look for reasons , not blame.

Remember there is no such thing as failure only feedback!

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Taking Action

“Whatever course you decide upon, there is always someone to tell you that you are wrong. There are always difficulties arising which tempt you to believe that your critics are right. To map out a course of action and follow it to an end requires courage.” Ralph Waldo Emerson

We can plan all we want, in the end, it all boils down to taking action. This step requires courage, determination, and above all, belief in your capabilities to bring about change. Life is too short to expect those around us to change, or, to stand still and hope that things will become better. The truth is, once you sit on the fence for too long, it becomes comfortable, and taking a decision becomes a lot harder. In my own life, there have been times when I have been guilty of such behavior, we all have. However, what has happened in the past remains there, what is important is, that we don’t make the same errors today. If you have decided that something in your life needs changing, and have figured out what it is, and how you plan to change it, then you need to do, just that.

The first step towards wanting to bring in change, is to take responsibility for your life. It boils down to you, and how committed you are, to wanting change in your life.  For example, we are constantly bombarded about the side effects of smoking, in Singapore, they even have gruesome photographs on cigarette packs of what it could potentially do to you. The mind however, is such a powerful thing, that these images are subconsciously blocked. By remaining undecided and continuing to sit on the fence,  it may well be too late when you decide to take action! I accept that it is lot easier for me to say such things because I don’t smoke, I realize that giving it up is a very difficult process and one which requires a lot of discipline and determination. I believe however, that to find courage to take action, sincere and convincing arguments need to be understood with an open mind. Fully comprehending the negative impact of this habit is vital.

Along the way, curved balls will be thrown at you undoubtedly. Certain triggers will appear repeatedly, the urge and need to revert back will often be too strong to resist. However, if you have been strong enough to take that first step, with all the right reasons and intentions, half the battle has already been won. The theory of “Ready, Fire, Aim” is one which I believe in completely, it forces you to take action. There will always be fears and doubts regarding the outcome of an action, the important thing is, that you have taken that first step. Once you have begun to take consistent action, it is now, only a matter of maintaining a momentum to help you reach your goal.

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Planning to change?

“Reduce your plan to writing. The moment you complete this, you will have definitely given concrete form to the intangible desire.” Napoleon Hill

After we have identified the change we want to bring in, as well as the reason for it, we need a road map on how to implement this change into our lives. This is another critical process which requires substantial time. It is easy to wake up one day and tell yourself, you are going to change from tomorrow. This is easier said than done, whenever I have used this technique, it takes around 3 days to go back to old ways. What your mind needs, is direction. It knows the reasons to change, it also needs to be told how to get this change going.

 An effective plan for habit change, is better for the following steps :

1. Documented: A transfer of ideas and plans onto paper is essential. This is an obvious first step, however, most of the time we neglect to do so, thinking it to be trivial. Before starting any change, write down what you want to change and why you want to do so.

2. Time Specific: Setting yourself targets spread over extended periods of time (months, years) is not an effective strategy. Commit yourself to a realistic but challenging timeline, to help you start seeing results.

3. Identify Triggers: Most habits are triggered by specific activities or emotional states. Do your best to identify these triggers as soon as possible. Once you have list of triggers, you will need to compile a list of alternative actions that need to be taken in place of this habit. For example, if your smoking is triggered by the completion of a meal, replace the cigarette with some nicotine gum or green tea. This is a key component in developing your strategic plan.

4. Create Mini Goals: As humans, we need to be constantly motivated, to continue moving forward. Therefore your plan may be broken down into mini goals, which can be rewarded when acheived. This will help keep your motivation at a higher level.

Using these basic components, plan how to go about your day. This doesn’t need to be very detailed, it just needs to be specific enough, so you can monitor your progress. By developing a plan, you will have a guidance system, which helps keep you on track, and provides you with the necessary motivation to wake up the next morning, fully aware of the steps you have to take, to change that habit!

 

 

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5 Steps to Understanding Psychometrics

“Only those who respect the personality of others can be of real use to them.” Albert Schweitzer

Psychometrics is a field of study concerned with the theory and technique of educational and psychological measurement of knowledge, abilities, attitudes, and personality traits. It is a complex science through which we are able to quantify preferences in an objective and precise manner. This tool has a wide range of applications ranging from team building to benchmarking the personality of a candidate against  particular organizational cultures and environments. It also has a host of benefits which can be realized at both  personal and organizational levels. Outlined below are five steps to make your understanding of the instrument simpler.

1. Fundamentals: At the core of psychometrics lies complex research which revolves around a few main concepts. Reliability, which measures the consistency of the instrument Validity, which measure the characteristics, which it claims to measure. Standardization, which sets up protocols for conducting the test. To learn more about the fundamental of psychometrics please click here.

2. Types of test: Psychometric tests fall into three main categories. The first category measures personality & values of the candidate, this encompasses behavior, drivers and feelings, to name a few. The second category measures aptitude & ability which provides a gauge for the cognitive ability of the candidate. The last category is used for development & guidance used in team building, counseling and personal development. To learn more about different types of test please click here.

3. Personal benefits: Psychometric tests can be great stepping stones to accelerate the process of learning more about yourself. They can be particularly useful in identifying areas of  strengths, personal drivers and your own personal work based preferences. When used correctly under the guidance of a trained consultant you will be able to realize the benefits of this tool more effectively. To learn more about how you could benefit from psychometrics please click here.

4. Organizational benefits: Psychometrics is being integrated increasingly into organizations worldwide. With the increasing level of competition, reliance on productivity and ever growing demands of shareholders, organizations have integrated psychometrics to place individuals accurately, build stronger teams, specifically aiming to reduce the rate of attrition, which is a major issue in the corporate world today. To learn more about how your organization can benefit from psychometrics please click here.

5. Ethics: Psychometrics involves a collection of personal and private information. This information must be used in a manner which builds trust with those taking part in these assessments. A high level of confidentiality needs to be maintained, equal opportunities should given to all and the data from the assessments must be used and shared with the consent of the candidate. To learn more about ethical conduct in the world of psychometrics please click here.

Psychometrics provides a powerful medium to harness individual energy and that of the organization . When highly reliable and valid assessments are used under the supervision of trained consultants, maximum benefit will be derived. The results and reports provided at the end of assessment, can only do as much as you want to do with them. They provide starting steps which need to be taken further to realize any substantial gains. If anyone has questions regarding this subject, I will be more than happy to answer them for you.

* Our organization conducts private and public workshops on “Integrating Psychometrics At Your Organization.” Please contact us if you are interested in learning more about this program at enquire(at)innovogs(dot)com

 

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Ethics and Testing

“Ethics is not definable, is not implementable, because it is not conscious; it involves not only our thinking, but also our feeling.” Valdemar W Setzer

Ethics and integrity formulate basic tenets for achieving a balanced, successful and happy life. Without them, we find ourselves on shaky grounds in life, akin to being without a moral compass to direct us. These principles also apply to the realm of testing, particularly to psychometric testing. This is due primarily to the fact that testing of candidates personality types and cognitive abilities involves sensitive information , in the wrong hands or if used with ill intent it can have extremely damaging implications. I have listed a few guidelines on ethical conduct and psychometrics below.

1. Confidentiality: When a candidate completes his/her test ,the reports of the test must be strictly viewed by authorized personnel only. These reports must not be shared with any third party without the consent of the candidate. Strict measures must be taken to control access to these reports and documents. Once a level of trust has been broken with a candidate salvaging the trust factor of this relationship is a difficult task and one which will severely impact the reputation of your organization.

2. Equal opportunity: At InnovoGS, it is our policy to work positively to reduce inequality with all current employees & potential employees, by ensuring that they are treated equitably, fairly, without discrimination and with dignity and respect, regardless of their age, gender, race, sexuality, disability, religion or belief. This helps in creating a level of trust and comfort with candidates, and eliminates any biases which could impact the assessments. 

3. Data usage: Large amounts of valuable data is collected when psychometric assessments are carried out. If you have a requirement to use this data for research purposes, you need to ensure that you take permission from the candidates on whether their data can be included anonymously as part of the research. It is absolutely essential that you take a transparent position when using psychometrics generated data to ensure the candidate that your intentions are clear.

Psychometrics is a very powerful tool which can be used both positively and negatively. It is the responsibility of the provider to ensure that they have integrated high levels of ethics and integrity into the evaluation process. Unfortunately psychometrics has multiple stigmas attached to it due to the fact that some providers have not been very transparent in their analysis, an aspect that continuously raises a level of suspicion. If you are looking into using psychometrics at your organization or planning on starting a business in this field, please ensure that ethics and integrity are tightly embedded into your corporate culture.

 

 

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Psychometrics and Organizations

“The achievements of an organization are the results of the combined efforts of each individual.” Vince Lombardi

The world is becoming smaller and more competitive by the day. As high quality resources become scarcer, organizations are facing a multitude of performance and productivity related issues. In the last decade or so there has been an ever increasing focus on human resources (HR) function in organizations, primarily because people are finally being seen as an organization’s most valuable asset. Psychometrics provides organizations with comprehensive information regarding understanding this asset. Listed below are some ways psychometrics could benefit organizations.

1. Better placement: Using a wide variety of tests available in the market place, helps to identify positions which are more suited to particular individuals. At work, most of the time we adapt to the environment, culture and the sort of work we do. Sometimes we get lucky and actually enjoy what we do, other times the clock doesn’t move fast enough. Through psychometrics, HR could essentially become more adept in placing individuals with greater accuracy, increasing productivity, efficiency and employee morale.

2. Team building: Tests such as the MBTi provide HR the ability to understand team dynamics with a greater level of insight. These tests provide HR with the ability to gauge interpersonal styles of an individual, how they like to receive information, what factors affect their decision making and how they structure their lives. Using this data helps create teams who are better able to understand each other, work more effectively and most importantly, execute. 

3. Decreased retention: When individuals enjoy the type of work they do, enjoy the people they work with, a natural increase in productivity, efficiency and morale is a natural outcome. I have personally noticed that when individuals or teams reach such a stage, attrition levels fall. This results in massive cost savings for organizations and can actually convert into a strong competitive advantage in the world we live in today.

Listed above are some reasons why your organization should look into psychometrics. It is important to note that the benefits listed above are not solely derived from psychometrics, they can be achieved when senior management makes a commitment to making their HR function more strategic. Training development and coaching are integral parts of the mix, together with psychometrics they help you form a strong bond with your employee and lay the foundation for a strong organization.

 

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Psychometrics and You

“Personality is only ripe when a man has made the truth his own.” Soren Kierkegaard

Understanding oneself is a major step that has to be undertaken to create change in ones life. To be successful and achieve set goals, it is vital to identify one’s strengths, weaknesses and limitations. Psychometrics does not provide you with all the answers, but what it does, is help make the abstract concepts of personality more tangible. Listed below are a few ways that specific psychometric personality assessments could aid and benefit growth.

1. Identification of strengths: Tests such as strength finder highlight and bring greater emphasis to your strengths. From childhood, aspects of our lives which were weakest got the most attention, for example if you were exceptional at english literature and not the greatest at math, a lot of energy used to go into making your math skills better at the expense of developing your skills in literature further. Through psychometrics and targeted assessment we can identify areas of exceptional skills and focus on developing them further.

2. Identification of drivers: Tests such as the values & motives inventory provide specific reports which show what motivates you and what sort of entrepreneurial or career paths you may be more suited towards. These can be really insightful and help you focus your energy on paths where you may be more inclined to follow with more accuracy.

3. Work environment preferences: Tests such as the 15FQ+ provide tremendous insight into the sort of team player slot you are most suited for based on your preferences,the sort of leadership styles that are most effective with your personality and even how you can be more effective in communicating your thoughts and ideas. This provides a comprehensive picture of the sort of working environment that would suit you the most and how to be more effective on the path you take.

Listed above are just the few ways psychometrics can help you to understand yourself better in an objective and accurate manner. It is then upto you to use the results when you get them. Ideally you should talk them over with a trained consultant and get feedback on your report as also answers to any queries. Think of it as a giant stepping stone which provides you with the ability to understand aspects of yourself without the benefit of time and experience . 

 

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Types of Tests

“At college age, you can tell who is best at taking tests and going to school, but you can’t tell who the best people are. That worries the hell out of me.” Barnaby C. Keeney

Psychometric tests can be classified in three basic categories. Each category assesses a particular aspect, whether it is personality, cognitive ability or basic interests. Listed below are the three types in some detail:

1. Personality & Values: Tests of personality and values provide a fair, objective and accurate method of predicting likely behaviour in a wide range of settings. They allow you to gather information which is not easy to gather from interviews or any other traditional means of evaluation. They give you much greater insight into character pattern of behavior, thoughts, and feelings.

2. Aptitude & Ability: These tests provide a comprehensive and in-depth measure of mental capacity. Tests in this category are designed to assess high level reasoning ability. This is a category which most of us have had more exposure to at school, entering colleges and now, even common place when applying for jobs. 

3. Development & Guidance: These tests are used to facilitate personal development, career guidance, team building and counseling. They provide candidates the ability to understand key concepts on how to interact with the rest of the world, take in information, process that information and eventually make decisions. These help greatly in areas for developing much stronger teams and making the candidate more productive and efficient.

Once again if you are asked to take or are taking a test for personal development, it is highly recommended that you ask the test provider for details regarding the reliability and validity of the test. This list will also provide you with reference for the sort of test to take to get the information you seek.

 

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