A

COURSE
IN

PERSONALITY DEVELOPMENT

“ S uccess is a Journey and it is not the destination. Disappointments, Rejections,

Unsuccessful
attempts and Criticisms are not failures to the Successful people. Failures are the

Part of success.
Winners use failures as stepping stones to success.
This is the only difference between people who win and people who don’t! ”
UNIT I INTRODUCTION TO PERSONALITY DEVELOPMENT

The concept of personality - Dimensions of personality – Theories of Freud &

Erickson-
Significance of personality development. The concept of success and failure: What is
success? - Hurdles in achieving success - Overcoming hurdles - Factors responsible
for
success – What is failure - Causes of failure - SWOT analysis.

1.1 THE CONCEPT OF PERSONALITY- DEFINITION:

“Personality is that pattern of characteristic thoughts, feelings, and behaviours that
distinguishes one person from another and that persists over time”
“It is the sum of biologically based and learnt behaviour which forms the person's unique
responses to environmental stimuli”

1.2 DIMENSIONS OF PERSONALITY:

The Big Five personality traits, also known as the five factor model (FFM), is a model based on
common language descriptors of personality (lexical hypothesis). These descriptors are grouped
together using a statistical technique called factor analysis (i.e. this model is not based on
scientific experiments).
This widely examined theory suggests five broad dimensions used by some psychologists to
describe the human personality and psyche. The five factors have been defined as openness to
experience, conscientiousness, extraversion, agreeableness, and neuroticism, often listed under
the acronyms “OCEAN”.

These five factors are assumed to represent the basic structure behind all personality traits.
They were defined and described by several different researchers during multiple periods of
research.
Employees are sometimes tested on the Big Five personality traits in collaborative situations to
determine what strong personality traits they can add to a group dynamic. Businesses need to
understand their people as well as their operations and processes. Understanding the
personality components that drive the employee behavior is a very useful informational data
point for management.

THE FIVE DIMENSIONS OF PERSONALITY: (THE FIVE FACTOR MODEL)

a. Openness to experience: (inventive/curious vs. consistent/cautious):

Openness to experience describes a person's degree of intellectual curiosity, creativity,
appreciation for art, emotion, adventure, unusual ideas, curiosity, and variety of experience. It
is also described as the extent to which a person is imaginative or independent, and depicts a
personal preference for a variety of activities over a strict routine. High openness can be
perceived as unpredictability or lack of focus. Moreover, individuals with high openness are said
to pursue self-actualization specifically by seeking out intense, euphoric experiences, such as
skydiving, living abroad, gambling, etc. Conversely, those with low openness seek to gain
fulfilment through perseverance, and are characterized as pragmatic and datadriven—
sometimes even perceived to be dogmatic and closed-minded. Some disagreement remains
about how to interpret and contextualize the openness factor.

b. Conscientiousness (efficient/organized vs. easy-going/careless):

Conscientiousness is a tendency to show self-discipline, act dutifully, and aim for achievement.
Conscientiousness also refers to planning, organization, and dependability. High
conscientiousness is often perceived as stubbornness and obsession. Low conscientiousness is
associated with flexibility and spontaneity, but can also appear as sloppiness and lack of
reliability.

c. Extraversion: (outgoing/energetic vs. solitary/reserved):

Extraversion describes energy, positive emotions, assertiveness, sociability, talkativeness, and
the
tendency to seek stimulation in the company of others. High extraversion is often perceived as
attentionseeking, and domineering. Low extraversion causes a reserved, reflective personality,
which can be perceived as aloof or self-absorbed.

d. Agreeableness: (friendly/compassionate vs. analytical/detached):

Agreeableness is a tendency to be compassionate and cooperative rather than suspicious and
antagonistic towards others. It is also a measure of one's trusting and helpful nature, and
whether a person is generally well-tempered or not. High agreeableness is often seen as naive
or submissive. Low agreeableness personalities are often competitive or challenging people,
which can be seen as argumentative or untrustworthy.

e. Neuroticism: (sensitive/nervous vs. Secure/confident).

Neuroticism is a tendency to experience unpleasant emotions easily, such as anger, anxiety,
depression, and vulnerability. Neuroticism also refers to the degree of emotional stability and
impulse control and is sometimes referred to by its low pole, "emotional stability". A high need
for stability manifests as a stable and calm personality, but can be seen as uninspiring and
unconcerned. A low need for stability causes a reactive and excitable personality, often very
dynamic individuals, but they can be perceived as unstable or insecure.

1.3 PERSONALITY DEVELOPMENT:

 Personality development includes activities that improve awareness and identity, develop
talents and potential, build human capital and facilitate employability, enhance quality of
life and contribute to the realization of dreams and aspirations.

 When personal development takes place in the context of institutions, it refers to the
methods, programs, tools, techniques, and assessment systems that support human
development at the individual level in organizations.

 Personality development includes activities that develop talents, improve awareness,

enhances potential and looks to improve the quality of life. It involves formal and
 informal activities that put people in the role of leaders, guides, teachers, and managers
for helping them realize their full potential.

 Hence, it can be concluded that the process of improving or transforming the personality
is called personality development.

1.4 SIGNIFICANCE OR IMPORTANCE OF PERSONALITY DEVELOPMENT:

Most people underestimate the importance of having a pleasing personality. Majority think it
just
means being born good-looking, that there isn’t anything much to do about it. But this is not
true. The scope of personality development is quite broad. It includes knowing how to dress
well, social graces, grooming, speech and interpersonal skills. Whatever your career, these are
very important skills that will promote your objectives.

To better appreciate its importance, some of the key benefits of developing your personality
include the following:

a. Confidence:
Personality development gives more confidence to people. When you know you are
appropriately attired and groomed, this makes you less anxious when meeting a person.
Knowing the right things to say and how to conduct yourself will increase your confidence.

b. Credibility:
Personality development makes people more credible. Despite the saying that you don’t judge a
book by its cover, people do tend to judge people by their clothing and how it is worn. This
does not mean buying expensive clothes. We all know people who look shabby in expensive
clothes. There are also people who look great even if their attire is inexpensive. Because of this,
you must know what to wear and you must be aware of other aspects of enhancing your
physical features.

c. Interaction:
Personality development encourages people to interact with others. Studies have consistently
shown that people communicate more openly with people they are comfortable with. If your
hygiene and social graces are unrefined, then expect to have a much harder time connecting
with people.

d. Leading and Motivating:

Personality development enhances the capacity to lead and motivate. A person with a winning
personality will be able to motivate better. People are less likely to get bored, and our ideas will
have more credibility. We can lead better if we project an aura of confidence and credibility.

e. Curiosity:
A single wrong word can destroy a business relationship. Knowing the right things to say shows
both respect and intellectual sophistication. This is especially the case if you are dealing with
foreigners or if you conduct business outside the country. The right thing to do in our country
could be horrible blunders in a different culture. These are the soft skills that may break or
make a deal.
f. Communication skills:
It improves your communication skills. People are more receptive to what you say if they are
impressed with your personality. Verbal communication skills are also part of personality
development; improving your speech will strengthen the impact of your message.
You cannot win by talent and hard work alone. Personality development is a crucial ingredient
that you must obtain. Most of the people you see as models of great personality have taken a
lot of effort in developing their natural features.

1.5 THEORIES OF PERSONALITY:

Many psychologists have developed theories about personality—how to describe it, how it
emerges, what influences it, how it changes, and what constitutes a healthy or an abnormal
personality. Here you will learn about the three most important personality theories:
psychoanalytic theory, behaviourism and humanism.
The first of the modern personality theories was developed by Sigmund Freud and is known as
psychoanalytic theory. The psychiatric practice of this theory is called psychoanalysis. Freud’s
ideas were plentiful, profound, and often controversial. His theory about personality has had
tremendous influence on societies around the world through many different disciplines. Not only
psychology has been influenced and informed by the ideas of Freud, but also literature, art,
philosophy, cultural studies, film theory, and many other academic subjects. Freud’s theory
represents one of the major intellectual ideas of the modern world. Right or wrong, these ideas
have had a lasting and enormous impact.

1.5.1 FREUD THEORY:

Freud theorized that personality contains three structures—the id, ego, and superego—and that
the mind is like an iceberg, the unconscious making up 90% while the conscious (like the tip of
the iceberg floating above water) makes only 10% of the mind.

Freud suggested an analogy about the mind. He said that the mind is like an iceberg in the
ocean, floating 10% above the water and 90% below. The unconscious, Freud proposed,
makes up the vast majority of our mind. In Freud’s view, only about 10% of our behaviours are
caused by conscious awareness—about 90% are produced by unconscious factors.
According to psychoanalytic theory, most of what controls our behaviours, thoughts, and
feelings is unknown to our aware minds. Normally, the unconscious guides us. Freud said that
the mind could be divided into three abstract categories. These are the id, the ego, and the
superego.

1. The id:
Latin for the term “it,” this division of the mind includes our basic instincts, inborn dispositions,
and animalistic urges. Freud said that the id is totally unconscious, that we are unaware of its
workings. The id is not rational; it imagines, dreams, and invents things to get us what we
want. Freud said that the id operates according to the pleasure principle—it aims toward
pleasurable things and away from painful things. The id aims to satisfy our biological urges and
drives. It includes feelings of hunger, thirst, sex, and other natural body desires aimed at
deriving pleasure.

2. The ego:
Greek and Latin for “I,” this personality structure begins developing in childhood and can be
interpreted as the “self.” The ego is partly conscious and partly unconscious. The ego operates
according to the reality principle; that is, it attempts to help the id get what it wants by judging
the difference between real and imaginary. If a person is hungry, the id might begin to imagine
food and even dream about food. (The id is not rational.) The ego, however, will try to
determine how to get some real food. The ego helps a person satisfy needs through reality.

3. The superego:
This term means “above the ego,” and includes the moral ideas that a person learns within the
family andsociety. The superego gives people feelings of pride when they do something correct
(the ego ideal) and feelings of guilt when they do something they consider to be morally wrong
(the conscience). The superego, like the ego, is partly conscious and partly unconscious. The
superego is a child’s moral barometer, and it creates feelings of pride and guilt according to the
beliefs that have been learned within the family and the culture.

Conclusion:
Although these are known as structures, do not take the term literally. Freud did not mean that
these are physical parts of our bodies or our brains. He coined these terms and proposed this
division of the mind as abstract ideas meant to help us understand how personality develops
and works, and how mental illnesses can develop.

Freud theorized that healthy personality development requires a balance between the id and
the superego. These two divisions of the mind are naturally at conflict with one another: The id
attempts to satisfy animal, biological urges, while the superego preaches patience and restraint.
The struggle between these two is an example of intrapsychic conflict—conflict within the mind.
According to psychoanalytic theory, defense mechanisms are automatic (unconscious) reactions
to the fear that the id’s desires will overwhelm the ego. Freud believed that a healthy
personality was one in which the id’s demands are met but also the superego is satisfied in
making the person feel proud and not overwhelmed by guilt. If the id is too strong, a person
will be rude, overbearing, selfish, and animalistic. If the superego is too strong, a person is
constantly worried, nervous, and full of guilt and anxiety and is always repressing the id’s
desires.
An overly strong id makes one a psychopath, lacking a conscience, or an ogre, selfishly meeting
one’s needs without concern for others. An overly strong superego, on the other hand, makes
one a worrier, a neurotic, so overwhelmed by guilt that it is difficult to get satisfaction.

1.5.2 ERIKSON THEORY:

Erikson converted Freud’s emphasis to a focus on social relationships into eight psychosocial
stages. These stages became known as the Eight Ages of Man. (As you know, at that time in
history, the word man was used to apply to all human beings.)

Each of Erikson’s eight stages was described as a time of crisis—a time when the personality
would go one way or the other. For example, you’ve likely heard of the identity crisis. Erikson
theorized that during adolescence, we all face a crisis of figuring out who we are. Each of the
stages has this either-or quality.
1.6 CONCEPT OF SUCCESS:
1.6.1 DEFINITION:
What makes a person successful? How do we recognize success?
To some people, success might mean wealth. To others, it is recognition, good health, good
family, happiness, satisfaction, and peace of mind. What this really tells us is that success is
subjective. It can mean different things to different people.
The best definition for success is
“Success is the progressive realization of a worthy goal”
Let's look at these definitions carefully.
 "Progressive" means that success is a journey, not a destination. We never arrive. After
we reach one goal, we go on to the next and the next and the next.
 "Realization" means it is an experience. Outside forces cannot make me feel successful.
I have to feel it within myself. It is internal not external.
 "Worthy" refers to our value system. Which way are we heading? Positive or negative?
 Worthiness determines the quality of the journey. That is what gives meaning and
fulfilment. Success without fulfilment is empty.
 "Goals" are important. Because they give us a sense of direction.

1.6.2 GOALS:
Why Goals are important?
In a study conducted on students in the 1979 Harvard MBA program, only three percent of the
graduates had written goals and plans; 13 percent had goals, but they were not in writing; and
84 percent had set no goals at all.
Ten years later, the findings revealed that 13 percent of the class who had goals were earning
up to 84 percent compared to those who had not set any. For the three percent who defined
their goals and wrote them down, they were earning on average, ten times as much as the
other 97 percent put together.

Goal Setting:
Most People don't know how to set goals. Some set goals that are too general. These are, in
reality, fantasies common to everyone. Goals, on the other hand, are clear, written, specific,
and measurable.
Most People fear failure. Failure hurts, but it is often necessary to experience failure in order to
achieve the greatest success. Do not unconsciously sabotage yourself by not setting any goals
in which you might fail. They fear rejection. People are often afraid that if they are unsuccessful
at achieving a goal, others will be critical of them. This is remedied by keeping your goals to
yourself at the outset; let others see your results and achievements once you've accomplished
your goals.
Some goals are called away from goals. These are usually framed in the negative.
Here are a few examples.
• I don’t want to smoke anymore
• I don’t want to be unfit
• I don’t want to be overweight
• I don’t want to be broke
Now let’s reframe them in the positive
• I am a non smoker
• I am fit and healthy
• I am at my ideal weight
• I can cover my bills
Notice the difference. They are stated in the positive and take on the assumption that
you have achieved it already. By assuming “as if” your behaviour changes so that you are
acting like to havealready achieved what you wanted to do. What a great feeling to have even
before you have got there. It also bolsters your motivation.
So now we have determined if our goal is towards something, or away from something.
We have now stated it in the positive. This however is still not a very well detailed goal. We will
now look at how we can make it more specific.
An ideal goal should be expressed in the positive, be time bound and specific. You may
also like to consider, how will you know when you have achieved it, what will it feel like, what
will the people around you be like? What will you do to celebrate it?
A goal must be time bound. When do I want to have achieved it? If that’s when I want
to achieve it, then when must I start? What is the first step I need to take? Who should I tell?
Should telling that person be the first step? What skills or knowledge do I need to acquire along
the way?
Goal size, is the goal too big to achieve? If so then breaking it down into smaller bite sized
pieces
may be the right approach.

1.6.2 FACTORS RESPONSIBLE FOR SUCCESS:

1. Desire:
The motivation to success comes from the burning desire to achieve a purpose.
Napoleon Hill wrote, "Whatever the mind of man can conceive and believe, the mind can
achieve."

A young man asked Socrates the secret to success. Socrates told the young man to
meet him near the river the next morning. They met. Socrates asked the young man to walk
with him toward the river. When the water got up to their neck, Socrates took the young man
by surprise and ducked him into the water. The boy struggled to get out but Socrates was
strong and kept him there until the boy started turning blue. Socrates pulled his head out of the
water and the first thing the young man did was to gasp and take a deep breath of air.
Socrates asked, 'What did you want the most when you were there?" The boy replied, "Air."
Socrates said, "That is the secret to success. When you want success as badly as you wanted
the air, then you will get it." There is no other secret.
A burning desire is the starting point of all accomplishment. Just like a small fire cannot
give much heat, a weak desire cannot produce great results.

2. Commitment:
Integrity and wisdom are the two pillars on which to build and keep commitments.
This point is best illustrated by the manager, who told one of his staff members, "Integrity is
keeping your commitment even if you lose money and wisdom is not to make such foolish
commitments."
Prosperity and success are the result of our thoughts and decisions. It is our decision
what thoughts will dominate our lives. Success is not an accident. It is the result of our attitude.
There is a big difference between playing to win and playing not to lose. When we play
to win, we play with enthusiasm and commitment; whereas when we play not to lose, we are
playing from a position of weakness. When we play not to lose, we are playing to avoid failure.
We all want to win, but very few are prepared to pay the price to prepare to win. Winners
condition and commit themselves to winning. Playing to win comes out of inspiration, whereas
playing not to lose comes out of desperation.
 There are no ideal circumstances. There will never be. To reach anywhere we cannot
just drift nor lie at anchor. We need to sometimes sail with the wind and sometimes against it,
but sail we must.
Ask any coach or athlete what the difference between the best and the worst team is.
There would be very little difference in their physique, talent and ability. The biggest difference
you will find is emotional difference. The winning team has dedication and they make the extra
effort. To a winner, the tougher the competition

3. Responsibility
A duty which becomes a desire will ultimately become a delight. --George Gritter
People with character accept responsibilities. They make decisions and determine their
own destiny in life. Accepting responsibilities involves taking risks and being accountable which
is sometimes uncomfortable.
Most people would rather stay in their comfort zone and live passive lives without
accepting responsibilities. They drift through life waiting for things to happen rather than
making them happen. Accepting responsibilities involves taking calculated, not foolish, risks. It
means evaluating all the pros and cons, then taking the most appropriate decision or action.
Responsible people don't think that the world owes them a living.

4. Hard Work:
Success is not something that you run into by accident. It takes a lot of preparation and
character. Everyone likes to win but how many are willing to put in the effort and time to
prepare to win? It takes sacrifice and self-discipline. There is no substitute for hard work.
Henry Ford said, "The harder you work, the luckier you get."
The world is full of willing workers, some willing to work and the others willing to let them.
“I like to work half a day. I don't care if it is the first 12 hours or the second 12 hours.”
--Kammons Wilson, CEO of Holiday Inn
One cannot develop a capacity to do anything without hard work, just as a person cannot learn
how to spell by sitting on a dictionary. Professionals make things look easy because they have
mastered the fundamentals of whatever they do.
“If people knew how hard I had to work to gain my mastery, it wouldn't seem wonderful
at all.”
--Michaelangelo
An executive called a company to check on a potential candidate. He asked the candidate's
supervisor, "How long has he worked for you?" The man replied, "Three days." The executive
said. "But he told me he was with you for three years." The man replied, "That is right, but he
worked three days."

5. Character
Character is the sum total of a person's values, beliefs and personality. It is reflected in
our behavior, in our actions. It needs to be preserved more than the richest jewel in the world.
To be a winner takes character. George Washington said, "I hope I shall always possess
firmness and virtue enough to maintain what I consider the most valuable of all titles, the
character of an honest man."
It is not the polls or public opinions but the character of the leader that determines the
course of history. There is no twilight zone in integrity. The road to success has many pitfalls. It
takes a lot of character and effort not to fall into them. It also takes character not to be
disheartened by critics.
 How come most people love success but hate successful people? Whenever a person
rises above average, there will always be someone trying to rip him apart. Chances are pretty
good when you see a person on top of a hill, that he just didn't get there, but had to endure a
tough climb. It's no different in life.
In any profession, a successful person will be envied by those who are not. Don't let
criticism distract you from reaching your goal. Average people play it safe to avoid criticism,
which can be easily avoided by saying, doing or being nothing. The more you accomplish, the
more you risk being criticized.
It seems there is a relationship between success and criticism. The greater the success,
the more is the criticism.
Critics have always been sitting at the sidelines. They are underachievers who shout at
doers, telling them how to do it right. But remember critics are not the leaders or doers and it is
worthwhile asking them to come down to where the action is.
“The critic is one who knows the price of everything and the value of nothing.”

6. Positive Believing:
What is the difference between positive thinking and positive believing? What if you
could
actually listen to your thoughts? Are they positive or negative? How are you programming your
mind, for success or failure? How you think has a profound effect on your performance.
Having a positive attitude and being motivated is a choice we make every morning.
Living a positive life is not easy; but then neither is negative living. Given a choice, I
would go for positive living.
Positive thinking is better than negative thinking and it will help us use our abilities to
the fullest.
Positive believing is a lot more than positive thinking. It is having a reason to believe
that positive thinking will work. Positive believing is an attitude of confidence that comes with
preparation. Having a positive attitude without making the effort is nothing more than having a
wishful dream. The following illustrates positive believing.

7. Give More Than You Get

It is easy to succeed today. We have no competition. If you want to get ahead in life, go
the extra mile. There is no competition on the extra mile. Are you willing to do a little more
than you get paid for? How many people you know are willing to do a little bit more than what
they get paid for? Hardly any. Most people don't want to do what they get paid for and there is
a second category of people who only want to do what they can get by with. They fulfil their
quota just to keep their jobs. There is a small fraction who are willing to do a little bit more
than what they get paid for.
Why do they do more? If you fall into the last category, then where is your competition?
The advantages of doing more than you get paid for are:
 You make yourself more valuable, regardless of what you do and where you
work.
 It gives you more confidence.
 People start looking at you as a leader.
 Others start trusting you.
 Superiors start respecting you.
 It breeds loyalty from both your subordinates and your superiors.
 It generates cooperation.
8. The Power of Persistence
Nothing will take the place of persistence.
Talent will not: Nothing is more common than unsuccessful people with talent.
Genius will not: Unrewarded genius is a proverb.
Education will not: The world is full of educated derelicts.
Persistence and determination alone are omnipotent. --Calvin Coolidge
The journey to being your best is not easy. It is full of setbacks. Winners have the ability to
overcome and bounce back with even greater resolve.
Fritz Kreisler, the great violinist, was once asked, "How do you play so well? Are you
lucky?" He replied, "It is practice. If I don't practice for a month, the audience can tell the
difference. If I don't practice for a week, my wife can tell the difference. If I don't practice for a
day, I can tell the difference."
Persistence means commitment and determination. There is pleasure in endurance.
Commitment and persistence is a decision. Athletes put in years of practice for a few seconds or
minutes of performance.
Persistence is a decision. It is a commitment to finish what you start. When we are
exhausted, quitting looks good. But winners endure. Ask a winning athlete. He endures pain
and finishes what he started.

1.6.3 HURDLES IN ACHIEVING SUCCESS:

Although there are lot of potential obstacles, the following hurdles are more common.
1. Lack of information
2. Lack of skill
3. Limiting beliefs
4. Well being
5. Other people
6. Own motivation
7. Time
8. Money
9. Fear

1. Lack of Information:
Information can have one of two effects. With too much you can be overwhelmed, and
can stop you from making a decision or taking the next steps. With too little information you
are not able to put things into perspective, or look at the bigger picture. Identifying where you
have gaps in your knowledge, and including this as part of your goal will move you closer to
achieving it. There are several ways to obtain new information. Research, planned reading,
listening to CD’s, DVD’s on a specific topic or networking with individuals who have the
knowledge to share with you.

2. Lack of Skill:
In order to move forwards you may have to pick up skills along the way. This need not
be an enormous challenge. As part of your goal setting, understanding what skills you need to
acquire, and how you will acquire them will form steps of your plan. This does not necessarily
mean that you need to enrol on a course, although that is a great idea. Other alternatives such
as on-line study, planned reading, shadowing a colleague in the workplace, or seeking advice
from a friend can also help you obtain the skills you need.

3. Limiting beliefs:
We all have a set of beliefs by which we live our lives. These are set in our subconscious
at an early age. Sometimes these beliefs can hold you back and limit your ability to achieve you
goals. Some common examples may be familiar to you. Indecision or Procrastination- should I
do one thing or another? This often results in you doing nothing. The limiting belief manifests
itself as “I am not able to make decisions”.
Unable to make progress or stuck – when a way of working is no longer effective, you
continue to use it and often forms a comfort zone, the limiting belief here could be “ I can’t/
won’t change”. Often people will state that “I don’t deserve to be successful”, or “that shouldn’t
work for me”. Here we are seeing self sabotage and not valuing themselves and their own
ability.

4. Well being:
Despite your best efforts, there may be times when you are simply not able to pursue your
goals.
A sudden illness or injury can put set you back. When this happens you need to be realistic.
Beating yourself up will not help, nor simply giving up. Take a little time to re assess your goal
and consider what your options are now. How important is it that this goal is achieved within
the original timeframe. Also consider how else you goal can be pursued, and who can help you
during these times.

5. Other People:
Quite often the people that are closest to us fear us achieving our goals. For them this
means that you may change and that will also mean change for them. They may not be aware
how important your goals are to you. If the people you share your time with for example
family, friends, colleagues to not understand and support your goals, there is a chance that you
may be influenced by this. If these people are adverse to change then they may well sabotage
you plans.

6. Own Motivation:
Although you may see out with the best intentions, after a while the novelty may wear
off or there are other distractions. This may be down to a number of factors. Perhaps the goals
that you set were too large, and needed to be broken down into smaller manageable chunks.
Perhaps you are not getting the results, and need to consider what you doing that is are
preventing you from moving forward. After continued effort you may feel that the goal is now
actually something that do don’t want, or at least the outcome.
In this case the goal needs to be reassessed. If it requires modification because
circumstances have changed, then change it. If it no longer serves you, then don’t waste your
energy following up on something just because you started it.

7. Time:
We all live in a world where we don’t seem to have enough time. Many of us are “time
poor”, which means that we do not manage our use of time to get the best results. Quite often
I hear from the people around me “I just don’t have time to do x”. How true is this statement
really? Have we taken on too much, overcommitted ourselves and are embarrassed to say no?
Perhaps, but I have another view.
If we approach our use of time without any structure we may just leap from one thing
to another in no particular order. Without priority we will move from one thing to the next
urgent thing.
There is also the aspect of distractions. This can be distraction from others who do not
have the same aspirations as you. There is the distraction of telephone calls and emails. Quite
often we busy ourselves with those things that are nice to do, but do not take us any further
forward to achieving our goals.

8. Money:
Money is a common reason for not pursuing your goal. Usually it is the lack of money
that stops you. When you hear someone say “I can’t afford it” or “I just don’t have the money”.
These statements are usually offered up without much hesitation.
While I agree that it may well be true to some extent, what alternatives have they really
explored and how else could the money be found? If you are really serious about achieving this
goal, what lengths would you go to in order to find the money (legally)!
Let’s turn this around and look at it from another perspective. What is it costing you to
not have that goal in your life right now? For example being in that bad relationship or enduring
bad health. If in achieving this goal it was going to get you that next job, or mean that you
would get that 10% performance bonus at work, what efforts would you go to?

9. Fear:
What do I mean by fear? There are the more straightforward examples. If you need to
do
something that takes you right outside of your comfort zone for the first time, which may well
install fear into you.
Then there is the fear of failure. What will those around you think if you don’t achieve
you goal. How will you face them and maintain your integrity. Better to quit now that to see it
through right? That way no-one will be able to judge me.
Another type of fear is the fear of success. What if I actually do it, and people find out I
am a fraud? Is this goal something that I really want anyway? Self doubt comes into play and
you try to talk yourself out of it.

1.7 FAILURE:
Failure can be defined as the state or condition of not achieving a desirable or intended
objective; it can be considered the opposite of success. Failure is just a state of mind. You are a
failure only if you think that you failed. Your attitude towards a certain situation determines
whether or not you have failed. The fact is that everyone fails in something or the other at
some point in their lives.
It is easy to think negatively when it seems that everything that you do is not good
enough.
Look at the following failures and come to a conclusion yourself:
1. Only 400 Cokes were sold in its first year of production.
2. Albert Einstein’s Ph.D dissertation was rejected.
3. Henry Ford had two bankruptcies before his famous success.
 4. Thomas Alva Edison, the inventor of the electric bulb failed no less than 10000 times
before succeeding. But he said “I have not failed. I have just found 10000 ways that
won’t work.
Disappointments, Rejections, Unsuccessful attempts were not failures to the successful
people. They used them as stepping stones to success. This is the difference between people
who win and people who don’t. Failure is not the lack of success.
People are looking only the successes of others. They are not seeing the struggles,
frustrations and disappointments they faced.
Ralph Waldo Emerson who was a successful American essayist, lecturer and poet told
“Men succeed when they realise that their failures are the preparation for their victories”
Successful people don’t blame others for what has happened to them and they don’t use other
people’s definitions for success and failure. They use their own. They just change paths, re-
assess goals, try something new or adjust direction. To them, failure happens when they stop
trying to achieve their personal best.

1.7.1 CAUSES OF FAILURE:

The following factors can be considered as causes of failure. The most common failure-causing
problems and their solutions:

1. Lack of Persistence:
More people fail not because they lack knowledge or talent but because they just quit.
It’s
important to remember two words: persistence and resistance. Persist in what must be done
and resist what ought not to be done.
Try new approaches. Persistence is important, but repeating the same actions over and
over again, hoping that this time you'll succeed, probably won’t get you any closer to your
objective. Look at your previous unsuccessful efforts and decide what to change. Keep making
adjustments and midcourse corrections, using your experience as a guide.

2. Lack of Conviction:
People who lack conviction take the middle of the road. But what happens in the middle
of the road? You get run over. People without conviction go along to get along because they
lack confidence and courage. They conform in order to get accepted, even when they know
that what they are doing is wrong.
Decide what is important to you. If something is worth doing, it’s worth doing right and
doing well. Let your passion show even in mundane tasks. It’s OK to collaborate and cooperate
for success, but it’s not OK to compromise your values—ever.

3. Rationalization:
Winners might analyze, but they never rationalize. Losers rationalize and have a book
full of excuses to tell you why they couldn’t succeed.
Change your perspective. Don’t think of every unsuccessful attempt as a failure. Few
people succeed at everything the first time. Most of us attain our goals only through repeated
effort. Do your best to learn everything you can about what happened and why.

4. Dismissal of Past Mistakes:

Some people live and learn, and some only live. Failure is a teacher if we have the right
attitude. Wise people learn from their mistakes—experience is the name they give to slipups.
 Define the problem better. Analyze the situation—what you want to achieve, what your
strategy is, why it didn’t work. Are you really viewing the problem correctly? If you need
money, you have more options than increasing revenue. You could also cut expenses. Think
about what you’re really trying to do.

5. Lack of Discipline:
Anyone who has accomplished anything worthwhile has never done it without discipline.
Discipline takes self-control, sacrifice and avoiding distractions and temptations. It means
staying focused.
Don’t be a perfectionist. You might have an idealized vision of what success will look
and feel like. Although that can be motivational, it might not be realistic. Succeeding at one
goal won’t eliminate all your problems. Be clear on what will satisfy your objectives and don’t
obsess about superficial details.

6. Poor Self-Esteem:
Poor self-esteem is a lack of self-respect and self-worth. People with low self-confidence
are constantly trying to find themselves rather than creating the person they want to be. Don’t
label yourself. You might have failed, but you’re not a failure until you stop trying. Think of
yourself as someone still striving toward a goal, and you’ll be better able to maintain your
patience and perseverance for the long haul.

7. Fatalistic Attitude:
A fatalistic attitude prevents people from accepting responsibility for their position in life.
They attribute success and failure to luck. They resign themselves to their fate, regardless of
their efforts, that whatever has to happen will happen anyway.
Look in the mirror every day and say, I am in charge. You might not have control over
every phase of your life, but you have more control than you realize, and you are responsible
for your own happiness and success. Your attitude determines your altitude, and you can turn
“down” into “up”.

1.8 SWOT ANALYSIS:

SWOT stands for: Strength, Weakness, Opportunity and Threat. A SWOT analysis guides
you to identify your organization’s strengths and weaknesses (S-W), as well as broader
opportunities and threats (O-T).
A SWOT analysis can offer helpful perspectives at any stage of an effort. You might use
it to:
 Explore possibilities for new efforts or solutions to problems.
 Make decisions about the best path for your initiative. Identifying your opportunities for
success in context of threats to success can clarify directions and choices.
 Determine where change is possible. If you are at a juncture or turning point, an
inventory of your strengths and weaknesses can reveal priorities as well as possibilities.
 Adjust and refine plans mid-course. A new opportunity might open wider avenues, while
a new threat could close a path that once existed.
 SWOT also offers a simple way of communicating about your initiative or program and
an excellent way to organize information you've gathered from studies or surveys.

SWOT analysis can help the following people.

o Students
 o Managers and Owners
o Professionals, Executives
o Career Starters
o Practitioners and HR
o Doctors and Engineers
o Employees
o Husband and Wife
o Parents

1.8.1 THE ADVANTAGES OF CONDUCTING A PERSONAL SWOT ANALYSIS:

The main purpose of a SWOT is to promote the identified strengths, reduce weaknesses,
exploiting the opportunities and having contingency plans to minimize threats.
There are many benefits and advantages of using SWOT Analysis for personal development. It
is good for your success and betterment. Some of the most common benefits of conducting a
personal SWOT analysis have been mentioned below.
 Helps to develops strategies to attain your goals
 You can be better than your friends and colleagues
 Shows where you currently stand on the path of success
 Measures your scopes of reaching desired goals
 Boosts your career, life and personality
 Helps to better understand who you really are as a person
 Maximizes your strengths and diminishes your weaknesses
 Explores and also enhances your soft skills and hard skills
 It helps you understand your preferences and personality traits.
 Focuses on your attitudes, abilities, skills, capabilities and capacities

1.8.2 USING THE SWOT ANALYSIS TOOL:
Strengths:
These are the traits or skills that set you apart from others. Questions to ask include:
o What benefits do you have which others do not have? This could include skills,
education, or
o connections.
o What are you better at than anyone else?
o What personal resources do you have access to?
o What do other people see as your strengths?
o Which achievements are you most proud of?
o What values do you believe in that others fail to show?
o Are you part of a network no one else is involved in? What connections do you have
with
o powerful people?

Weaknesses:
This part examines the areas in which you need to improve and the things that will set you
back in your career. Questions to consider include:
o What work do you usually avoid because of lack of confidence?
 o What do people think you weaknesses are?
o Are you happy with your education and skills training?
o Do you have any negative work habits?
o Which of your personality traits hold you back?
Opportunities:
For the opportunities section, look at the external factors you can take advantage of to
pursue a promotion, find a new job or determine a career direction.
o What new technology can assist you?
o Can you take advantage of the market in its present state?
o Do you have a network of strategic contacts to offer good advice or help you?
o Is any of your competitors failing to do something important? Can you take advantage
of it?
o Is there a need in your company which no one is filling?
o Could you create an opportunity by offering solutions to problems?

Threats:
This part takes into account the external factors that could hurt your chances to attain your
goals. The factors to take into account include:
o What hindrances do you currently face at work?
o Is any of your co-workers competing with you for projects or roles?
o Is your job changing?
o Can technological changes threaten your position?
o Could any of your weaknesses lead to threats?

EXAMPLE:

HELPFUL HARMFUL

INTERNAL STRENGTHS: WEAKNESSES:

1. 1.
2. 2.
3. 3.
4. 4.
5. 5.

EXTERNAL OPPORTUNITIES: THREATS:

1. 1.
2. 2.
3. 3.
4. 4.
5. 5.