Helge Christie's - Sustainable neuro strategy
She talks out load to stop global warming. Then she is met by split and rule technics: First ignore you. So make laughter. Then always criticise you. Then blame and shame you. When you win, they say they always have agreed with you. Here are 6 points and tips to ask those that criticise Greta.
1)Disqualify
2)Always criticise
3)Criticise because
4)Objectify
5)Should-ing
6)Tips to ask.
What do you think and feel?:
Ask questions that may open up brain networks:
What kind of questions do you ask in order to mobilise the different brain networks in your self and your employees? Mark Robert Waldman tests this illustration of brain networks in order to simplify. Please test these 8 steps:
1.What do you really want to get out of this conversation?
May give access to THINKING brain network (CEN).
2.Please tell me more about what you want to get out of this session?
May open to seeking MOTIVATION and reward network.
3.Why is it so important for you? What is the value for you to reach this goal?
May give access to WHOLENESS BALANCING AWARENESS VALUE network (SN).
4.Write down what you want and why it is valuable for you.
May give access to THINKING and motoric network (CEN).
5.IMAGINE, visualise what happen when you do what you want.
Ask your creative problem solving network, that is part of (DMN).
6.Do you get stuck? Ask your INTUITION how you may solve it.
Ask for non verbal inner feelings.
May give access to WHOLENESS BALANCING AWARENESS VALUE network (SN), salience or special network to integrate, balance the wholeness.
7.When you overview all what you have told in these earlier arguments – what insight, experience have you got so far in the conversation?
May give access to WHOLENESS BALANCING AWARENESS VALUE network (SN).
8.Some place in the conversation it may be appropriate to ask:
What feelings are coming up inside you? What do you feel about what you just said?
May give access to PRIMARY DEEPER EMOTIONS networks of: Rage or fear (fight or flight), care, grief, play networks.
Please tell what do you experience?
Do you want to experience your main brain networks,
please contact helge.christie@gmail.com
I often hear 3 arguments:
-Renewable energy, like wind turbines in untouched land, is better than coal and oil.
-Solidarity is that Norway should help EU as Europe’s Green Battery.
-Reduce consumption is necessary, but people are not willing.
Yes, I hear and accept you use these brain networks! However may I invite you to shift brain network? Please: Yawn-stretch-relax-observe without judging. Here I will address:
1)Too much thinking
2)Too much fantasy
3)Too little wholeness balance
4)Neuro-tip
Do you need more thinking, fantasy, motivation, emotions, or balance? Are you filled with pleasure, enthusiasm and curiousity - if we may explain these 5 main important brain networks? Are you becoming enthusiastic when you understand this more?
Some important brain networks are often ruling our brain (according or against our will). Even when we need to be in another network! The names of the brain networks are not so easy to understand and remember. That is bad, because they may be so helpful to remember and use consciously! How may we simplify the complex brain network theories that are emerging the last years? I choose to test to call 5 important brain networks for:
1)THINKING,
2)IMAGINATION,
3)MOTIVATION,
4)EMOTION,
5)WHOLENESS BALANCING - networks.
In Norway wind industry is allowed to destroy untouched nature areas with biological diversity. The thinking might be that to produce renewable energy for export and become The Green Battery of Europe – is so important, that it is OK to destroy beautiful wild nature in remote areas. Here are 4 alternative steps:
1)Genetic diversity is a higher risk than climate change.
2)Others says biological diversity is equal important threath as climate change.
3)The choise is not – either protect climate or genetic diversity.
4)Neuro tip: Shift from thinking - to wholeness brain network
How to reach the 17 Sustainable Development Goals of the United Nations by 2030? Two attitudes are possible: One is to focus on one goal at a time – without looking at negative consequences for the other goals. Another is to view a balance such that when focusing on one goal – it creates positive synergy for other goals. How do you think about this?
Here are 8 perspectives and one neuro-tip exercise for you:
If you want to increase focus time on sustainable development – you should yawn and stretch more often! How is that?
1)1000 academical studies
2)Yawning switches the brain from mind-wandering to thinking
3)Yawning is contageous
4)Yawning is more effective for your thinking than breething
5)Neuro-tip
There is hope to reach the United Nations Sustainable Development Goals within 2030.
Hope, possibilities, solutions, co-create with pleasure!
This is the alternative to rage, fear, apathy, terror, hatred, blame game, play victim roles.
This report combines the 17 Sustainable development Goals of the United Nations - with the 9 global boundaries of Stockholm Resilience Center:
Transformation is feasible (2018 october report)
How to achieve the Sustainable Development Goals within Planetary Boundaries
Jørgen Randers, Johan Rockström, Per Espen Stoknes, Ulrich Golüke, David Collste and Sarah Cornell
UN Sustainable Development Goals
On 25 September 2015, the 193 countries of the United Nations General Assembly adopted the 2030 Development Agenda titled "Transforming our world: the 2030 Agenda for Sustainable Development". This agenda has 17 goals and 92 paragraphs. It is a global signed platform for goals that are important to reach by 2030. Which of UN Sustainable Development Goals attract you most?
What will be your unique contribution to sustainable development goals? Within these goals: Will you take brave actions, modest actions, or wait till the mayority takes action? Here are the overview of the 17 goals. Within each goal there are lots of initiatives, strategies and places for you.
1.No poverty, poverty aleviation, just delivery
2.Zero hunger
3.Good health and well-being
4.Quality education
5.Gender equality
6.Clean water and sanitation
7.Affordable and clean energy
8.Decent work and economic growth, circular economy
9.Industry, innovation and infrastructure
10.Reduced inequalities, wealth redistribution, taxation
11.Sustainable cities and communities
12.Responsible production and consumption
13.Climate action, below 1.5 Celsius global warming by 2030
14.Life below water, plastic reduction and recycling
15.Life on land, biodiversity in food production
16.Peace, justice and strong institutions, dialogue. Truth, flexibility, inclusion, respect – co-create
17.Partnerships for the goals, cooperate, co-create, synergy
https://www.un.org/sustainabledevelopment/sustainable-development-goals/
Which network do you allow to rule your brain?
If we think 5 important brain networks, they may be called:
Thinking. Fantasy. Value-balancing. Positive motivation. Negative emotions.
:::::::::::::::::::::
Thinking, logic, executing network (EN). (Where Conscious mind in DLPFC is a small frontal part of EN.)
Fantasy, imagination, intuition, mind wandering, daydreaming, default mode network (DMN).
Value / balancing network, Salience network (SN).
Positve Motivation / reward network, Panksepp’s positive deep primary emotions (seeking, lust, care, play). (Dopamine)
Negative Emotion network, fight, flight, freeze, Panksepp’s negative deep primary emotions (rage, fear, grief).
What if we allow our thinking brain - cooperate with your positive emotions for seeking solutions with joy - be balanced with your personal inner values for future generations - in stead of our negative fantasy - and fear, fight or flight emotions?
Ønsker du å gå ut av et møte med mer inspirasjon enn da du kom?
Hender det at du må gå FORBI hersketeknikker og fryktkultur?
4 bøker på ett år – og brukt 26 år på å skrive dem:
Er du en leder som er fokusert på detaljer og å oppnå resultater? Det er både OK og lov. Det er sannsynlig at du leder noen som har andre talenter enn deg. Leder du noen som har preferanse for det store bildet? Som ser helhetssammenhenger? Som er gode til tverrfaglig samarbeid? Som ser synergier som oppstår ved nye typer samarbeid? Som skaper nye produkter, tjenester, knoppskyting som du ikke hadde tenkt på? Kanskje de kan bidra med nyskaping som bringer bedriften til neste nivå? Huff, det er ikke lett å lede noen som er svært annerledes enn deg! Du har min sympati. Men det går an å gjøre noen smarte triks. Hva tenker du nå?
«Innadvendt» eller «utadvendt» er eksempel som ofte henger sammen med talentene for å påvirke. I en annen artikkel viser jeg fire definisjoner eller aspekter av hva ulike folk mener med «innadvendt». Folk er veldig forskjellige og derfor er det normalt at de kan misforstå, snakke forbi hverandre og gjøre ulike ting.
Noen ganger har leder og medarbeidere helt ulike styrker innen områdene å tenke, bygge relasjoner, påvirke og gjennomføre. Hvordan kan en lede ulike personligheter med ulike preferanser?
Her er sju skritt for både leder og medarbeidere når de har ulike talenter.
Hva er din erfaring? Hva er din frustrasjon? Hvilke flere skritt trenger du hjelp til?
Hvordan kan du lede team med ulike personligheter? Syns du det er vanskelig å lede en som er ulik deg? Syns du det er vanskelig å bli ledet av en person med motsatt preferanse av deg? Du er ikke alene. Siden folk er unikt forskjellige, er det lett å snakke forbi hverandre og misforstå. Ofte forstår ikke lederen enkelte av sine medarbeidere. Det kan være mange årsaker.
Her skal vi se på forskjeller som kan oppstå mellom såkalte utadvendte og innadvendte. Her finner du - fire definisjoner av denne «innadvendt»-skalaen
– hva blir resultatet når du ikke klarer å lede «innadvendte»
- og 8 løsninger på hvordan du kan lede de ulike personlighetene.
Hva er din utfordring? Hva ønsker du hjelp til?
Illustrasjonen viser møte mellom menneskehjernen for tenking, chimpansehjernen for omsorg, og krokodillehjernen for frykt, spise eller bli spist. Folk er veldig forskjellige og derfor er det normalt at folk kan misforstå, snakke forbi hverandre og gjøre ulike ting.
Noen ganger har leder og medarbeidere helt ulike styrker innen områdene å tenke, bygge relasjoner, påvirke og gjennomføre. Hvordan kan du lede ulike personligheter med ulike preferanser? Her er sju skritt for både leder og medarbeidere når de har ulike talenter.
Hva er din erfaring? Hva er din frustrasjon? Hvilke flere skritt trenger du hjelp til?