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Super short Version:

Index:
1——Change Must Be Positive
.     1.1——Slower Is Better
.     1.2——All Behaviors Are Complex
.     1.3——Small Successes Are Big

2——Know More, Feel Better, Do Better
.     2.1—-Being Is Easier Than Becoming
.     2.2—-Change Requires Structure
.     2.3——Change Is Frightening
3—Practice Is Necessary
4—New Behaviors Must Be Protected

———little helpful add:

1. You can’t start concentrating until you’ve stopped getting distracted.
2. Distraction leads to boredom if we forget our focus
3. The brain processes meaning before detail.
so trust it or/so convince it before you do something!
4. Emotional backround Distracts, let it free.
———

1——Change Must Be Positive

reinforcement-not punishment-is necessary for permanent change.
!    one type of reinforcement must be present for self-change,
two would be better than one, and three would be best.

Strategy: Enjoy the act
!    Intrinsic reinforcement occurs when the act is reinforcing itself.
(! make it overall reinforcing, every step, its possible)

1.1——Slower Is Better
!    Everything has its own natural speed; when altered, unpleasant things happen.
!    Change is most effective when it occurs slowly,
allowing behaviors to become automatic.

Strategy: Establish calm

Strategy: Appreciate the path
!    the path should be as rewarding as the goal.    (?how)

Strategy: Take baby steps

1.2——All Behaviors Are Complex
!    To increase the overall probability of success,
divide a behavior into parts and learn each part successively.

Strategy: Break down the behavior
!    Separate your desired behavior into smaller, self-contained units.

1.3——Small Successes Are Big
!    Focus on a series of small successes.
Each little success builds your reservoir of self-esteem;
one big failure devastates it.

Strategy: Reward yourself

Strategy: Map your success

Strategy: Admire the outcome

2——Know More, Feel Better, Do Better
!    Knowing more about the process allows more control over it & less risk.

Strategy: Understand the outcome

2.1—-Being Is Easier Than Becoming
Strategy: Simplify the process

2.2—-Change Requires Structure
Strategy: Identify what works

Strategy: Revisit your plan regularly

Strategy: Monitor your behaviors

Strategy: Request/Allow feedback from friends

Strategy: Logically sequence events

Strategy: Be realistic as possible
!    Unrealistic goals can increase fear (!),
or the realisation that expectations to success were unrealistic.
!    Fear increases the probability of failure.(!)

Strategy: Prepare for problems
“No pain, no gain”
“if you are not prepared to be wrong you will never do something original”

2.3——Change Is Frightening (unknown possibility of expectable losses)
Strategy: Examine the consequences
!    Compare all possible consequences of both your status quo
& desired behaviors as the risks to them.

Strategy: Prepare your observers
!    New behaviors can frighten the people observing them,
so introduce them slowly.

3—Practice Is Necessary
Strategy: Use helpers

Strategy: Practice in many settings

4—New Behaviors Must Be Protected
Strategy: Control your environment
Identify what helps and what hinders.

Strategy: Use memory aides

By Chorum/Chorality/Blindleiche/JMK
_____________________
The key is below

Short version:

-Change Must Be Positive

As B.F. Skinner’s early research demonstrates, reinforcement-not punishment-is necessary for permanent change. Reinforcement can be intrinsic, extrinsic or extraneous.

According to Carol Sansone, Ph.D., a psychology professor at the University of Utah,
!    one type of reinforcement must be present for self-change,
two would be better than one, and three would be best.

Strategy: Enjoy the act
!    Intrinsic reinforcement occurs when the act is reinforcing.
(! make it overall reinforcing, every step)

–    -Slower Is Better

!    Everything has its own natural speed; when altered,
unpleasant things happen.
!    Change is most effective when it occurs slowly,
allowing behaviors to become automatic.
(if you become slower by doing you arent motivated enough, if you get faster without concentrate to change the speed, the emotion & amount of energy you do it right)

Strategy: Establish calm
Life is like a stirred-up lake: Allow it to calm and the mud will settle,
clearing the water. The same is true for change.

Strategy: Appreciate the path
Author Ursula LeGuin once said,
“It’s good to have an end to journey toward;
but it is the journey that matters, in the end.”
Don’t devise an arduous path;
!    the path should be as rewarding as the goal.

Strategy: Take baby steps
In one San Francisco State University study,
researchers found that participants were more successful
when their goals were gradually approximated.

Write down the behavior you want to change.
Then to the right, write your goal. Draw four lines between the two
and write a progressive step on each that takes you closer to your goal.

–    –    -All Behaviors Are Complex

Research by psychologist James O. Prochaska, Ph.D., a
n internationally renowned expert on planned change,
has repeatedly found that change occurs in stages.
!    To increase the overall probability of success,
divide a behavior into parts and learn each part successively.

Strategy: Break down the behavior
Almost all behaviors can be broken down.
!    Separate your desired behavior into smaller, self-contained units.

–    –    –    -Small Successes Are Big
Unfortunately, plans for big successes often result in big failures.
!    Focus instead on a series of small successes.
Each little success builds your reservoir of self-esteem;
one big failure devastates it.

Strategy: Map your success
Approach each step as a separate mission
and you’ll eventually arrive at the end goal.   – –

Strategy: Admire the outcome
An act doesn’t have to be enjoyable(!but i want it to be)
when the end result is extrinsically reinforcing.
For instance, I hate cleaning my kitchen,
but I do it because I like the sight of a clean kitchen.

Strategy: Reward yourself
Extraneous reinforcement isn’t directly connected to the act or its completion.
A worker may despise his manufacturing job
but will continue working for a good paycheck. –

-Know More, Feel Better,  Do Better

Surprise spells disaster for people seeking change.
!    Knowing more about the process allows more control over it.

Strategy: Understand the outcome
Success is satisfying, and if you know why you succeeded or failed, similar strategies can be applied when changing other behaviors.

–    -Being Is Easier Than Becoming

Strategy: Simplify the process
Methods of changing are often unnecessarily complicated and frenetic.
Through simplicity, clarity arises.

–    –    -Change Is Frightening (unknown possibility of expectable losses)
We resist change, but fear of the unknown can result in clinging
to status quo behaviors—no matter how bad they are.

Strategy: Examine the consequences
!    Compare all possible consequences of both your status quo
and desired behaviors.
If there are more positive results associated with the new behavior,
your fears of the unknown are unwarranted.

Strategy: Prepare your observers
!    New behaviors can frighten the people observing them,
so introduce them slowly.

Strategy: Be realistic
(isnt possibe if you think about it:
every expectation & theory is not the real thing)

Unrealistic goals increase fear.
(! not if iam ok with the fact that it either way could be possible to reach it
or not but then my kids will continue to reach so it isnt fear inducing)
!    Fear increases the probability of failure.
(! origins from not knowing & not protecting &/or not acting) – –

Strategy: Prepare for problems
Perfect worlds don’t exist, and neither do perfect learning situations.
Pamela Dunston, Ph.D., of Clemson University, found cueing to be
an effective strategy. –

In my karate class of 20 students, the instructor yelled,
“No pain, no gain,” amid grueling instructions.
After four weeks, only three students remained.
Uncomfortable change becomes punishing,
and rational people don’t continue activities
that are more painful than they are rewarding.

-Change Requires Structure

Many people view structure as restrictive, something that inhibits spontaneity(! i can combine both for success & creatvity).
While spontaneity is wonderful for some activities, it’s a surefire method for sabotaging change.

Strategy: Identify what works
Classify all activities and materials you’re using as either helpful, neutral or unhelpful in achieving your goal.
Eliminate unhelpful ones, make neutrals into positives and keep or increase the positives.

Strategy: Revisit your plan regularly
Review every day how and why you’re changing and the consequences of success and failure. Research by Daniel Willingham, Ph.D., a psychology professor at the University of Virginia, showed that repetition increases the probability of success.

Strategy: Monitor your behaviors
Some therapists insist on awareness of both current and desired behaviors, but research suggests it’s sufficient to be aware of just the new one.

Strategy: Request feedback
A study in the British Journal of Psychology found that reflecting on personal experiences with others is key to successful change.
But because complimenting new behavior implies that the observer disliked the old one, it can make observers feel uncomfortable.
If, for example, you were once demeaning to people, few would now say, “It’s nice talking with you since you stopped being a jerk.
” Give the observer permission, suggests Paul Schutz, Ph.D., of the University of Georgia, and you will receive feedback.

Strategy: Logically sequence events
According to behavior expert Richard Foxx, Ph.D., a psychology professor at Penn State University at Harrisburg, it’s important to sequence the aspects associated with learning a new behavior in order of level of difficulty or timing.

-Practice Is Necessary

Practice is another key approach to change, suggests one study on changing conscious experience published recently in the British Journal of Psychology.
I’ve found that the majority of failures occur because this principle is ignored. Practice makes new behaviors automatic and a natural part of who we are.

Strategy: Use helpers
Not all behaviors can be learned on your own. Sometimes it’s useful to enlist the help of a trusted friend.

Strategy: Practice in many settings
If you want to use a new behavior in different environments,
practice it in those or similar settings.
Dubbing this “generalization,” psychologists T.F. Stokes and D.M. Baer found it critical in maintaining new behaviors.

-New Behaviors Must Be Protected

Even when flawlessly performed, new behaviors are fragile and disappear if unprotected.

Strategy: Control your environment
Environmental issues such as noise and level of alertness may interfere with learning new behaviors.
After identifying what helps and what hinders, increase the helpers and eliminate the rest.

Strategy: Use memory aides
Because a new behavior is neither familiar nor automatic, it’s easy to forget.
Anything that helps memory is beneficial.

This is a filtered, reordered & partially commented version of Ph.D. Stan Goldbergs :
http://www.psychologytoday.com/print/23530/
Strategy:  (mostly important)
!    [text]-intabulated is important.
– + [intabulated texts] – is a reordered undercategory form of strategies,
because they were first seperated & equally. to see in the original texts.
!: important & notes

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