hey, yes.. Am also aware of the organization ...n I met Edward de Bono too when he was in India last year.. it is nice hearing him think out loud.. n his concepts definitely are amazing..

I've been a certified trainer for a few years now..

Thanks for sharing the session details..

hi diana
very soothing experience seeing the stills on screen..

As I spent 10 minutes reading through the 23 replies for this topic, I knew that I had intended writing my thoughts and feeling about generally terrorism and specifically against the concerned incident... Now, I changed my mind..

Yes, my heart goes out too.. I have lost people I know in the blasts in Mumbai trains 2 years back and feel the pain... I lost a very good friend from Boston in the WTC disaster... Appreciate and empathise with all of us who do feel likewise too. Emotions do fly high and an urge to do something most often takes over rationale thought to which we ultimately come to after initial expressal and outbursts... and a pity, these rational thoughts often become discussions and lie in pockets in various forums across the world.

What should governments do, what should be done etc etc are so many and so well voiced and expressed.. that why dont we try something different?
Here's a thought... Why don't we put together a list of "What each individual can and should do, so as to create a sense of calmness and peace within self, and around in the friends and community?" Can we consolidate and spread a list that propheses this rather than one that says stop terrorism? can we initiate one and spread it across and have a common point of convergence of all ideas?

Very interesting thoughts... about Toyota and also about the system Ramakrsihna :) more on it personally..

Regarding Toyota, it is endearing to see a company value its people and as many of you rightly pointed out, it is a nice example of retaining people, give and take, building loyalty, inspiring each person to feel as a family.

While at the same time, it is also true that the current recession and any recession or low in the market can affect this kind of a policy. In dire times, maintaining not to lay off anyone can add a lot to costs... The beauty would be to maintain it and while doing so find alternate ways to effectively utilize each employee... to leverage all other options of 'cost-cutting' except asking people to leave, so that the organization can still continue... and when times get back (which they will, sooner or later, slowly maybe) and when comnpanies go recruiting like crazy, then - this policy will uphold its credibility.

Innovation and Learning are the 2 solutions that can compensate the costs incurred by not laying off people...

Revathi is a star.. a birth star

Regarding Ramakrishna's sentence about "what is in a name... a rose is a rose... " --

yes, a rose does not change or become differnet just 'coz we call it by some other name. so, to oneself, a name is not a differentiator. still, calling it a rose is how we define it and identify it.. so, what others perceive us happens based on certain qualities we posses and people attribute them collectively and talk about it by referring to "my name"

nice to hear many thoughts.. here's my 2-bit..

when I say "I want" - it is almost like I am placing a request and waiting - and may not do anything to get what I want.

when I say "I need" - I might believe that it is essential to me and thus strive too hard to get it without looking for other possible options.

when I say "I choose" - it means I have considered options and decided what course to act upon and am taking action 'coz it is a conscious decision.

a very good joke :) fun to read n to laugh out loud.. thans for posting it..

also, interesting lessons about 2 points --- (a) creative ideas can be grown so much .. both students' n teacher's creativity and (b) being honest always is better than not being honest :)

Interesting contradictory thoughts... I feel like responding to the generic viewpoints – keeping in mind that each individual may have experiences that are different than what I conceptualize and each person is entitled to live by those experiences rather than a generic behavioural and psychological concept.

Reading this page reminds me of the popular statement that most behavioural trainers rely on, “different things work with different people. Pick what works for you and use that.” Not always true. There are always principles and laws in this world that when practiced the way they are professed, will definitely help an individual succeed. Problem is, we do not always follow them as professed, but do so as we like... coz of which the outcome is not the same as it is supposed to be.

The same is true in the case of forgiving also. We so easily say “forgive and move on – that is the way to success” that we do not ask the one important question – “how? How does forgiving and letting go of hatred help clear up the path to success? How should I work on forgiving such that it will clear that path?” Even in today’s age of techniques and concepts such as NLP’s modelling and Meta Mind Management, we do not ask the vital ""why?"

Many people also say – “I am not like the Mahatma. I will not show my other cheek if one is slapped. In today’s world I will do what it takes for me to go forward and those who purposefully come in my way with negative intentions towards me are wrong and I do not need to forgive them.”

Very true, you do not need to... In the article, potatoes are taken as an analogy for hatred. Let us think about this for a minute: it is true that potatoes over a period of time do get rotten! However, it is but human to usually carry these potatoes (feelings) with us for some time. What is important is what do we do with these potatoes for the time that we carry them (while they are not yet affecting us)? Do we achieve what we have to and then get rid of them before they become a problem for us? Or do we just let them be and let them rot and keep holding onto them until they become unbearable (in life this can be stress and frustration caused by our feelings).

Meta Mind Management happens when we accept the negative feelings that arise in us (instead of trying to be saintly – of course, assuming we encounter these once in a while as humans), and know what to do with them such that they help us towards our goals, and then discard them aside before they start to harm us...

nice concept... simple and profound questions that are not easy to answer.. :) even in the one on one coaching we do for a self mastery wherein there is professional guidance for answering a few of these, still the mind runs erratic each time... with different answers.. :)

Also, there are many psychometric and psychological profiling HR tools that help an individual understand oneself better - 16PF, Firo-B, DISC, MBTI, PAPI, etc. and they each in their own unique way tell us something about ourselves.. the only caution in this structured wan of exploring self is to be wary of not categorizing ourselves as one kind of a person and to believe that we can be as flexible as we need to be...

Revathi Turaga
Meta Mind Management Trainer

90-10 principled is propogated and popularized by Stephen Covey in all his training sessions as well as in the book "7 habits of Highly effective people".
The principle talks about the circle of concern and non-concern and in the circle of concern about the area of control and area out of control. The are in control is the 90% which is most of what we think, feel, say and do. The 10% is the extremes such as natural calamities and other minute things such as what other people say and do. Them impact that the 10% can have in our life again depends on how we take the 90% forward.

Also, Meta Mind Management defines a difference between response and reaction as a "matter of choice". I can choose to be angry and aggressive at someone to get a task done, but the very fact that I am choosing to do so and also am in control of whatever i am saying and doing then, makes it responsive and not reactive.

Reactive is when it happens or you end up doing.. Responsive is when you choose to make it happen or choose to do.