These 5 Words Will Open Thousands of Doors For You

Every person is a world. Life at work, in business and even in the family is full of complex relationships, where each person has their own agenda, their own history and particular dimensions.

As we have seen previously, the projects that go ahead are not always the best; And those people who are right are not the ones who win the discussions, because the most important element in a communication process is not the content or the technique but, above all, the relationship and connection.

To be completely clear: your success doesn’t just depend on your talents or your ideas; Above all, it depends on you knowing how to forge relationships . Talent and ideas are necessary, but the relationships you form along the way give them direction, direction, power and dimension.

However, in the process of making our projects come true; be it our own businesses or projects in our company, we constantly find:

  • Closed doors.
  • People in high positions or unreachable.
  • Inaccessible uncomfortable people.
  • Adversaries or people who do not want us to do well.
  • People we would like to address, but we don’t know how.

How can we break down social and personal barriers to build bridges with people who can be part of our path?

A powerful phrase

The answer lies in this magical phrase that took me years to discover, and that today I am happy to share with you, hoping it will be useful to you. Remember that with great power comes great responsibility .

The opener phrase is this: Can I ask you for advice?

“Can I ask you for advice?” It is a simple and short phrase; easy to say, remember and repeat. It is a phrase that can be used constantly without losing its validity and, above all, has behind it the power of science to open the doors that until then were closed.

I have used it at different times where it seems to me to be in a dead end; where I lack answers or in which I feel that I need to form a closer relationship with a colleague, a superior, a subordinate and, even, someone who perceives me as his enemy.

After using it for a couple of years – with excellent results – I started recommending it to other people, who also reported their own success stories. Now I am sure that this is one of the most useful phrases in my professional life … and that it can also be in yours.

It is not about magic, but about communication and science. How does it work?

1. The Ben Franklin effect

The Ben Franklin effect is a known psychological effect to change the perception that others have of us by allowing them to do us a favor.

Yes, you heard right: let them do you a favor; not you to them.

It is, at first glance, counterintuitive. We may think that, to please, we must “do” favors, but it turns out that when others do us favors, it is proven that their perception of us improves, since considering ourselves worthy of their time and attention forces them to see ourselves in a more favorable light , as valuable and kind people.

They must be favors that are not heavy, annoying or expensive. For example, asking a colleague for a ride or letting him buy us a coffee… and simply thanking him, without making him feel bad and without seeking to pay him immediately. Receive a favor … and thank you! opens more doors than applause and flattery.

2. An elegant compliment

When asking for advice, the Ben Franklin effect is activated; But that is not all.

On the one hand, a tip is a favor or a service that costs nothing: it is free. Maybe they can deny you -for whatever reason- a ride or a coffee, but who can deny advice? Until now, for many years of using this phrase, I have never encountered someone who refuses to give advice that is asked with kindness and humility.

But there is still more! When it comes to asking for advice, we are asking for a favor as well as making a compliment. We are telling the other person that they are smart, that they are brilliant, that we respect them, and that their opinion is important . It is a gift to your own ego – a gift that no one will stop receiving. People, in general, like to be heard and taken into account.

That is why this phrase is magical. It seems like a favor, but it is also a gift.

3. Let the other shine

It can be personal advice, about work, about a project, or about an important decision. The key is to state the advice simply and clearly and then let the other speak, always respecting the 80/20 rule . When it comes to asking for advice, we are placing the conversation firmly on the other person’s court, letting them speak and express their own personality and history.

When you have asked for advice, do not make excuses or explanations. Answer the question they ask you, but soon return the voice to the other person.

A rule of life: everyone likes to talk about themselves. So it will also allow you to get to know him more and forge – without feeling forced – a real human relationship, one of friendship and trust. Without his realizing it … now they are part of the same team.

4. Peripatetic effect

When we ask another person for advice about something that interests us and we get them to be interested in it, it is possible that due to the effect of mirror neurons , which generate empathy and neural alignment between two people, both can find a solution to a real problem.

In this way, you will not only have strengthened the relationship, but you will also have a practical answer or tangible progress in your project. The best of all? The other person will feel that the idea was theirs – let them take all the credit! – and will defend and promote it with passion.

This is not a manipulative system, but a method of thinking called peripatetic , in which, through questions, we can help other people reach conclusions that they feel as their own . It is widely used in communication and negotiation. It can also be your great ally with the magic phrase.

5. Create real conversations

We waste too much time in innocuous and empty conversations, small talk to fill the time. But how much real conversations are needed! It is impressive what you can discover and achieve if you learn to master the art of conversation .

Nobody asks for advice on worthless things. We ask for advice on things that matter and concern us, that can peek into our privacy or explore big issues. The best friendships are born – says CS Lewis – when one person says to another “How? Do you also think that way? I thought I was the only one! ”

Asking for advice is one of the five avenues of wealth in silence and will help you forge business, personal and friendship relationships that will pave the way for a better life.

So now you know. When you find a closed door, the best key is to ask for advice.

Francisco García Pimentel

 

By:

Source: These 5 words will open thousands of doors for you

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Critics:

For businesses, this could mean: creating new ideas, new product development through research and development, or improving existing services. Innovation can be the central focus of a business and this can help them to grow and become a market leader if they execute their ideas properly. Businesses that are focused on innovation are usually more efficient, cost-effective, and productive.

Successful innovation should be built into the business strategy, where you can create a culture of innovation and drive forward creative problem-solving. Success is the state or condition of meeting a defined range of expectations. It may be viewed as the opposite of failure. The criteria for success depend on context, and may be relative to a particular observer or belief system. One person might consider a success what another person considers a failure, particularly in cases of direct competition or a zero-sum game.

Similarly, the degree of success or failure in a situation may be differently viewed by distinct observers or participants, such that a situation that one considers to be a success, another might consider to be a failure, a qualified success or a neutral situation. For example, a film that is a commercial failure or even a box-office bomb can go on to receive a cult following, with the initial lack of commercial success even lending a cachet of subcultural coolness.

The fields of probability and statistics often study situations where events are labeled as “successes” or “failures”. For example, a Bernoulli trial is a random experiment with exactly two possible outcomes, “success” and “failure”, in which the probability of success is the same every time the experiment is conducted. The concept is named after Jacob Bernoulli, a 17th-century Swiss mathematician, who analyzed them in his Ars Conjectandi (1713).

The term “success” in this sense consists in the result meeting specified conditions, not in any moral judgement. For example, the experiment could be the act of rolling a single die, with the result of rolling a six being declared a “success” and all other outcomes grouped together under the designation “failure”. Assuming a fair die, the probability of success would then be 1 / 6…

References

Train Your Brain to Remember Anything You Learn With This Simple, 20-Minute Habit

Not too long ago, a colleague and I were lamenting the process of growing older and the inevitable increasing difficulty of remembering things we want to remember. That becomes particularly annoying when you attend a conference or a learning seminar and find yourself forgetting the entire session just days later.

But then my colleague told me about the Ebbinghaus Forgetting Curve, a 100-year-old formula developed by German psychologist Hermann Ebbinghaus, who pioneered the experimental study of memory. The psychologist’s work has resurfaced and has been making its way around college campuses as a tool to help students remember lecture material. For example, the University of Waterloo explains the curve and how to use it on the Campus Wellness website.

I teach at Indiana University and a student mentioned it to me in class as a study aid he uses. Intrigued, I tried it out too–more on that in a moment. The Forgetting Curve describes how we retain or lose information that we take in, using a one-hour lecture as the basis of the model. The curve is at its highest point (the most information retained) right after the one-hour lecture. One day after the lecture, if you’ve done nothing with the material, you’ll have lost between 50 and 80 percent of it from your memory.

By day seven, that erodes to about 10 percent retained, and by day 30, the information is virtually gone (only 2-3 percent retained). After this, without any intervention, you’ll likely need to relearn the material from scratch. Sounds about right from my experience. But here comes the amazing part–how easily you can train your brain to reverse the curve.


With just 20 minutes of work, you’ll retain almost all of what you learned.

This is possible through the practice of what’s called spaced intervals, where you revisit and reprocess the same material, but in a very specific pattern. Doing so means it takes you less and less time to retrieve the information from your long-term memory when you need it. Here’s where the 20 minutes and very specifically spaced intervals come in.

Ebbinghaus’s formula calls for you to spend 10 minutes reviewing the material within 24 hours of having received it (that will raise the curve back up to almost 100 percent retained again). Seven days later, spend five minutes to “reactivate” the same material and raise the curve up again. By day 30, your brain needs only two to four minutes to completely “reactivate” the same material, again raising the curve back up.

Thus, a total of 20 minutes invested in review at specific intervals and, voila, a month later you have fantastic retention of that interesting seminar. After that, monthly brush-ups of just a few minutes will help you keep the material fresh.


Here’s what happened when I tried it.

I put the specific formula to the test. I keynoted at a conference and was also able to take in two other one-hour keynotes at the conference. For one of the keynotes, I took no notes, and sure enough, just shy of a month later I can barely remember any of it.

For the second keynote, I took copious notes and followed the spaced interval formula. A month later, by golly, I remember virtually all of the material. And in case if you’re wondering, both talks were equally interesting to me–the difference was the reversal of Ebbinghaus’ Forgetting Curve.

So the bottom line here is if you want to remember what you learned from an interesting seminar or session, don’t take a “cram for the exam” approach when you want to use the info. That might have worked in college (although Waterloo University specifically advises against cramming, encouraging students to follow the aforementioned approach). Instead, invest the 20 minutes (in spaced-out intervals), so that a month later it’s all still there in the old noggin. Now that approach is really using your head.

Science has proven that reading can enhance your cognitive function, develop your language skills, and increase your attention span. Plus, not only does the act of reading train your brain for success, but you’ll also learn new things! The founder of Microsoft, Bill Gates, said, “Reading is still the main way that I both learn new things and test my understanding.”

By: Scott Mautz

Source: Pocket

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Critics:

Dr. John N. Morris is the director of social and health policy research at the Harvard-affiliated Institute for Aging Research. He believes there are three main guidelines you should follow when training your mind:

  1. Do Something Challenging: Whatever you do to train your brain, it should be challenging and take you beyond your comfort zone.
  2. Choose Complex Activities: Good brain training exercises should require you to practice complex thought processes, such as creative thinking and problem-solving.
  3. Practice Consistently: You know the saying: practice makes perfect! Dr. Morris says, “You can’t improve memory if you don’t work at it. The more time you devote to engaging your brain, the more it benefits.”
  4. If you’re looking for reading material, check out our guides covering 40 must-read books and the best books for entrepreneurs.
  5. Practice self-awareness. Whenever you feel low, check-in with yourself and try to identify the negative thought-loop at play. Perhaps you’re thinking something like, “who cares,” “I’ll never get this right,” “this won’t work,” or “what’s the point?” 
  6. Science has shown that mindfulness meditation helps engage new neural pathways in the brain. These pathways can improve self-observational skills and mental flexibility – two attributes that are crucial for success. What’s more, another study found that “brief, daily meditation enhances attention, memory, mood, and emotional regulation in non-experienced meditators.”
  7. Brain Age Concentration Training is a brain training and mental fitness system for the Nintendo 3DS system.
  8. Queendom has thousands of personality tests and surveys. It also has an extensive collection of “brain tools”—including logic, verbal, spatial, and math puzzles; trivia quizzes; and aptitude tests
  9. Claiming to have the world’s largest collection of brain teasers, Braingle’s free website provides more than 15,000 puzzles, games, and other brain teasers as well as an online community of enthusiasts.

 

How To Get Your Team To Stop Asking You Every Little Question

You’re finally in the flow, typing away and making progress on that strategy document. And then a team member IMs you a question. And then another one pops up. Before you know it, your afternoon is gone and you’ve made no progress. Sound familiar?

In order to make time for reflective thinking, managers need to facilitate their team members’ independence. This is especially important if your team is not physically together, because “quick questions” sent through team chat channels can otherwise be endless.

Start by analyzing the problem. What are the reasons your team members feel they need your input? Is it because they don’t have the confidence to make decisions on their own? Because they fear reprisals if they make the “wrong” decision? Because they are unqualified or inexperienced? Categorizing the types of issues can be helpful to recognizing patterns and taking corrective action.

Once you understand what they’re coming to you about, then you need to determine why, and what role you play in that. Does your behavior enable, or even encourage, your staff to bring you every little “speed bump” in their day? Does it lead them to believe that you are the only one who is authorized to solve problems or make decisions? Does the way you interact with them cause them to lack confidence in their own judgment or make the limits of their authority unclear to them? Do they have good reason to fear making a mistake?

Below are ideas you can implement in four specific categories that will empower your employees while promoting your own productivity.

1. Put an emphasis on attention management.

Start by identifying whether an “open-door policy” is something that is stated or promoted in your organization. If so, make it explicit with a clear definition. Of course it’s important for leaders to be available to their teams. But “being available” shouldn’t come at the cost of everyone’s work being interrupted unpredictably, all throughout the day. An open-door policy was never intended to mean that anyone is available to be interrupted at any time for any reason.

A better implementation is to be clear that everyone in your organization should be considered accessible, but not necessarily constantly available. Individual team members need to provide signals about when they are available to be interrupted, and when they aren’t. And the culture needs to support this undistracted work time.

In a virtual situation, encourage the team to practice attention management by periodically closing their email client, putting their phone on silent and out of sight, and setting their chat tools to “do not disturb.” You should model this behavior, because if you never do it, your team won’t either, no matter what you say.

In the office, indicate your do-not-disturb times with some sort of signal, and empower your team to do the same: You could use a do-not-disturb sign, a cubicle flag, or headphones, for example. Everyone should know what the signals are and what they mean. Then be judicious about putting them up to create undistracted work time, and taking them down when you’re willing to allow interruptions.

These scenarios might seem impossible at your organization. In that case, you need to look at the way communication flows. Put a focus on creating a culture that supports asynchronous communication, where the conversation isn’t always “live” but people can chime in when it’s best for their work flow. My favorite team collaboration tool, Twist, offers a great guide for how to do that.

2. Promote self-confidence in your staff.

Set boundaries for your employees, making sure they understand the responsibilities of their role, the types of decisions they can and should make on their own, and the general limits of their authority. Then, encourage them to find their own solutions to day-to-day problems. Instead of answering questions, try using the phrase, “I trust your judgment.” The more successful your direct reports are in solving their problems on their own, the more their confidence will grow. This is a great way to develop your team members while also increasing your own opportunities for undistracted work time.

One thing that can interfere with your team’s autonomy is if you’re the kind of manager who likes having a lot of control, and being involved in every decision. This kind of micromanaging is a burden on you and stifles your team’s growth. You can’t do everyone’s job for them, nor should you. Empower your team members to make their own decisions. If you are unsure whether you are micromanaging, ask a trusted peer or former employee to give you honest feedback.

3. Embrace the tough decisions.

If there are employees whose judgment you don’t trust, try to understand why, so you can find remedies. Do the employees have a gap in their skill sets? Would additional training help? Is the person new to the organization? Perhaps more time is needed to “learn the ropes.” Maybe finding a mentor or “buddy” on the team would be helpful. But set a time limit on this.

Occasionally, you may find you’ve made a hiring mistake. The hardest questions to face are whether you have the right person in the wrong role, or whether the person isn’t a good fit for the organization. Don’t drag your feet here. Make it a win for you and the employee by helping the person find another role at your organization, or a new job somewhere else. This will enable you to cut your losses, as well as help develop your company’s reputation as a good place to work.

4. Create a safe environment to make mistakes.

If there are serious, unpleasant consequences to honest mistakes, your organization has a “CYA culture,” where people aren’t coming to you because they want your input, they’re just looking for a way to shift any future blame. This will stifle growth and prevent your organization from being adaptable. Remember the old adage, “Praise in public, correct in private.” Speak to team members privately when one of their solutions does not provide the best outcome. Emphasize the idea that mistakes are opportunities to learn.

Hold team members accountable to their decisions by using mistakes as teaching opportunities. Call attention to the lesson learned, and make sure it sticks, but if the decision was ethical and made in good faith, be supportive and empathetic.

By implementing these four strategies, you’ll be able to minimize interruptions from your direct reports, and you’ll create more opportunities to focus on the thoughtful work your leadership position demands. In the process, you’ll inspire confidence, innovation, and creativity in your team members. When you empower your team to work more independently, you improve as a leader and ultimately, you contribute more to the success of the organization.

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Critics:
Team management is the ability of an individual or an organization to administer and coordinate a group of individuals to perform a task. Team management involves teamwork, communication, objective setting and performance appraisals. Moreover, team management is the capability to identify problems and resolve conflicts within a team. There are various methods and leadership styles a team manager can take to increase personnel productivity and build an effective team. In the workplace teams can come in many shapes and sizes who all work together and depend on one another.
They communicate and all strive to accomplish a specific goal. Management teams are a type of team that performs duties such as managing and advising other employees and teams that work with them. Whereas work, parallel, and project teams hold the responsibility of direct accomplishment of a goal, management teams are responsible for providing general direction and assistance to those teams.

Team building activities

Team-building activities are a series of simple exercises involving teamwork and communication. The main objectives of team building activities are to increase trust amongst team members and allow team members to better understand one another. When choosing or designing team-building activities it is best to determine if your team needs an event or an experience. Generally an event is fun, quick and easily done by non-professionals. Team building experiences provide richer, more meaningful results. Experiences should be facilitated by a professional on an annual basis for teams that are growing, or changing.

What makes teams effective

Team effectiveness occurs when the team has appropriate goals to complete and the confidence to accomplish those goals. Communication is also a large part of effectiveness in a team because in order to accomplish tasks, the members must negotiate ideas and information. Another aspect of effectiveness is reliability and trust. When overcoming the “storming” phase of Bruce Tuckman’s stages of group development, trust is established, and it leads to higher levels of team cohesion and effectiveness.

If there is a conflict, effectiveness allows cohesion and the ability to overcome conflict. Specifically in management teams, more weight falls on their shoulders because they have to direct and lead other teams. Being effective is a main priority for the team or teams involved. Unlike non-managerial teams, in which the focus is on a set of team tasks, management teams are effective only insofar as they are accomplishing a high level of performance by a significant business unit or an entire firm.Having support from higher-up position leaders can give teams insight on how to act and make decisions, which improves their effectiveness as well.

See also

 

7 Steps to Successfully Interacting With Others

Human beings are social beings, we are beings that we need from others. Therefore, it is very important to learn to relate, because if we can develop this skill, we will definitely be able to exponentiate our results. If you start to analyze, the most important achievements of our life have been obtained with the help of others. In such a way, that the quality of life we have is determined based on our relationships. That is why we present the 7 steps that will help you relate:

Step 1: Be curious

Life is full of opportunities to meet people. When do you have these opportunities? When you are in a waiting room, on a bus, when you are catching a plane, queuing at the bank, etc. Take an interest in the people who are close to you. Arouse that curiosity and start asking questions. Ask them about things that might be important to them, like what you do, who your family members are, or what your interests are. Break the ice and venture into conversations!

Step 2: listen to people

One of the greatest gifts you can give another human being is listening to them, giving them your attention and your time. How can you do it and show that you are actively listening? Put your cell phone aside, pay attention to the other person, maintain eye contact, ask questions that are intelligent, start to find common ground and develop a conversation. Finally, do not ask closed but open questions, so that the other person is also curious to have a conversation with you.

Step 3: be open

They have taught us that it is best not to say much about ourselves, for fear that if we are open, people may have certain information about us that makes us vulnerable and that can be used against us. My invitation to you is to break these wrong patterns and take risks. Learn to trust yourself and lose the fear of being open. Share smart and fun ideas. Your way of thinking will open the doors for you in the relationship with the other. You never know if what you say will make someone ponder something deep, laugh or look at you from a new perspective.

Step 4: Look for common themes

As different as human beings are, if you search and do some research you can find common themes. What could they be? If the person has a partner, who are their children, if they like to travel, read, do sports, what are their hobbies, etc. Develop the ability to ask questions and share stories, in such a way that you find topics that can relate to others and communicate different experiences that allow you to feel close.

Step 5: Avoid prejudice

Human beings, by social learning, tend to put labels or put people in a drawer because of how they look, their height, skin color, type of hairstyle, clothing, socioeconomic status, among others. We continually create a story around people, although in reality, we never know who is behind that image that is presented to us. Meeting many people will give you the opportunity to meet wonderful individuals and if they are similar or very different from you, with practice that will not prevent you from being able to relate and will definitely bring you closer to success.

Step 6: be authentic

It is essential to be authentic in relationships, to be yourself. It is something that people capture even if we want to hide it, because they realize when we put on a mask so that they do not see who we really are or perceive when we are pretending. Being authentic, sincere and transparent is a tool that will help you connect with others. My proposal for you is that you speak from the heart, share your opinions, learn to be yourself, because it is something that people will feel and value.

Step 7: Discover the value of people

Every human being has a value. If you manage to develop the ability to decipher what it is, it will definitely help you to relate. See what sets them apart, what makes them special, what they are proud of, etc. Find the value of each person and that will open the doors to a relationship.

By: Adolfo Tuñón

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Improvement Pill

Join My Mailing List For The 100 Interaction Challenge: http://improvementpill.net/programs​ Welcome to the BeeFriend course. In today’s lesson, we’re going to go over what I consider to be the fastest way to getting better at talking to other people. You can watch all the social skill/charisma videos that you want, but nothing will trump this one thing that will improve your communication skills. Start From The Beginning (BeeFriend Course Playlist): https://www.youtube.com/watch?v=sHfGg…​ Tamed Course (FREE Habit Building Course): https://youtu.be/m8JjuyRIxOg​ If You Are Interested In Coaching: Email Me At ImprovementPill@Gmail.com

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Memory & Attention Difficulties are Often Part of a Normal Life

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From young adults to people in their 60s, everyday functioning in today’s world can place high demands on our attention and memory skills.

Memory lapses such as forgetting an appointment, losing our keys, forgetting a distant relative’s name or not remembering why you opened the fridge can leave us believing our thinking skills are impaired.

But you might be too hard on yourself. Tiredness, stress and worry, and feeling down or depressed are all common reasons adults experience attention and memory difficulties.


Read more: What is ‘cognitive reserve’? How we can protect our brains from memory loss and dementia


Attention and memory systems

Attention and memory skills are closely connected. Whether we can learn and remember something partly depends on our ability to concentrate on the information at the time.

It also depends on our ability to focus our attention on retrieving that information when it’s being recalled at a later time.

This attention system, which is so important for successful memory function, has a limited capacity – we can only make sense of, and learn, a limited amount of information in any given moment.

Being able to learn, and later successfully remember something, also depends on our memory system, which stores the information.

Changes in attention and memory skills

In people who are ageing normally, both attention and memory systems gradually decline. This decline starts in our early 20s and continues slowly until our 60s, when it tends to speed up.

During normal ageing, the number of connections between brain cells slowly reduce and some areas of the brain progressively work less efficiently. These changes particularly occur in the areas of the brain that are important for memory and attention systems.

This normal ageing decline is different from dementia and Alzheimer’s disease, which cause progressive changes in thinking skills, emotions and behaviour that are not typical of the normal ageing process. Dementia comes from a group of diseases that affect brain tissue and cause abnormal changes in the way the brain works.


Read more: Why people with dementia don’t all behave the same


If you’re concerned your memory difficulties may be a symptom of dementia, talk to your GP, who can refer you to a specialist, if needed, to determine whether these changes are due to normal ageing, dementia or some other cause.

If you experience persistent changes in your thinking skills, which are clearly greater than your friends and acquaintances who are of a similar age and in similar life circumstances, see your GP.

Normal attention and memory difficulties

Broadly, there are two main reasons healthy adults experience difficulties with their memory and/or attention: highly demanding lives and normal age-related changes.

A person can be consistently using their attention and memory skills at high levels without sufficient mental relaxation time and/or sleep to keep their brain working at its best.

Young adults who are working, studying and then consistently using attention-demanding devices as “relaxation” techniques, such as computer games and social media interaction, fall into this group.

Adults juggling the demands of work or study, family and social requirements also fall into this group.

Most adults need around seven to nine hours of sleep per night for their brain to work at its best, with older adults needing seven to eight hours.

Most of us need seven to nine hours of sleep a night. Gorodenkoff/Shutterstock

The second common reason is a combination of ageing-related brain changes and highly demanding work requirements.

For people in jobs that place a high load on thinking skills, the thinking changes that occur with normal ageing can become noticeable at some point around 55 to 70 years of age. It’s around this time age-related changes in the ability to carry out complex thinking tasks become large enough to be noticeable. People who are retired or don’t have the same mentally demanding jobs generally experience the same changes, but may not notice them as much.

This is also the age many people become more aware of the potential risk of dementia. Consequently, these normal changes can result in high levels of stress and concern, which can result in a person experiencing even greater difficulties day to day.

Emotional distress can take its toll

Feeling down and sad can affect memory and concentration. When a person is feeling worried and/or down regularly, they may become consumed by their thoughts.

It’s important to recognise how you’re feeling, to make changes or seek help if needed. But thinking a lot about how you’re feeling can also take a person’s attention away from the task at hand and make it difficult for them to concentrate on what is happening, or remember it clearly in the future.

So feeling worried or down can make it seem there is something wrong with their memory and concentration.

Boosting your attention and memory skills

There are a number of things that can be done to help your day-to-day memory and attention skills.

First, it’s important to properly rest your mind on a regular basis. This involves routinely doing something you enjoy that doesn’t demand high levels of attention or memory, such as exercising, reading for pleasure, walking the dog, listening to music, relaxed socialising with friends, and so on.

Playing computer games, or having a lengthy and focused session on social media, requires high levels of attention and other thinking skills, so these are not good mental relaxation techniques when you are already mentally tired.


Read more: Why two people see the same thing but have different memories


It’s also important to get enough sleep, so you are not consistently tired – undertaking exercise on a regular basis often helps with getting good quality sleep, as does keeping alcohol consumption within recommended limits.

Looking after your mental health is also important. Noticing how you are feeling and getting support (social and/or professional) during longer periods of high stress or lowered mood will help ensure these things are not affecting your memory or concentration.

Finally, be fair to yourself if you notice difficulties with your thinking. Are the changes you notice any different to those of other people your own age and in similar circumstances, or are you comparing yourself to someone younger or with less demands in their life?

If you have ongoing concerns about your attention and memory, speak with your GP, who can refer you to a specialist, such as a clinical neuropsychologist, if needed.

Senior Lecturer in Clinical Neuropsychology, University of Melbourne

 

Source: Memory and attention difficulties are often part of a normal life

20 Signs You’re Doing Better Than You Think You Are – Brianna Wiest

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Take a deep breath. You’re doing amazing and if you doubt that just read these positive self affirmations to boost your esteem. You doubt your life. You feel miserable some days. This means you’re still open to growth. This means you can be objective and self-aware. The best people go home at the end of the day and think: “or… maybe there’s another way……

Read more: https://thoughtcatalog.com/brianna-wiest/2015/02/20-signs-youre-doing-better-than-you-think-you-are/

 

 

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The Neuroscience of Attention & Why Instructional Designers Should Know About It – Raluca C

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You know all those classic arguments couples have that begin with “I told you but you never listen!”? In truth, the listening part is not the issue, the remembering (or absence of) is the real problem. Paying attention is no easy thing and grabbing and holding someone’s attention is even trickier.

A fairly recent study calculated that the average attention span of a person has dropped from twelve to eight seconds, rendering us below the focusing capabilities of goldfish. Apparently this decrease is due to the fact that Heavy multi-screeners find it difficult to filter out irrelevant stimuli — they’re more easily distracted by multiple streams of media.

On the plus side, the report found that people’s ability to multitask has dramatically improved. Researchers concluded that the changes were a result of the brain’s ability to adapt and change itself over time and a weaker attention span is a direct consequence of going mobile.

What instructional designers should know about brain wirings…

For e-learning designers who face the challenge of creating quality modules that facilitate information retention and transfer it’s important to know how the brain works when it comes to attention – this being the first step in any learning process.

When faced with the challenge of processing the huge amounts of information it is being presented with, the brain brings forth several control measures. First it prioritizes the different types of stimuli – it chooses what information to recognize and what to ignore as well as establishing a hierarchy of what item deserves how high a level of concentration.

The brain is also wired to connect any new information to prior knowledge to aid the understanding of a new idea as well as to get a better picture of broader concepts.

Last but not least, the amount of time a person spends focusing on a certain topic is also important – some things can be learned in a few minutes, others take much longer than that and also require some pause.

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Since concentration means effort and that is no favorite of anyone’s, it’s important for difficult information to be presented in an engaging way.

… And about the cortexes involved

What neuroscience tells us is that in order for people to start paying attention, the stimuli need to make the cut. The brain’s capacity to discern between these stimuli is located in two different areas: the prefrontal and parietal cortexes.

The first is located behind the forehead and spanning to the left and right sides of the brain and has to do with conscious concentration. It is an important wheel of the motivational system and helps a person focus attention on a goal. The parietal cortex lies right behind the ear and is activated when we face sudden events requiring some action – it is what kept the human race alive through numerous encounters with those who considered us dinner.

Of course, throwing in a really big threatening dinosaur at the beginning of an e-learning module is not the way to go but it helps to keep in mind that people become focused when action is required of them or when they see how a certain learning experience might help them achieve a personal goal.

How attention relates to memory

Attention is a cognitive process that is closely related to another very important aspect of learning: memory. A certain learning intervention is deemed successful when the participants are able to remember and apply what was taught. Otherwise it can be the best experience ever but with no real knowledge value.

The brain’s permanent goal is to filter the stimulus that is the most immediately relevant and valuable, so it is easiest to pay attention when information is interesting. Take televised documentaries for example. If the presentation, the script, the imagery and the voice-over are all working together, even the life of armadillos who don’t do much over a few months period can seem utterly fascinating.

For effective learning to take place, participants must focus their attention on the learning activity. It is the designer’s job to help them do so by including various elements and levels of interactivity. Simply presenting the information can prove highly counterproductive since typically the mind wanders up to 40% of the times we read something.

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Tips for getting learners’ attention

There are, of course, a lot of great ways to get and keep learner attention. Here are a few examples:

  • Using emotionally charged storytelling – there is nothing as engaging as a good narrative, emotionally spiked at its most important points;
  • Getting the learners involved with the content – interactivity is a must if the goal is to get people on board with learning;
  • Using great visuals – the reason for our decreasing attention is that we are assaulted by imagery; carefully choosing what and how learners see has great barring on their involvement with the program;
  • Linking new concepts with familiar ones – the brain works by making connections between what we already know and what is novelty to us. Designers should facilitate this process by including the best suited comparisons in the content;
  • Keeping it simple – if something is interestingly presented, people will search for more information on their own. Cluttering screens does not help them learn more but prevents them from taking away what is essential.

Bottom line

If the learning material is not engaging, learners will have a hard time paying attention and that will lead to poor results. In order to create interesting material, instructional designers need to be mindful of what neuroscientists have to say about how the human brain works and include meaningful situations and opportunities throughout the modules.

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