Category Archives: Career Success

career, Career choices, Career Success, City of Whitehorse, CV, Employability, Pauline Bennett, Recruiters, Resume

Creating Winning Resumes Audio Download

This is a recording of my recent interview with Pauline Bennett, Manager Organisation Development from the City of Whitehorse.

Pauline shares key insights from an employer’s perspective about what you should, and most definitely shouldn’t include in your resume if you don’t want to be rejected within the 15 to 30 seconds that a recruiter will be reviewing your resume.

Either play or download this terrific information.

Gary Ryan enables individuals, teams and organisations to matter.
Visit Gary at http://garyryans.com
Career Success, Life Balance, OTM Plan For Personal Success, Personal Development, Personal Vision, Professional Development, yes for success

Key Steps When Planning Personal Success

Last week I surpassed 5,800 participants of the OTM Plan for Personal Success® program. The program enables participants to identify exactly what they want out of life and how they are going to create that life.

plan for personal success, Gary Ryan, Organisations That Matter, Yes For Success

The program covers:

  • One Core Concept
  • Background Research – on yourself
  • Five Principles for Personal Success and Life Balance
  • Six Vital Strategic Areas for Success

The planning process always follows these four steps:

  1. Identify what you want to do
  2. Clarify your starting point
  3. Brainstorm the strategies/actions that will move you from where you are to where you want to be
  4. Prioritise those strategies/actions so that you identify their order and/or key strategies/actions that have the highest leverage for achieving your desired outcomes

You might wonder why you don’t start with Step 2 first?

No matter what planning you are doing whether it be for your organisation, your team or yourself, you should always start with what you want to achieve. If you start with where you are then you are at significant risk of being ‘blinded’ by your current circumstances. For example if you are in a job that you don’t like because it isn’t fulfilling, you aren’t challenged and not recognised for the value that you are providing, then this will make it hard for you to create a plan to achieve what you do want from a career if your starting point for your plan is your current situation. Quite simply your current situation will have very clear examples of why you can’t have what you want out of a career.

Your current situation often provides motivation for you to move away from it, but when you create your plan you must focus on getting as clear as you possibly can about what success really looks and feels like. You must focus on the outcome you want first.

What would a fulfilling career look like? What would your relationships with your colleagues look like? Would you be working more on your own, as part of a team or a mixture of both? What would ‘respect’ look and feel like up, down and across the hierarchy of your ideal organisation? Would you be travelling a lot or not all? What would your income be?

For each of your answers to these types of questions you must ask yourself why you want what you want and picture it as clearly as possible. “But what if I don’t know exactly what I want?”, I hear you ask.

If you don’t ‘know‘ exactly what you want then I urge you to find the questions that you would like answered. If you think about it, what you actually want is to have discovered the answers to your own questions. So discovering and exploring the answers to your own questions become the focus of your strategies and actions in Steps 3 & 4 of this process.

Fortunately we humans are amazing explorers. I’d argue that the world we have created has resulted largely from our ability to explore and discover the answer to our own questions, such as a famous question asked by Isaac Newton, ‘How can electricity give light?’.

When planning follow the four steps above, they are powerful and they work.

The OTM Plan for Personal Success® has just been launched on an online platform called Yes For Success so that anyone can now access this powerful process for creating the success and life balance that you want.

Gary Ryan enables organisations, leaders and talented people to move Beyond Being Good.
Authority, career, Career Success, High Performance, Leaders, Leadership Development, life success, Personal Development, Professional Development

A view of leadership from the ‘other side’

Below is a dialogue between two colleagues. One of them Paul, is upset with his manager because he believes that while she preaches ‘collaboration’, she is in fact (to him) a hypocrite. His colleague Aiden provides a different perspective and eventually enables Paul to see that maybe his manager isn’t the hypocrite he thinks she is.

Paul: “Amanda is a hypocrite!”

Aiden: “What do you mean?”

Paul: “Well, she says that she wants us to collaborate, so I gave her my opinion about the Seymour incident and she’s pulled rank on me. I’ve been told that it’s her decision and that if I do what I said I was going
to do, then I’ll be in trouble.”

Aiden: “Hmmm. You’re saying that Amanda has asked you for your opinion, you’ve given it and she’s made a decision that is not what you want. Is that correct?”

Paul: “Yes. That is exactly what has happened. She’s a hypocrite!”

Aiden: “Paul, let’s slow down for a second. What behaviour does Amanda display when you believe that she has listened to you?”

Paul: “Well, that’s easy. She does what I want. That proves that she has listened. After all, that’s what collaboration is, isn’t it?”

Aiden: “Well, not exactly. If we slow down and listen to what you’re saying it sounds like Amanda has to do what you want otherwise she isn’t seen to be listening to you. Is that what you mean?”

Paul: “No, not really. But she asked me to give my opinion and then she didn’t take it. What’s the point of asking me what I think?”

Aiden: “The point is that Amanda is seeking more information by getting your opinion. Think back over the past few times that Amanda has asked your opinion, have there been any times when she has appeared to listen to you?”

Paul: “Yes, a couple. There was the Monroe issue and the Pothole issue where Amanda’s final decision was very close to what I thought we should do.”

Aiden: “So, from your perspective Amanda does listen sometimes?”

Paul: “Yes, sometimes.”

Aiden: “What’s your definition of when Amanda isn’t listening to you?

Paul: “That’s obvious. When her decisions are different to what I want.”

Aiden: “Paul, Can you hear what you are saying? It seems to me that you’re saying that unless Amanda’s decisions equal what you want, then she’s being a hypocrite because she hasn’t listened to you. Yet you agree that there have been times when her decisions have been very similar to what your input recommended.”

Paul: “I’m listening” nodded Paul.

Aiden: “Look at it this way. When you’ve been a boss in the past, don’t you expect your positional authority to count for something from time to time?”

Paul: “Yes”

Aiden: “In that case, isn’t it possible that Amanda really has listened? In taking your opinion on board she has decided to do something different. She has then used her positional authority, which she is entitled to use, to make the decision. What’s wrong with that?”

Paul: “Okay. I suppose that you have a point. In fact she did say that she was using her positional authority to ‘make the call’. I took offence to that for some reason, but I’m not sure why”.

Aiden: “Great. I’m glad you’ve been open to having this chat.”

Paul; “Yeah, so I am I. I was going to go and do something that probably wouldn’t have been the right thing to do. In fact,, I probably would have undermined Amanda if I had continued with the action that I was planning to do. I suppose there are just times when I’m not going to fully understand Amanda’s decisions. I suppose I’ll just need to trust her and keep asking questions. That can’t hurt, can it?

Aiden: “Of course not. And my experience with Amanda is that she does listen and does try to explain why her decisions are what they are. I think that sometimes we don’t listen to her because we’re so focused on what we want. Maybe it wouldn’t hurt for us all to have a chat about these issues at our next meeting.

Paul: “You really think that she’d be up for it?”

Aiden: “Yeah, I do.”

This dialogue highlights how powerful mental models (see How what you think affects what you see) can be and how they can influence what we see and don’t see. In this situation a manager who collaborates with her team is seen as being a hypocrite simply because she at times, makes decisions that aren’t exactly what her team members want her to do.

Collaboration exists when people work as a team. Teamwork requires members to perform their role from both a technical role and team role (see What Makes People Tick Personality Profile & Job Fit Assessments) perspective. In this context it is fair and reasonable for a leader to exert their positional authority from time to time when making decisions. Providing the leader is constantly seeking and absorbing input from team members, there may be times when the leader has to make a decision and that decision may not be popular with the rest of the team. The nature of a leadership role means that leaders are exposed to information that other staff are not able to access. (at least not in the same timeframe). This means that sometimes leaders have access to information as an input to their decision-making that other team members may not yet know. This can create a paradox for the leader who wishes to be known for their collaborative style because there are times (such as employee disciplinary processes) when a leader is not able to share all the information with their team members.

A way to manage this situation is for the leader to declare when they are expressing a view from the perspective of their formal position and authority, compared to when they are simply expressing a view. For such a system to work the leader will need to conduct a series of conversations with their team about how such a system should work. The intention of the system is to enable team members to be able to speak candidly with their ‘boss’ (see the video Transparency – How leaders create a culture of candor).

If conversations such as the ones just described had been conducted throughout Paul and Aiden’s team’s history, it is unlikely that Paul would have been so convinced that his manager, Amanda, was a hypocrite.

What have been your experiences with regard to the challenge of having a collaborative leadership style, with making decisions when required?

Gary Ryan enables individuals, teams and organisations to matter.
Visit Gary at http://garyryans.com
Career Success, Mental Models, mindset, OTM Plan For Personal Success, Personal Success, Personal Vision

Break-Through Mindsets and Creating What You Want – Part 2

If you haven’t read it yet, please read Part 1 of this story here.

After two short stints in two small office environments she found herself out of work. The classic, ‘Last on, first off‘ syndrome. Her employers had tried. But they were small operations and in reality needed someone who wasn’t as raw with office work as she was at the time.

Imagine the challenge that being out of work posed to her new found mindset and self-belief.

Her old factory job loomed like a giant magnet trying to drag her back into her old life and everything that came with it.

Imagine her strength of character to ‘stay the course.’

“I really, really don’t want to go back to a factory job. But I just don’t know if I’m cut out for a an office job.” she exclaimed.

“What do you want?” I asked.

“You know the answer to that question Gary! But I don’t know what to do.“

“Well, you’ve proven twice now that you can study. One of the side benefits of studying is that you have to use office skills to do your homework. So, in a way it’s like practice for your future job.” I suggested.

“You know, I have a friend who works in real estate and she suggested that I give that a go.”

So off she went for a third course and obtained a qualification for Property Management. It took a while but she finally got a job. It wasn’t a full time job, just four days per week. They understood that it was her first experience in the industry. They promised training by one of the Directors of the company. It has been over six months since she started and she has seen that Director twice in that entire time. So much for training. Yes, it is sink or swim at that company!

Recently she informed me that she had been required to use her own car to visit the houses she was ‘managing’ and that she had been given an ‘office phone’ that she was to use to answer landlord calls on her three days off per week. She told me that she didn’t think it was fair that she was expected to work on her days off  and that she had to use her own car to travel around on business duties.

“Are you receiving an allowance for these activities?” I asked.

“No.” was her response.

“I’m pretty sure your job would be tied to a Government Award and if it is then I’m pretty sure the conditions of the Award are being breached by your employer.” I said.

“But I don’t want to lose my job.” Fear, a powerful mindset kicked in. The type that says the ‘little person‘ should just be happy with what they have and don’t rock the boat because you could lose your job.

I had to tread carefully and respectfully. This is her life and she has the right to be in control of it. Which includes sticking with mindsets that I might not agree with.

“What do you want?” I asked.

“To work for someone who treats me fairly. I’m happy to work hard and I believe that I do. I’ve learned a lot. I’m glad I have been given this opportunity and I appreciate it. But that doesn’t mean I should work on my days off and not be paid for it. When I go shopping, the phone rings. When I’m out with my friends, the phone rings. Once I left the phone at work and they called me up on my personal phone and asked me why I hadn’t taken the phone with me. To top it all off my boss keeps telling everyone in the office about how much she hates Property Management. How’s that supposed to make me feel?“.

While the desire to jump on my horse and go riding in to ‘save‘ my young relative seemed to beckon me with every word she said, I knew that this could prove to be another major mindset shift opportunity for her. Support was what she need, not a knight in shining armour.

“What if we were to do some homework and find out exactly what your rights are. Then we can see if you can have a conversation with your boss, armed with the facts.”

“I can’t talk to my boss about this, I’ll get the sack!“.

“Maybe, let’s worry about that later. Let’s get some facts and then you can decide what you want to do. You’re in control. You decide if you take action or not.”

We discovered a Modern Award that covered her role. It identified allowances and normal hours of work. We also had a look at her ‘contract’. No mention of the Award there and no mention of allowances and use of her vehicle, nor answering the phone on an ‘on-call‘ basis. It seemed to me that she had a legitimate case to take to her boss.

She decided that she didn’t want to raise the issue with her boss. “Maybe I’ll just start looking for another job.“

Fair enough. She had come a long way and it was understandable that such a conversation would be too big a leap.

But life can have a funny way of contriving events to force an issue. Just last week, on one of her days off her phone rang. She took the call and referred the caller on to her boss. Her boss took the call and then rang her back.

She was informed that she was ‘unprofessional‘ for not completing the call herself and her boss felt that she wasn’t meeting the standards of the role. Please recall that this conversation is happening on one of her day’s off and she had been told, yet again earlier that week that she wasn’t going to be put on full time.

My young female relative was calm. But she wasn’t silent. She informed her boss that she knew her rights and that she should be receiving an allowance for answering the phone on her days off, or they should simply employ her full time. She was again told that the quality of her work was not up to standard and that if she didn’t like answering the phones outside of her scheduled four days then maybe someone who really wanted to work would be happy to have her job.

Aaah, when challenged, turn to bullying. That’s the spirit Ms Employer (yes friends, her boss is a woman)!

My relative called me. “I think I’m going to lose my job. How can I go into the office tomorrow and see my boss. I don’t like this conflict, maybe I should just quit right now.“

“If you quit, that would certainly be understandable. But if you do have a conversation and you stay calm, focus on the facts and be open to a range of solutions, what’s the worst that could happen?”

“She could yell at me and I don’t like be yelled at.”

Fair enough.

“Plus, I’m not a very strong person so I can’t have that sort of conversation.” Yes, another powerful mindset that can easily emerge and hold people back from creating what they want.

“I’m sorry but that’s not what I see standing in front of me. I see a brave, courageous young woman who has been on a two year journey of self-improvement. I see a young woman who has been knocked down and continues to get back up. I see a young woman who has challenged and overcome her mindset that she can’t improve. I see a young woman who has choice and who has the power to act on that choice. I see a young woman who is taking on the challenges of creating the life she wants. I also see a young woman who I respect no matter what you choose to do going forward.”

Earlier tonight she contacted me. She had spoken with her boss. The result. She is now working an extra half day in the office to take calls.

While not a perfect result it was a win-win. She has the opportunity to earn more money in a fairer (but certainly not completely fair nor in compliance with the Award, but that’s another issue) and her boss has her for an extra half day doing a job that is obviously required.

The best outcome is the evidence that this experience provides for my young relative. She has proven that she can challenge her own mindset and have conversations that she didn’t think were possible for her to have. And, from the perspective of her starting point she has proven that she can achieve a win-win.

That said, if you or anyone you know has a Real Estate business in the south eastern region of Melbourne and you are interested in meeting my young relative and exploring the possibility of engaging her to join a vibrant and supportive team, please email me at info@orgsthatmatter.com and mention this article.

I’m of the view that her current employer doesn’t deserve someone of her qualities and quite frankly, she deserves a ‘break’ and if I can help facilitate that, then I would really like to contribute to creating one for her.

Gary Ryan enables individuals, teams and organisations to matter.
Visit Gary at http://garyryans.com
business success, Career Success, Passion, Personal Development, Personal Success, Professional Development, WRMFPD Podcast

Passion Matters If You Want Success – Audio

http://orgsthatmatter.com/desired-futures.html
Gary Ryan from Organisations That Matter explains the power of passion and how it impacts your ability to create the success you desire.

This episode is part of the What Really Matters For Professionals Development Podcast.

Gary Ryan enables individuals, teams and organisations to matter.
Visit Gary at http://garyryans.com
career, Career Success, Communication, Customer Service, High Performance, listen, listening, Service Excellence

If you listen, service excellence follows

The capacity to listen is probably the most important skill that relates to service excellence. Without this capacity staff will not know the expectations of their customers, each other, or the key stakeholders of their communities. Organisations that provide great service are fantastic listeners; to their customers, to their key stakeholders and to each other within the organisation.

William Isaacs (1999) notes that our culture is dominated by sight. Light moves at 186,000 miles per second, yet sound only travels at 1,100 feet per second. In summary, William Isaacs says that in order to listen we must slow down.

How do you and/or your organisation slow down to listen?

Quote
Our hearing puts us on the map. It balances us. Our sense of balance is intimately tied to our hearing; both come from the same source within our bodies…Hearing is auditory, of course, relating to sound. The word auditory…most ancient root means “to place perception.” When we listen, we place our perceptions.
(William Isaacs, lecturer at MIT Sloan School of Management, consultant and author)

Gary Ryan enables individuals, teams and organisations to matter.
Visit Gary at http://garyryans.com
career, Career Success, great jobs, job success, jobs, professional, say yes for success, young professional

Say “Yes” for Career Success Now Launched

My audacious project to give away $1.97 million worth of high quality online training over five days has just been launched!

If you answer “Yes” to one or more of the following questions, then this course is suitable for you:
  1. Have you recently graduated from university?
  2. Are you within the first 10 years of your career but haven’t quite made the progress you desire?
  3. Do you believe in taking responsibility for your personal and professional development?
  4. Are you an experienced employee who would like to ‘refresh‘ your knowledge and skills?
  5. Are you dissatisfied with your current employer and want to find out how you can improve your performance so that you can ‘develop your way into a new job or career’?
  6. Are you a consistently ‘good’ performer who wants to achieve a higher level of performance?
  7. Do you want to be in control of your career rather than leaving the control of your future in the hands of your employer? (Did you know that according to international research on employability, employers prefer employees to have a clear vision for themselves?)

Check out the full details here!

Gary Ryan enables individuals, teams and organisations to matter.
Visit Gary at http://garyryans.com
business success, Career Success, Dalai Lama, Dr Robert Emmons, Happiness, Life Balance, Life Plan, OTM Plan For Personal Success, Personal Success, Personal Vision, Thanksgiving, University of California, Vision

Be Grateful – A Strategy For Creating Success

Thanksgiving is just around the corner and while it is not something we formally celebrate in Australia, my twin brother and his family live in the USA so I have become more and more familiar with the concept over time.

If you are concerned about having a career that is unfulfilled or that the skills that you have will never be fully leveraged for success (amongst a whole list of concerns and worries about your future), then according to research from the University of California by Dr Robert Emmons, practicing being grateful for what you already have can both increase your happiness and increase your success.

Yes, that is correct. Being thankful for what you have increases your happiness and increases your success, which means that you increase your capacity to have more of what you want in your life.
Too often we focus only on what we want. This can increase our dissatisfaction with our present that reduces our happiness in the present.

His Holiness the Dalai Lama says that too many people spend too much of their time wanting what they don’t have which causes unimaginable suffering. Think about it. You buy a new car. For a short period of time you are feeling satisfied and grateful for your new car. Then you see someone else with the same model car as yourself, but it has some extra options that you don’t have on your car. “I wish I had those options.” you think to yourself. Suddenly your new car isn’t quite as good as your thought. So you start to suffer again.

Suffering obviously reduces happiness.

In this context is wanting what you don’t have bad for you? I don’t believe so. After all I facilitate the OTM Plan for Personal Success® Program which is all about identifying what you want and what you are going to do to create that future. But the program isn’t just about that.

It is also about recognising what you currently have in your life for which you are grateful and identifying what you need to do to keep what you are grateful for present in your life.
As an example I am now in my 17th year of marriage with my beautiful wife Michelle. I really do love her more than the day we married. I am extremely grateful to have her as my life partner and the mother of our five children. I practice making sure that I never forgot that I am grateful for who she is and what she does. I do this because I want Michelle to be in my life both now and in the future.
Many people forget this fact. There are many elements of our lives that have contributed to our current success that will also need to be present in our future if we want to continue our success and happiness.

This means that you must plan to take conscious actions to keep the very things that make you happy now continually present in your life.

One way to do that is to create a Grateful List. Simply create a list of the things for which you are truly grateful, place that list where you can see it everyday and then look at it every day. Once every 90 days update your list.

This simple, yet effective strategy can raise your consciousness of what makes you happy in the present, while also contributing to your future success and happiness.

For all of you around the world celebrating Thanksgiving, stay safe and have a wonderful time celebrating the things in your lives for which you are grateful.

Gary Ryan enables individuals, teams and organisations to matter.
Visit Gary at http://garyryans.com
Career Success, Life Plan, OTM Plan For Personal Success, Passion, personal brand, Personal Development, Personal Success, Personal Vision, Planning, Secrets of Success, strategies for success, Success

Passion Matters If You Want Success

If you want to achieve anything worthwhile in life then there is a simple secret that successful people know.

The first principle for achieving success is passion and I absolutely believe that you have to have it in your life if you want to have access to the energy that is required to create success. 

Passion provides our energy, our drive for taking action, especially when those actions are hard and/or challenging. In simple terms we derive energy from our passions.
Try this quick exercise.

Stop and close your eyes for a moment think about your passion. It could be one or more of many things such as:
  • Playing a musical instrument
  • Singing
  • Physical exercise
  • Playing sport
  • Water based activities
  • Drama
  • Art
  • Reading
  • Gaming
  • Studying
  • Learning
  • Cooking
 This list doesn’t have an end! It could go on and on and on.

Once you have identified your passions focus on one of them and think about it, remember yourself doing, see yourself doing it. Notice what happens to your body when you start imagining yourself doing your passion.

When I ask participants in my programs to do this exercise you should see what I see! While their eyes are closed as they are imagining themselves doing their passion, whatever it is, people smile! It is as if they can’t help it. Smiles simply appear on their faces!

It just happened to you too, didn’t it.

If you require evidence that passions drive your energy then here it is! Just notice the smile on your face. 

However a sad fact is that as many of us get older, we stop experiencing our passions. Just when our lives get busier and more serious, just when we need more energy to create the success we desire, we stop living and experiencing our passions. If you think about it, isn’t that just plain crazy?

Our passions ‘leave’ our lives or they simply fade away from being present in our lives. Yet we need our passions in our lives in order to give us the energy to get through some of the less passionate things that we have to do. No matter how successful we become there will always be things that we have to do to create our success that aren’t the most fun in the world to do.

As you consider your passion or passions, are they present in your life now? When did you last experience your passion? When is the next time you plan to experience your passion?

Interestingly your passion doesn’t have to be ‘present’ all the time for you to benefit from the energy it provides. As an example many people have travelling as one of their passions. For many of us such a passion is ‘serviced’ when we have annual leave holidays from our work. So what people with this passion will do is book in and pay for their travelling experiences a long time in advance. As a result they have the positive energy benefits of looking forward to experiencing their passion.

If you don’t have a passion and can’t remember ever having one, you have a wonderful opportunity to include this in your Vision. For example. as part of your personal vision you could write, “In 12 months’ time I will be living and regularly experiencing at least one passion in my life.”

Remember, when planning for success it’s okay to write things down into the Vision section of your plan even when you have no idea about how they are going to be brought into reality. In fact, this is usually true for most things that you write down in the vision section of your plan and why writing them down is so powerful.

In wrapping up, what’s your passion or passions? How are you leveraging the energy that they generate?

Gary Ryan facilitates the OTM Plan for Personal Success® program. Click here to find out more about how you can create a plan for your personal success.

Gary Ryan enables individuals, teams and organisations to matter.
Visit Gary at http://garyryans.com
Career Success, Happiness, Life Plan, OTM Plan For Personal Success, Personal Success, Planning, Success, Vision

Don’t plan your future – just live in the moment

“I don’t plan for my future. I live in the moment and everything works itself out. After all, I used to plan everything and then I got burned by my ex wife. Everything that I had been working for came crashing down around me. So living in the moment is what matters. You need to be happy now. You could be hit by a bus tomorrow.“

I hear this type of view fairly regularly. There is no doubt that it is a valid view for some people.

However, when I have the opportunity to drill down and ask a few questions from people who hold this view I discover that when they said that they used to plan for the future, the plans that they are talking about were in their heads and contained no detail about how they were going to be put into action. Their plans were really just high level goals.

When they then got “burned”, usually by their partner or their employer, they externalised the situation and believed that they had no control over nor contribution to the negative outcome. It was everyone else’s fault. It was also the fault of their plan, even though it wasn’t really a plan, it was just a list of high level goals. So that’s why they don’t plan anymore. It’s safer to just go with the flow.

My experience is that when you have a plan that includes your high level goals and what you are going to do to achieve those goals, you are more likely to be happy in the moment as you travel the journey of creating the future you desire.

Recently my eldest son and daughter provided such an example. My wife and I have clear plans regarding how we want to raise our children so that they are respectful, happy and contributing members of society when they are adults. The journey of implementing our plans is at times challenging as we balance teaching our children vital life lessons while enabling them to enjoy life at the same time.

On a Sunday morning when I wasn’t home my daughter noticed our 85 year old neighbour struggling to mow his lawns. Sienna called to her 12 year old brother who was still in bed to let him know what Joe was doing. Liam quickly climbed out of bed, put his clothes on and went across the road to offer his services. Thankfully Joe let him complete the task.

When I returned home and was told this story I was delighted. My daughter and my son had both seen an opportunity to help our neighbour and had taken action to do so. This was an example of the behaviours we are hoping to instill in our children for their future being lived today. Do you think my wife and I were happy in this moment?

Absolutely!

When you plan for your future and you know both why and how you are going to bring those plans into reality, your capacity to be happy in the moment increases. So planning for your future is not about post-poning happiness. It’s about doing the things that will enhance your happiness in the future, that also increase your awareness of happiness in the moment.

How are you planning for your future?

Gary Ryan facilitates the OTM Plan for Personal Success® Program. Visit here for information about this program.

Gary Ryan enables individuals, teams and organisations to matter.
Visit Gary at http://garyryans.com