Was dich als Nächstes erwartet: Das interaktive Micro‑Learning
Im Micro‑Learning wirst du persönlich durch die vier Zimmer geführt – anhand von realen Szenarien, Dialogsequenzen, Reflexionsfragen und den Story-Elementen rund um Michael und Andrew.
Du wirst Situationen erleben, Entscheidungen treffen und unmittelbar Rückmeldungen erhalten. Dadurch wird sichtbar:
– wie unterschiedlich Menschen Wandel erleben
– wie du mit Widerstand konstruktiv umgehst
– wie du deinen Führungsstil pro Zimmer anpassen kannst
– wie du Teams sicher durch Unsicherheit führst

Das Micro-Learning ist ein Auszug aus unserem Zertifizierungskurs E-Learning Change-Management mit Schweizer Abschlusszertifikat!

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  Digital course with degree

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Dieses Micro‑Learning vertieft das Modell nicht nur – es macht es spürbar.

Du musst eingeloggt sein um das Micro-Learning zu starten.

Communication and dialogue

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Grow your Mindset – Unleash your potential with the Growth Mindset

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Conflict management – mastering conflicts in a team as a leader

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Leading teams and groups

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For years, OneNote for Windows 10 has helped millions of people around the world capture ideas, stay organized and collaborate easily. As of October 14, 2025, OneNote for Windows 10 will be read-only: You’ll still be able to view your notes, but you won’t be able to edit or sync them with this version. Updates, bug fixes and security patches will no longer be provided for OneNote for Windows 10.

What you have to do as a user:

If you’re currently using OneNote for Windows 10 for teaching, collaboration or day-to-day organization, we recommend switching to the OneNote app for Windows now to stay productive and take advantage of all the new features.

This allows you to switch smoothly to the latest OneNote version:

1. sync your notes first: Make sure all your notebooks are up to date by right-clicking on each notebook in OneNote for Windows 10 and selecting Sync this notebook. Full synchronization with OneDrive or SharePoint ensures that your work is automatically transferred when you switch to the latest OneNote app on Windows.

Screenshot of Microsoft OneNote – Lumturo Academy – Rights with Microsoft

2. use the migration menu in the app: After synchronization, click on the migration banner in the app in OneNote for Windows 10 – either the Switch to the latest version of OneNote banner or the Switch now button – and follow the instructions to ensure that the contents of your notebook are saved securely. The banner will take you directly to the correct OneNote app for Windows in the Microsoft Store.

3. download the OneNote for Windows app from the Microsoft Store: It’s free, actively supported and has lots of great new features. Simply sign in with your work, school or personal credentials and your notebooks will automatically appear if they are stored in OneDrive or SharePoint.

4. check your content in the latest OneNote for Windows app: Before uninstalling the OneNote for Windows 10 app, you should make sure that all migrated notebooks are displayed in the latest version of OneNote on the Windows platform. If you find that some content is missing, please go to File > Open backups in OneNote for Windows to restore it.

The updated OneNote app for Windows has a familiar interface with new features, improved synchronization, better performance and enhanced security. Take a few minutes to explore the layout and tools so you can get started right away!

Cost and availability:
The new OneNote for Windows is free and is now available to all OneNote users with a Microsoft account for work, school or personal use.

Want to know more about OneNote? Visit our courses, E-Learnings and tutorials here.

You want to stay up2date? Then apply for membership today and become part of the Lumturo Academy M365 Super User Community! As a member you will always be up to date, receive the latest information, updated instructions and have access to personal support. Find out more here!

The trademarks Microsoft, OneNote and images are the property of Microsoft. Texts, content and instructions are the property of © Lumturo AG.

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At Lumturo, we believe in a world in which every person has the opportunity to develop, help shape and be part of a strong community. Our commitment to PluSport Disabled Sports Switzerland is an expression of our social responsibility – and our deep belief that sport builds bridges, strengthens self-confidence and opens up new perspectives.

Children and young people with disabilities deserve the same opportunities for participation, enjoyment and development. PluSport creates precisely this space – with heart, expertise and impact. For us, it is a sensible investment in the future: because the children of today are the creators of tomorrow.

Shaping the future together – with PluSport

Sometimes it’s the quiet stories that have the greatest impact. A child standing on the edge of a playing field for the first time – and then right in the middle of it. A young person who not only finds exercise through sport, but also a sense of belonging, self-confidence and joy. It is precisely moments like these that arise at PluSport Disabled Sports Switzerland – and that is precisely why we at Lumturo support this valuable work.

“When children with disabilities gain self-confidence through sport and become part of a community, something is created that goes far beyond exercise – real participation. That’s exactly what we are committed to at Lumturo.” Marco Petoia

For us, social responsibility is more than a principle – it is a promise. A promise that we are committed to a society in which participation and co-determination are possible for everyone. Sport is a powerful way of doing this: it connects, strengthens and creates spaces in which people can surpass themselves.

Children and young people with disabilities are not just part of our present – they are the future of our world. Their perspectives, their talents and their voices deserve visibility and support. With our commitment to PluSport, we want to help ensure that this future is inclusive, vibrant and full of opportunities.

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In an increasingly dynamic and globalized working world, in which cultural diversity and innovation are key factors for corporate success, employee development is becoming one of the central strategic tasks of organizations. One method that is becoming increasingly important is 360-degree feedback.

Originally designed as an instrument for management development, 360-degree feedback is now increasingly being used at all employee levels. The traditional performance appraisal is replaced by a comprehensive, multi-layered perspective that includes line managers, colleagues, employees and self-perception (Scherm & Kaufel, 2018).

This comprehensive approach not only promotes individual development, but also the establishment of a strong, positive corporate culture. The need to strengthen an open feedback culture and thus a positive corporate culture is also reflected in studies. For example, only 10.2% of respondents in a study from 2022 describe their feedback culture as open (Statista, 2022).

For the sake of readability, organizational members with and without management responsibility are referred to equally as “employees” below.

Advantages of 360-degree feedback

1. Promoting self-reflection
   Employees receive a complete picture of their strengths and areas for development through feedback from various sources. This enables deeper self-reflection, which allows them to develop further in a targeted manner. It is not just about the “what”, but about the “how” – how employees carry out their tasks, communicate with others and behave within the team.
2. Strengthening the feedback culture
   360-degree feedback makes a decisive contribution to creating an open and constructive feedback culture. Regular, varied feedback promotes a culture of learning and continuous improvement. Employees learn to see feedback as an opportunity for growth and at the same time to give constructive criticism themselves, which strengthens trust and cooperation within the corporates.
3. More objective assessments
   Obtaining feedback from multiple sources makes the assessment of employees more objective and less susceptible to individual bias or prejudice. This increases fairness in decisions about promotions, salary adjustments and development measures (e.g. development plans)
4. Improved teamwork
   As the feedback also comes from colleagues and team members, the team dynamics are given greater consideration. Employees recognize how their behaviour influences collaboration and can thus improve their social and communication skills in a targeted manner. This leads to better teamwork and more harmonious working relationships.
5. Promoting intercultural competence
   In international and intercultural teams, 360-degree feedback helps to recognize and take into account cultural differences in management style and cooperation. This is particularly important in global corporates in order to avoid misunderstandings and improve cooperation between teams from different countries.

(cf. Scherm & Kaufel, 2018)

Challenges of 360-degree feedback

Despite the many benefits, implementing 360-degree feedback is not without its challenges. To successfully introduce this method, you need to take a few stumbling blocks into account:

1. Anonymity and honesty
   Although anonymous feedback can encourage honest feedback, there is a risk that some comments may become unobjective or destructive. It is important to set clear rules for the type of feedback and to train employees on how to give and accept constructive feedback ( Obermann, 2018).
2. Overwhelm due to too much feedback
   Especially when employees receive such a comprehensive assessment for the first time, it can seem overwhelming, especially if the amount of information is not handled correctly. Therefore, make sure that the feedback is clearly structured and focused on the key points (Stock-Homburg & Groß, 2019).
3. Continuous adaptation and training
   The introduction of 360-degree feedback is not a one-off process, but requires regular training and adaptation. Leaders and their employees must learn how to interpret the feedback effectively and use it for their further development. Without regular training, feedback can stagnate or lose its value (Becker et al., 2018).

The Lumturo digital Services take all these components into account. Lumturo’s 360-degree instruments are ready for immediate use and completely anonymous.

Steps to the successful introduction of 360-degree feedback

1. Clear objectives
   Before introducing 360-degree feedback, you should clearly define the objectives you are pursuing with it. Should it primarily support personal development, improve teamwork or provide a basis for decisions on promotions (Scherm & Sarges, 2019)?
2. Creating a feedback culture
   Before introducing 360-degree feedback, it is crucial to establish a culture of openness and trust within the corporates. Employees need to understand that feedback is a valuable tool for their personal growth and not an evaluation in a negative sense (Scherm & Sarges, 2019).
3. Training and workshops
   Both Leaders and employees should receive regular training on how to give and receive feedback. These training sessions help to avoid misunderstandings and ensure that feedback is constructive and solution-oriented (Wegenberger & Wegenberger, 2021).
4. Ensure anonymity and confidentiality
   It is important that feedback remains anonymous in order to encourage honest and open feedback. At the same time, the confidentiality of the process must be maintained to ensure employee trust (Brenner, 2014).
5. Regular feedback cycles
   360-degree feedback should not be seen as a one-off process, but as part of a continuous cycle of employee development. Regular feedback rounds (e.g. once a year) enable employees to continuously work on their skills and improve in the long term (Scherm & Kaufel, 2018).

360-degree feedback as a lever for cultural development

A 360-degree feedback program for all employees not only promotes individual development, but is also a powerful tool for cultural development in a corporates. A culture based on openness, continuous learning and mutual respect is critical to the long-term success of your organization. By involving all employees – not just Leaders – in the feedback process, the entire workforce becomes part of a shared growth process.

This form of collaboration and continuous dialog contributes significantly to strengthening the corporate culture. A positive culture not only increases employee satisfaction and motivation, but also leads to higher productivity and better customer loyalty. Corporates that invest in such a culture benefit in the long term from a committed and high-performing workforce (Blum & Zaug, 2008)

External support for cultural development

The introduction and successful implementation of 360-degree feedback requires expertise and sensitivity. Many corporates turn to external consulting or specialized service providers to design and support this process. External experts such as those from Lumturo Transformation & Coaching can bring in independent perspectives, develop customized solutions and help to identify and overcome cultural hurdles.

For corporates that want to build a strong, positive and sustainable corporate culture, it can make sense to call in external support. These experts not only help with the introduction of 360-degree feedback, but also with the establishment of a sustainable feedback culture that promotes the long-term success of the company.

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The basics of mindset
Have you ever had the feeling that you’re just not cut out for certain things? Maybe you’ve said to yourself: “I’m just not good at math” or “Creativity doesn’t suit me”.

These thoughts could be signs of a so-called “fixed mindset” – an entrenched pattern of thinking. In contrast, there is the “Growth Mindset”, which is based on the belief that skills and talents can be developed through effort and learning. These concepts were researched and coined by psychologist Carol Dweck from Stanford University. Let’s find out together how these perspectives emerge and how you can develop a Growth Mindset to realize your full potential.

How do our beliefs come about?

Our beliefs about ourselves and the world are often formed in childhood. Parents, teachers and friends play a central role in this. For example, if you were praised for good grades (“You’re so clever!”), you might develop the idea that intelligence is innate and unchangeable. If, on the other hand, you were praised for your effort (“You tried really hard, well done!”), you may have internalized the belief that success depends on commitment and perseverance. These messages shape your basic attitude – your mindset – and influence how you perceive challenges.

The concept of fixed vs. Growth Mindset Carol Dweck describes two basic thought patterns in her research:

• Fixed mindset: People with a fixed mindset believe that their talents and abilities are static. They avoid challenges in order to avoid mistakes and feel threatened by the success of others.

• Growth Mindset: People with a Growth Mindset are convinced that they can develop through effort and learning. They see challenges as an opportunity to grow and are open to criticism and feedback.

This knowledge opens the door to change. Because: Your mindset is malleable!

We explain it to you in an understandable and comprehensive way in our eLearning.

Curiosity as a child – and how we lost it

Do you remember the time when you were a child and asked questions tirelessly? “Why is the sky blue?”, “How do airplanes work?” – This curiosity is a natural expression of a Growth Mindset. Unfortunately, however, this curiosity is often dampened by social pressure, performance evaluation and fear of making mistakes. The good news is that you can rediscover this childlike curiosity by asking questions more consciously, researching and trying out new things.

How to develop your Growth Mindset Developing a Growth Mindset is a journey. Here are some steps that can help you:

1. Question beliefs: Make a note of beliefs that limit you (“I am not creative”). Ask yourself: Where does this thought come from? Is it really true?

2. Embrace mistakes: See mistakes as a learning opportunity. What can you take away from them?

3. Encourage curiosity: Learn something new, try out a hobby or read a book about an unfamiliar topic.

4. Adapt self-talk: Replace negative self-talk with encouraging words (“I can’t do it yet, but I can learn”).

Reflecting on and changing beliefs

It takes time and practice to change deeply rooted beliefs. Start by reflecting regularly. Ask yourself: How do I react to challenges? What do I think about success and failure? Write down your thoughts and find ways to reinterpret them positively.

Bonus: Growth Mindset as a Leader

As a Leader, Growth Mindset can not only promote your own development, but also that of your team. Create a culture where learning and experimentation are valued. Encourage feedback and praise effort and progress, not just results. By reflecting on and developing your own mindset, you become a role model for others.

Conclusion

Your mindset determines how you tackle challenges, deal with setbacks and achieve your goals. The good news is that you can change it at any time. By developing a Growth Mindset, you open yourself up to a life of learning, growth and self-development. So, what are you waiting for? Start your journey today!

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Further training to become a management specialist with a federal certificate offers you a first-class opportunity to expand your management skills and qualify for responsible tasks. Whether you have already gained your first management experience or are looking to take the next step on the career ladder – this training will take you further.

What makes this training so exciting?

In the training course, you will learn practice-oriented content that you can apply directly in your everyday work. Here are some of the highlights:

• Develop leadership skills: You will learn how to motivate teams, manage conflicts and make clear decisions.
• Self-management: the focus is on effective time management, stress management and resilience.
• Strategic thinking: Understand how to analyze business contexts and plan strategically.
• Communication: You will receive valuable tools to communicate effectively and be convincing as a Leader.
• Change management: You will learn how to successfully manage change processes and lead your team through phases of change. You will be prepared to recognize and overcome resistance.
• Agility: Understand how to integrate agile methods and ways of thinking into your management work. This allows you to remain flexible and react quickly to changing conditions.
• Human Resource Management: Learn how to promote talent, strengthen employee loyalty and build a strong corporate culture.

The added value for you

The training not only offers you sound specialist knowledge, but also recognized qualifications that give you a clear advantage on the job market. With the federal certificate, you have proof of your skills that is recognized and valued throughout Switzerland. Corporates are specifically looking for specialists with this qualification, as they know that you are well prepared to master management challenges.

Your career boost

Further training is a real springboard for your career. It qualifies you for positions such as team leader, department manager or project manager. Many graduates report rapid career advancement and salary increases after completing the training. You will not only be perceived as a leader, but also as someone who is willing to take on responsibility and drive their organization forward.

digitalflexible and first-class – your advantage with us

Why should you do this training with us? It’s simple: we are the leading provider of digital education and focus on maximum flexibility and quality.

• Flexible in terms of time and content: learn at your own pace – our modules are designed so that you can adapt them perfectly to your everyday life. Whether early in the morning or late in the evening, you decide when it suits you.
• Independent of location: You can take part from anywhere, whether at home, in a café or even on the go. All you need is an internet connection.
• Top lecturers: Our courses are led by experienced professionals who not only have extensive specialist knowledge, but also know how to convey it in a practical way.
• High-quality content: Our learning materials are up to date and provide you with exactly the knowledge you need to succeed.

Take the first step Management experts with a federal diploma SALT certificate, digital course

Are you ready to take your management career to the next level? Then don’t hesitate any longer and start your management training with us. Benefit from our modern digital learning environment, flexible design options and a strong network of experts.

Fulfill your career goals and become a leader who is in demand in corporates. Sign up now – your future awaits!

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1. the importance of leadership skills

Leadership is much more than just managing tasks and achieving goals. It is about inspiring, motivating and developing people. A good leader knows how to create an environment in which employees can develop their full potential. This requires not only technical skills, but also social skills, empathy and the ability to communicate effectively.

The leadership training course SALT addresses precisely this point. It offers a structured program that aims to teach and deepen the most important leadership skills. You will learn how to lead your employees effectively, resolve conflicts and create a positive working environment.

2. advantages of leadership training SALT

• Targeted skills development: The leadership training course SALT is designed to develop specific leadership skills. These include the ability to make strategic decisions, lead teams and manage change processes. These skills are essential for a successful career.
• Practical learning content: The Leadership SALT training program is practice-oriented and based on real-life case studies and examples from the business world. This enables you to apply what you have learned directly in your everyday professional life and continuously improve your leadership skills.
• Network building: By participating in the Leadership training course SALT, you have the opportunity to exchange ideas with other Leaders and experts. This not only promotes the exchange of knowledge, but also offers the chance to make valuable contacts that can be beneficial for your professional development.
• Increased career opportunities: Completing further training in the area of leadership SALT is highly valued by many employers. It signals that you are willing to take on responsibility and continuously develop yourself. This can significantly increase your chances of being promoted or changing jobs.

3. which modules are included in the leadership training course SALT?

The following modules are part of the training. At Lumturo Academy, all exam training courses and the unique digital tools are included.

• Team leadership/group leadership
• Oral communication
• Written communication
• Presentation
• Self-knowledge and self-knowledge report SALT
• Self-Management
• Conflict Management
• Exam introduction and training (one eLearning for each module)

Click on the modules to find out more.

4. why you should opt for the leadership training course SALT with Lumturo Academy

The decision to further your education in the area of leadership is an important step for your professional and personal development. The leadership training course SALT at Lumturo Academy offers you the opportunity to systematically expand your leadership skills and prepare yourself for the challenges of modern working life.

A central aspect of the leadership training course SALT is the development of a personal understanding of leadership. You will learn how to recognize your individual strengths and weaknesses and work on them in a targeted manner. This is particularly important, as authentic Leaders who bring their personality to their leadership work are often more successful and enjoy more trust from employees.

In addition, the digital Online leadership training course SALT offers a comprehensive overview of current trends and developments in the field of leadership. You will learn how to implement innovative leadership approaches in your corporates and how to react to changes in the market and the working environment. This is particularly important in times of digital change and globalization.

The whole thing is completely digital and online. At your own pace and at a time that suits you. Nevertheless, you are not alone with us. A Online learning community supports you. Joint (voluntary) learning sequences with our experts guarantee you exam success.

5. conclusion

A career in the management level of a corporates requires more than just specialist knowledge and experience. The ability to lead and inspire people is of central importance. The Lumturo Academy further education course Leadership SALT offers you the opportunity to develop these skills in a targeted manner and prepare yourself for future leadership roles. Use this opportunity to advance your career and establish yourself as a Leader who is able to successfully lead teams and guide corporates into a successful future.

Invest in your future and start your leadership training today at SALT. Your professional success and your employees will thank you for it.

Consultation appointment

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Self-knowledge begins with a conscious examination of one’s own self. The self encompasses our personality, values, beliefs and the way we see ourselves in the world. Perception plays a decisive role in this.

Our perception shapes our self-image. It is the lens through which we view and assess ourselves. Our own perception is always subjective and can be distorted by experiences, expectations and external influences. It is therefore of central importance to develop a clear and honest view of yourself.

The synergy of self-image and external image

Our self-image is the way we see ourselves. It is based on our beliefs, experiences and self-perception. On the other hand, there is the image of others, the way others perceive us. As a result of comparing these two views, there will be similarities and differences in perception. Understanding how this happens, when it happens consciously and when not, is the key to self-knowledge.

Modern digital analysis tools offer valuable support for this comparison. They enable systematic data collection and evaluation as a starting point for self-reflection. The process requires a high degree of honesty with oneself and a willingness to accept constructive criticism. The combination of self-image and external image enables a holistic approach to self-knowledge. It provides the basis for targeted personal development that creates space for growth and improvement.

Effects on management behavior

The deep connection between self-image and external image plays a decisive role in leadership behavior. Accurate self-assessment, coupled with the perception of others, creates a foundation for more effective communication and building and maintaining interpersonal relationships within the team. Leaders who are aware of how they are seen by others can improve their behavior to create a more positive and productive work environment.

Conclusion

Overall, it is clear that self-knowledge, which arises from the comparison of self-image and external image, plays a decisive role in personal development and for Leaders. This process requires sincere self-reflection, openness to change and a willingness to continuously improve. People who are aware of this dynamic have the opportunity to strengthen their personal skills and thus significantly influence their own success.

The post The power of self-perception: How self-image and external image influence our leadership first appeared on .

1. the art of visualization: memorable learning

Your brains are masters of image recognition. So why not use this ability to make memorization easier? For example, if you want to learn historical years, create mental images of events and link them to the numbers. Creative and unusual images stick better in the memory. Creates a scene in which historical figures jump from year to year on a fascinating journey through time. Such visual associations help your brain to store and recall information more easily.

Example:

Memorize the four learning types: Auditory type (via hearing), Haptic type (via touch), Visual type (via sight), Communicative type (via speech). A short story will help you to memorize the four learning types. You go for a walk and hear a sound (auditory). You make your grandmother, who is accompanying you, aware of this with a little nudge (haptic). You look together to see where the noise is coming from (visual) and watch two chickens clucking (communicative).

2. the potential of mind maps: Structured learning

Mind maps are like maps for your brain. They help to organize complex information and make connections visible. For topics such as anatomy, you can create a mind map that links different body regions, organs and functions. The visual representation allows information to be placed in a larger context and thought processes to be organized. Let your creativity run wild and use colors, symbols and links to make your mind maps even more effective.

3. the power of active repetition: sustainable learning

Repetition is the key to retaining information in the long term. But it’s not just about simple repetition – it’s about active repetition. Uses various methods to regularly review what has been learned. Write summaries, create quizzes, explain the topic to an imaginary audience or a friend. By (re)processing information in different ways, you anchor it more deeply in your memory and increase your chances of remembering it in the long term.

These three methods are your best companions on your journey of continuous learning. Use the power of visualization, the structure of mind maps and the effectiveness of active repetition to take your memorization to the next level. Remember that learning is not just a duty, but an opportunity to strengthen your thinking skills and broaden your horizons. So let’s go, dear knowledge enthusiasts – the world of knowledge awaits you!

I look forward to hearing your thoughts, questions and experiences on this topic in the comments. Let’s broaden our knowledge horizons together!

The post Effective memorization: 3 proven methods for knowledge enthusiasts first appeared on .

In this article, I will introduce you to the model of inner drivers, based on Eric Berne’s transactional analysis. These can help you to recognize how stress arises in you. You can use them to reduce your own inner pressure and stress.

What is transactional analysis?
Transactional analysis is a psychological theory that aims to understand our communication patterns and behaviors. Its founder Eric Berne discovered that in the course of our lives we develop scripts – unconscious beliefs and behavioral patterns – that influence our thoughts and actions. These scripts can also lead to stress and strain. Above all through our own expectations of ourselves.

The role of personal inner drivers
T. Kahler developed the “Inner Drivers” model based on Eric Berne’s transactional analysis. Kahler identified five general drivers. Drivers are internalized beliefs that we developed early in childhood that shape how we think, feel and act. They had the same effect back then as they still do today.

• “Always be perfect!” Expect flawless performance and unrealistic achievements. Leads to excessive stress and the feeling of never being good enough.

• “Always be strong!” Urges you to suppress your own needs and go beyond your limits. Can cause excessive demands and isolation.

• “Hurry up!” Creates a constant rush and hectic pace, neglects your own mindfulness and leads to chronic stress.

• “Always try hard!” Puts us under pressure to achieve recognition and success, neglects to consider our own limits.

• “Always please everyone!” Prioritizing the needs of others over your own leads to dissatisfaction and imbalance.

These drivers guide our thoughts, feelings and behavior. Consciously recognizing them enables us to act more consciously and reduce stress.

Self-awareness as the key to reducing stress
The first step towards reducing stress is self-awareness. Find out how strong your inner drivers are. Do you recognize patterns in which you feel more stressed or overwhelmed?

Rethink and reassess
As soon as you have recognized which inner drivers trigger stress, you can start to work on them. Admittedly, it sounds easier than it is. Ask yourself the question:

“Are these drivers still useful or are they keeping me trapped in a cycle of stress?”

Take a critical look at your drivers and consider how you could transform them into healthier thought patterns. Instead of “Always be perfect!”, the new mantra could be “I do my best and learn from my experiences”.

Effective stress management can be learned. Take a look at our course on stress management here.

Conclusion: Control the stress, not the other way around

Personal responsibility is the key to change and offers a powerful opportunity to recognize and reduce the causes that trigger or intensify stress in your life. Break old patterns and establish healthier ways of thinking. If you would like to learn more about your inner drivers, take a look here.

I look forward to reading your thoughts, questions and experiences in the comments. Let’s broaden our knowledge horizons together!

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