Attitudes, Beliefs, Values

PERSONAL CHANGE
Personal change is defined as means of
improvement in an individuals life.
It also helps in finding how to change.
It aims at tapping the unlimited potential
available in the individual.

UNDERSTANDING PERSONAL CHANGE

Personal change is a process of movement of an
individual from current undesirable level to a desirable
level of behavior to improve the organizational and
individual effectiveness and efficiency.
Individuals
current
undesirable
behavior
By Oneself
Personal
Change
By
assistance
of others
Personal
Development
(Change to
desired
behavior)
Identified &
Desire to
change
PERSONAL CHANGE PROCESS
Step 1: discovery
PC starts with discovery, finding out
more about yourself; how you do things, how
you have been limiting your options.
Discovery involves willingness to learn.
Learning might be unexpected & surprising.
Contd...,
Step 2: clearing
After discovery phase clearing phase starts
which involves the process of realizing and rejecting
the wrong answers which have become a part of us.
Ex: The problem with getting angry inappropriately. The
process of discovery helps realize that the anger really
belonged with a specific incident 30 years ago. That
would allow clearing undesirable responses now.
Clearing is a key element in Personal Change.
Contd...,
Step 3: programming


Clearing then leads to programming which is
establishing useful ways of how to do things.
That might involve the discovery of how things
are being done and the creation of more
powerful new methods. Once the Programming
phase is over the phase of processing starts.
Cont..
Step4: Processing
It is the ongoing activity of working on areas where
change is desired.







ELEMENTS / COMPONENTS OF
PERSONAL CHANGE
1. Self Awareness.
2. Self Analysis.
3. Self Esteem .
4. Self Efficacy.
Personal Change
Personal Change that is Voluntary' is a cognitive decision
one makes to alter the way in which one does something.
Could be a habit, the way one thinks or reacts,/responds, etc.
Responses To Change
Body Signal:
Headaches,rashes,feeling of exhaustion,
stomach problems,minor pain & cold.
Mind Signals:
Negative thoughts,confusion,difficulty
concentrating,lower productivity, sleeplessness,
forgetfulness
Feeling Signals:
Anxiety,anger,fear,frustration,depression,
excitement, or withdrawal
Identity Of Personal Change
1. Selfworth: the view that individuals have of themselves and
their perceptions of their own worth (positive or negative) as a
person.
2. Selfconcept: an idea of the self constructed from the beliefs a
person holds about himself or herself.
3. Selfknowledge: the knowledge a person has of his or her own
qualities,abilities,character and characteristics.

Contd
4.Selftalk: describes thoughts that an individual has, as if in
dialogue with himself or herself; these thoughts can have an
impact on an individuals emotions, actions and behavior.
5. Selfefficacy: the knowledge a person has of his or her own
skills and abilities to perform in a certain manner to attain
certain goals.

Personal Change
Eight Key Points to Take Charge of Life

1. Determine the "desired outcomes"
2 .Communicate
3. State your expectations
4. Solicit concerns
5 .Set "winnable" goals
6 .Follow up, feedback
7. Present choices
8. Reward & recognize
Attitude, Values & Beliefs Impact Behavior

Attitude:
An attitude is a hypothetical construct that represents an
individual's degree of like or dislike for something. Attitudes are
generally positive or negative views of a person, place, thing, or
event this is often referred to as the attitude object.
Attitude affects (influences, impacts) on behavior.
Behavior affects (influences, impacts)on attitude.

Relationship between attitude and behavior.


I. Cognitive dissonance. Cognitive dissonance is a state of
internal tension that results from an inconsistency between any
knowledge, belief, opinion, attitude, or feeling about the
environment, oneself or ones behavior. It is psychologically
uncomfortable.
a. Cognitive - being reduced to factual knowledge; act or
process of knowing including both awareness and judgment.
b.Dissonance - lack of agreement, inconsistency between
ones actions and ones beliefs




WAYS TO REDUCE COGNITIVE
DISSONANCE
Avoidance
Denial ( rejection)
Change

VALUES:
Values are attitudes about the worth or importance of
people, concepts, or things. Values, attitudes, behaviors
and beliefs are basis of who we are and how we do things.
They form the basis of how we see ourselves as
individuals, how we see others, and how we interpret the
world in general.

Contd..
a. Personal values. Personal values are established traits that are
representative of an individuals moral character. These may
have an order of importance to us such as; honesty,
responsibility, loyalty, moral courage and friendliness.
Universal values held by most young people are an interest in
others.
b.Social values. These may include social responsibility, loving
interpersonal relationships, social consciousness, equality,
justice, liberty, freedom, and pride in our country.
Contd..
c. Political: These include loyalty to country, concern for
national welfare, democracy, the American Way, public
service, voting, election and civic responsibility.
d. Economic: These are identified through such mediums as
equal employment, stable economy, balancing of supply and
demand of goods, money, private property, pride of ownership,
and contrary to the beliefs of some people, taxes.
e. Religious: These are characterized by reverence for life,
human dignity, and freedom to worship.
Beliefs
Beliefs are assumptions or convictions hold as true about
something, concept, or person.
Norms Of Beliefs
a. Formal: Norms are official standards or laws that govern
behavior.
b. Informal: These norms are unwritten rules or standards
that govern the behavior of group members



ARMY VALUES

Loyalty
Duty
Respect
Selfless Service
Honor
Integrity
Personal Courage
Loyalty: Loyalty is an intangible bond based on a legitimate
obligation; it entails the correct ordering of our obligations and
commitments, starting with the Constitution, but also including
the Army, the unit, the family, friends, and finally the self.
Duty: Duty outlines the sum total of all laws, rules, regulations,
etc., that make-up the professional and moral obligations of
soldiers and leaders.
Respect: Respect denotes the regard and recognition of the
dignity that every human being possesses
Selfless Service: Selfless Service signifies the proper ordering of
priorities. Think of it as service before self.
Honor: Honor is a moral virtue, a state of being or state of
character, that people possess by living up to the complex or
the set of all the values that make up the public moral code for
the Army.
Integrity :Integrity is also a moral virtue, one that encompasses
the sum total of a persons set of values, their private moral
code. A breach of any of these values will damage the
integrity of the individual.

Personal Courage. Courage comes in two forms. Physical
courage is overcoming fears and bodily harm and doing your
duty. Moral courage is overcoming fears of other than bodily
harm while doing what must to be done.
PERSONAL CHANGE IN FIVE STEPS

STEP 1: CONSCIENCE AND CONVICTION
Any personal change starts with a feeling of need. Be it the
needs of the world, personal needs or perhaps something
weighing on your conscience that is not quite right. But in
order to make that change, conviction is needed to take the
first step.

STEP 2: COMING CLEAN
Start by being really honest with yourself about events,
motives, feelings, hopes.
It can also help to share your thoughts with someone you trust
in order to gain fresh perspective and support.


Step 3: CHOICE AND COMMITMENT

The only person who can do anything to change your life
is YOU - though we all need help from outside ourselves.
Good intentions are not enough, you have to choose to change
and be committed to following through with what you believe
you should do.

Step 4: COMMUNITY
Having started to make changes in life, start to think
beyond self. What effect can this change have in family? In yo
community, workplace, school or university? Where and how
can take responsibility for making situations better?
Step 5: CONTINUE
Remember - change is a life-long process
Five Powerful Profitable Pre-Requisites
As you create the new change, organization and culture, you
also create simultaneously the context for the change process.
The better your teamwork, the more important it is to keep the
connections strong during change.

Change is in the nature of things-business cycles and shifts are
always with us.
Negative or challenging circumstances may make change
necessary, yet only positive approaches make successful change
possible.
Everyone goes through change physically, mentally,
emotionally, and spiritually.



What Is Attitude?
The term attitude is being used quite frequently in describing peoples
behavior.
There are two senses in which it is used.
One is in general terms, meaning the positive or negative orientation
of a person.
For e.g, when it is said that Mala has a positive attitude or hat Geeta
has a negative attitude.
However, this is not a correct usage of the term attitude.
Attitude always has a referent, i.e. an object towards which positive or
negative orientation is implied.
Cont..
Attitude is always towards something.
For e.g., you may say that Mohan has a positive attitude towards
his organization. Although attitudes are generally affective (or
emotional) in nature, they also have terms of acting or behaving
on basis of that feeling. For e.g, my exposure, my job gives me
enough knowledge about it.
Then I develop a feeling for it (I like it or I do not like it). Finally,
I act on the feeling- stay on in my job or quit it so generally
attitudes lead to behavior.
Cont..
Attitudes can also be defined as a multiplicative function of
beliefs and values. A belief is an association between two
cognitive elements.
For e.g, if a person believes that not spacing out ones children
( having children without enough gap between their births) is
injurious to the mothers health. If the person has a high value
for the mothers health,
Cont

An attitude is a imaginary construct that represents an
individual's degree of like or dislike for something. Attitudes are
generally positive or negative views of a person, place, thing, or
event this is often referred to as the attitude object.
Attitude affects (influences, impacts) on behavior.
Behavior affects (influences, impacts)on attitude.

Work Attitudes
In relation to organization, the general meaning of attitude is
applied to work. Work attitudes are reflected in job satisfaction
and in organizational commitment.
Job Satisfaction
Job satisfaction includes various aspects- the nature of the job
itself, the compensation a person gets by working on the job,
growth opportunities for career advancement, the organizational
climate, the behavior of the supervisor and coworkers and so on.
Cont..
Job satisfaction can be increased by increasing role efficacy, by
understanding a persons needs and making sure that these needs
are met in the work assigned to the person.
Job satisfaction leads to improved performance and retention of
personnel in the organization. Recruitment policies, placements
practices, development schemes, etc. contribute to job satisfaction.
Organizational Commitment
It is another aspect of work attitudes. While job satisfaction is
primarily concerned with the job or the work a person undertakes in an
organization, commitment shows the relationship between the
individual and the organization. The stronger such a relationship is, the
higher the organizational commitment will be.
It has been suggested that organizational commitment is a critical
aspect of work attitude.
There are 3 dimensions of organizational commitment
1. Affective commitment
2. Continuous commitment
3. Normative commitment
Cont..
1. Affective commitment: a persons emotional attachment to
and identification with the organization.
2. Continuous commitment: based on the benefits the person
see in continuing with the organization.
3. Normative commitment: the willingness of the person to
continue with the organization because it is commonly
considered a good thing to stat on.

Attitude Change
Attitudes have 3 components-
Cognitive (knowledge and understanding),
Affective(feeling), and
Conative (action).
Attitudes change covers all 3 aspects. Several theories have
been proposed for attitude change.
Reinforcement Theory
Hovland et al. propounded one of the first major theories of
attitude change, developed in the framework of Hulls learning
theory, and oriented towards the effects of persuasive
communication.
According to this theory, changes in opinions can result in attitude
change, depending on the presence or absence of rewards. The
learning of new attitudes is not different in nature than any other
verbal or motor skill, except that opinions relate to a single
propositions, whereas other skills involve a series of propositions.
Cont..
The acceptance of new opinion ( and hence attitude formation)
is dependent upon the incentives that are offered in the
communication.
Balance Theory
Heider developed a balance theory of attitude change that was
influenced by Gestalt principles. In Heiders theory, when beliefs
are unbalanced, stress is created and there is pressure to change
attitudes. The two main factors affecting balance are the
sentiment(e.g., liking, approving, admiring) and unity(e.g.,
similarity, proximity, membership) qualities of beliefs. Balance
exists if the sentiment or unity between beliefs about events or
people are equally positive or negative, imbalance occurs when
they are dissimilar in nature.
Cognitive Consistency Theory
Abelson and others developed theories of cognitive consistency. It
suggests that people will try and maintain consistency among
their beliefs and make changes(i.e., accept or reject ideas) when
this does not occur.
For e.g, if a college student who wants to live in a co-ed
dormitory and also wants to get good grades is presented with fact
that student who live in co- ed dorms get poor grades, the
student will either reject this propositions or change his attitudes
about co-ed dorms or good grades.
Cognitive Dissonance Theory
Cognitive Consistency Theory proposes that people are
motivated to change and act consistently with their beliefs,
values, and perceptions when there is psychological
inconsistency or disagreement between two pieces of
information. The conflict between the inconsistent factors
produces dissonance.
The person begins to doubt previously held rationales, beliefs,
or values. These doubts produce uncomfortable feelings and
may interfere with the ability to act. The pros and cons of each
factor are examined.
Cont..
The resolution of the dissonance occurs when one factor is
seen as more attractive than the other. Prior to the resolution of
the dissonance, the dilemma between the conflicting factors
prevents action.
When dissonance is resolved, the person is better able to act in
accordance with the more attractive factor because beliefs,
values, and perceptions agree with the behavior.

Beliefs
Beliefs are assumptions or convictions hold as true about
something, concept, or person.
Norms Of Beliefs
a. Formal: Norms are official standards or laws that govern
behavior.
b. Informal: These norms are unwritten rules or standards
that govern the behavior of group members



Values
A value is a conception, explicit or implicit, distinctive of an
individual or characteristic of a group, of the desirable which
influences the selection from available modes, modes, means, and
ends of action.
In this definition, they emphasize the affective (desirable), cognitive
(conception), and Conative (selection) elements as essential to the
concept of value.
Values represent basic conviction that a specific mode of conduct or
end state of existence is personally or socially preferable to an
opposite or converse mode of conduct or end state of existence.
Societal Values
We shall take up four main Western conceptual frameworks of
societal values and then see the values of the Indian society. Values
do not operate singly. Several values interact with each other and
value systems or value orientation are formed. Most conceptual
frameworks propose such systems.
Human- nature orientation. This mainly delve into ethical values,
which fall in a conservatism- liberalism continuum. Values such as
purification of mind, respect for individuals, containment of greed,
self- restraint, integrity, detachment, compassion, etc come under
this category.
Cont
Man- nature orientation: this is represented by the fatalism-
scientism dimension- does nature control nature? Fatalism can
be defined as a belief that human situation and acts are
predetermined by some supernatural power and can never be, or
is little, influenced by individual volition. On the other hand,
scientism can be defined as a belief that human situations are the
result of natural and/ or social forces, which can be understood
and changed by human volition or human action.
Time orientation
This is reflected in past orientation, present orientation, or future
orientation.
Activity orientation: conservatism-liberalism mainly represents the
human nature dimensions and also the activity dimension in part.
Conservatism can be defined as positive attitude towards traditional
institutions and practices and a maintaining of the status quo,
producing a tendency to resist change.
Liberalism can be defined as a positive attitude towards the search
for new ways and new ideas and modification or change in the status
quo.
Social Adjustment
Social adjustment can be defined as a
psychological process. It frequently involves
coping with new standards and values. In the
technical language of psychology, getting
along with the members of the society as best
as one can is called adjustment.
Nature of Social Adjustment
As social beings we live in a society, we form opinions
about others and others have opinions about us. Everybody
wants acceptance and recognition from and within society.
We try to behave according to the norms of the society so
that we can adjust with others. But it is not an easy task as
the personality of each individual is a unique organization.
This organization has to make special efforts to adjust with
others unique organizations, which we call society
As teachers we should emphasize on the adjustment of the
student in the school. It is the teacher's responsibility to
help the student cope with the existing situations of the
school. For this we should contribute to improving the
social environment of the school.
Perception and Social Adjustment
Impartial perception is needed for social adjustment.
The processes of behavior e.g. learning, maturation,
sensation, perception and motivation are significant in
our life because they contribute to the process of
adjustment. The way we interact with people depends
to a great extent upon how we perceive them and how
we interpret their behavior.
If you perceive that a student is hostile, you are
unlikely to interact or adjust with him/her. Your
behavior in a group is certainly different from the
behavior when in alone. Group affects an individuals
behavior. The mere presence of others affects our
performance

How do we come to know about other
people?
Our social perceptions of others are initially
based on the information we obtain about them -
in some instances the attribution(inferences) we
make about the causes for their behaviour. It is,
of course, important to have accurate knowledge
of others before deciding on the kind of possible
interactions with them. Our perceptions of
others' personalities and feelings guide us in
deciding the way we respond to them and what
sort of relationships we have with them.
Knowledge about others influences our
adjustment with them.
Impression Formation and Social
Adjustment
We shall first discuss 'impression' as a
cognitive process. Impression formation is the
process by which information about others is
converted into more or less enduring
cognition or thoughts about them. When we
first meet someone, we usually have access to
information how the person looks and where
he/she works and what he/she says.
Other Processes in Social Adjustment
1. Stress and adaptation The efforts to live and be
satisfied is called adaptation: Environmental factors
which make it hard for an individual to live are called
stress. At the most elementary level of life, stress is
experienced as irritation and discomfort as a slightly
more advanced level, stress is explained as the
anticipation of harm. In human beings certain kinds of
stresses produce anxiety. Anxiety sometimes produces
defensive response which are mental efforts to reduce
stresses. Defenses are generally regarded as poor
methods of adjustment. Actually adjustment means
reduction of tension or satisfaction of motives.
2 . Social influence : The process of social
influence contains two critical elements-
(a) someone's intervention, and (b) inducing
change in other person. The FP (Focal Person)
is one who is influenced by the source of
intervention is termed as the agent. The
following table classifies agents, types of
intervention and related concepts.
Five Concepts
Social facilitation
Imitation
Compliance to others
Conformity to norms
Obedience
Social facilitation

the presence of others would always influence
performance and thus the efforts to bring
changes in performance of an individual are
called social facilitation. The presence of other
increases an individual's arousal level which in
turn enhances performance of well learned
responses but decreases performance of
poorly learned responses
Imitation
Imitation involves change in focal person's
behaviour that matches or copies others'
behaviour.
Compliance to others

Human being as a social being has to adjust
himself in the social environment. He works
everyday according to his daily schedule, but
practically in his daily life he commands others
and works according to his own or others'
rules and regulations.
Conformity to norms
Conformity refers to the situation in which
individuals change their behaviour so that
they become more similar to those of the
other members of the group.
Obedience
Obedience refers to situations in which the
agent has the legitimate right to influence the
focal person and the focal person has the
obligation to obey.
Locus of Control
Generalized Expectancies to perceive
reinforcing events

Ones own behavior
Beyond control
2.3.5.1 Internal Locus of Control
A belief that reinforcement is brought about
by ones own behavior.
Schultz,2008).

2.3.5.2 External Locus of control
A belief that reinforcement is under the
control of other people, fate or Luck.
(Schultz 2008; Ryckman 2007).

Scales to measure Locus of Control
I-E Scale(1966).
Interpersonal trust
Scale(1967).
Situation Specific scales.
Rotter Incomplete Sentence
Blank (1950).
Intellectual Ascription of
responsibilty scale.(1965).
Standford preschool I-E
Index.


Related research on I-
E
2.4.1 Origins of I E Orientation
(Carton&Nowicki,1994) Parents of internally
oriented children are internally oriented
themselves.
2.4.2 Age and Gender Differences
(Manger& Ekeland 2000) Girls are Internally
oriented
(Heckhausen & Schultz 1995) College students
are more Internally oriented.
(DeBrabander&Boone 1990) No difference
between men and women,how ever differ on
items
2.4.3 Changes in I-E over the Life Span
(Mirowsky 1995)
Uneducated elderly more
Externally Oriented.
Educated elderly maintain
Internal Orientation by
being flexible.
(Ryckman ,2007).

2.4.4 I-E and Attribution of Responsibility
(Phares & Lamiell 1994) Internal experience
more shame and guilt when suffer defeat.
Externals employ defensive strategies.
2.4.6 I-E and Career development and
Status
(Luzzo&Ward 1995) Internal Students take
more part time jobs congruent to their career
aspirations.
2.4.7 I-E and Romantic Relationships
Internals have fewer romantic attachments
than externals.
2.4.8 I E and physical Health differences
(Phares 1993;seeman & seeman 1985)
internals ,--Wear Seat belts,exercise and quit
smoking.
(Marshall 1991) Four aspects of Locus of
control as it relates to Physical health.
(Ryckman,robbins,Thonton 1982) Internallly
oriented people are Physically healthier.
Conti
(Lau 1982) Parents of Internals encourage
them to feel them responsible for their health.
(Quadrel&Lau 1989) Internally oriented
college students knew more about health than
externals.
(LisaClements,reginaldYork,&Glenn rohrer
1995) Four group study on DRIE.
Conti
(H.A.Ludtke&H.G.Schneider
1996) Corelation of Habit
specific locus of control
Scales with I_E Scale.
Internals---High in coping and
adjustments.
Externals---More Habit
Disorders.

Conti
(Paul Norman,Smith,Murphy 1998) Scores on
multidimensional health locus of control scale
is significantly related to various health
behaviors.
People with internal Locus of control ---Higher
levels of health.
2.4.9 I-E and Psychological Health
(Cooper,Okamura,&McNeil 1995) Internals are
psychologically healthier than externals.
(De Moya 1997) Drug addicts Depressives
Schizophrenics,neurotics ---Externally
oriented.
(Barnet 1990) Internals cope better with stress
related to divorce or bereavement.
2.4.5 I-E Academic Performance
(Mooney,Sherman,lo presto 1991) Internal
task skills are associated positively with
personal Social and academic adjustments in
college.
2.4.10 Racial and Socioeconomic
differences
(Battle & Rotter 1963) Lower socioecnomic
classes and minority groups are externally
oriented.
2.4.11 I-E and Social Skills
(Lefcourt 1982) Video tape study
Internals nod more ,held up conversation of
their side, fill gaps in conversation as
compared to externals.
2.4.12 Behavioral differences
Internals day dream more.

(findley & Cooper 1983) Higher in Internal
Locus of Control, Higher grades in schools and
standardized tests.
(Tiggemann &Rothblum 1997) weight Locus of
Control and stereotype behavior.
(Schultz,2008:Ryckman,2007:Feist,2002).

2.5 Locus of Control & banduras Concept
of self efficacy
(Judge,Erez,Bono&Thoresen 2002) Reported a
strong relationship between Rotters Concept
of Locus of Control and Banduras Concept of
Self efficacy. (Schultz 2008).
2.7 Implication for therapy
Low freedom of
Movement
High Need Value.
Maladjustment is due
to difficulties at any
point in predictive
Formula.
conti
2.7.1 Changing Goals
2.7.2 Eliminating Low expectancies
2.7.3 Alternative Courses of Action
7 Habits of Highly Effective
People







Introduction

Some people are consistently successful because of qualities
and abilities they have developed in addition to their education
and experience.
Genuine career happiness comes from achieving personal
goals in harmony with organizational goals.
The objective of this presentation is to present some strategies
that a professional can use to improve their chances of a
productive career.

What are the qualities of a great leader?
Long-term success requires good leadership.
Understands the Big Picture.
Has vision and is a systems thinker
The ability to effectively empower, develop, and lead
people/teams.
A great leader is able to see the context of the situation they
are in -- whatever that is -- and react accordingly. They
ADAPT to the situation and those they lead.

Personal Leadership
Personal Strategic Planning combines strategic planning
and time management together.
Know where YOU fit in the organization and on your team.
Continuous improvement in all areas of life
Become a student of leadership and management styles
Find a one or two mentors
Read and take notes


www.LeadershipSuccess.net
The 7 Successful Habits ... an overview.
7
Sharpen saw

Independence
Interdependence
PUBLIC
VICTORY
Think win-win
4
Understand
5
Synergize
6
habit = knowledge
+ skill
+ desire
Dependence
1
Be Proactive

PRIVATE
VICTORY


2
2
End in mind

3
1
st
things 1
st


Private Victory.
Here, Covey introduces the first three habits intended to take a
person from dependence to independence, or one's ability to be
self-reliant. You must be able to win your private victories
before you can start on your public victories. If you start to
win your public victories first, how can you feel good about
yourself and still work on habits...
Public Victory.
Here, Covey introduces habits four through six which are
intended to lead to interdependence, the ability to align one's
needs and desires with those of other people and create
effective relationships.
Renewal:-
The final habit which directs the reader to begin a process of
self-improvement.

Principles of Personal Vision
The word proactive means that we are
responsible for our own lives. Our behavior is a
function of our decisions, not our conditions.
We can subordinate feelings to values. We
have the initiative and the responsibility to
make things happen.
Highly proactive people recognize that
responsibility. The do not blame circumstances,
conditions, or social conditioning for their
behavior.
Their behavior is a product of their own
conscious choice, based on values, rather than a
product of their conditions, based on feelings.
Be Proactive
Principles of Personal Leadership
Begin today with the image, picture of the end of
your life as your frame of reference of the criterion
by which everything else is examined.
Each part of your lifetodays behavior,
tomorrows behavior, next weeks behavior, next
months behaviorcan be examined in the context
of the whole, of what really matters most to you.
By keeping that end clearly in mind, you can make
certain that whatever you do on any particular day
does not break the criteria you have defined as
supremely important.
To begin with the end in mind means to start with
a clear understanding of your destination. It means
to know where youre going so that you better
understand where you are now and so that the steps
you take are always in the right direction.
Begin with the end in mind
Principles of Personal Management
Habit 1 says that you are the programmer.
Habit 2 says to write the program.
Habit 3 says to run the program. Living it is
primarily a function of our independent will,
our self-discipline, our integrity, and
commitmentnot to short-term goals and
schedules or to the impulse of the moment, but
to the correct principles and our own deepest
values, which give meaning and context to our
goals, our schedules, and our lives. Organize
and execute around priorities.
Put First Things First
Principles of Interpersonal Leadership
Win/Win is a frame of mind and heart that
constantly seeks mutual benefit in all human
interactions.
Win/Win means that agreements or solutions are
mutually beneficial, mutually satisfying. With a
Win/Win solution all parties feel good about the
decision and feel committed to the action plan.
Win/Win is a belief in a Third Alternative. Its
not your way or my way; its a better way. And if a
solution cant be found to benefit both parties they
agree to disagree agreeablyNo Deal.
Anything less than Win/Win in and
interdependent reality is a poor second best that
will have impact in the long-term relationship.
Think Win/Win
Seek First to
Understand,
Then to Be
Understood

Principles of Empathic Communication
You see the world the way they see the world,
you understand their paradigm, you understand
how they feel.
You arent just listening with your ears, but also
with you eyes and your heart. Empathic listening
is so powerful because it gives you accurate data to
work with.
When you present your own ideas be clear,
specific, visual, and most important, contextual
in the context of a deep understanding of the other
persons paradigms and concerns.
You will significantly increase the credibility of
your ideas. What youre presenting may even be
different form what you had originally thought
because in you effort to understand, you learned.
Principles of Creative Cooperation
Synergy is the essence of principle-centered
leadership. The whole is greater than sum of
its parts.
It catalyzes, unifies, and unleashes the
greatest power within people. Simply defined,
it meant that the whole is greater than the sum
of its parts. Without doubt, you have to leave
the comfort zone of base camp and confront an
entirely new and unknown wilderness.
You become a guide, a pathfinder. You open
new possibilities, new territories, new
continents, so that others can follow. The
essence of synergy is to value differencesto
respect them, to build on strengths, to
compensate for weaknesses.
Synergize
Principles of Balanced Self-Renewal
Habit 7 is preserving and enhancing the
greatest asset you haveyou. Its renewing the
four dimensions of your naturephysical,
spiritual, mental, and social/emotional.
Express all 4 motivations.
Exercise all four dimensions of our nature
regularly and consistently in wise and balanced
ways.
This is the single most powerful investment
we can ever make in lifethe investment in
ourselves. We are the instruments of our own
performance, we need to recognize the
importance of taking time to regularly sharpen
the saw in all four ways.
Exercise, nutrition,
stress management
Service, empathy,
synergy, intrinsic
security, be a
good friend
Value clarification,
commitment,
meditation, study,
perspective
Reading,
visualizing,
planning, writing,
autonomy
Physical
S
o
c
i
a
l

Spiritual
M
e
n
t
a
l

Sharpen the Saw
The success of leadership can be
measured by
what kind of talent and structure one
leaves behind.

Vartan Gregorian,
former president New York Public Library

THANK YOU