 |
Never Punish Yourself or Others for Failures
If you want to find success in various ramifications, be it in business or personal relationship, don't punish yourself or others for mistakes, or blunders, or failures, instead encourage yourself. Kim Woo-Choong, founder and chairman of Daewoo, said, "One of my employee went to a casino and lost $10, 000 of the company's money which would certainly get him fired by a normal manager. I didn't fire him, but paid the money back to the company myself and gave him a second chance." "Why didn't you fire me?" the employee asked. "I've just spent $10, 000 educating you. If you have the confidence to beat a casino dealer, then I want you to use it to create business." Use your failures to create success. You can only advance in life or business if you use your failure. People fail in life and business because they are ashamed of there mistakes, blunders, and failures-they hide it, ignore it, and cover it up by drinking, using drugs, and loads of irrelevant pastimes. Things happen: people get fired, hearts get broken, marriages collapse, businesses crumble, fights take place, what really counts is "Will you punish yourself or encourage yourself?" Like an expert said, "Those who seem to sail through life handle things quietly as they come up, while those who lurch from crisis to crisis flail about, make a lot of noise and expert somebody else to rescue them. They become victims of their fate, instead of masters of their domains." When you fail, make mistakes or suffer disappointment, smile first, analyze next (perhaps you could write it down, discuss it with someone knowledgeable, research it, or just have patience until something comes up), then move ahead with your life. The successful and happiest people on earth are those who are not frustrated by situations. It is just life, so never punish yourself or others for failures. Bright Johnson, a money writer and researcher, is the publisher of http://www.superriches.com
 |
More resources:
|
|
 |
 |
 |
RELATED ARTICLES
How to Manage Your Most Valuable Assets - People?
People management and leadership has become a major topic of conversation in today's market place and have assumed mythical qualities. Managing you people is not that difficult if you are willing to invest one thing in their development; YOU.
Power of Pinpointing Accountability
I have always said that if I were to write a book on effective management principles, the first chapter in that book would be about the importance of pinpointing responsibility among an owner's or a general manager's reporting units. After all, one of the most popular definitions of management is getting work done through others.
Managing After Downsizing
So, you survived the downsizing. Your company did something that will probably show minimal, if any, return -- and will make your job as a manager a living hell.
Boost Your Leadership Skills Simply By Answering The Question, What Does Our Organization Really...
The difference between leaders is ears. Good leaders not only ask good questions, but they actually listen to the answers.
Transparency: A Key To Your Effectiveness
Last month I talked about the Skilled Facilitator principle of being curious. This month I want to talk about the complementary principle transparency.
Is Chess Good for Management?
The game of chess has been applauded and taught in business school as a game that gingers creative intelligence.Chess is a game involving kings, queens, bishops, knights, castles, and pawns like a real life.
Sweet Parting Of Ways
Why settle for bad feelings when your employee leaves the firm? Human resource managers can help to sweeten the occasion during the exit interview, and get valuable information to help the company in the new knowledge age.More often than not, human resource (HR) managers place more importance on job interviews than on exit interviews.
Problem-Solving Success Tip: Whatever You Do, Do It on Purpose
Decision-making shows up throughout the problem-solving process. The decisions may be difficult or unpopular, so it's very tempting to ignore some of them.
Performance Management Made Easy
Performance Management is a process that both employer and employee often fear!Why is this so!There is much misinformation about the performance management process and performance appraisals in management circles today. We often think that best practice demands that we must performance appraise 'no matter what'.
Understanding How Change Has Changed
There seems to be an assumption that change is a single traumatic event that is thrust upon us and over which we have no control.In the recent past this was definitely true, in industry there would come a sudden realisation at the end of the financial year that unless we did something radical we were going to the wall.
Knowledge Mapping
This module focuses on the basics of Knowledge Mapping, its importance, principles, and methodologies.Key QuestionsWhat is K-map?What does the K-map show, and what do we map?Why is K-mapping so important?What are some of the key principles, methodologies, and questions for K-mapping?How do we create K-map?BackgroundEach of the past centuries has been dominated by single technology.
3 Keys to Being a Fearless Executive
In my work with business executives, I have come to the conclusion that most individuals in positions of influence got there accidentally. This may sound harsh to those of you in the business world reading this article, but the truth CAN be harsh, much like the medicine our mothers gave us as young children.
Meeting Your Meeting Expectations
"To get something done a meeting should consist of no more than three people, two of whom are absent."
~Author unknownOne of the complaints I hear most often is about the number of meetings people attend during any given week.
Turn Your Speech Into A Leadership Talk
My experience working with thousands of leaders world wide for the past two decades teaches me that most leaders are screwing up their careers.On a daily basis, these leaders are getting the wrong results or the right results in the wrong ways.
The Power of the Contract in Performance Management
An essential step in managing the performance of salespeople is that of establishing a sound and agreed contract between manager and the salesperson. A contract in this context is simply an agreement between the manager and the salesperson as to how best they are going to work together.
Internal Prisons: The Thief of Productivity and Quality in our Workforce
As a professional speaker, one of my biggest challenges is to grab the attention of my audience within the first few minutes of the presentation- grab them by the throat if you will. I do this by coming out in a suite and tie, following an introduction in which I have been described as a recent college graduate who earned both of his degrees with a 4.
Collections Management
How long does it take your customers, clients or patients to pay you for the products or services you have provided?Have you developed a consistent collection management program?Your answer to the above questions is a leading indicator as to how well you collection management is. Sending an invoice doesn't always result in payment.
Why Your Business Needs an E-Mail Policy
Why is it imperative to have a company E-Mail Policy? It is
simply good business, that's why! In addition, having a clear
and detailed e-mail policy in place, one that employees sign and
date before they are allowed access through your businesss'
computers, is critical to you being able to enforce or react to
situations that may arise at a later date.Even assuming you have the best folks working for you, or on your
behalf, does not negate the need for this type of policy to be
established.
Difficult Employees-Poor Performance - 10 Tips for Dealing with it in the Workplace
I personally struggle with the term 'managing people' - because I firmly believe that people cannot be managed - only processes and systems can. How many times have you heard it said - "Why won't my employees just do as they are asked?"Despite all our best efforts at 'managing', we have very little control over other people's actions, including the people that work with or for us.
Making Change Work
Shaky FoundationsWhilst over 60% of businesses will be looking to implement some form of business improvement initiative over the next 18 months, less than 1 in 4 of these change programmes will achieve any worthwhile results that are sustainable for a further 12 months post the introduction of change.This brings into focus two key problems:1.
|