By: Ella Burton
Sometimes we may be consumed with much stress and emotional baggage that we want to get rid of. Many people try so hard to eliminate it on their lives. All around is a world full of emotions. These emotions may be positive or negative. Excess of both emotions may be too much for you to carry. That is why a balance of it all can help much.

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We have a lot of ways to cope with stress and this can be good or not. Whatever it is we have to cope. Events like death, sickness, and divorce may be triggering factors. We all have to understand that all these events are part of life and we need to surpass these challenges which will help us get through life.

Emotional healing techniques can help us best get through all of these. Now we have to make sure that we are able t get through these all with the help of these techniques. What are they? EFT or Emotional Healing technique is one of them. This is the use of the tapping technique wherein you have to tap on your acupressure points and this helps in eliminating whatever negative feeling you are experiencing at that time.

Another one is called The Emotion Code. This finds the emotion trapped in a specific part of the body. It is possible with the use of a chart and muscle or energy testing. The Karol Truman script is another technique you can use. In this way you can memorize the script and fill in the blanks. This can be used for anything that can help you much.

So, emotional healing techniques are really a good way for you to release any negative emotion that might end up not quite well for you. Deal with your emotions now and do not let it affect you in a negative way.

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This author writes about Stress and Anxiety Management Review and Stress Management In The Workplace

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Effective workplace leadership can be the difference between getting your next promotion or your workplace hiring someone outside to fill that new promotion. Communication will be key.

Work promotions can offer lots of competition right now with unemployment so high. There are lots of options for your boss or human resources to hire someone outside to fill a position. Unless they promote you from within because you have demonstrated that you are the person for the job.

Right now because there are so many people looking for jobs, you must give yourself the extra edge. You must learn what it is that your boss is looking for. Often what leadership is looking for is workplace leadership, someone who is a self-starter with a good attitude. Your boss wants a team player.

Attitude is very big in the workplace environment right now. People have become stressed out about their mortgages, bills, and cost of living. This can be toxic to the workplace environment and bring the whole office down, lowering productivity and the workplace attitude. If you are looking to make a promotion happen in 2009 then be sure to implement these 3 secret tips to help you get your next promotion.

Become a possibility thinker

Workplace leaders who look for opportunities and possibilities that will help the company save money, time, and jobs or help create more sales become priceless and important. It shows your boss that you are looking to improve the company and help him stay competitive. You may be the only one in your office lookin

Communicate positively

People like people who are fun to be around and have a pleasant attitude. People like begin around upbeat happy people. Are you happy even when times are tough? People who are like this have self-command. They don’t let anyone tell them how they are going to feel, they choose how they are going to feel.  Your boss will like to work with you because you are an upbeat, happy person vs. a fearful, angry or depressed person. This one communication tip will separate you in a positive light from the masses.

Demonstrate workplace leadership

You set the beat. You set your attitude. You lead when no one else wants to. You become priceless and important. You become the possibility thinker. You manage your attitude. You do not let anyone else determine how you are going to feel. You demonstrate self-command. These are the fundamentals of getting that next promotion. Workplace leadership is when you do these things without anyone having to tell you, just because you want to stand out and excel in times when others fold.

Vickie Jimenez is the author of “Champgane thoughts and Caviar power The Science of Results Oriented Thinking” and has over 20 years in the Personal Development field. She is an expert in personal and business mind set performance as well as work environment management. She is a speaker, corporate trainer and the CEO of Success Systems Seminars. She teaches companies and individuals how to raise accountability and performance through self-command. increasing production, revenues, culture, sales and career satisfaction. To learn more visit http://successsystemsnow.com
or http://privatejvclub.com

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Workplace wellness is becoming increasingly difficult for us all to achieve. Many of us bring home the aches and pains of our workday. It seems hard to believe that being a “desk jockey” can be a bumpy ride. However, when we spend long hours sitting in one position doing repetitive tasks such as typing, a bumpy ride it is. And at the end of the road are carpal tunnel syndrome, neck pain and stiffness, chronic lower back pain, eye strain and headaches.

Increasingly, employees are looking to employers for help in the form of comprehensive health and wellness benefits packages. Specialists in ergonomics at Exan Wellness, a progressive provider of workplace wellness programs, are seeing an increase in the number of office employees with health complaints like those above.

In order to catch these problems early, saving employees from chronic problems and employers from lost productivity and disability claims, Exan has become much more proactive in tracking employee health indictors. Their Health Portal includes an interactive “Health Tracker”, allowing employees to manage their own health by taking pertinent assessments, tracking their Bio Markers, and practicing self-care before their problems become serious and possibly debilitating.

Along with tracking health indicators, there are several things you can do to make your workday a “smoother ride” than it has been. Consider the following:

Posture Makes Perfect

I’m sure you’ve been told this before: posture is important. Any activity that requir

When you notice your shoulders hunch forward, take a deep breath and roll your shoulders back and down. The first few times you try this, watch yourself in a mirror. You shouldn’t look like a soldier at attention, but you should look taller and more confident. Also, whenever possible, elevate the items that you will be focusing on to a higher level so you no longer have to lean forward.

Migrating and Hydrating

Use bathroom breaks as a chance to move and stretch, and instead of emailing your co-worker in the next cubicle, walk over to deliver the message. Drink plenty of water. Keeping well-hydrated will help your body to detoxify from unhealthy re-circulated air, lubricate your joints, help prevent the discs in your back from compressing too much leaving you much less protected against injury at the end of the day, and help avoid fatigue and headaches.

How Do You Create a Good Workspace?

Make sure your chair and desk are the right height for you. Your legs should be bent at a 90-degree angle with your feet flat on the floor. If your desk is too high for your chair, look for an inclined foot rest. Choose a chair with a good supportive back and arm rests that prop your arms when you type. Place your monitor directly in front of you, at arms’ length away from your face, and with the top of the monitor at or below eye level. Select an ergonomic keyboard and wrist rest. Opt for a mouse that fits your hand properly. Use a headset so you don’t need to balance the phone between your shoulder and ear if you talk on the phone as you type or write. Finally, make sure you have enough lighting.

Creating a good workspace will not only make employees happier and healthier, it will make them more productive.

Need More Help?

Acupuncture and traditional Chinese medicine (TCM) can relieve pain, improve digestion, settle the mind, and boost energy. The National Institute of Health (NIH), the World Health Organization (WHO), and the Arthritis Foundation all agree that acupuncture is effective in relieving pain and helping to heal injury.

Naturopathic doctors, who study the interconnection between your work and mental and physical health, are consulted by many companies. Naturopathic doctors can help with information on juggling our family lives, our health priorities, with work pressures and workplace stress.

Seventy-five per cent of employees would like to see holistic health as part of their working relationship and 85 per cent of those polled believe that holistic health reduces employee assistance costs.

Workplace wellness providers like Exan Wellness can also provide more in-depth consultation on matters related to healthy workplaces, as well as other health issues, through access to a holistic variety of health professionals. How we “position” ourselves at work today can have lasting benefits for tomorrow. Exan Wellness, Inc. http://www.exanwellness.com

Exan Wellness, Inc. provides employee workplace wellness, wellness tracker programs, employee health programs, stop employee diabetes programs since 1991. Please visit official website www.exanwellness.com

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Changing habits is hard work. It has been said that it requires 21 times of doing something in order to make it a habit. Here are some ways to figure out how to turn unhelpful habits into positives.

1. Never Feeling Good Enough – Are you constantly evaluating everything you do and generally finding fault. Do you have an internal voice which critiques you on everything, seeing only the negatives, not the positives? This voice is often described as a “gremlin.” When you are feeling not good enough it can show up by your being indecisive, relying on others to direct you, using language of uncertainty and even having poor posture. Generally there is a feeling of self doubt.

Clearly a change is necessary. First, you need to become aware of your limiting beliefs and in what situations they occur. What actions do you take which might be perpetuating these beliefs?

Sam was recently promoted to a managerial position and was both excited and scared about his new responsibilities. He knew that a lot of his colleagues were envious of his promotion, which added to the pressure he already put on himself. He evaluated and re-evaluated everything he said and did, to the extent that he was immobilizing himself. His “gremlin” was in high gear.

Sam worked with his coach to identify what he needed to change and what action steps were necessary. The result was his “gremlins” went into retirement and he had strategies in place if they returned.

2. Avoiding Conflict – You are by nature a peacekeeper.

In the workplace, managers need to be able to manage conflict. Your team members will not always agree or like each other. They might not agree with you or like what you are telling them. What if their job performance is interfering with the goals of the company or the team’s morale? How will you deal with it? Avoiding conflict could be an obstacle to your taking on more of a leadership role.

Joyce disliked conflict, but recognized that if she wanted to be seen as a leader she would have to step up. She worked with her coach to develop a 3 step action plan.

1. Acknowledge the conflict.

2. Invite the other person to have a say and listen to their perspective.

3. Jointly develop a game plan for change.

Acknowledging out loud what a challenge conflict was for her, allowed her to “own” it and make changes.

3. Poor Boundaries – We have all known someone who has trouble saying “no,” and therefore might get into situations where they are doing more, but are stressed and unhappy about it. Sometimes people take advantage of them because of this weakness. Being able to set limits about what you can and can’t do is an extremely important skill. Assess your team. Is there someone who has trouble saying “no?” If so, what can you do to help them?

There are other issues which also fall under the category of poor boundaries: being aware of when, where and with whom you speak; the issue of confidentiality. What is the forum and policy for discussing client information? At some companies conversations may inadvertently occur in corridors or at restaurants where talk might be overheard by others. At times there can be a fine line between sharing information and gossiping. Your job as manager is to help create the guidelines and structure, so everyone is clear.

Changing habits is hard work. I’ve just discussed a few ways to help you figure out how to turn unhelpful habits into positives. You can do it, all it takes is 21 times of doing something in order to make it a habit!

Copyright 2007, Gail Solish.

Gail Solish, provides Executive/Personal coaching to managers, directors and executives focused on workplace development and relationship management.
Claim your FR-EE e-course “Unleash Your Potential and Increase Productivity and Fulfillment” at http://www.ActualizeYourGoals.com

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It’s the eternal conundrum, how do leaders get their teams to perform at higher levels and how do they maintain a level of high morale. It always amazes me how leaders point the finger at their people and talk about them as if they are the problem or an entity unto themselves responsible for all failings within the department. It is a brave leader who will look at themselves first and ask some very powerful yet disturbing questions such as:

What have I done in the past that worked?What’s going on with me right now and am I bringing enthusiasm to the workplace?

Am I being realistic in my expectations and have I communicated them to my team?

A team’s performance is a direct reflection of the leader who leads them. Ouch!

Think about it….people within a team will only perform to the level that they see rewarded or to the level that their leader brings to the table.

In my training seminars to management leaders I often challenge them to look at how themselves their strengths, weaknesses and how they manage before they look at the problems that their people are challenging them with.

Many leaders are put into their positions with little or no training and they are doomed to fail. The assumption most employees make is that because you are the leader you should know how to manage personalities and motivate. This couldn’t be further from the truth. People skills are just that, a skill that is developed through training, application and experience.

I am not saying that we absolve the employees of responsibility

1. Look in the mirror. Are you waking up with enthusiasm and excitement about your work? Have you set goals for yourself and your team? Or are you just punching a time clock like the rest of them and its all you can do to not fall asleep with boredom or scream out loud with frustration. What do you need to be more excited and enthused?

If you are not excited and energetic it is not fair to expect your team to bring the same to the table.

2. Take a retreat. Step away from the work environment for a day or if possible two.

Go to a 2-day management seminar or retreat and re-fuel, re-group and re-energize so that you can bring a fresh attitude and approach back to your team. Many leaders are suffering burnout and they are not able to be creative with their solutions. Signs of burnout are: lethargy, apathy and negativity just to name a few.

3. Take a pulse. Do an assessment of your team dynamics. List all of your team members on a piece of paper and beside each person’s name indicate the level of performance you feel they are currently at, what you feel they are capable of and where the gap in performance exists. Then think about how you have approached this person in the past in regards to performance improvement and what you can do differently this time with them to have them hear you in a new and different way.

4. Tell them what you want. Have a team meeting and tell your team that you want to brainstorm ideas on how to create higher levels of motivation and morale. Be willing to hear all ideas and as a group have them prioritize the ideas and then delegate the action items. Be willing to do something yourself to show your commitment to the goal of higher motivation and morale.

5. Do a 360. It is a brave leader who willingingly has his/her teams assess them as leaders. The 360-degree performance evaluation system does just that. It allows for employees to evaluate their leaders and to provide sound feedback on how their leader can improve. Tell your team you want their opinions and input on how you can be a better leader. Be open and willing to hear the good with the bad and sometimes the ugly.

Then do something with the feedback- communicate back to your team what you are going to do as a result of the feedback.

6. Coach regularly. Statistics show that leaders who have a coaching plan in place for their employees have less absenteeism, higher productivity and overall higher morale. It makes sense doesn’t it? Spend quality one on one time with your employees on a regular and rotating basis and they begin to perform at higher levels due to ongoing personal attention and validation. Coaching prevents bad behavior and negative attention methods by employees.

7. Praise in public- criticize in private. There is nothing that replaces pure. Employees surveyed stated that they value recognition above pay raises by their leaders. We often undervalue the power of praise and we may even feel that if they are doing a good job they should know that we think they are great. Some leaders feel that giving praise all the time is hard work and that employees requiring it are high maintenance.

The rules of giving effective praise are: praise specific behaviors or results, be sincere, make it timely when the event happens and when possible make it public.

8. Be a psychologist. Adapt to the different personalities of your team. You already know your people to a high level and yet we tend to overlook the unique emotional needs that each individual has. Treat them, as they want to be treated and be willing to see things from their perspective. Openly communicate and be willing to share yourself with your team. You can’t be everyone’s friend however you can be accessible, open and trustworthy. Teams who have an understanding and compassionate leader tend to be more loyal and can weather ongoing change at higher levels.

Often we feel that we just need to throw money or perks towards our teams to keep them happy. This is an erroneous belief and it has been found that truly what people want is to have open communication, straightforward and direct leadership and an easygoing environment to work within. Sounds good doesn’t it?

The rewards of leadershipare many and we can have greater satisfaction, less stress and a sense of accomplishment when we look at what we can do to improve our team’s performance and happiness on the job.

Cheryl Cran, CSP (Certified Speaking Professional) is the author of the soon to be released book “The Control Freak Revolution” as well as “50 Ways to Lead & Love It” and “Say What You Mean- Mean What You Say”. Cheryl’s clients include top performing companies in North America. To find out more go to http://www.cherylcran.com

©This article is copyright protected any use of this article for reprint requires permission.

Cheryl is the President of Synthesis at Work Inc. and an internationally renowned keynote speaker. She provides practical tools and creative strategies for individuals to take their current level of success and boldly grow it to the next level. The companies that Cheryl works with are top performing organizations with a strong focus on becoming a workplace of choice. The leaders of these organizations recognize the value of investing in the growth of their employees for overall company success. Cheryl is a bold growth seeker herself and continually challenges herself to grow, learn and expand as much as she challenges others to do the same. http://www.cherylcran.com/

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