![]() ![]() ![]() So again the key involves influencing myself into accepting long-term changes which will keep me safe, keep life easy while also helping me to grow. What I want is to grow and develop and take the necessary actions that will help me transform so that I can become more like the person I want to be. Our brains use as little energy as possible and our bodies like to do whatever they can do to survive which involves keeping things the same as much as it can. With regard to my relationship with myself, the strife of not being how I want to be is best dealt with by understanding that we tend to like a sense of stability or balance. It is to understand the priorities of what I most care about and commit some of my time to doing whatever I can about whatever I can. The answer to a successful negotiation is to accept what I cannot control and what I can control and what I can influence. What I want is to influence the world to be more as I want it to be. I always start with asking what does the other person want? In the case of the world, the world wants to just be what it is and continue to act as it does. So how does one do this? Well the key exists in understanding your own position and the other position and finding a win win solution. In the context of strife this could mean mediating or negotiating with myself better. If I was to sum up what I do, it would be to teach people to influence themselves and others better. We could call these two types of strife, internal and external. How I wish I would be and how I actually behave are also sometimes in stark disagreement. Furthermore, such disagreement is not limited to the world. In many ways this is a form of bitter disagreement that leads to stress. Whenever I get stressed it is often because I feel frustrated with the gap between how I wish things would be and how they actually are. Strife means bitter conflict of some form. The word strife is rarely mentioned but yet is as important to the challenges we face as stress. Inundated with worries and fears about the problems that stalk us, we find ourselves needing to handle a massive amount of stress. We find ourselves locked in a world of endless attention grabbing. The fast paced world we live in brings more stress than ever. However, with forethought, planning, and commitment, we can be prepared to meet the next challenge - whatever it may be - and come through it stronger.We hear it all the time. It may not be possible to predict or avoid the next crisis our organizations will face. A trauma-informed organization is one that operates with an understanding of trauma and its negative effects on the organization’s employees and the communities it serves and works to mitigate those effects. To do that, we need to build trauma-informed organizations. ![]() That’s why it’s so important that they take steps now to build the cultures that can see them through this crisis and the ones we’ll all inevitably face in the future. As we’ve seen the lines between work and home blur and a fundamental shift in our expectations of the places we work, organizations have struggled to provide the support and leadership that their employees and customers need. Estimates are that six in 10 men and five in 10 women experience at least one trauma, and approximately 6% of the population will experience PTSD at some point in their lives. But trauma is not new in our organizations, and it’s not going away, either. For the past few years, we’ve been experiencing collective trauma. ![]()
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