Tony J. Selimi

How to Fast-track and Accelerate Your Human Potential Beyond Perceived Limits

What if through every struggle, adversity, illness or ending in your life you adopted a new, simple, and yet a very powerful tool that helps you identify the root cause of your problems, fears, and disempowered mental states that make you feel as if you are broken and in need of a “fix”?

What if you discovered that by design you were built with a powerful ALARM that alerts you each time you are not aligned to your true essence? What if this inbuilt security system is what activates your switch that turns on your inner light, puts you back on track to accelerate your human potential, and supports you to achieve outcomes that go way beyond your expectations? What miracles would you then create in your life?

Since I can remember, I was curious to know why some people have it all and others spend their entire life suffering, struggling, and make ends meet. I wanted to know why some people die young and others live healthy until very old age. Why some people find it easy to achieve their dreams, heal fast, and easily attract opportunities in their lives and yet others were consumed by their negative self-talk, illness, and blaming others for their misfortune.

By design we are extraordinary, our evolutionary advantage is our brain and our ability to communicate, plan, reason and work together, our survival depends on our collective ability and not on our individual mind. We are connected across all of live spans to one another, through invisible forces that bind us.

To stay present in the midst of adversity, it helps to be deeply rooted within ourselves; otherwise, the mind and our emotions, which have incredible momentum, will drag us into the deepest caves of the wretched solitude along like a wild and uncontrollable river.

I trust by now I have helped you awaken your curiosity and are asking what is it that you can do to accelerate your human potential and achieve extraordinary things in your life.

There are many ways you can do this, what I would like to share with you is the five key principles of TJS Evolutionary Method that I use daily to help my clients that you too can use on your journey to creating and living an extraordinary life.

  1. Acknowledge that support and challenge will always be part of your life. To do that you need first and foremost become aware of the form in which support shows when you are challenged and the form in which the challenge is present when you feel supported.
  2. Question the Rules that hold you back from honouring the infinite wisdom of love and from being centred in your heart. Develop a bold and balanced vision of yourself and of the future of humanity: Cut through to the root of exactly what it is that you want and find the most optimal path to getting there.
  3. Thrive to achieve self-actualisation by focusing inwardly, boosting your mental, physical, emotional and etheric body with knowledge and the wisdom required to immunize itself against many of the life adversities that may come your way. Combine Science and Spirituality to evolve your being.
  4. Make a conscious choice to turn any life struggle that you may be experiencing into seeds of gratitude and fuel for love, great health, and heart based living.
  5. Get connected and pave the way for you to unlock, listen, and use your hearts intelligence to create life miracles, a global coherence that shifts the evolution of mankind towards a more balanced, collaborative and peaceful world.

Spirit-based principles and practical, do-them-in-the-moment tools shared in both books are there to help you bring into your own life the hidden miracles of your true essence, equilibrate your mind and amplify your intuition and rebalance your inner being that is required for you to be extraordinary.

Lastly, remember, you are the call for love, the solutions people need to redefine themselves in the face of life’s greatest challenges and the light they need to help them get on a path that shifts them towards love, wisdom, wealth and making a greater impact in the world.

Use these five vital principles daily, they will help you build the skills, tools and the knowledge required to overcome the physical ramifications of loneliness, accelerate your human growth, and help you live an epic life.


About the Author

Tony J. SelimiTony J. Selimi is internationally known as a human behavior, cognition and emotional intelligence expert. He is a keynote speaker, entrepreneur and the creator of the TJS Evolutionary Method. Tony is an award-winning and international best-selling author of A Path to Wisdom – How to Live a Balanced, Healthy and Peaceful Life and Loneliness: The Virus of the Modern Age. He teaches people the tools and the knowledge required to face life’s greatest adversity head on and live life in a specific state of self-mastery that helps them accelerate their human growth, potential and impact. For more information, visit www.tonyselimi.com.

Reaching Your Ultimate Potential

“You have potential.” Those words have never seemed to move people toward success. They send the message, “You are not yet where you need to be.” The spirit of the message, that you believe in that person is an important one. However, what’s key is not just that you believe in someone, it’s teaching them how to get to where they need to go.

Strong belief drives strong behavior. The way to increase your belief in yourself is to make progress toward your success. Momentum is contagious and pushes back any resistance we may face. Many people put limitations on themselves and get in their own way of their ultimate potential. The best thing you can do is know what you want, know what is holding you back, and create a self-strategy to get there.

3 Ways to Develop a Self-Strategy


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About the Author

Dr. Rob Fazio is the author of Simple Is the New Smart. He is the Managing Partner of OnPoint Advising, Inc. Rob advises with executives, athletes, and businesses internationally to guide them toward success. He can be reached at [email protected].

Randy Ross

Four Questions (and Tips) That Will Transform Your Culture

People grow into the conversations you create around them. The best tool great leaders have to strengthen and empower others is powerful questions. Questions evoke curiosity. They force others to think. And, when answered well, allow others to take ownership of the process and responsibility for the outcomes.

Remarkable!It has been said that powerful questions can steer any conversation away from problems and personalities and move them toward meaningful solutions. Powerful questions evoke insight, stir creativity, inspire collaboration and help craft a culture of accountability.

So, to that end, let me offer four questions that, when asked often and answered well, can help you intentionally craft a Remarkable! culture.

1. Are you creating more value than you are taking?


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About the Author

Randy RossDr. Randy Ross is founder and CEO (Chief Enthusiasm Officer) of Remarkable! Randy is a “craftsman of culture and a catalytic coach,” who inspires elevated performance. A master of cultural transformation, Dr. Ross has a unique understanding of employee engagement and offers practical solutions for increasing both the morale and performance of teams. He is an author of the book, Remarkable!: Maximizing Results through Value Creation.

Sharon Drew Morgen

Training vs. Learning: Do you want to train? Or have someone learn?

Training successfully educates only those who are predisposed to the new material. Others may endeavor to learn during class but may not permanently adopt it. The problem isn’t the value of information or the eagerness of the learner: It’s a problem with both the training model itself and the way learners learn. It’s a systems/change problem.

How We Learn

We all operate out of unique, internal systems comprised of mental models (rules, beliefs, history etc.) that form the foundation of who we are and determine our choices, behaviors and habits. Our behaviors are the vehicles that represent these internal systems – our beliefs in action, if you will. So as a Buddhist I wouldn’t learn to shoot a gun, but if someone were to try to kill my family I’d shift the hierarchy of my beliefs to put ‘family’ above ‘Buddhist’ and ‘shooting a gun’ might be within the realm of possibility.

Because anything new is a threat to our habitual and carefully (unconsciously) organized internal system (part of our limbic brain), we instinctively defend ourselves against anything ‘foreign’ that might seek to enter. For real change (like learning something new) to occur, our system must buy-in to the new or it will be automatically resisted. It similarly effects selling/buying, coaching/clients, doctors/patients, leaders/followers.

A training program potentially generates obstacles, such as when

  • learners are happy with their habitual behaviors and don’t seek anything new,
  • fear they might lose their historic competency,
  • the new material unconsciously opposes long-held beliefs.

We are programmed to maintain our status quo and resist anything new unless our beliefs/mental models recognize that the new material will align with our status quo regardless of the efficacy of the required change.

How We Train

The training model assumes that if new material

  • is recognized as important, rational, and useful,
  • is offered in a logical, informative, interesting way,
  • allows time for experience and practice,

it will become accepted and habituated. But these assumptions are faulty. At an unconscious level, this model attempts to push something foreign into a closed system (our status quo): it might be adopted briefly, but if it opposes our habituated norm, it will show up as a threat and be resisted. This is the same problem faced when sellers attempt to place a new solution, or doctors attempt to change the habits of ill patients. It has little to do with the new, and everything to do with change management.

Truly experiential learning has a higher probability of being adopted because it uses the experience – like walking on coals, doing trust-falls with team members – to shift the underlying beliefs where the change takes place. Until or unless there is a belief change, and the underlying system is ready, willing, and able to adopt the new material into the accepted status quo, the change will not be permanent.

One of the unfortunate assumptions of the training field is that the teach/experience/practice model is effective and if learning doesn’t take place it’s the fault of the learner (much like sellers think the buyer is the problem, coaches thinks clients are the problem, and Listeners think Speakers are the problem). Effective training must change beliefs first.

Learning Facilitation

To avoid resistance and support adoption, training must enable

  1. buy-in from the belief/system status;
  2. the system to discover its own areas of lack and create an acceptable opening for change

before the new material is offered.

I had a problem to resolve when designing my first Buying Facilitation® training program in 1983. Because my content ran counter to an industry norm (sales), I had to help learners overcome a set of standardized beliefs and accepted processes endemic to the field. Learners would have to first recognize that their habitual skills were insufficient and higher success ratios were possible by adding (not necessarily subtracting) new ones. I called my training design Learning Facilitation and have used this model successfully for decades. (See my paper in The 2003 Annual: Volume 1 Training [Jossey-Bass/Pfieffer]: “Designing Curricula for Learning Environments Using a Facilitative Teaching Approach to Empower Learners” pp 263-272).

Briefly: Day 1 helps learners recognize the components of their unconscious status quo while identifying skills necessary for greater excellence: specifically, what they do that works and what they do that doesn’t work, and how their current skills match up with their unique definition of excellence within the course parameters. Day 2 enables learners to identify skills that would supplement their current skills to choose excellence at will, and tests for, and manages, acceptance and resistance. Only then do new behaviors get introduced and practiced.

Course material is designed with ‘learning’ in mind (rather than content sharing/behavior change), and looks quite different from conventional training. For example Day 1 uses no desks, no notes, and no lectures. I teach learners how to enlist their unconscious to facilitate buy-in for new material.

Whether it’s my training model or your own, just ask yourself: Do you want to train? Or have someone learn? They are two different activities.


About the Author

Sharon Drew Morgen is a visionary, original thinker, and thought leader in change management and decision facilitation. She works as a coach, trainer, speaker, and consultant, and has authored 9 books including the NYTimes Business BestsellerSelling with Integrity. Morgen developed the Buying Facilitation® method (www.sharondrewmorgen.com) in 1985 to facilitate change decisions, notably to help buyers buy and help leaders and coaches affect permanent change. Her newest book What? www.didihearyou.com explains how to close the gap between what’s said and what’s heard. She can be reached at [email protected]

Professional Development Best Practice 1 – Maintaining Annual, Three, and Five Year Development Plans

The StrategyDriven Professional acts deliberately and with focus on achieving his or her short-term and long-term goals. Like any business seeking to optimize effectiveness and efficiency, these professionals develop for themselves annual, three-year, and five-year plans complete with near-term actions building on longer-term milestones and monitored by a comprehensive set of quantifiable performance measures.
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