Do you have a “winner’s” brain?

By Steve Zanon, Company Director, Proactive Ageing Pty Ltd. 

Contrary to popular belief, winning in life has little to do with IQ, your circumstances, your financial resources, or even luck. But it has everything to do with creating a failure-resistant brain. Every time you think a thought, feel an emotion, or execute a particular behaviour, your neurocircuitry changes, and the good news is you can take charge of this process. Yes, the key to success really is all in your head.

In a recently published book “The Winner’s Brain”, Harvard-trained brain experts Dr. Jeff Brown and Dr. Mark Fenske explore the science behind motivation, focus, and extraordinary achievement. They present evidence that “winner’s” brains operate differently from the average person. They go on to explain how the brain can be reshaped and rewired, and that what sets the owners of a “winner’s” brain apart is the desire and know-how to take charge of the process.

In “The Winner’s Brain,” Brown, a cognitive-behavioural psychologist, and Fenske, a neuroscientist, present evidence showing that the brains of the high-achievers operate differently from those of the average person and they say brain scans measuring neutral activity show these processes at work. They go on to explain that the brain can be reshaped and rewired by gradually adopting more of the strategies successful people use to overcome obstacles and reach their goals.

“The brain is active and subject to change no matter what you do – this is one of the key discoveries of modern neuroscience,” they write. Winner’s Brains adapt in exceptional ways over time, actively harnessing a natural biological process that we all have known as neuroplasticity.

Brown and Fenske say that transforming your thinking, emotions and behaviour alters the physical structure of your brain, which is not unlike doing bicep curls to reshape and add inches to your arms. The authors have identified eight crucial “Win Factors” commonly used by successful people:

•             Train your brain to achieve
•             Make emotions work in your favour
•             Practice developing your memory
•             Look for opportunities in problems
•             Tune out distractions
•             Choose the right risks for higher rewards
•             Cultivate your drive to win
•             Keep your brain healthy

While none of the above will come as “news” to most people the book is helpful in that it describes how to acquire these win factors using a number of learnable cognitive skills: self-awareness, motivation, focus, emotional balance, memory, resilience, adaptability and brain care.

The good news is that brain research has advanced to the point where several leading neuroscience universities around the world have translated their work into user friendly cognitive assessment and training tools. This means that we can now objectively measure a variety of different cognitive skills to gain a greater awareness of our true mental strengths and weaknesses.

Scientists have also developed a variety of computerised training exercises to enhance a number of core cognitive skills. In particular to boost attention, memory and mental flexibility. This also triggers biochemical reactions within the brain that enhance long-term brain health. Research has shown that this type of brain training helps regulate dopamine receptors, which counteracts the effects of the stress hormone cortisol. By doing so it helps to reduce stress levels and increase emotional resilience when you’re under pressure to perform.

Perhaps what I like most about the premise of this book is the view that what sets owners of a winner’s brain apart is their desire to want to know how to actively take charge of their own development process. I guess we knew that already but now there are the brain scans and tools to prove how it happens. And we can all benefit from that.

Adapted from extracts from the book “The Winner’s Brain” and a book review by Duncan Ferguson. 


Employers to get $1000. bonus for hiring older workers

Reblogged from SilverTemp:

The federal government is hoping to make it easier for mature age Australians looking for work by offering employers a bonus to hire them.

In a bid to break down employment barriers for older Australians, Labor will offer a new jobs bonus of $1000 to 10,000 employers who recruit and retain a worker aged 50 years or over for more than three months.

Read more… 274 more words

Great incentive for employers to take advantage of mature age workforce

Hot topic: older women back into workforce

Gender diversity has been a focus for many organisations in their recruitment strategy of recent years. However, this focus has generally been on graduates and mothers returning to the workforce.

But what about mature age women?

An article featured in The Age this week (read here) highlighted the recent growth in workforce participation among mature age women.

”Those we spoke to across the board largely were making a positive and willing choice to work part-time or casual instead of full-time …” Mrs Evans said who conducted the research on behalf of the Australian Business Foundation.

“In their early working lives, they missed out on equal pay and other conditions men enjoyed, such as long service leave. In the absence of maternity leave, they had to forgo pay and superannuation when they took unpaid leave to have children”, she said.

This story is doing the rounds in many different formats and while they are interesting statistics, are they really that surprising? We need to be selling the benefits of mature age women (work/life experience, diminishing caring responsibilities, loyalty and maturity) rather than constantly telling employers what these workers ‘want’. Many just want an opportunity to be considered for a job. It is important to have strategies in place for retention purposes but there is a greater conversation to be had around the business case for employing maturity.

For business to change behaviour it always needs to be about the value for the business and in this instance, this talent pool represents a whole lot of value!

Written by Heidi Holmes, MD, Adage.com.au

Adage Partner Offer: Free $25 voucher

YOURLifeChoices website is for men and women aged 45+ who are keen to stay up-to-date on the things that matter most– their health, relationships, wealth, travel, work, technology – as well as how to transition to retirement most easily and have some fun along the way. Increasingly, regardless of your age, the internet is the natural way to do this. In a time of information overload, it’s no wonder our 70,100 (opt in) subscribers enjoy our free enewsletters, Q&A and electronic magazine.

With an emphasis on health, wealth, travel, work, technology and food we work hard to source the most relevant information, research and resources to simplify your life choices.

Some of the things you can do on our site:

  • Subscribe to our thrice-weekly enews and keep up to date on health, wealth, travel, work, new technology and great food.
  • Comment on each and every article we write, and by ticking the “please notify” box, you will be advised of the ongoing debate as other members reply
  • The Meeting Place is always available for you to create your own talking point and again be advised when members respond.
  • Are you a budding travel writer? Or perhaps you have some great recipes to share? Well don’t keep them to yourself any longer. Now you can post your own travel reviews and recipes and upload images for other to enjoy. Our webmaster, Drew, explains how this works. And once a month we are awarding a recently released DVD as a thank you for the best post.
  • As always, we invite your questions and where appropriate make sure fully qualified experts respond with answers which will give you the direction you are seeking.
  • Winners are grinners and over the past year we have shared more than $40,000 worth of prizes.
  • Fun and games include daily crosswords, Sudoku, word find, horoscopes, trivia  and much more.

YOURLifeChoices website is not just about information, resources and Q&A. We are also a vigorous advocate on behalf of our 70,100 members, referring questions and comments to relevant government ministers and shadow ministers, instances of ageism to the Commissioner for Age Discrimination and submissions on retirement income and rights for older people to other relevant authorities.

Subscribe now to receive your free $25 wine voucher within a week!

http://www.yourlifechoices.com.au/about/adage

Make your experience count in 90 secs

Did you know that every conversation is a job interview?  You never know whom the person you are having a conversation with might know? What potential people or networks they have access to that may result in your next career opportunity?

You have a wealth of experience that is needed out there, so to give you the best chance of making an impact I ask you: Can you summarise your professional selling points in 90 seconds or less?

If you think about a movie preview, the impact the preview has on you usually is within seconds.  If it sounds or looks good you are more likely to go and see the movie.

The same goes for you when you are pitching what your unique selling points are and the way you can add value.  This is how can you create a great impression or a hook to generate further interest.

Look at your pitch as one you could deliver within the time you travel 6 floors in an elevator, hence the term “elevator pitch”.

Do you know that executives and recruiters can receive up to 140,000 messages a month, make yours stand out!!

Lets look at the basic questions:

  • What is that you do? Can you explain it?
  • What value could you add to an employee?
    • What’s in it for them
  • Why should they care?
    • People don’t buy or promote something they don’t understand.

Grab a pen and use the following as a guide:

  • Who are you?
  • What group of people/industry/role is your area of expertise in?
    • Be specific, what are your key skills and attributes?
  • What role are you after?
    • Be as specific as possible
  • What is your USP? (Unique selling point)
    • What makes you stand out
    • What benefits could a potential employer derive?

 

Once created read through and ensure:

  • Is it concise?
  • Is my message clear?
    • Use everyday language, avoid self promotional jargon
  • How memorable will I be?
    • With something valuable to take away
  • Visual
    • Use words to create a visual image in the listeners mind
  • Hook
    • Have I enticed the listener to want to hear more about me

The key is to now to Practice, Practice, Practice!

Practice your pitch in awkward & noisy environments that way you will have less chance of being deterred by noisy situations.  Some people even record their pitch but remember you want to be rehearsed but NOT sound rehearsed.  Once you know your pitch and it comes naturally you can focus on body language.  Did you know that body language and the tone, pitch and pace of your voice could account for up to 93% of your communication?  Something to think about……..

With this in mind focus on your physiology (body language) as this can really impact the way you come across.

Energy:  Convey energy and enthusiasm, there is nothing worse then someone pitching their professional life with slumped shoulders, no eye contact and little confidence.  If you don’t believe in yourself how will anyone else?

Don’t change yourself but be a little bit bigger then you usually are.

Eye Contact: One of the most powerful forms of body language known to man.  Eye contact shows confidence, in most societies, and also can hold the listeners attention as well as let you gauge their responsiveness.

Attire:  During the actual interview or networking event wear what you would wear if successful in getting that job.  People will already visualize you in that position even if you are not currently working.  Think about this when phoning up about jobs, if you are I your PJ’s I’m sure your mood and message may come across differently than if you are fully dressed for work.

Posture: Hold yourself high, remind yourself of the great successes you have achieved in your life and really feel the emotions these conjure up.

By knowing your personal brand and being confident in pitching it to friends, associates, recruiters and even ex employees you are opening the space and creating direction to your next career opportunity.

Have fun with this and you will be surprised with the results.

Until next time,

Renee Giarrusso

Director- Metamorphose Consulting 


Retirement and pension expectations and ageism in Australia

YOURLIfeChoices is an online specialist publication targeted to those over 50 and are a friend of Adage. A recent survey conducted by YOURLifeChoices asked their readers to  answers 40 questions concerning health, income, travel, technology and online activities.

The YOURLifeChoices survey received 2,563 responses from Australian men and women, of whom 86 per cent were aged between 50 and 75. Of those surveyed, 60 per cent were retired. We asked our audience what retirement means in 2012, and were unsurprised to find that only 20 per cent believe that it means the cessation of all work. We also asked respondents how they might fund themselves when they do transition from full-time work, and have compared expected access to the Age Pension with the current receipt of the full or part pension.

The appointment in July 2011 of a dedicated Age Discrimination Commissioner should help highlight the many inequities from which older (and younger) Australians have suffered. This won’t be before time. When asked whether they had experienced ageism, 21 per cent of our survey participants replied in the affirmative. But of those who had felt discriminated against on the basis of age, a paltry four per cent had reported this.

We have a long way to go before older Australians receive fair treatment and feel entitled to complain if they don’t. This is a global issue and there is good work being done both within an Open Ended Working Group (OEWG) at the United Nations and by the International Federation on Ageing.

In our survey we asked nine questions relating to these topics. In this edition of AgeWave we will concentrate on three key issues: retirement, pension expectations and ageism. Read on for the most comprehensive feedback on older Australians’ views on these key issues.

Warmest,
Kaye Fallick,
Publisher, YOURLifeChoices magazine, enews and website
www.yourlifechoices.com.au 
Director, International Federation on Ageing (IFA)

YOURLifeChoices survey was conducted online between 13 December 2011 and February 8 2012, with 2563 respondents. Of these respondents, 86 per cent were aged between 50 and 75, 61.5 per cent were female, 38.5 per cent male. Some 40 questions were asked across a range of topics.

What does retirement mean to you? 

Only 20 per cent of respondents feel it means ceasing all work. A similar number believe it means ceasing full-time work. The majority of respondents feel it would be a mix of volunteering and/or part-time work.

What does retirement mean to you?  
Cease all work 20%
Cease full-time work 20%
Work part-time (paid) 11%
Work as volunteer only 29%
Mix work and volunteering 20%

Comment
A convincing 80 per cent of respondents believe that work is an integral part of their retirement – be it paid, volunteer or a mix. The old style retirement has now officially been retired. So those in the not-for-profit (NFP) sector might be able to look forward to a strong surge of potential volunteers. And not just ‘any’ volunteers, but the most highly educated and skilled group yet seen. So is the NFP sector ready for Baby Boomer volunteers? And will it know how to entice and nurture this feisty group? This is an issue which has been researched both in Australia and the USA and, for those interested in learning more, these links will assist.
BOOMNET research, WA
Baby Boomer volunteer research US

Will you live on a pension? 

There appears to be a high dose of realism within theYOURLifeChoices respondents with the following responses:

Do you think you will receive a pension in retirement?  
Full 26%
Part 38%
No pension 36%

Comment
Despite the common perception that most Australians have little idea how retirement income works and to what they will be entitled, the responses to this survey are quite close to the current ‘uptake’ of the Age Pension, with 67 per cent of those aged over 65 (approximately 3.1 million men and women). And of this 67 per cent we can further break it down to a full Age Pension (60 per cent) or part pension (40 per cent part). The

YOURLifeChoices respondents indicate 36 per cent expect to be fully self-funded – compared with the current 33 per cent. Given that some of the pre-retirees have had better access to superannuation, these results appear to be consistent with current trends. The bigger question is whether those expecting to live on a full Age Pension (26 per cent) is too low (perhaps even optimistic) given that currently in the over-65 age group about 40 per cent of people live on a full Age Pension.

Have you ever experienced ageism?
Of those surveyed, 21 per cent responded that they had experienced ageism with 79 per cent saying they had not.

Comment
On the face of it we might congratulate ourselves that only 20 per cent of older Australians have felt discriminated against on the basis of age. Or we might wonder if there has been a generous definition – i.e. a somewhat narrow one – that has led many to conclude that this has not happened to them. It may also mean that the understanding of ageism in Australia is closely linked to age discrimination within the workforce and other manifestations are simply overlooked.

Did you report this?
A very small number, just four per cent, had reported it, whilst 96 per cent had not.

Comment
The Age Discrimination Act 2004 was brought in to ensure that ‘young, old and everyone in between – Australians of all ages have a right to be treated fairly and have the same opportunities as everyone else.’

This fair treatment extends to many areas of public life including employment, provision of goods and services, education and administration of Commonwealth laws and programs. There is now a practical system in place to support those who feel they have experienced ageism. The real problem is that most Australians are unaware of this process and how/where to get it underway. The appointment of Susan Ryan as Age Discrimination Commissioner was a demonstration of an intent to better support older Australians. But there remains a need for a public education campaign, not just for those who have suffered ageism, but also for those who are perpetrators, whether unwitting or otherwise.

How to report ageism? 
What can older Australians do if they experience age discrimination? Under the Age Discrimination Act they can lodge a complaint within the Australian Human Rights Commission stating their name and contact details, who they are complaining about and their contact details, what happened to them, when it happened and who was involved, what law they believe has been breached and how and whether they have made a complaint before. Once the complaint has been received, an Investigation / Conciliation Officer will be allocated to look into the complaint.

For further reading please visit http://www.yourlifechoices.com.au/community/agewave