I've answered the title question of this week's article dozens of times:  “But Why Do I Always Have to Change First?”  However, I'd never sat down and thought about a comprehensive, easily communicated answer before.

Since I'm sure that you've likely asked yourself this question before, too, I'm curious to learn about your answers to the question--are there other insights that you’d be willing to share?

Dennis

When I wrote the article last week, I never considered that some people might imagine those little devil and angel characters from the cartoons of our youth.  You remember---standing on your shoulder and whispering in your ears, one trying to convince you to misbehave, the other advocating "do good" behavior.  I decided to acknowledge those misinterpretations in this week's article, “The ‘Little You’ and the Four Human Endowments.”

Dennis

As valuable as feedback is, I often interact with organizations where very little feedback is offered or sought.  Sometimes it's because independence is highly valued.  Sometimes it is because there is a strong sense of "I have no right to judge someone."  Sometimes it's a backlash to a history of severe, harsh judgment.

Whatever the reason, I also find that truly excellent organizations have individuals who welcome and offer feedback frequently.

If your organization is not like that (and you'd like more help in your growth), you need not engage in a personal quest to change the culture just to obtain some good insights.  Adopt the guidance in today's article, "Is the 'Little You' Watching?", and you'll find some great new awareness provided by a friend you may not have realized was so committed to your building effective relationships.

Dennis

When I work with leadership teams, my objective is to aid the improvement of each individual's skills.  The benefit collectively is a significant enhancement to the team's effectiveness.

Today's article, “Overcoming Weaknesses and Enhancing Strengths,” reflects my increasing experience with leaders working to enhance their skills.  Most insist on working to overcome limitations, and often they make great improvements.  I love celebrating their progress with them.  The satisfaction of achieving an objective that has been a long-term handicap is always gratifying.

A few of my clients are beginning to focus on enhancing their strengths, and I'm looking forward to seeing the extent of their progress.  Based on the literature I've been reading, I am quite optimistic.
Dennis

What bad habits would you like to change?  What do your spouse, friends, and colleagues complain about relative to your behaviors?

If they want you to change--and you don't--you already know you'll stay just as you are, right?

However, if you don't like disappointing your family, friends, and coworkers, would you change if you could?  How willing are you?  It may take some work, but improvement is possible!  Read “Free Yourself from Damaging Associations.”

You may be living with some "conditioned reflexes" that you picked up somewhere.  Stop using them as an excuse and break those patterns.  You can do it, because you have freedom of choice.

Dennis

I hope you are intrigued with this week's article, and that it causes you to read the followup article next week.  In the meantime, pay attention to the actions you take very automatically--those that may be a function of a "conditioned response" generated perhaps many years ago.

This week’s article is “You are Not a Pavlovian Drooling Dog!”

Dennis