A friend recently mentioned to me the “5–4–3–2–1” technique they were using when dealing with high anxiety moments or panic attacks. After just a few short minutes, they would feel more grounded and present. They had found it recommended in this Mayo Clinic article.
I found the technique very easy to practice and the neuroscience geek in me was happy to understand the scientific explanation of why this technique worked so well.
This is not a life-changing exercise, but it can still bring you value by grounding you in those moments when you need it.
During my NeuroMindfulness Coach Certification Programme, I have learnt about the concept of the “Stress Curve” and how there is a good side, and a “dark side” of stress. Under its academic name, “the Yerkes-Dodson law”, it describes how cognitive performance evolves with stress levels. It thus proposes that there is a relationship between performance and alertness/or stress levels.
When we’re not stressed at all, we’re not really motivated to work. That’s when we are on the green zone. Here, we tend to be laid back and relaxed. Then, when the level of stress increases a little, maybe we have…
This article was born from a LinkedIn Post I’ve written recently and which got a lot of attention.
In it, I was mentioning one of the techniques I found very useful in communication, especially when our message is difficult to give (e.g. we want someone to change a behaviour, give “negative” feedback, etc.)
This framework was developed by Marshall Rosenberg, PhD. and it’s called “Non-Violent Communication”.
We should structure our speech on 4 pillars, as follows:
1st. Observations: I clearly express what I observe that does not contribute to my well-being — “When I see/hear…”
2nd. Feelings: I express my…
I grew up in communist Romania until I was nine years old. Getting out of communism and embracing capitalism and democracy came with several common dreams for my generation.
One of the big ones was to reach the senior levels of management in corporations. And this is what I set out to do early on in my career: started with being a strategy consultant in an international consultancy in Brazil, continued with various strategy and planning roles in a big international corporation, first back home in Romania and then in London, UK.
I loved working in that corporation and I…
I am frequently asked this question during my Process Communication Model (PCM) sessions and PCM Profile Debriefs. Are there some “best career choices” for the different personality types? Well, yes, there are… but it’s not that simple 😊.
This is why this article will come with a big disclaimer. If your current job doesn’t fit the options I suggest for your Base/Phase Personality Type in this article, it doesn’t mean that you don’t have what it needs to do that job well. Nor do I say that you will not enjoy aspects of it. Rather I propose that naturally, you…
We often talk about how managers need to be equipped with techniques that allow them to successfully motivate their team members and, most of us agree this is not an easy feat, as we are all different.
One method that I have tried and successfully used over the years is based on the Process Communication Model® (PCM), a highly reliable, behaviourally based development, communication and stress management model, used to individually tailor connection and motivation and build trust and rapport.
The method was developed by American psychologist and university professor Taibi Kahler in the 1970s and was first used by…
Yesterday I was looking at some worrying statistics about stress in Great Britain, where, as almost everywhere in the world, the work-related stress, depression or anxiety numbers recorded an upward trend.
Almost 18mn working days were lost in 19/20 in GB due to work-related stress, depression or anxiety, with more than 0.8mn workers being affected. I wonder how much did these numbers increase in 20/21…
On the other hand, I could not stop wondering: how many organisations invest in increasing resilience and implementing stress prevention strategies?
Lately, I have been thinking a lot about how this Covid pandemic has been pushing a lot of our “buttons”, in so many ways.
We all have specific triggers/stimuli that induce conscious and subconscious reactions in each of us and thus, play an important role in our well-being. It’s about these that I want to write today and start this short series of blog post dedicated to the SCARF model.
The SCARF Model was developed in 2008 by David Rock, a leading scholar of neuroleadership, in his paper “SCARF: A Brain-Based Model for Collaborating With and Influencing Others”.
In the new reality of Work from Home (WFH), and after more than a year of using more or less improvised working spaces as our offices, meeting colleagues only through Zoom/Teams or other media, it’s clear that this routine works for some of us and does not work for others.
There are several ways of looking at this, but today I will approach this issue through the prism of PCM (Process Communication Model), namely, by looking at the concept of Environmental Preferences.
PCM is a contemporary communication and stress management theory, developed by American Psychologist Taibi Kahler in the 1970s…
I have started to introduce this basic neuroscience metaphor in my trainings. I find it to be one of the easiest ways to explain the different functions of our brain and what happens when us or someone else enters in distress and starts to act unlike themselves.
I also believe that once we understand it, it makes place for us to be more forgiving — both with ourselves and the others, while it does not take away the responsibility we all have towards our actions and behaviours.
Let’s start: the most well-known macro description of the brain anatomy is, probably…