Learned Helplessness

 Learned helplessness is a fascinating and important concept in psychology. Here's a breakdown of what it is:

 Definition:

Learned helplessness is a psychological state in which an individual, after repeatedly experiencing uncontrollable negative events, believes they are powerless to change their situation.

This leads to a sense of passivity and a lack of motivation, even when opportunities for change become available.

 Key Characteristics:

~ Perceived Lack of Control: The core of learned helplessness is the belief that one has no control over what happens.

~ Passivity: Individuals exhibiting learned helplessness tend to give up and stop trying, even in situations where they could make a difference.

~Negative Expectations: They develop a pessimistic outlook, expecting negative outcomes regardless of their actions.

Origins:

The concept was first described by psychologists Martin Seligman and Steven F. Maier through experiments with animals.

 Impact on Humans:

  ~ Learned helplessness can contribute to various mental health issues, including:

   ~ Depression

    ~ Anxiety

    ~ Post-traumatic stress disorder (PTSD)

  It can also affect academic performance, work productivity, and overall well-being.

 Factors that contribute to learned helplessness:

 ~ Repeated exposure to stressful or traumatic events.

  ~ Experiences of abuse or neglect.

   ~ A lack of perceived control in various life situations.

In essence, learned helplessness is about "learning" that your actions don't matter. This learned belief then stifles future actions, even when those actions could produce positive results.

K. H. Little Consulting Services

Kenneth H. Little, MA

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Behaviorism: A Brief History

 The history of behavioral psychology is a fascinating journey through the evolution of how we understand learning and behavior. Here's a breakdown of key figures and developments:

Early Influences:

 Ivan Pavlov (Late 19th - Early 20th Century):

  ~His work with classical conditioning, particularly his experiments with dogs, laid the groundwork for behaviorism.

~ He demonstrated that learned associations could be formed between stimuli and responses.

 Edward Thorndike (Late 19th - Early 20th Century):

~ His "law of effect" proposed that behaviors followed by satisfying consequences are more likely to be repeated, while those followed by unpleasant consequences are less likely.

~ This was a precursor to operant conditioning.

The Rise of Behaviorism:

John B. Watson (Early 20th Century):

 ~ Considered the founder of behaviorism.

 ~ In his 1913 paper, "Psychology as the Behaviorist Views It," he argued that psychology should focus solely on observable behavior, rejecting the study of internal mental states.

~ His famous "Little Albert" experiment demonstrated how classical conditioning could be used to create fear responses.

Operant Conditioning:

B.F. Skinner (Mid 20th Century):

~ Developed the theory of operant conditioning, which focuses on how consequences shape behavior.

 ~ He introduced the concept of reinforcement (increasing behavior) and punishment (decreasing behavior).

 ~ His work emphasized the role of the environment in shaping behavior.

Key Characteristics of Behaviorism:

~ Emphasis on observable behavior.

~ Rejection of introspection and the study of mental processes.

~ Focus on learning through association and consequences.

~ Belief that behavior is primarily determined by environmental factors.

Impact and Legacy:

~ Behaviorism had a profound impact on psychology, shaping fields such as education, therapy, and animal training.

~ While its dominance waned with the rise of cognitive psychology, its principles continue to be used in various applications, including:

 ~ Applied behavior analysis (ABA) for treating autism.

 ~ Behavioral therapy for anxiety and phobias.

 ~ Educational practices.

In essence, behavioral psychology has provided valuable insights into how we learn and how our behaviors are shaped by our experiences.

K. H. Little Consulting Services

Kenneth H. Little, MA

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Focus on Growth & Improvement

 Move toward the positive and constructive. Care and caution should be taken to focus on positive improvements, not problem reductions.  Problems reduce as improvement take place.  Note: This is general caution, not specific to every case.  I’m quite sure you can think of specific situations that are not congruent with this guidance, as can I, but those exceptions-to-the-rule are not the focus of this guidance.

Goals:

Improve Health & Well-Being
Improve Quality
Improve Morale

Improve Employee Skills

Objectives:

To improve health and wellbeing, walk x number of steps per day, meditate for x number of minutes per day, eat healthy food x times per day.

To improve quality output, improve specific process inputs. 

To improve morale, improve civility in the workplace by increasing the use of “please & thank you”, for example.

To improve employee skills, implement a training program that will provide structured quarterly training and constructive on-the-spot corrective supervision. 

 

Negative outcomes diminish in response to positive growth and development. For example, as morale improves employee tardiness and unwanted turnover will decrease.

If you act directly on the problem, the results may be counter-productive. Think “mole game.” You knock the mole down here and it pops up over there. Excessive focus on problems may inadvertently increase the problems.

Example: punishing tardiness is likely to increase employee resentments. Punishment / reprimand may not produce the results desired, while improving morale will have broad improvement effects. Constructive feedback is better than harsh or punitive feedback. Constructive feedback is a positive contribution. Harsh or punitive feedback is destructive of positive outcomes.

Negative Example: to reduce electricity use, lightbulbs can be removed.  Electricity use is reduced but the workspace is cast into darkness, as is the ability to produce safely. The specific objective is met, but the cost is broader and greater.

 

K. H. Little Consulting Services

Kenneth H. Little, MA

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Cracking the Code: FAST and SMART Objectives for Ultimate Success

Cracking the Code: FAST and SMART Objectives for Ultimate Success

We all have things we want to accomplish. Whether it is landing that dream job, running a marathon, or finally mastering that sourdough recipe, turning those dreams into reality requires a roadmap. That is where goal and objective setting comes in, but not just any objective setting – we are talking about the power of FAST and SMART objectives.

You have probably heard of SMART objectives, but what about FAST? Let us break down both frameworks and see how they can work together to supercharge your 

A note on goals and objectives: Goals are the big picture outcome you want to achieve. Objectives are the smaller, specific steps that will lead to goal attainment.

Example: Goal is to win the war. Objective is to take that hill. 

Example: Goal is to get fit. Objective is to walk a specific number of steps per day. 

Try to frame your goals and objectives in positive constructive terms. For example, I will improve my fitness by exercising more and eating healthy foods.

Framing goals and objectives in the negative may work against you. “I will quit smoking”, for example, may work against you. “Quitting” may have a negative connotation that discourages you from following through. Words matter. Your subconscious is active.

Try to move toward positive constructive outcomes.

SMART Objectives: The Classic Framework

SMART objectives have been a cornerstone of effective objective setting for years. They provide a clear structure to ensure your objectives are well-defined and achievable.

•  S - Specific: Your objective should be clear and unambiguous. Avoid vague statements like "get in shape." Instead, say, "lose 10 pounds."
•  M - Measurable: You need a way to track your progress. How will you know when you have reached your objective? Use quantifiable metrics like weight, revenue, or number of tasks completed.
•  A - Achievable: Your objective should be challenging but realistic. Setting unattainable objectives can lead to discouragement. Consider your resources and limitations.
•  R - Relevant: Your objectives should align with your overall goals and values. Does it contribute to your bigger picture?
•  T - Time-bound: Set a deadline for your objectives. This creates a sense of urgency and helps you stay on track.

Example of a SMART Objective:

"I will increase my website's monthly traffic by 20% within the next three months by publishing two high-quality blog posts per week and actively promoting them on social media."

FAST Objectives: The Modern Approach

While SMART objectives are effective, the fast-paced nature of today's world calls for a more agile approach. Enter FAST objectives.

•  F - Frequently Discussed: Regularly talk about your objectives with others, be it your team, mentor, or accountability partner. This fosters transparency and keeps you accountable.
•  A - Ambitious: Aim high! Don't be afraid to set challenging objectives that push you a bit outside your comfort zone. Ambitious objectives can inspire greater effort and innovation.
•  S - Specifically Defined: Just like SMART objectives, clarity is crucial. Ensure your objective are precise and well-articulated.
•  T - Transparent: Make your objectives are visible to yourself and others. This creates a sense of shared responsibility and encourages collaboration.

Why FAST Objectives Matter:

•  They encourage continuous communication and feedback, allowing for adjustments along the way.
•  They promote a growth mindset by encouraging ambitious targets.
•  They foster a culture of transparency and collaboration.

Combining FAST and SMART: The Ultimate Objective-Setting Powerhouse

The beauty of these frameworks is that they complement each other. You can use SMART objectives to define the specifics of your goals, while FAST objectives ensure you stay motivated and accountable throughout the process.

Here's how you can integrate them:

•  Use SMART to define the "what" and "when" of your objective.
•  Use FAST to ensure the objective is frequently discussed, ambitious, and transparent.

Practical Tips for Success:

•  Write your goals and objectives down: This makes them more tangible and reinforces your commitment.
•  Break down large goals into smaller, manageable objectives: This makes them less overwhelming.
•  Track your progress: Regularly review your progress and make adjustments as needed.
•  Celebrate your successes: Acknowledge and reward your achievements, no matter how small.
•  Embrace flexibility: Be prepared to adapt your objectives as circumstances change.

By mastering the art of FAST and SMART objective setting, you will be well on your way to achieving your goals and unlocking your potential.

 

K. H. Little Consulting Services

Kenneth H. Little, MA

KHLittle603@gmail.com

kenlittle-nh.com

 

 

What Strategies Facilitate Personal Continuous Improvement

 

Q: What strategies have you found most effective in facilitating continuous improvement for both individuals and organizations?

A: That’s a big question. Continuous improvement is not an easy process. There is a whole learning curve involved that includes self-knowledge. And, there is a practice-to-mastery component. 

In the tiniest nutshell, start very small, practice everyday, note when you feel resistance, take note of that and self-reflect for weeks to discover the origin, celebrate tiny wins, keep it going for at least 100 days to create a neurological pathway and habit. 

Is there something specific you want to work on? 

Forgiveness is a Practice to Mastery Skill

Forgiveness is a practice to mastery skill. 

If interested, read on. 

I had a powerful experience many years ago.  My wife had died after an extended struggle with cancer. In the year preceding her death, as her cancer worsened, my wife and I went away together - for the last time - to a conference in Boston. We had a wonderful time. 

On our way home, we received a call from my sister-in-law reporting that our oldest son had a near drowning experience while swimming at the health club pool. He was 5. My mother-in-law had not been supervising him as my wife had instructed her to. She had disregarded the instructions. 

To keep it short, my wife spoke with the ER doc, who reported that everything was fine. Our son was alert, sitting up, and playing with toys. 

My wife hung up, called one of her partners (she was a pediatrician), and asked him to have out son airlifted to the PICU at the major hospital. 

We arrived at the PICU before our son, watched at the wheeled his intubated, induced coma little boys into the PICU. We waited there to see if he were going to live or die. I held my dying wife’s hand while we waited. 

There were additional isolations by my mother-in-law as my wife neared death and after she had died. I was filled with trauma-rage for years after.

One day, ironically while I was driving to therapy, I heard a story on NPR about a man who had forgiven the man that had murdered his father. 

My first knee jerk thought was “that’s bullshit”, but then I thought “how do I know what he did or didn’t do?” I decided that I would just take his word for it. 

In that instant, I had a “SEEing” experience. The whole concept of forgiveness opened up in my heart. 

I saw that I could forgive my mother-in-law first. Clearly her transgressions had been less severe. Then I saw that I could forgive everyone throughout my entire life who had harmed me. 

Then the biggest epiphany of all opened in my heart. I saw that I could forgive myself for all of the transgression I had committed throughout my life. 

Forgiveness is a practice-to-mastery skill. It’s not a natural predisposition. I started practicing. I practiced forgiving my mother-in-law a little bit at a time. I meditated, imagined exhaling her transgressions and my rage as little specks of fine dark powder. I imagined them leaving my body, get caught in the breeze, moving across my yard, through the forest, up into the sky, then being dispersed into the atmosphere. I imagines some of them leaving the atmosphere and going off into the solar system. 

I did this every day. As my heart healed with my mother-in-law, I moved to the next person, then the next, then the next … slowly practicing forgiveness of their transgressions going all the way back into my earliest memories of childhood. 

Then I started the same process of forgiving myself. 

I’ve gotten better at forgiveness. I now forgive transgressions on the go, as they occur. 

Fortunately / unfortunately social media provides ample opportunities to practice. 

K. H. Little Consulting Services

Kenneth H. Little, MA

KHLittle603@gmail.com

kenlittle-nh.com

Workplace Incivility

Workplace incivility is a growing problem in today's work environment. It can take many forms, from subtle microaggressions to more overt acts of disrespect. No matter what form it takes, incivility can have a significant negative impact on both individuals and organizations.

What is workplace incivility?

Workplace incivility is defined as low-intensity deviant behavior with an ambiguous intent to harm the target, in violation of workplace norms for mutual respect. In other words, it's behavior that is rude, discourteous, or disrespectful, but not necessarily violent or threatening.

Examples of workplace incivility:

 * Talking behind someone's back

 * Gossiping

 * Making sarcastic or belittling remarks

 * Ignoring or excluding someone

 * Interrupting someone

 * Taking credit for someone else's work

 * Spreading rumors

 * Making faces or rolling your eyes

 * Sending rude emails or text messages

 * Being late to meetings or appointments

 * Dressing inappropriately

 * Using offensive language

 * Making discriminatory remarks

The impact of workplace incivility:

Workplace incivility can have a significant negative impact on both individuals and organizations. For individuals, it can lead to:

 * Increased stress and anxiety

 * Decreased job satisfaction

 * Reduced productivity

 * Increased absenteeism

 * Burnout

 * Depression

 * Health problems

For organizations, incivility can lead to:

 * Decreased productivity

 * Increased turnover

 * Lower morale

 * Damage to reputation

 * Legal problems

What can be done about workplace incivility?

There are a number of things that can be done to address workplace incivility. Organizations can:

 * Create a culture of respect

 * Develop clear policies and procedures

 * Provide training for employees

 * Take complaints seriously

 * Investigate complaints thoroughly

 * Take appropriate disciplinary action

Individuals can:

 * Speak up when they experience or witness incivility

 * Set boundaries

 * Model respectful behavior

 * Seek support from others

Conclusion:

Workplace incivility is a serious problem that can have a significant negative impact on both individuals and organizations. By taking steps to create a more respectful workplace, we can all help to reduce incivility and make our workplaces more positive and productive.

Additional resources:

 * Workplace Incivility - Quality Improvement Center for Workforce Development

 * Workplace incivility - Wikipedia

 * Incivility in the Workplace: Best Practices for Managers - Indeed

 * Workplace Incivility & Micro-Incivility - Culture Shift

 * Workplace incivility: a concept analysis - PubMed

K. H. Little Consulting Services

Kenneth H. Little, MA

KHLittle603@gmail.com

kenlittle-nh.com