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Why human resources development urgently needs new DNA - Part III

Continue from 01/11/09

Our emotions and beliefs directly influence everything in our daily lives, either positively or negatively. Negative emotions can sabotage our efforts, while positive emotions can fuel great achievements. Negative feelings, such as fear, anger, envy, resentment, guilt, anxiety, stress, etc arise from our interpretation of past events or perceived outcome of impending events. They are founded primarily on fear - fear of failure, poverty, rejection, ridicule, loneliness, etc. Unfortunately, as the Law of Attraction states, what we fear the most, is most likely to happen.

Developing the 10 Power Centres will gradually transform all our negative emotions. However, complementary methods, such as changing mindset, can accelerate the transformation of negative emotions into positive ones. When our lives are comfortable, we stagnate in our comfort zones, instead of growing and reaching higher. HRD programmes have to help people find the 'Gift' in everything unpleasant in their lives, which will make their pain and suffering vanish, boost their self-image and empower them.

Beliefs are the primary building blocks of our lives, which govern our thoughts, feelings, attitudes, behaviour and actions. Beliefs are the starting points of all our creations, and we achieve whatever we firmly believe in. Our Beliefs, which are formed at an early age and supported by impressionable experiences, determine every aspect of our lives today. Since we created all our beliefs, we have the power to transform them the way we want.

Here again, developing the 10 Power Centres will gradually dilute negative beliefs. However, HRD programmes can accelerate the process by helping people to identify their negative beliefs and overwrite them with stronger positive beliefs. This will remove the invisible roadblocks that negative beliefs are causing in their lives at home and work.

Miracles happen to those who believe in them and work passionately to achieve them. For example, When Sir Richard Branson, the head of a record company, decided to start Virgin Atlantic in 1984, the patent office refused to register the brand name for 3 years because it was considered too 'rude'. The New York Times asked: Who would ever fly in an airline called Virgin? Britain's leading marketing magazine published the results of a survey that said only 10 per cent of people would fly in an airline called Virgin.

Sir Richard Branson had the Heart, Mind, Willpower and Passion (4 Dimensions of Success) to ignore the critics, and Virgin Atlantic became the airline of choice between the UK and USA. Through his naturally developed Power Centres, he was instinctively able to deploy the 5 human intelligences to create the right brand values for Virgin Atlantic, generate luck through focused energy and effort, blend in a touch of madness, sense a high-growth field and develop the new talents needed to excel in it. The same fundamental concepts apply to all people who have achieved outstanding success, in every field of human endeavour.

During the current recession, I have noticed that as the top management of many affected companies cut 'unnecessary' costs, HRD budgets are the first to be slashed. Is this due to their lack of perception of the importance of HRD, or is it because HRD has not made a perceptibly significant contribution to corporate competitiveness or performance?

The time has come for HRD to take responsibility for producing a new breed of corporate superstars - people who are physically, mentally and emotionally primed to lead their companies to long-term success, under the most difficult conditions, using minimal resources. That is why HRD needs new DNA based on the holistic and multidimensional approach I have briefly outlined. I think the bottom-line is: How many Richard Branson's have HRD produced in the past, and how many are in the pipeline?

(Dr. Jinadasa, a Chartered Engineer with a DBA (Doctorate in Business Administration) in Corporate Strategy, and a Management Consultant with over 30 years of top-level experience in Europe, USA and Sri Lanka. His training programmes present new thinking and strategies for achieving sustainable corporate success under difficult conditions. asokajin@gmail.com)

 

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