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
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
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. firstname.lastname@example.org)