Maintaining Personal Development

Personal development is crucial for everyone. This is what people strive most to achieve all through their lives. But many people do not recognize how simple. Watch on the simple things you need to do as dressing, care of self, and working hard to achieve what you are dreaming of.

Dress Well

You have heard this one before I know it. But I am going to teach you how to apply it. Whenever we think about development we think because we have seen someone who is better than us and we want to be like him or better them him. It can be person that we know or some we see on T.V or movies and we want to be like him. So the first and easy thing that you can do is.

Take Care of Yourself

What do I mean by taking care of you? I mean both physically and mentally. You should exercise every day. Eat healthy as possible. These two things will do wonders with your energy level.

Your mental health is also important you can try several different things for improving you mental health. The two things that I like the most is yoga and meditation. It gives a clear mind all day long. It is hard to get started but really easy after some time. Like every new habit it will take some time getting used to.

Get Out of Your Comfort Zone

Development happens only when you get out of your comfort zone. If you want to develop muscles you have to push your body to limit then rest. Then do the whole process again. Because you have pushed your muscles to limit they will break down. And when new muscles form they will be bigger and stronger than before.

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Personal development may seem realistic to someone who works real hard. However, this development can be unachievable due to a number of factors. Lack of discipline, being too skeptical and shortage of resources can well stand in the way of your personal development.

Laziness and lack of discipline are among the top barriers to personal growth and development. Personal growth and development mean change, and change is never easy. On the contrary, change means hard work and discipline. We start out bursting with motivation but give in as soon as we conquer the first difficulties. At that time, our personal growth and development might not seem worth the struggle. If we cannot do it today, there is always a tomorrow for a second try.

Skepticism is barrier number four. Skeptic persons have the opinion that they will not be able to change so they see no reason to try at all. After all, it would only cost time, effort and probably even money without resulting in anything.

Lack of resources is another barrier to personal growth and development for many people. Personal change needs time and, depending on the field of change, it also requires money. Most people, however, do not have this time and money, and they are dependent on their jobs and income so that they cannot simply quit their jobs to work on themselves.

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Many issues may be an obstruction to your personal development. But all may not be as effective as a shortage of opportunity and cooperation from your manager. You may have to work hard, but having a manager who does not stand by you is a real failure in personal growth.

Given that most employees appreciate development and organizations need to grow pools of talent, you could expect everyone to feel positively about the IDP process. However, the more I talk with individuals about the process, the more I realize that most see it as a paper-passing, bureaucratic practice with little real value. Worse, managers don’t see the process as doing much to really develop talent. For them, it’s another check-the-box exercise that siphons valuable time. But these aren’t the reasons these plans ultimately fail.

The typical IPD process assumes the individual will successfully develop a capability the employee and manager have agreed upon. But most often this plan ignores the importance of the individual’s personal energy and motivation, and is not explicit about the value the organization places on the individual developing that very skill.

Most IDP conversations involve the manager convincing subordinates to develop capabilities the manager thinks are important. They address the organizational need, but neglect the individual’s interest. This process has the danger of becoming a chore in the mind of the individual.

Many managers fear that if they give individuals the choice of what to develop they will choose something of no value to the organization (what I refer to as a “hobby.”) Neither chores nor hobbies will bring much success to individuals or organizations.

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