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10 Signs You’re Meant For Something Bigger On Earth

10 Signs You’re Meant For Something Bigger On Earth

Do you ever feel like you’re destined for something bigger? That you’re not making the most of your time here? That you’re stuck in a rut despite trying your damnedest to find your way out?

You’re not alone.

Most of us yearn for something bigger and better in our lives. It’s part of being human. And if the following signs describe you, there’s a good chance you have great things to look forward to in your future.

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You’re never satisfied with “good enough.”

If you think you’re meant for something bigger, chances are you’re the type of person who goes above and beyond. You don’t settle for mediocrity. You don’t accept the status quo. And you definitely want to be the best in everything you do.

You’re not afraid to take risks.

Great leaders, thinkers, entrepreneurs, and game-changers embrace failure and learn from their mistakes. It’s a harsh truth, but if you don’t take risks in life, you’ll never reach great heights.

You take action when you feel inspired.

It’s okay if you tend to put things off until you’re really inspired. People who are meant for something bigger know when to make calculated decisions and when to take action. They let a combination of intuition and analysis guide their decision-making. And most of the time it results in good decisions.

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You love what you do so much you’d do it for free.

People who accomplish great things in life do what they love and love what they do … so much so that they would do it for free. That’s because they know they’ll get paid to do what they love eventually, which leads to our next sign …

You’re an entrepreneur at heart.

People who are meant for something bigger find ways to work for themselves. They often feel constrained while working for someone else. Even if they work for a company they don’t love, they find ways to do work on the side that helps them get closer to their goals.

You’re a true optimist.

Are you filled with hope and optimism about the future? People who are meant for something bigger are. Choose to look on the bright side and see the glass as half full.

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You’re able to focus your efforts on your best ideas.

Highly successful people have a lot of ideas but they don’t get bogged down by them. If you think you’re meant for something bigger, honestly evaluate which ideas you spend the most time on. If you find you’re wasting time on trivial tasks that aren’t getting you anywhere, ask yourself one important question: will doing this get me closer to finding my purpose?

You dream big.

Do you aspire to do great things? Do you want to change the world? If so, this is one of the biggest signs you’re meant to do great things. Harness that energy and take action every day to make it happen. You don’t have to be perfect. Focus on repetition and making small progress.

You seek new knowledge every day.

People who are destined for greatness are lifelong learners. They seek knowledge in books, on the Internet, and through conversation with intelligent people. The fact that you’re reading this article is testament to the fact that you’re a knowledge-seeker.

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You go out of your way to help others, even when it’s inconvenient to you.

Want to know the surest sign you’re meant for something bigger on this planet? It’s having the courage to go out of your way to help other people … without expecting anything in return. Do good deeds and help people less fortunate than you. When you give, you get. That’s what life is all about: putting your stamp on the world by making a difference in the lives of others.

More by this author

Scott Christ

Scott Christ is a writer, entrepreneur, and founder of Pure Food Company.

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Last Updated on February 21, 2019

The Secret to Effective Conflict Resolution: The IBR Approach

The Secret to Effective Conflict Resolution: The IBR Approach

In business, in social relationships, in family… In whatever context conflict is always inevitable, especially when you are in the leader role. This role equals “make decisions for the best of majority” and the remaining are not amused. Conflicts arise.

Conflicts arise when we want to push for a better quality work but some members want to take a break from work.

Conflicts arise when we as citizens want more recreational facilities but the Government has to balance the needs to maintain tourism growth.

Conflicts are literally everywhere.

Avoiding Conflicts a No-No and Resolving Conflicts a Win-Win

Avoiding conflicts seem to be a viable option for us. The cruel fact is, it isn’t. Conflicts won’t walk away by themselves. They will, instead, escalate and haunt you back even more when we finally realize that’s no way we can let it be.

Moreover, avoiding conflicts will eventually intensify the misunderstanding among the involved parties. And the misunderstanding severely hinders open communication which later on the parties tend to keep things secret. This is obviously detrimental to teamwork.

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Some may view conflicts as the last step before arguments. And they thus leave it aside as if they never happen. This is not true.

Conflicts are the intersect point between different individuals with different opinions. And this does not necessarily lead to argument.

Instead, proper handling of conflicts can actually result in a win-win situation – both parties are pleased and allies are gained. A better understanding between each other and future conflicts are less likely to happen.

The IBR Approach to Resolve Conflicts

Here, we introduce to you an effective approach to resolve conflicts – the Interest-Based Relational (IBR) approach. The IBR approach was developed by Roger Fisher and William Ury in their 1981 book Getting to Yes. It stresses the importance of the separation between people and their emotions from the problem. Another focus of the approach is to build mutual understanding and respect as they strengthen bonds among parties and can ultimately help resolve conflicts in a harmonious way. The approach suggests a 6-step procedure for conflict resolution:

Step 1: Prioritize Good Relationships

How? Before addressing the problem or even starting the discussion, make it clear the conflict can result in a mutual trouble and through subsequent respectful negotiation the conflict can be resolved peacefully. And that brings the best outcome to the whole team by working together.

Why? It is easy to overlook own cause of the conflict and point the finger to the members with different opinions. With such a mindset, it is likely to blame rather than to listen to the others and fail to acknowledge the problem completely. Such a discussion manner will undermine the good relationships among the members and aggravate the problem.

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Example: Before discussion, stress that the problem is never one’s complete fault. Everyone is responsible for it. Then, it is important to point out our own involvement in the problem and state clearly we are here to listen to everyone’s opinions rather than accusing others.

Step 2: People Are NOT the Cause of Problem

How? State clearly the problem is never one-sided. Collaborative effort is needed. More importantly, note the problem should not be taken personally. We are not making accusations on persons but addressing the problem itself.

Why? Once things taken personally, everything will go out of control. People will become irrational and neglect others’ opinions. We are then unable to address the problem properly because we cannot grasp a fuller and clearer picture of the problem due to presumption.

Example: In spite of the confronting opinions, we have to emphasize that the problem is not a result of the persons but probably the different perspectives to view it. So, if we try to look at the problem from the other’s perspective, we may understand why there are varied opinions.

Step 3: Listen From ALL Stances

How? Do NOT blame others. It is of utmost importance. Ask for everyone’s opinions. It is important to let everyone feel that they contribute to the discussion. Tell them their involvement is essential to solve the problem and their effort is very much appreciated.

Why? None wants to be ignored. If one feels neglected, it is very likely for he/she to be aggressive. It is definitely not what we hope to see in a discussion. Acknowledging and being acknowledged are equally important. So, make sure everyone has equal opportunity to express their views. Also, realizing their opinions are not neglected, they will be more receptive to other opinions.

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Example: A little trick can played here: Invite others to talk first. It is an easy way to let others feel involved and ,more importantly, know their voices are heard. Also, we can show that we are actively listening to them by giving direct eye-contact and nodding. One important to note is that never interrupt anyone. Always let them finish first beforeanother one begins.

Step 4: Listen Comes First, Talk Follows

How? Ensure everyone has listened to one another points of view. It can be done by taking turn to speak and leaving the discussion part at last. State once again the problem is nothing personal and no accusation should be made.

Why? By turn-taking, everyone can finish talking and voices of all sides can be heard indiscriminantly. This can promote willingness to listen to opposing opinions.

Example: We can prepare pieces of paper with different numbers written on them. Then, ask different members to pick one and talk according to the sequence of the number. After everyone’s finished, advise everyone to use “I” more than “You” in the discussion period to avoid others thinking that it is an accusation.

Step 5: Understand the Facts, Then Address the Problem

How? List out ALL the facts first. Ask everyone to tell what they know about the problems.

Why? Sometimes your facts are unknown to the others while they may know something we don’t. Missing out on these facts could possibly lead to inaccurate capture of the problem. Also, different known facts can lead to different perception of the matter. It also helps everyone better understand the problem and can eventually help reach a solution.

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Example: While everyone is expressing their own views, ask them to write down everything they know that is true to the problem. As soon as everyone has finished, all facts can be noted and everyone’s understanding of the problem is raised.

Step 6: Solve the Problem Together

How? Knowing what everyone’s thinking, it is now time to resolve the conflict. Up to this point, everyone should have understood the problem better. So, it is everyone’s time to suggest some solutions. It is important not to have one giving all the solutions.

Why? Having everyone suggesting their solutions is important as they will not feel excluded and their opinions are considered. Besides, it may also generate more solutions that can better resolve the conflicts. Everyone will more likely be satisfied with the result.

Example: After discussion, ask all members to suggest any possible solutions and stress that all solutions are welcomed. State clearly that we are looking for the best outcomes for everyone’s sake rather than battling to win over one another. Then, evaluate all the solutions and pick the one that is in favor of everyone.

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