Personal Continuous Improvement To Our Life: How It Works and How to Manage It?

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What is Continuous Improvement?

Let’s define continuous improvement. Continuous improvement is a dedication to making small changes and improvements every day, with the expectation that those small improvements will add up to something significant.

The typical approach to self-improvement is to set a large goal, then try to take big leaps in order to accomplish the goal in as little time as possible. While this may sound good in theory, it often ends in burnout, frustration, and failure. Instead, we should focus on continuous improvement by slowly and slightly adjusting our normal everyday habits and behaviors.

It is so easy to dismiss the value of making slightly better decisions on a daily basis. Sticking with the fundamentals is not impressive. Falling in love with boredom is not sexy. Getting one percent better isn’t going to make headlines.

There is one thing about it though: it works.

How Does Continuous Improvement Work?

So often we convince ourselves that change is only meaningful if there is some large, visible outcome associated with it. Whether it is losing weight, building a business, traveling the world or any other goal, we often put pressure on ourselves to make some earth-shattering improvement that everyone will talk about.

Meanwhile, improving by just 1 percent isn’t notable (and sometimes it isn’t even noticeable). But it can be just as meaningful, especially in the long run.

The power of tiny gains

In the beginning, there is basically no difference between making a choice that is 1 percent better or 1 percent worse. (In other words, it won’t impact you very much today.) But as time goes on, these small improvements or declines compound and you suddenly find a very big gap between people who make slightly better decisions on a daily basis and those who don’t.

Here’s the punchline:

If you get one percent better each day for one year, you’ll end up thirty-seven times better by the time you’re done.

This is why small choices don’t make much of a difference at the time, but add up over the long-term.

For much more on this concept (and an example of a coach who used it achieve huge Olympic success), read this: This Coach Improved Every Tiny Thing by 1 Percent and Here’s What Happened.

Continuous Improvement Tools

Now, let’s talk about a few quick steps you can take right now to start focusing on continuous improvement.

Step 1: Do more of what already works

We often waste the resources and ideas at our fingertips because they don’t seem new and exciting.

There are many examples of behaviors, big and small, that have the opportunity to drive progress in our lives if we just did them with more consistency. Flossing every day. Never missing workouts. Performing fundamental business tasks each day, not just when you have time. Apologizing more often. Writing Thank You notes each week.

Progress often hides behind boring solutions and underused insights. You don’t need more information. You don’t need a better strategy. You just need to do more of what already works.

Step 2: Avoid tiny losses

In many cases, improvement is not about doing more things right, but about doing fewer things wrong.

This is a concept called improvement by subtraction, which is focused on doing less of what doesn’t work: eliminating mistakes, reducing complexity, and stripping away the inessential.

Here are some examples:

  • Education: Avoid stupid mistakes, make fewer mental errors.
  • Investing: Never lose money, limit your risk.
  • Web Design: Remove the on-page elements that distract visitors.
  • Exercise: Miss fewer workouts.
  • Nutrition: Eat fewer unhealthy foods.

In the real world, it is often easier to improve your performance by cutting the downside rather than capturing the upside. Subtraction is more practical than addition.

One of the best ways to make big gains is to avoid tiny losses.

Step 3: Measure backward

We often measure our progress by looking forward. We set goals. We plan milestones for our progress. Basically, we try to predict the future to some degree.

There is an opposite and, I think, more useful approach: measure backward, not forward.

Measuring backward means you make decisions based on what has already happened, not on what you want to happen.

Here are a few examples:

  • Weight Loss: Measure your calorie intake. Did you eat 3,500 calories per day last week? Focus on averaging 3,400 per day this week.
  • Strength Training: Oh, you squatted 250 pounds for 5 sets of 5 reps last week? Give 255 pounds a try this week.
  • Relationships: How many new people did you meet last week? Zero? Focus on introducing yourself to one new person this week.
  • Entrepreneurship: You only landed two clients last week while your average is five? It sounds like you should be focused on making more sales calls this week.

Measure backward and then get a little bit better. What did you do last week? How can you improve by just a little bit this week?

Step 4: Always Think Positive

Positive thinking is a mental and emotional attitude that focuses on the bright side of life and expects positive results. A person with positive thinking mentality anticipates happiness, health and success, and believes that he or she can overcome any obstacle and difficulty.

Always thinking positive even it hard times and challenging moments in life, business, career, and with the family have a great impact to once life and future. Think positive will bring you to success and tremendous change in life. Having a positive mindset and positive upbringing will surely make influence others specially those around you.

Step 5: Be Strong and Never Give Up

Never Give Up means believing in yourself. It means willingness to accept “failure” so you can learn the critical skill of adaptation. It means not compromising on your most important values, and walking the walk, rather than just talking the talk. It means living the life you want and are passionate about.

Being Strong means able to perform a specified action well and powerfully. Having a strong will personality makes you surpass hardships in life and keep the head high while the foot on the ground. Being strong does not give people the right to suppress other but instead to be the light and inspiration for other people. Strong will person have a good leadership treats.

Here are 8 effective ways to become more mentally strong:

  1. Focus on the moment.
  2. Embrace adversity.
  3. Exercise your mind.
  4. Challenge yourself.
  5. Respond positively.
  6. Be mindful.
  7. Don’t be defeated by fear.
  8. Be aware of self-talk.

Everything really relies to the person involved and it need great courage to keep on improving ourselves and to never say “I give up”.

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5 Reasons New Hires Hate Onboarding

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Pop quiz: What’s the fastest get rid of a new hire? Answer: Give them a poor onboarding experience. A poor onboarding experience not only leaves new hires feeling confused about their role within the company and what’s expected of them, it may drive them away entirely. A recent study found that employees who have negative new hire onboarding experiences are twice as likely to look for new opportunities in the near future. And another report from SHRMestimates that 1 in 25 employees leave their jobs due to poor onboarding.

What makes the onboarding experience so unbearable? Here are a few reasons new hires hate onboarding, and a few ways to fix them.

Reason #1: They Have No Idea What’s Going On. All too often, new hires don’t have any idea what their first day on the job will be like. Once they sign the offer letter, they’re given a time and place to show up, and that’s it. Starting a new job is stressful enough without the added anxiety of not knowing what to expect when you show up. Alleviate some of your new hire’s first day jitters by sending them a schedule for their first week ahead of their start date, along with a list of FAQ’s to address common questions about the company.

Reason #2: It’s About You, Not Them. While the main purpose of onboarding is to teach your new employees with the company, that doesn’t mean simply giving a few PowerPoint presentations and calling it a day. A good onboarding process should focus on acclimating your new hires to the company and ensuring they feel confident in their new roles. In other words, making it more about them. Use this time to learn about the employee’s strengths, how they like to work and receive feedback, what motivates them and their career goals. This is also an ideal time to set goals and expectations, assign mentors and discuss learning and development opportunities. The more you personalize the onboarding process, the more engaged your new employees will be and the more value they will get out of it.

Reason #3: It Feels Like a Waste of Time. Many onboarding programs leave new hires asking themselves, “What’s the point of this?” That’s usually because the organization hasn’t clearly defined or communicated the purpose of the onboarding process, and what they want new hires to get out of it, which only leads to confusion and frustration on both sides. (In fact, a recent CareerBuilder study found that, of the 64 percent of employers who have a structured onboarding process, only 35 percent go over goals and expectations during this time.) And here’s the kicker: If employees feel that onboarding is a waste of time, they might be right. More than half of organizations (55 percent) don’t measure the effectiveness of their onboarding programs, according to research. If you’re not measuring results, how do you know your onboarding experience is even worth your new hires’ time?

Reason #4: There’s. So. Much. Paperwork. Nothing kills a new hire’s enthusiasm for the new job like having to fill out a bunch of paperwork on their very first day. Unfortunately, collecting personal information is a necessary part of the onboarding process; however, there is a way to make it a lot less tedious for your new hires (and your HR team). With the right onboarding technology, you can send new hires the necessary employment forms, verifications, and benefits and learning materials to fill out and sign electronically before they even start. By using a paperless system, you can get the paperwork out of the way, so you can focus on the engagement part of onboarding. The best part? A paperless system makes your HR team’s job easier, and mitigates the risk of human error that can happen when managing information manually.

Reason #5: It’s Information Overload. While you want new hires to become familiar with your company, services and products, clients and culture as soon as possible, you do not want to overwhelm them with too much information too soon. If you rush the onboarding process, it doesn’t enable new hires time to absorb all of the information you’re throwing at them, truly get a sense of the culture, and understand or appreciate how their roles contribute to overall company goals. The ideal onboarding process should last weeks or even months – not just a few days or hours. This gives the employee time to get acclimated to the new role, ask questions and get feedback, meet performance goals and set a solid groundwork for success.