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8 Things Highly Motivated People Do Differently

8 Things Highly Motivated People Do Differently

Everyone has a burning drive inside of them. For some, they need to learn from others to find it. For others, the drive comes naturally and pushes them to do great things. See what those naturally highly motivated people do differently and what they can teach us.

1. They move on

Highly motivated people don’t dwell on problems. If they mess up on a speech in public, fail a test, or do something embarrassing, they don’t try to push it away. They don’t let their mistakes stop them from achieving their goals. Instead, they look at these mistakes as nothing but simple moments in their life. They accept them, learn from them, and move to the next thing on their to-do list.

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“You build on failure. You use it as a stepping stone. Close the door on the past. You don’t try to forget the mistakes, but you don’t dwell on it. You don’t let it have any of your energy, or any of your time, or any of your space.”  – Johnny Cash

2. They wake up early

For most people, the morning is the most productive time of the day. While the world sleeps, highly motivated people are getting things done. Distractions seem to disappear and great ideas will come fast in early morning.

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“Early to bed and early to rise, makes a man healthy, wealthy and wise.” – Benjamin Franklin

3. They read…a lot

When Bill Gates and Warren Buffet were asked if they could have one super power they answered the same thing: to be able to read faster. Highly motivated people are always learning. Reading allows one to take in the knowledge of some of the smartest people who have ever lived. Highly motivated people don’t spend much time watching reality TV – they do, however, spend their time reading. Need some books to read? Get started with these 21 amazing autobiographies.

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4. They plan

Highly motivated people don’t leave things up to chance. Planning allows people to get things done faster and better. Highly motivated people know this, and they make use of it. Start waking up and planning all the things you have to do for the day. You’ll be amazed at how much more productive you are.

5. They set goals

Highly motivated people are always working for something. They know what they want, and they search for ways to achieve it. Lifehack is filled with great articles on setting goals. Check out this one and start working for something.

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6. They seek advice when needed

There will be points in everyone’s life where they just can’t do it on their own. Highly motivated people are not afraid to go out and look for help. They don’t let stubbornness keep them from reaching their goals. Oftentimes, the best resource can be a person you see everyday. Help them and they’ll help you. Yes, it’s that simple.

7. They are grateful

Gratefulness has been shown to improve happiness time and time again. Highly motivated people know this and they practice gratefulness all the time. It helps keep them grounded and reminds them that they also had some help. Try to write down 5 things you’re grateful for every day. It doesn’t matter if they’re big or small – just 5 things you’re grateful for.

8. They don’t set limits

Highly motivated people never stops trying. They pursue their dreams without worry. Limits don’t exist in their minds. Take a second and imagine where you want to be in 5 years. Don’t worry about how impossible it sounds. Remember, highly motivated people don’t set limits. Now write it down. A highly motivated person would hang that piece of paper up, read it every morning, and work towards it every day.

What will you do?

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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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