Positive

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Artwork: Yue Minjun, Laughing Painter, 2003, oil on canvas, 70 x 50 cm In July 2010 Burt’s Bees, a personal-care products company, was undergoing enormous change as it began a global expansion into 19 new countries. In this kind of high-pressure situation, many leaders pester their deputies with frequent meetings or flood their in-boxes with
urgent demands. In doing so, managers jack up everyone’s anxiety level, which activates the portion of the brain that processes threats—the amygdala—and steals resources from the prefrontal cortex, which is responsible for effective problem solving. Burt’s Bees’s then-CEO, John Replogle, took a different tack.

Each day, he’d send out an e-mail praising a team member for work related to the global rollout. He’d interrupt his own presentations on the launch to remind his managers to talk with their teams about the company’s values.
He asked me to facilitate a three-hour session with employees on happiness in the midst of the expansion effort. As one member of the senior team told me a year later, Replogle’s emphasis on fostering positive leadership kept his managers engaged and cohesive as they successfully made the transition to a global company. That outcome shouldn’t
surprise us. Research shows that when people work with a positive mind-set, performance on nearly every level—productivity, creativity, engagement—improves. Yet happiness is perhaps the most misunderstood driver of performance.
For one, most people believe that success precedes happiness. “Once I get a promotion, I’ll be happy,” they think. Or, “Once I hit my sales target, I’ll feel great.” But because success is a moving target—as soon as you hit your target, you raise it again—the happiness that results from success is fleeting.

In fact, it works the other way around: People who cultivate a positive mind-set perform better in the face of challenge. I call this the “happiness advantage”—every business outcome shows improvement when the brain is positive. I’ve observed this effect in my role as a researcher and lecturer in 48 countries on the connection between employee
happiness and success. And I’m not alone: In a meta-analysis of 225 academic studies, researchers Sonja Lyubomirsky, Laura King, and Ed Diener found strong evidence of directional causality between life satisfaction and successful business outcomes. Another common misconception is that our genetics, our environment, or a combination of the two
determines how happy we are. To be sure, both factors have an impact. But one’s general sense of well-being is surprisingly malleable. The habits you cultivate, the way you interact with coworkers, how you think about stress—all these can be managed to increase your happiness and your chances of success. Develop New Habits Training your brain
to be positive is not so different from training your muscles at the gym. Recent research on neuroplasticity—the ability of the brain to change even in adulthood—reveals that as you develop new habits, you rewire the brain. Engaging in one brief positive exercise every day for as little as three weeks can have a lasting impact, my research suggests.
For instance, in December 2008, just before the worst tax season in decades, I worked with tax managers at KPMG in New York and New Jersey to see if I could help them become happier. (I am an optimistic person, clearly.) I asked them to choose one of five activities that correlate with positive change: Jot down three things they were grateful for.
Write a positive message to someone in their social support network. Meditate at their desk for two minutes. Take two minutes to describe in a journal the most meaningful experience of the past 24 hours. The participants performed their activity every day for three weeks. Several days after the training concluded, we evaluated both the participants
and a control group to determine their general sense of well-being. How engaged were they? Were they depressed? On every metric, the experimental group’s scores were significantly higher than the control group’s.

When we tested both groups again, four months later, the experimental group still showed significantly higher scores in optimism and life satisfaction. In fact, participants’ mean score on the life satisfaction scale—a metric widely accepted to be one of the greatest predictors of productivity and happiness at work—moved from 22.96 on a 35-point
scale before the training to 27.23 four months later, a significant increase. Just one quick exercise a day kept these tax managers happier for months after the training program had ended. Happiness had become habitual.

(See the sidebar “Happiness and the Bottom Line.”) For companies, happy employees mean better bottom-line results. Employees who score low in “life satisfaction,” a rigorously tested and widely accepted metric, stay home an average of 1.25 more days a month, a 2008 study by Gallup Healthways shows. That translates into a decrease in
productivity of 15 days a year. In a study of service departments, Jennifer George and Kenneth Bettenhausen found that employees who score high in life satisfaction are significantly more likely to receive high ratings from customers. In addition, researchers at Gallup found that retail stores that scored higher on employee life satisfaction generated
$21 more in earnings per square foot of space than the other stores, adding $32 million in additional profits for the whole chain. Help Your Coworkers Of the five activities described above, the most effective may be engaging positively with people in your social support network.
Strong social support correlates with an astonishing number of desirable outcomes. For instance, research by Julianne Holt-Lunstad, Timothy Smith, and Bradley Layton shows that high levels of social support predict longevity as reliably as regular exercise does, and low social support is as damaging as high blood pressure.
The benefits of social support are not just physical. In a study of 1,648 students at Harvard that I conducted with Phil Stone and Tal Ben-Shahar, we found that social support was the greatest predictor of happiness during periods of high stress. In fact, the correlation between happiness and Zimet’s social support scale (the academic measure we used
to assess students’ positive engagement with their social networks) was a whopping .71—for comparison, the correlation between smoking and cancer is .37. That study focused on how much social support the students received. But in follow-on research I conducted in March 2011, I found that even more important to sustained happiness and
engagement was the amount of social support the students provided. For example, how often does a student help others when they are overwhelmed with work? How often does he initiate social interactions on the job?
Social support providers—people who picked up slack for others, invited coworkers to lunch, and organized office activities—were not only 10 times more likely to be engaged at work than those who kept to themselves; they were 40% more likely to get a promotion.
How does social support work in practice as a tool for employee happiness? Ochsner Health System, a large health care provider that I work with, uses an approach it calls the “10/5 Way” to increase social support among employees and patients. We educated 11,000 employees, leaders, and physicians about the impact of social support on the patient
experience, and asked them to modify their behavior. When employees walk within 10 feet of another person in the hospital, they must make eye contact and smile. When they walk within 5 feet, they must say hello. Since the introduction of 10/5, Ochsner has experienced an increase in unique patient visits, a 5% increase in patients’ likelihood to
recommend the organization, and a significant improvement in medical-practice provider scores. Social support appears to lead to not only happier employees but also more-satisfied clients. In a sweeping meta-analysis of 225 academic studies, Sonja Lyubomirsky, Laura King, and Ed Diener found that happy employees have, on average, 31% higher
productivity; their sales are 37% higher; their creativity is three times higher. My research shows that employees who score the highest on providing social support are 40% more likely to receive a promotion in the following year, report significantly higher job satisfaction, and feel 10 times more engaged by their jobs than people who score in the
lowest quartile. Change Your Relationship with Stress Stress is another central factor contributing to people’s happiness at work. Many companies offer training on how to mitigate stress, focusing on its negative health effects. The problem is, people then get stressed-out about being stressed-out. It’s important to remember that stress has an upside.
When I was working with Pfizer in February 2011, I asked senior managers to list the five experiences that most shaped who they are today. Nearly all the experiences they wrote down involved great stress—after all, few people grow on vacation. Pick any biography and you’ll see the same thing: Stress is not just an obstacle to growth; it can be the
fuel for it. Your attitude toward stress can dramatically change how it affects you. In a study Alia Crum, Peter Salovey, and I conducted at UBS in the midst of the banking crisis and massive restructuring, we asked managers to watch one of two videos, the first depicting stress as debilitating to performance and the second detailing the ways in which
stress enhances the human brain and body. When we evaluated the employees six weeks later, we found that the individuals who had viewed the “enhancing” video scored higher on the Stress Mindset Scale—that is, they saw stress as enhancing, rather than diminishing, their performance. And those participants experienced a significant drop in
health problems and a significant increase in happiness at work. Stress is an inevitable part of work. The next time you’re feeling overwhelmed, try this exercise: Make a list of the stresses you’re under. Place them into two groups—the ones you can control (like a project or your in-box) and those you can’t (the stock market, housing prices). Choose
one stress that you can control and come up with a small, concrete step you can take to reduce it. In this way you can nudge your brain back to a positive—and productive—mind-set. It’s clear that increasing your happiness improves your chances of success. Developing new habits, nurturing your coworkers, and thinking positively about stress are
good ways to start. Positive intelligence has become a popular term in the executive coaching world. It is the new ‘intelligence’ of this decade, just as emotional intelligence was in the last decade and cognitive intelligence was in the decade before that. Positive intelligence indicates how your mind acts in your best interest, and the good news is that it
is a skill you can build. In this article, you will learn about the positive intelligence quotient, its application to coaching, saboteurs, and how to stay positive as a coach. We also share great exercises and books toward the end of this article and hope you will feel very inspired to use this material in your sessions. Before you continue, we thought you
might like to download our three Emotional Intelligence Exercises for free. These science-based exercises will not only enhance your ability to understand and work with your emotions, but also give you the tools to foster the positive intelligence of your clients, students, or employees. What Is the Positive Intelligence Quotient? The positive
intelligence quotient (PQ) is used as a measure of mental fitness. It is the percentage of time the mind is being positive, allowing it to flourish — a big factor in allowing you to reach your full potential. PQ measures the strength of an individual’s positive mental muscles (sometimes called their “sage”) versus their negative ( the “saboteur”). The self-
command muscle is the ability an individual has to boost their sage and dampen down their saboteur (Chamine, 2012). You will learn more about how to boost this muscle with exercises later on in this article. Think of physical fitness in terms of enduring physical activity, with little effort or negative impact involved. If you are not physically fit, you
will experience physical stress with minimal physical activity. The analogy can also be applied for mental fitness. If you are not mentally fit, you may experience mental stress. This can come in the form of depression, anxiety, frustration, and anger (Chamine, 2012). It will inevitably impact education, work, family, relationships, social interactions, and
recreation. Chamine (2012) describes saboteurs as being habitual mind patterns, reacting to challenges and generating negative emotions. You flounder rather than flourish. You may experience stress, disappointment, regret, anger, guilt, shame, and worry. The antagonist to the saboteurs is the sage. This aspect of your mental fitness manages
challenges through positive emotions. These may be empathy, gratitude, creativity, curiosity, self-confidence, clarity, and action. Is positive intelligence science-based?
Shirzad Chamine (2012) is best known for his development of the theory of positive intelligence. He argues that positive intelligence is based on research from performance science, neuroscience, and cognitive and positive psychology. He describes the research as independently validating positive intelligence. Chamine and Katayama (2012) state that
there are different parts of the brain that control the saboteurs and the sage. The survival part of the brain controls physical and emotional functioning and influences the saboteurs, while the sage is controlled by the PQ brain and consists of the middle prefrontal cortex, the right brain, and the empathy circuit. The PQ brain releases endorphins that
counteract the stress-related saboteur hormones. In an analysis of over 200 different scientific studies, the overall conclusion was that higher levels of PQ lead to greater success in work, marriage, health, friendships, and social and creative domains (Chamine, 2012). Chamine examined research by Gottman and Silver (2015), who have produced
many positive observations around marriage. Also, Fredrickson and Losada (2005) found that university students who made more positive than negative statements had improved mental health. 10 Types of Internal Saboteurs Chamine (2012) states that both saboteurs and sages reside in different parts of the brain. The good news is that saboteurs
are not static or fixed for life. They can be changed and weakened, boosting the sage. Exercises described later on in this article can make this happen. Not everyone is affected by all 10 of the saboteurs at the same time and in the same way. Different people are affected by different types of saboteurs. The judge is the universal master for all people
and a common saboteur that afflicts all individuals. There are 10 internal saboteurs: 1. Judge Often described as the universal saboteur, the judge will beat you up over repeated mistakes. It obsessively warns you about future risks. It causes you to worry and become easily obsessed and fixated on negativity. The judge is an enemy.
It can go on to trigger other saboteurs and cause unnecessary stress, ultimately reducing your overall effectiveness. 2. Victim The victim does not feel accepted. It tries to attract affection through attention. It focuses on painful, internal feelings and when criticized, it tends to withdraw. The victim receives attention through its emotional problems,
poor temperament, or sullen behavior.
The victim feels alone, isolated, sad, and abandoned. It feels frustrated, helpless, and guilty. 3. Pleaser The pleaser tries to gain acceptance and affection by helping others. This meets its emotional needs. It pleases, flatters, and rescues.
The pleaser loses sight of its own needs and can become resentful. It has a strong need to be liked by others, which it does so indirectly so that others feel obliged to reciprocate care.
The pleaser is bothered when others do not care what it has done.
4. Restless The restless saboteur looks for excitement from many activities. It is easily distracted and bounces back from unpleasant feelings and seeks new stimulation. Attention is constantly shifted and impatience is constant.
It avoids a real and lasting focus on any issues or relationships. Restless saboteurs provide a substitute for self-nurture and an escape from anxiety and pain.
These detailed, science-based exercises will help you or your clients understand and use emotions advantageously. 5. Hyper-vigilant The hyper-vigilant saboteur shows continuous fear and anxiety about danger. It worries about things that may go wrong.
It is self-doubting about itself and others all the time. The hyper-vigilant saboteur is always suspicious of what others may be up to. It seeks reassurance and guidance through rules, procedures, and authorities. The hyper-vigilant saboteur often feels skeptical and cynical. It perceives that life is full of danger. 6. Hyper-achiever The hyper-achiever
seeks self-respect and validation from constant performance. This can lead to a goal-oriented and workaholic streak and losing touch with relationships and emotional needs. It adapts its personality to impress other people. It wants to perfect the outer rather than the inner self. The overall need is to feel successful, as this creates a feeling of
worthiness. Happiness is achieved through achievements. It is unable to connect on a deeper level with others. 7. Hyper-rational This saboteur focuses on processing everything rationally. High concentration can cause a loss of focus. Insight, knowledge, and understanding is valued most.
It analyzes rather than experiences feelings. The hyper-rational saboteur has a good survival strategy. It escapes into an orderly, rational mind, generating security and intellectual superiority. Attention and praise are gained from being the most clever person. 8. Controller This saboteur has an anxiety-based urge to take charge. It wants to be in
control of situations and people’s actions. It is a strong talker, willful and confrontational.
The controller pushes others beyond their comfort zone. The controller can be stimulating and intimidating. Communication can be expressed in an angry and critical way. When it feels hurt or rejected, it will not admit to this. The controller gets results, but these are temporary and at the cost of others feeling controlled and resentful. 9. Stickler The
stickler is a perfectionist and has a need to keep things in order and organized. It can be highly critical of itself and others. The stickler strongly requires self-control. It has high standards and needs to be methodical. There is constant frustration with itself and others. The stickler is sarcastic and self-righteous. There is inflexibility to deal with change
and the different styles of others. Other people are left feeling resentful, anxious, and full of self-doubt. 10. Avoider The avoider focuses on the pleasant and positive and avoids the difficult and unpleasant. It has difficulty saying no, resists others, prefers comfort and routine, and procrastinates when tasks are not pleasant. The avoider will suppress
anger and resentment, rather than express these emotions. It denies conflict and negative relationships, and trust from others can be superficial as there is conflict-avoidance and others’ trust levels are reduced. Know your inner saboteurs – Shirzad Chamine Positive Intelligence Coaching Explained Coaching around positive intelligence is designed to
help boost the mental fitness muscles.
The coaching involves daily practice of positive intelligence exercises.
The goal is to strengthen mental fitness, weaken saboteurs, and strengthen the sage. Coaches work with the client to help them achieve positive thinking and a positive attitude through continued practice.
Coaches can encourage positive thinking and an optimistic attitude in an effort to improve clients’ physical and mental health. Coaches can help a client approach the good and the bad in life, with an expectation that things will go well for them. Coaching positive intelligence means learning new activities to strengthen the brain. When learning is
effective, the client realizes they are becoming cleverer, which can start a virtuous circle of wanting to learn more. This makes the brain smarter, makes the client study harder, and creates more nerve cell connections, resulting in the brain increasing in intelligence in a positive way (Driemeyer, Boyke, Gaser, Buchel, & May, 2008). Positive
intelligence coaching can focus on increasing the PQ score and the percentage of time your mind is working positively rather than sabotaging you. For example, a PQ of 50 means that your mind is serving you 50 percent of the time.
It is also sabotaging you about 50 percent of the time. If you can increase your PQ score with positive psychology coaching, you may encounter less stress, improve your work performance, and boost your levels of happiness (Kun & Gadanecz, 2019). Measuring PQ: 3 Assessments & Tests The following assessments and tests can be used with your
clients to enhance and develop their PQ.
1. PQ gym PQ Reps was created through thorough research (Hebb, 1949; Doidge, 2007; Begley, 2009). These 10-second exercises are designed to strengthen your PQ mental fitness.
The idea is that when PQ is strengthened, it helps clients meet challenges with a clear, focused, and insightful mind. 2. PQ score The PQ score is the overall score of happiness and performance potential. Researchers Chamine and Katayama (2012) have validated this measure. The PQ score measures the strength of the sage versus the negative
saboteur; as a measure of mental fitness, it is widely used. It is a good predictor of how happy an individual is and how well they perform against their potential (Chamine & Katayama, 2012).
3. PQ training program This full training package combines assessments and tests of mental fitness. They can be practiced daily to boost the PQ score and require 15 minutes per day. The program exercises the three core elements of mental fitness: saboteur interceptor, sage, and self-command (Chamine, 2012). 3 Helpful Exercises for Coaches
Several exercises can promote positive intelligence for coaches. Why not try some of these to foster positive intellectual growth and deter the cycle of sabotage that you may encounter? Here are some exercises to build up your PQ fitness. 1. Gratitude exercises Write down three things you are grateful for each day, even if they are small, such as the
meal you just ate, a colorful sunrise, or the beautiful soundtrack you just listened to.
This exercise shows you how to be grateful for small things. It also helps you see things in the world differently. You can get a whole new worldview on each day, fight against negative bias, and draw in and notice the positive aspects of your day. 2. Set small goals with boundaries and reward yourself Coaches can be so focused on clients that they
often overlook their own wellbeing. Set small goals at the start of the day, with start and finish times. Build in breaks. When you complete each task, reward yourself with a cup of coffee or a five-minute break outside. Such rewards ensure you work in a productive and efficient manner, while teaching your brain that it will be rewarded for making
positive choices. Over time, this new way of working can help improve your mindset. Watch the development of your brain’s six-pack, as it becomes stronger and fitter. 3. Kindness tool Random acts of kindness can be used by coaches as well as their clients. Strengthening the kindness muscle can be an important element of mental fitness and weaken
saboteurs. Random acts of kindness bring positive mental and physical health gains to the giver (Post, 2005). As a coach, you can plan a week of kind acts for each day of the week. These do not have to be monetary and can be simple.
Why not pay a compliment to three separate people in the day? What about writing a thank you note to someone you know? Smile and say good morning to a stranger. Pick up some litter and throw it in the garbage can. Take flowers to a family member or friend or donate unwanted items to a charity. 3 Books About Saboteurs & PQ There’s so much
more to be said on PQ than can be contained in one blog post, so we recommend the following books. 1. Positive Intelligence: Why Only 20% of Teams and Individuals Achieve Their True Potential – Shirzad Chamine This book contains valuable tools and techniques.
It shows you how to measure and increase PQ for yourself and your clients. The book will help you identify which of the 10 saboteurs are hidden enemies. Use this with your clients to identify and conquer their saboteurs and strengthen their sage. This is a fascinating and inspirational read, describing activities to develop mental fitness through daily
routines. The book also describes fun games to tap into mental powers. Find the book on Amazon. 2. The Saboteur Within: The Definitive Guide to Overcoming Self Sabotage – Matt Hudson This book is a great read that shows how self-sabotage can affect health, wealth, relationships, and business. It describes how these sabotaged situations can be
transformed very successfully through varied techniques. The writer, Matt Hudson, allows the reader to understand how the inner saboteur works. The author was born with severe hearing problems but considered this as heightening his other senses. He developed a unique gift: he could see when people lose morale and need a good kickstart again.
The book describes the tools and motivations required to overcome difficult life situations. Find the book on Amazon. 3. The Mind Monster Solution: How to Overcome Self-Sabotage and Reclaim Your Life – Hazel Gale The author of this book, Hazel Gale, is a world champion athlete turned therapist. Her own experiences of being admired for her
success by others while experiencing self-sabotage through depression, anxiety, and self-doubt are what led to this book. In the book, she describes these as the monsters of her mind and dangerous opponents when she stepped into the ring. The book describes the mind monster solution — a system for overcoming fear, self-sabotage, and
underperformance. In addition, the book contains very useful anecdotes, therapy tools, and exercises to help create a life full of confidence and positivity.
Find the book on Amazon. PositivePsychology.com’s Resources Take a look at the following resources you can also use with your clients to boost their PQ. 1. Self-Directed Speech This worksheet is simple. It creates affirmations using motivating and positive vocabulary to coach your brain toward positive intelligence. 2. My Positive Qualities This
exercise helps with reflection on positive strengths, achievements, and talents. It will help your client to appreciate and appraise themselves positively. 3. 17 Emotional Intelligence Exercises If you’re looking for more science-based ways to help others develop emotional intelligence, check out this collection of 17 validated EI tools for practitioners.
Use them to help others understand and use their emotions to their advantage. A Take-Home Message We all self-sabotage, and it can be so automatic that we don’t even realize it. When this destructive thinking continues, it causes us to flounder and draws us further into negativity and self-defeat. But do not worry, as all is not lost. As this article has
shown, it is very easy to re-train our brains and strengthen positive thinking once again. We hope you have found this article enlightening and enough to make you want to train your clients in their brain workout gear next time. The assessments, tests, exercises, and books in this article will be a great way to help your clients build their positive
mental fitness. Don’t forget to download our three Emotional Intelligence Exercises for free. Begley, S. (2009). The plastic mind: New science reveals our extraordinary potential to transform ourselves. Constable and Robinson.
Chamine, S. (2012). Positive intelligence: Why only 20% of teams and individuals achieve their true potential and how you can achieve yours. Greenleaf Book Group Press. Chamine, S., & Katayama, R. (2012). Positive intelligence: How to maximize performance and potential. Stanford Advanced Projected Management. Retrieved October 3, 2021 from
robertk3/APM_Webinar/Positive%20Intelligence%20Webinar%20(handout).pdf Doidge, N. (2007). The brain that changes itself: Stories of personal triumph from the frontiers of brain science. Penguin Books. Driemeyer, J., Boyke, J., Gaser, C.
Buchel, C., & May, A. (2008). Changes in gray matter induced by learning: Revisited. PLOS One, 3(7). Fredrickson, B. L., & Losada, M. F. (2005).
Positive Affect and the Complex Dynamics of Human Flourishing. American Psychologist, 60(7), 678–686. Gale, H. (2018). The mind monster solution: How to overcome self-sabotage and reclaim your life. Yellow Kite. Gottman, J. M., & Silver, N. (2015). The seven principles for making marriage work. Harmony Books. Hebb, D. (1949). The
organization of behavior: A neuropsychological theory. John Wiley and Sons. Hudson, M. (2013). The saboteur within: The definitive guide to overcoming self sabotage. Author. Kun, A., & Gadanecz, P. (2019). Workplace happiness, well-being and their relationship with psychological capital: A study of Hungarian teachers. Current Psychology, 1046–
1310. Post, S.
(2005). Altruism, happiness, and health: It’s good to be good. International Journal of Behavioral Medicine, 12(2), 66–77. [PDF] [EPUB] Positive Intelligence: Why Only 20% of Teams and Individuals Achieve Their True Potential and How You Can Achieve Yours Download by Shirzad Chamine. Download Positive Intelligence: Why Only 20% of Teams
and Individuals Achieve Their True Potential and How You Can Achieve Yours by Shirzad Chamine in PDF EPUB format complete free.Brief Summary of Book: Positive Intelligence: Why Only 20% of Teams and Individuals Achieve Their True Potential and How You Can Achieve Yours by Shirzad ChamineHere is a quick description and cover image of
book Positive Intelligence: Why Only 20% of Teams and Individuals Achieve Their True Potential and How You Can Achieve Yours written by Shirzad Chamine which was published in 2012-4-1. You can read this before Positive Intelligence: Why Only 20% of Teams and Individuals Achieve Their True Potential and How You Can Achieve Yours PDF
EPUB full Download at the bottom.In his popular Stanford University lectures, Shirzad Chamine reveals how to achieve one’s true potential for both professional success and personal fulfillment. His groundbreaking research exposes ten well-disguised mental Saboteurs. Nearly 95 percent of the executives in his Stanford lectures conclude that these
Saboteurs cause “significant harm” to achieving their true potential. With Positive Intelligence, you can learn the secret to defeating these internal foes. Positive Intelligence (PQ)SM measures the percentage of time your mind is serving you as opposed to sabotaging you. While your IQ and EQ (emotional intelligence) contribute to your maximum
potential, it is your PQ that determines how much of that potential you actually achieve. The great news is that you can improve your PQ significantly in as little as 21 days.
With higher PQ, teams and professionals ranging from leaders to salespeople perform 30 to 35 percent better on average. Importantly, they also report being far happier and less stressed. The breakthrough tools and techniques in this book have been refined over years of coaching hundreds of CEOs and their executive teams. Shirzad tells many of
their remarkable stories, showing how you too can take concrete steps to unleash the vast, untapped powers of your mind. Discover how to • Identify and conquer your top Saboteurs. Common Saboteurs include the Judge, Controller, Victim, Avoider, and Pleaser. • Measure the Positive Intelligence score (PQ) for yourself or your team—and see how
close you come to the critical tipping point required for peak performance. • Increase PQ dramatically in as little as 21 days. • Develop new brain “muscles,” and access 5 untapped powers with energizing mental “power games.” • Apply PQ tools and techniques to increase both performance and fulfillment. Applications include team building,
mastering workload, working with “difficult” people, improving work life balance, reducing stress, and selling and persuading.Positive Intelligence: Why Only 20% of Teams and Individuals Achieve Their True Potential and How You Can Achieve Yours by Shirzad Chamine – eBook DetailsBefore you start Complete Positive Intelligence: Why Only 20%
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ChamineBook Genre: Buisness, Business, Leadership, Management, Nonfiction, Personal Development, Productivity, Psychology, Self HelpISBN # 9781608322787Edition Language: EnglishDate of Publication: 2012-4-1PDF / EPUB File Name: Positive_Intelligence__Why_Only_20_of_Tea_-_Shirzad_Chamine.pdf,
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