Peoplenology Home Based Business

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If you want to make a lot of money, with very little effort, from the comfort of your home or even a commercial office you have found the business for you and your family. This is for people that want their own business, the real deal, no tricks, no in person sales calls, no vending machines, no loans, no cash investments etc.
This is for people that want their own bussiness.
PeopleNology
Little Human Earth Laws
Gregory Bodenhamer
Intellectual Property - Copyright - All Rights Reserved 2008
GregoryBodenhamer@Live.com
Expert research and 28 years of experience is going to show you the way to wealth... You can read some of the exclusive research right here...and discover your own cash cow...This is not get rich quick, we're not on t.v. and we don't buy radio spots and we don't want your money. We need good people, maybe people just like you, to help us service our customers.

TMS Transportation Management Systems Gregory Bodenhamer PeopleNology GregoryBodenhamer@Live.com

Transportation Management Systems Business Motor Freight Management Trucking Management LTL TL OTR LOCAL REGIONAL NATIONAL PeopleNology Gregory Bodenhamer Transportation Consulting Expert INTERNATIONAL Social Engineering System Process Structure Consulting for Motor Freight Transportation Management Return On Investment Success Stability Significance Survival Principles Application Techniques Carrier Management Group Performance Based Management Best Practices Terminal Managers Operations Ten Best Reasons Use PeopleNology PeopleNology Gregory Bodenhamer Transportation Consulting Expert Gregory Bodenhamer North American Transportation Expert Logistics Management 3rd Party 4th Party Shipping Department Dispatch Operations PeopleNology Gregory Bodenhamer Transportation Consulting Expert Driver Manager Operations Center Terminal Forwarders Freight Tonnage Carriers Consulting Training Development Education Seminars Workbooks PeopleNology Gregory Bodenhamer Transportation Consulting Expert Classes School Classroom Orientation CDL Commercial Driver Orientation New Driver First Day Consultants Help Educational Supervisor Supervisory PeopleNology Gregory Bodenhamer Transportation Consulting Expert Group Salary Hourly Monthly Annual Pay Rates Cents Per Mile Pay Per Trip Miles Highway City Interstate Rate Per Trip Hub Miles Dispatcher PeopleNology Gregory Bodenhamer Transportation Consulting Expert Operations Manager He She Them Group Lawyers Legal Tariff Charges Rates Transportation Traffic Association Speaker Talking Points White PeopleNology Gregory Bodenhamer Transportation Consulting Expert Paper Traffic Newsletter Learning Letter White Paper Research University Quality OS&D Over Short Damaged Claim Freight Express Pony Bulletin PeopleNology Gregory Bodenhamer Transportation Consulting Expert Rate Sheet Speed Sheet Specialty Container Containerized Consulting Brokers Analyst Executive Bill Audit Freight Bill Rates Haulage Payment PeopleNology Gregory Bodenhamer Transportation Consulting Expert Membership Motor Carrier Industry PeopleNology PeopleTopia PeopleTopian Greg Gregory Bodenhamer Mechanicsburg Pa Pennsylvania PeopleNology Gregory Bodenhamer Transportation Consulting Expert Maryland Virginia Ohio California Southern Northern Eastern Western Mountain Central States Pa Md Va Oh Ca Ny New York NYC New York PeopleNology Gregory Bodenhamer Transportation Consulting Expert City Industry FHWA DOT ICC OPS AIR BLUE Book Test Fatigue Technologies Computer Based Base Rates Increase Discount Volume Report White Blue PeopleNology Gregory Bodenhamer Transportation Consulting Expert Book Benchmark Revenue Stream Gross Net Profits Sales New Customer Economics Wharton School Management Regulation Transit Authority PeopleNology Gregory Bodenhamer Transportation Consulting Expert Investments Trucks Chemical Care Pricing Tariff Hazardous Waste Facility Terminal Trucking Transportation Manager Management Executive PeopleNology Gregory Bodenhamer Transportation Consulting Expert Ownership Buy Sell Trade Facility Dock Door Ramp Construction Maintenance Tank Fuel Price Per Gallon Index Future Railroad Regional PeopleNology Gregory Bodenhamer Transportation Consulting Expert Local Flatbed LTL TL OTR Less Than Truckload Truck Load Over The Road Fleet Driver Dispatch Manager Supervisor Lead College Resources 3rd PeopleNology Gregory Bodenhamer Transportation Consulting Expert party Asset Non Asset 4th Party CDL Commercial Drivers License Driver Northeast Logistics Today Magazine Free Email Postal Delivery Service PeopleNology Gregory Bodenhamer Transportation Consulting Expert Fast Affordable Library Publication Directory Contract Expedited Warehouse Distribution Logistics Buyers Guide Flatbed Weight Weights Inspection Job PeopleNology Gregory Bodenhamer Transportation Consulting Expert Trend Financial Stability Charts Trends Senior Account Sales Sales Manager Customs Mail Boxes Global Supply Chain Apply Job Career PeopleNology Gregory Bodenhamer Transportation Consulting Expert Apply Application Partner Cash C.O.D. On Delivery On Hand Storage Yard Check Director Vice President Owner President Executive Gregory PeopleNology Gregory Bodenhamer Transportation Consulting Expert Bodenhamer PeopleNology PeopleTopia PeopleTopian Social Engineering System Process Controls Breakbulk

PeopleNology Business Management by Ph.D. Gregory Bodenhamer All Rights Reserved 2006-2008 Nollijy University State College Pa

PeopleNology Business Management by Ph.D. Gregory Bodenhamer All Rights Reserved 2006-2008  Nollijy University State College Pa

Motor Freight Trucking Expert Consulting
Seminars - Workbooks - Publications - Classroom - Consulting - White Papers

Translating PeopleNology Techniques

into Truck Driver Recruiting & Retention Results
Social and System Motor Freight Trucking Engineering

Write for FREE information; PeopleNology@hotmail.com
GregoryBodenhamer@Live.com

There are many reasons to follow

PeopleNology Free Newsletter

inside your trucking company.

Recruiting & Retention

Truck Driver Recruiting & Retention Results
Social Engineering for Remarkable Profits - System & Design for Motor Freight Trucking Engineering

Here are five levels of rationale that followers, that you call employees, can use when deciding to follow a leader. People decide about things all the time.  They decide to join your organization, you call that recruiting.  They decide to stay within the trucking group, you call that retention.

PeopleNology by Gregory Bodenhamer Ph.D. Nollijy University lets your managers and executive group understand and affect every employee thought between these two actions of joining and leaving your company.

Everything your employee groups do between their starting and ending is what your company offers within the transportation segment.  Everything a human being thinks, feels, speaks about, works on and strives for is found within Psychology and their Evolutionary history that is remarkable.  Our founder has spent many years in the construction of this complex information that is made easy to understand and fully utilize through his teachings of PeopleNology.

Most L.T.L. and T.L. companies spend all their time and money trying to attract new C.D.L. truck drivers to their organization.  Their noble recruiting efforts and large amounts of valuable resources are applied without complete knowledge.

You can see the results of this incomplete knowledge and misguided efforts by the driver turnover rates found within the transportation segment.  Truck drivers come and go without regard to commitments, rates per mile, age and type of equipment, medical benefits and other so-called driver incentives and programs.

PeopleNology gives you the knowledge and application principles and techniques to drastically improve recruiting, retention, rewarding and recognition of what you many consider your most important asset, your people.

When your managers and key executives, including recruiting, front line supervisors, fleet managers and even you sales departments start applying PeopleNology you will see a consistent and dramatic improvement within bottom line results.

The benefits of you being able to persuade the total employee groups filters down very quickly into your customer base.  Delighted motor freight customers, enlightened drivers, dock workers, dispatchers, data entry billers, accounts receivable employees start changing your company from the inside.

If you ignore your people you will soon be without them within your company. Without tens of thousands of research and development dollars smaller companies cannot easily afford complex people management and social engineering.  PeopleNology allows even the smaller of motor freight transportation companies, logistics organizations, 3rd party supply chain companies to benefit from PeopleNology.

Psychology, known facts about people behavior, PeopleNology, known facts about human traits that we all share create a vivid road map to your business success.

The 75 Secrets of the Human Mind are explored and exploded inside your trucking company that is guaranteed to improve your total influence, persuasion success, improve compliance, profit, services and revenue growth. 

The founder of PeopleNology, Gregory Bodenhamer Ph.D. Nollijy University allows thousands of motor freight trucking companies and other people based organizations free access to the 75 Secrets of the Human Mind.  After his 29 years of progressive and profitable leadership of process control systems this Mind-Set has exploded within trucking companies all over the world, becoming prevalent within the North American Transportation Segment.  Simply searching major internet search engines like Google, MSN and Yahoo for PeopleNology gives you a glimpse inside some of the applications within the market.

They come and go,

People join your company for their own reasons and leave for their own reasons. 

Through the application of PeopleNology techniques you can actually affect what people think and feel, somewhat control what they say and do, actually steer them or persuade them to make the choice that you decide for them.  PeopleNology is broken down into easy to learn lessons and is delivered to your desktop via PDF files in the form of various publications for clients.

Retention of People,
Retention of People that agree with you,
Retention of People that you can persuade, lead and inspire,

As we take just a quick look at recruiting and retention note how they start off as negative and become more positive. What you don’t know about yourself and your employees is guaranteed to amaze you. If you are seeking to lead people, it is a sound and  good idea to get a firm understanding of why will they follow you.

Fear of retribution is the first reason they stay with your company.

“ If I don’t take the load I’ll get a warning letter “

“ If I don’t turn in my daily log sheets I’ll get a warning “

“ If I’m not good I won’t get my bonus money “

“ If I don’t hurry I’ll be late and won’t get my service bonus “

Following out of fear is the first and foremost reason that any human being follows instructions, at least while your looking.  This is  not so much following as being tugged along by a fleet dispatcher or manager at the end of a rope.  Front line supervision is expensive, field managers, regional vice presidents are all designed to make sure people stay attached to the system process control rope.

The leader in such cases is using coercive push methods that will work only as long as the follower sees no other choice.  Remove all supervision from your company and watch as 83% of your process will start to fail within a matter of days.  The remaining portion of your process controls will fail within a matter of weeks which means you have late deliveries, higher auto liability claims, more os-d and damage exposure, money not collected within terms, gross revenue starts moving down and a whole host of other negatives as people continue to leave your company.

The so-called supervisor and manager really has no people training or education at all except through experience both good and bad.  Their experience is mixed with their emotions and education that create a pot pie of regrets, warnings, failures, recruiting and retention problems that you pay for daily.

Fear is not the tool of effective leaders (and certainly not ethical leaders). At best, fear-based approaches gain weak commitment and need constant attention or the follower employee freezes or flees based on their evolutionary drivers.  You do not make employees pull on the same end of the rope for very long without constant and expensive supervision.  PeopleNology shows you how to use the human traits and evolutionary drivers to persuade people to do the right things at the right times producing a better and more profitable result.

Blind hope because you give them no choice.

"We must try this, I hope this works!"

Here, the follower employee is desperate for some solution. What the manager is offering is either the only option they see based on education, experience and emotions or the best of a relatively weak set of choices.  If a person really wants two pieces of bread they will leave you if you offer them only one.  If you cannot provide them with a solution and they have no current alternatives they will follow you for a short period of time.  Most Commercial Truck Drivers stay for a very few months, long enough to capture their bonus for signing on and staying for a while.

The employee of Blind hope is now following for lack of alternatives.  They’ll take the one piece of bread, the early start time, the late night Friday shift only until you persuade them to stay or change your system to meet their needs.  The employed human being is not in agreement with you at all even though they agree with you at the time.  People serve their interests first and try and fit yours into their day if you can persuade them to do so.  This example employee is not a happy employee and they will deliver to you bad results, bent bumpers, customer complaints and the host of things you must remove to grow service and profit.

PeopleNology shows you how to identify people, through their actions and traits that allows you to persuade and convince them of certain things at certain times.  Executives should watch out for these Blind hope followers as they are either looking for a job or at the very least hurt your company.  Any person that is disappointed with the company or disillusioned about the mission must be removed.  Companies today, due to the so-called driver shortage, allow employees to destroy customers, equipment, service agreements and relationships due to the fear of driver turnover.

You must have people believe in the company mission.  You must have people believe in you and your executive management staff.  PeopleNology is the perfect solution to poor quality, employee turnover, non-compliance, poor service and lower operating margins.  Most companies have hopeful follower employees, fair weather friends and sunshine boys that will jump ship and follow others if another company or group gives them more hope.

Faith in the leader provides significant hope.

"What a great manager. If anyone knows the answer, she does !"

In this situation, the follower is blind to the solution but is following because they have such faith in the leader.  You must remember that a follower is not a leader.  Sounds silly we know but followers look for leaders because without them they’re lost and wander around from place to place.  Motor freight truck driver turnover called churning demonstrates this clearly.  Without hope and strong leadership drivers come and go and simply churn up the waters with their movements.

By some majic or genius leaders are expected to provide all solutions to all problems upon demand.  In the reality of PeopleNology your skill set will now include the ability to provide relief, inspiration and guidance from a distance or in person that provides real hope and results for the future.

Faith in the leader can lead to disappointment as all leaders are not qualified. If you have managers and supervisors that have the faith of your people it’s the perfect opportunity to introduce PeopleNology to their skills. 

Without the proper skills your managers will lead your people to accepting situational explanations rather than point the finger at problems and leadership.  Leadership without skills is the blind leading the blind.  Results are produced by skills in action and providing instant leadership on demand.

If your turnover rate is too high, claims too high, tractor and trailer damages mounting you most likely have a leader that has the faith of the people, liked by many people, produces adequate results but will never lead you to the promised land.  Follower employees will guard leaders in which they have faith and never solve root cause problems, create the better mouse-trap, provide substantial profits.

Many of a good leader has lead people over the cliff with all good intentions.  Take the time and learn PeopleNology and give them the skill set to increase revenue, customer satisfaction and profits.   Your people must have faith in the people that deserve their trust and admiration or its just a popularity assignment.

Intellectual agreement makes you richer.

"What a good idea. That makes real sense."

Here, the follower employee understands the logic of the argument that the leader is putting forward.  This intellectual honest agreement is the start of something really big for your company.  A human being only does what is in their best interests at the time.  Logical and rational agreement brings about success and retention within the employee group.  PeopleNology gives you the do’s and don’ts of persuasion so you can affect and persuade people to some intellectual agreement.  Agreement is another word for obedience and conformity.  Imagine all your people being persuaded to your point of view, traditional values intact, customers happy, turnover rates moving down and no more missed pick ups.

Reaching this most important agreement by using PeopleNology principles and techniques allows your following people to follow the rationale rather than the leader as a person.   This is really big for your future business.  There is a level of follower-ship that you must reach to correct the majority of your turnover, recruiting, retention, rewarding and recognition problems.

You don’t want people to blindly follow any leader you put in front of them.  You must control and persuade and educate leadership to develop the system and process that produces the return on investments.  Evolutionary needs require that people, even followers and leaders, educated or not, understand the reasons why things happen, why you need certain things and when you need them. 

PeopleNology allows you to construct the most important thing within your business.  It’s not tractors and trailers it’s the emotional commitment of all your people.  We show you the 75 Secrets of the Human Mind that provides you with the emotional commitment of all your good people, creates the buy-in that is required to profit.

Buying the vision, Loyalty, Satisfaction and Value.

"What a brilliant idea. I don't care who thought of it."

When following people buy into your vision, they are emotionally closing on a view of the future that is appealing to them in some way and pulls them forward.  When the drivers drive, billers bill, mechanics fix things and you count the money then you know your company is moving forward.  PeopleNology is Psychology based knowledge that is ancient and modern at the same time.  The evolutionary history of all your people plays a big part in your success.  These New-Ancient Earth Laws allow you to become the true emotional leader of your company. 

They are not simply following the leader and the logic of how when you use PeopleNology.  Visions of success are much talked about in the leadership literature, and can be remarkably effective at motivating people, but only if they can be sustained over a period of time. When you have a fair month and then a good month remember that your vision did not change just the results.  People create your results and the process that you apply their talents, experiences, education and emotions. It is one thing to have a vision and it is another to keep going during the difficult days that are typical of the journey within motor freight trucking.

Search PeopleNology >  Google   MSN   Yahoo  for Free Lessons

PeopleNology by Gregory Bodenhamer Ph D

Nollijy People University Mechanicsburg Pa 17055

Translating PeopleNology Techniques
into Truck Driver Recruiting & Retention Results

Social and System Motor Freight Trucking Engineering
Write for FREE information; PeopleNology@hotmail.com

Publisher of PeopleNology Nollijy Leftovers Aunt Polly Nude Trucking Medicine The Royal Flush

by Ph.D. Gregory Bodenhamer All Rights Reserved 2006-2008

Motor Freight Trucking Expert Consulting
Seminars - Workbooks - Publications - Classroom - Consulting - White Papers

World Aspirations for Women -
FREE around the world

Working on the Truck Line

Curiosity of People

Royal Flush Truck Driver Retention

The Grand Swindle of Trucking Managers, Pay Packages and Mergers

Compliance Profit Service Growth Recruiting Retention Rewarding Recognition

PeopleNology The Fourth Dimension in Business Management Social Engineering for Business Profits - Services - Revenue Growth Gregory Bodenhamer

CDL CDLTEST TRUCKDRIVING101 TRUCKDRIVING JOBS PA NJ NY MD NC OH TX CA NV WA BODENHAMER PEOPLENOLOGY NOLLIJY CDLEXAM FMCSADOTGOV CDLJOBS DOLCDL USADRIVESAFE JOBSFORTRUCKERS FREIGHTFINDER JUSTTRUCKINGJOBS LAYOVER HOTCDLJOBS HWYBLOGS CDLINFO CDLCAREERBUILDER CYBERCODERS RECRUITERNETWORK RECRUITERMTSDM TRUCKERSEARCH TRUCKDRIVER CLASSADRIVERS HOTJOBS ADLER RECRUITING GOARMY GOAIRFORCE JOBSTER MONSTER RIGHTFISH GONAVY DOTGOV BTSGOV JOBSEARCH JIGSAW TRUCKING MANAGER LOGISTICS SUPPLY CHAIN HUMANRESOURCES SCOOTERTUESDAY PEOPLENOLOGY NOLLIJY UNIVERSITY WHITEPAPER LEFTOVERS AUNTPOLLY TRUCKINGMEDICINE ROYALFLUSH PEOPLERECRUITER WOMENPEOPLENOLOGY ICKY DICKY BITCHY DRIVERS TRUCKSTOPS DELIVERY PICKUP PLANNING SYSTEM PROCESSCONTROL MCDONALDS SEARS KMART WALMART TARGET 3RDPARTY ADVERTISING NEWSPAPER INTERNET PETERBILT FREIGHTLINER DOTSAFETY NETWORK CONSULT TEACH INSTRUCT SCHOOL LEARN PSYCHOLOGY HARVARD JOHNSHOPKINS MOTORFREIGHT TRANSPORTATION MANAGEMENT REGIONAL LOCAL NATIONAL PEOPLENOLOGY BODENHAMER EXPERT PA NJ NY MD NC TX PA NJ NY MD OH RI MA VT

Retention Recruiting Rewarding Recognition
Compliance Profit Service Growth

PeopleNology
The Fourth Dimension in Business Management
Social Engineering for Business Profits - Services - Revenue Growth
Gregory Bodenhamer Ph.D. Nollijy University State College Pa

PeopleNology@Hotmail.com  
GregoryBodenhamer@Live.com 

Write for FREE Information and Introduction to PeopleNology
ALL RIGHTS RESERVED 2008   

PeopleNology understands the powerful forces that changes your business and what makes your employees think and feel certain ways, at certain times Gregory Bodenhamer

PeopleNology

for Business

Become a PeopleNologist Today -
Free Knowledge - Around the World
Gregory L Bodenhamer Foundation of Nollijy America Mechanicsburg Pa 17055
GregoryBodenhamer@Live.com
PeopleNology by Gregory Bodenhamer

During the nineteenth century, ideas and institutions which once had appeared so solid and real...are not so real today. People, places and things have all changed very quickly and there’s a lot of confusion within the workplace and the homes in America.

PeopleNology understands the powerful forces that changes your business and what makes your employees think and feel certain ways, at certain times.   The Human Beings running around the world really have not changed that much and its time you learned the truth. 

Powerful companies in America and a few around the world understand the extreme psychology and evolutionary madness of every human being.   You can now explore the absolute knowledge you need to grow and prosper your business through the absolute power of the human mind.

The companies that understand their people will also understand their customers and future markets.  You’ll be able to attract stronger and smarter people and grow your business profits, building better products and services starts with people.

In the twentieth century, mechanization has given form to much of man experiences and the planet went wild for mechanical things, steam engines, gears and screws, factories and tall buildings.  What the twentieth century never counted on was the thousands of evolutionary drivers or evolutionary triggers that control every human being walking on earth today.

PeopleNology of America’s founder Gregory Lynn Bodenhamer has allocated over 25 years to research and study the history of mankind.  His intellectual property has been made available to private industry for profits. Greg Bodenhamer’s PeopleNology brings about people knowledge that you have never experienced.  This life’s work by our founder brings many surprises to even the experts.  PeopleNology for Business, understanding the farmer in the city that you call an employee changes everything you think and feel.  The things you thought you understood will become clear for the first time.  Employees become people again and productivity moves up and slogans are taken down.  Control charts point to greater profits and recruiting costs move down.  Product quality improves and innovations of new designs and ideas are brought to the table.  PeopleNology for Business is about people, its about you, its about all of us.

You might think you know what your biggest issues are inside your business today but it’s a lot bigger than you think, but you know for sure that some employees don’t seem to understand. Quality problems seem to never go away, employee turnover never seems to stop, productivity moves us and down like a roller coaster.  What are the real issues?

PeopleNology teaches your that our subconscious mind processes positive and negative memories you're not even aware of as it just happens without us knowing it.  Yet experts think that this information holds the key to understanding, relationships, problems, answers, new product ideas, grand new services where you might have issues today building your business.

PeopleNology will give you the means and the way to bring about conscious thinking within your business with all your people.  The 75 Secrets of The Mind, a PeopleNology publication opens the door to all your people.  Why they come and go?  Why they tend to be lazy?  What makes them get up and go?  What makes them a success first? 

One thing for sure, guaranteed, you are suppressing all your results.  You and how your people may manage the employee group is harmful to the group.  What you think about is what you’ll become and what they think about is what your company will become. You’re going to change things by changing what they think about. 

Your people are preoccupied, let there be no doubt.  They’re preoccupied with things in their life that has nothing to do with you except its very harmful to your organizational results.

Find out which area of your life your subconscious is preoccupied with and you’ll most likely find out some of the things they think about at your working business. 

Our arts hold up a mirror to our values and all you have to do is look back through history and see where we all started.  We’re not that far removed from the cave and how we think has really never left the cave.   We are from the land and seemingly trapped in the contraptions of business and most people you call employees resent this fact within their subconscious. 

Growing your business is first about understanding your people.  The most powerful companies in the world are based on people first, products second.  PeopleNology through the Greg Bodenhamer Foundation of Nollijy lets the brightest of your company grow and prosper with your enterprise.

The evolutionary drivers and triggers, found in every human being will be explored so you’ll understand how your people really think and what they think about on a subconscious level.  You’ll be amazed what people think about when you’re confident their thinking about working related topics, tasks, objectives and goals you have all over the conference room.

The machine has replaced the human being and his natural world as the motif and
theme of much of our day to day living.  Don’t drive your automobile, unplug your refrigerator, turn off your computer, disconnect the satellite dish and go sit under a tree to discover the mechanics and engineering of the modern world.  Man was not made for the machine even though man has surrounded himself/herself with every machine idea that can be converted from an idea into something helpful.

PeopleNology will give you the people power back to your business.  Your employees are worried about quality but they worry more about their children’s SAT test scores.  They worry about report cards and bank balances, light bills, car payments, lovers and new shoes.  They think of safety, clothing and shelter, sex, food and romance while at the same time you want to constantly grade them on productions, performance, sales revenue, percentage of growth, profit margins, new customers, lost customers and your success.

Technology is in your hands.  Your success will not be based on technology now or in the future even though its going to help you a great deal.  You success will be found in helping people helping other people.  Do you want to be ranked in the same old ways, profit margins, revenue growth, market share?  Do you want to build the best products or services in the world?  The market constantly grades your people performance and you have to measure up to the market.  The intelligence found within the right group of people will change your company forever.  PeopleNology will grow your business, encourage and reward smart people and over time create a new culture of people success.

The Not-So-Smart companies will fall behind and lose their market share.  Their employees will dream about failure and pink slips while at the same time you break open the power of people.  Success is solving problems, which is the whole point of our civilization and your company can lead the way.  The doorstep to the future is PeopleNology and all the power it holds concerning the 75 Secrets inside every person walking around.  PeopleNology is Power.

You have committed your company to the machine.  How many computer do you own?  How many trucks and company cars?  How many telephones, forklifts, power tools, chairs, tables, pens and paperclips does it take to build a business?  You have committed your company to things and not people.  Machines do not build a business only people can.  People demand more and more machines but who will build them, sustain them, change them, design and engineer the new ones.  Modern man demands the machine, so be it.  Get your people to build the new design, the faster rates, the higher quality and let people build the machines for all the other people wanting and needing more and more.  In turn, machines and machine thinking people dominate our lives.

These machine thinking companies are leaving their people behind.  You cannot leave your people behind in the future.  They’re your customers, friends, associates, lovers, engineers and competitors. Stop the machine thinking and start on the people thinking to build better machines.  The unique thing about your company is the people inside.  The irrational thing about your company is the people inside your company.  PeopeNology brings the unique, original, irrational thinking of these people into a rational and productive culture of your future.

Become a PeopleNologist Today - PeopleNology@Hotmail.com  
Free Knowledge - Around the World  Copyrighted Intellectual Property 2006-2007-2008
Gregory L Bodenhamer Foundation of Nollijy America Mechanicsburg Pa 17055
GregoryBodenhamer@Live.com

Motor Freight Carrier Operations LTL TL OTR PeopleNology by Gregory Bodenhamer 2007-2008 Nollijy University Research Institute Translating PeopleNology Techniques

PeopleNology
by Gregory Bodenhamer 2007-2008
Nollijy University Research Institute
Translating PeopleNology Techniques

into Recruiting & Retention 
Rewarding & Recognition results

Social and System Engineering

Write for FREE information; PeopleNology@hotmail.com
GregoryBodenhamer@Live.com

Publisher of PeopleNology Nollijy Leftovers Aunt Polly
Company Medicine
The Royal Flush by Ph.D. Gregory Bodenhamer

All Rights Reserved 2007-2008
Expert Consulting Seminars

Working on the Company Line
Curiosity of People
Royal Flush Retention
The Grand Swindle of  Managers,
Pay Packages and Mergers
Compliance Profit Service Growth
Recruiting Retention Rewarding Recognition

Profitable Transportation Relationships Truck Driver Recruiting & Retention Newsletter PeopleNology® Assist Assure Guarantee Gregory Bodenhamer CDL LTL TL OTR Motor Freight

Making Trucking Personal + Survival + Stability + Success + Significance
Profitable Transportation Relationships

Truck Driver Recruiting & Retention Newsletter

PeopleNology® Assist Assure Guarantee
Retention Recruiting Rewarding Recognition Compliance Profit Service Growth
GregoryBodenhamer@Live.com
PeopleNology@Hotmail.com 

There reaches a point, about halfway up the ladder,  when a trucking company must take the final step to profitability. This FREE newsletter, your next step up.

Smart truckers move past awareness and sensitivity, and really satisfy the needs of customers, suppliers and employees by learning, focusing and building people based profitable cultures.

We create a Learning Relationship within your trucking company that changes the people culture to increase profits and revenue.  Our process is made simple, affordable and brings about a quite change within your trucking company. It’s also 100% Confidential.

Your trucking company will have the award winning competitive advantage regarding, improved truck driver retention rates, lower advertising cost, improved compliance, lower fleet insurance cost, better fleet services, less accidents, stream lined information and a stronger balance sheet.  Trucking is about People, so is Profit.

We would like to visit with your company, at no cost whatsoever we’ll send our free introduction right to your desktop email.  All you have to do is simply send us a quick email today. No obligations.

Send PeopleNology an Email and Request your Free Scooter Tuesday Newsletter, sent to your email,

EZ 1-2-3    To;  Peoplenology@hotmail.com  Subject Line: Free PDF Newsletter !

PeopleNology® Scooter Tuesdayä, Mechanicsburg Pa 17055 Intellectual Property Rights Reserved 

We’re transportation people experts based on experience, our combined education and many other disciplines. We help within Structural Analysis, Organizational Structure, Process Structure,    Motivation Process and Social Structures within Motor Freight trucking companies. PeopleNology brings people together, guaranteed.

We create change within your company, that invisible structure made up of many complex social relationships you know as culture.
Request your free newsletter today and learn about satisfaction.

You can influence people’s behavior by creating a new people culture.  You can understand why people think certain things at certain times.  You can control and manage what people think and feel about your company, their future and satisfaction within your carrier.  These complex social relationships are made safe, simple and affordable to learn and apply within your working groups.  You will be able to persuade, enjoy greater influence, yield better profits, retain better people, employee knowledge based solutions and remove all the instinctive emotions that hold you back.  PeopleNology by Gregory Bodenhamer a Nollijy Project - Get Scooter Tuesday for Trucking Supply Chain Management Professionals Ph.D.

Seminars - Workbooks - Publications - Classroom - Consulting - White Papers Anonymous Business Success PeopleNology by Gregory Bodenhamer Ph.D. Nollijy University

Anonymous Business Success
PeopleNology   by Gregory Bodenhamer Ph.D. Nollijy University   

Seminars - Workbooks - Publications - Classroom - Consulting - White Papers

Translating PeopleNology Techniques

Social and System

Motor Freight Trucking Engineering

CONSULTING

Write for FREE information;

  PeopleNology@Hotmail.com  

GregoryBodenhamer@Live.com 

Culture is a perennial problem in change projects and needs to be carefully understood, especially if there is any expectation or desire to change the culture as a part of the project. Culture includes common values, attitudes and consequent behaviors. It directs how people make decisions and how they react to change. It can also vary within an organization, for example a 'leading edge' attitude may be found in research departments and 'customer first' value in service areas.
There are many areas of preferences that people have that shape cultures. There are, within these, a few which are of particular influence around change.

There are many reasons learn and use peoplenology;

Motivation: The overall subject of what drives us.

Processing: The thinking that leads to action.

Behaviors: That result from our decisions.

Culture: How we socially act together.

Learning Theory: How we get to make sense.

Personality: What makes us who we are.

Power: Our capability to act. Where we get it and how we use it.

Social Research: philosophers, philosophies and the search for meaning.

Stress: What winds us up.

Fear of retribution
Following out of fear is not so much following as being tugged along at the end of a rope.

Blind hope
Here, the follower is desperate for some solution, and what the leader is offering is either the only option they see or the best of a relatively weak set of choices.

Faith in leader
In this situation, the follower is blind to the solution but is following because they have such faith in the leader, they believe that they will, by some magic or genius, provide the answer to the follower's needs.

Intellectual agreement
Here, the follower understands the logic of the argument that the leader is putting forward and hence is following the rationale rather than the leader as a person, who they may respect but are not blindly following.

Buying the vision
When people buy a vision, they are emotionally closing on a view of the future that is appealing to them in some way and pulls them forward.

Followers and Respect
When a person is evaluating a situation and deciding whether to collaborate (and hence become a follower), they judge both the leader and also the solution the leader is offering to determine what action they will take.

Respect for the leader

When the leader is respected, which means they are at the very least trusted and probably liked as well, then this enables the leader to make proposals that followers will take seriously.

Respect for the solution

When the solution is respected, then the respect for the leader is not as important, although if the leader is not respected then the followers may doubt the ability of the leader to make the right choices along the way.

Followers and Trust
People follow those they trust.

Care and concern

We all have a very basic need for safety, which we can get either by taking control ourselves, or, as followers do, ceding this to our leaders.

Passive concern

Leaders make choices that can harm people. If you carefully avoid harming me, then I can trust you.

Active care

Beyond a passive concern is the active care where you may take deliberate action, which you would not otherwise take, to look after and actively care for me.

Reliability

Leaders need for their followers to trust that they will do as they say they will do.

Keep your promises

A simple rule for leaders is : 'Do what you say'. Keep your promises.

Honesty

The problem with honesty is that the short-term implications can be bad for leaders.

Tell the whole truth

If you always tell the truth, including the unvarnished whole truth and bad news that others might hide, then I know that when you say something, I have the complete story.

Followers and Liking
If I do not like you, then I will not follow you.

Goodness

If I judge you to be good, then I know you have similar values to me.

Similarity

We use external similarity as a short-cut to determine if a person is like us on the inside.

Vulnerability

We see ourselves as vulnerable, often with the sense of being a child that we all have to some degree. We see our failings, our limitations, and weaknesses.

Followers and Support

People follow those that help them.

Goals

Where the personal goals of the followers are aligned with the direction that the leaders is pointing, then it seems like a good idea to follow the leader, especially if it looks like they will be able to help me get what I want.

Support

I will also follow a person who actively helps me to get what I want.

Followers and Ideas

People will follow an idea, but not constraining objectives, then I may do it, but not in a way that makes me want to follow you.

Objectives as instructions

Objectives are useful in most organizations, of course, but they are often presented as fixed instructions, telling people what to do and how to do it in so much detail that it leaves little to the imagination.

Objectives as ideas

Objectives can be used to motivate and leaders can make effective use of formal systems of objective-setting to provide effective challenge and stimulation that will motivate people not only to do the work but also to follow the leader.

Ideas as inspiration

Inspiration occurs when an idea both aligns with my values and also gives me a sense of possibility, of what is not now but which could be in the future. It might thus change my beliefs and mental models.

Context Analysis
When investigating change it is important to understand the context within which the current situation is operating.

External context

The external context that affects the organization provides the forces to which the business must react and are common root causes of the need for change.

PESTLE forces

The broader business climate includes the external sea in which the business and its competitors must swim and provides the ultimate playing ground.

Market forces

Within the chosen markets, forces as price pressures, competitive shifts, customer demands and so on may be creating business tensions.

Internal context

As well as the external context, there are many contextual factors within organizations that can lead to the need for change.

Driving objectives

Out of the external forces and internal ambitions, business leaders identify the key purposes and objectives that they want to achieve and hence achieve success in the organization.

Organizational alignment

An aligned organization has its processes, technology, reporting structures and individual objectives all aligned with one another.

Organizational capability

As well as alignment, an organization needs its people to be able to complete work given to them.

Leadership
Leadership is a subject which includes a great deal about changing people's minds, often in fundamental ways.

Followership
The nature of leadership can perhaps be best understood by turning the coin over and studying followership. 

The Leader-Follower loop
Leaders who want to create true followers do not just stand at the front of the army, yell 'charge' and then run forward.

Followers respond

Followers are seldom blind. They are human.

Gossip

If the leader does something that concerns them, then they will voice these concerns to one another long before letting the leader know.

Pack response

There may well be some level of pack response from followers.

Leaders adjust

If leaders do not do anything about the situation, then followers, who are volunteers, remember, will abandon in droves.

Noticing

At some point in the proceedings, the leader notices that followers are not as inclined to follow as they once were.

Diagnosing

When the shift in follower behavior is noticed, the next step is to figure out why, and particularly to know whether and how to connect this to the leader's own words or actions, or at least to external events that have shifted the playing field.

Adjusting

When you know where it is going and why it happened, then you can do something about it.

The dance continues

And so the band plays on.  It is a closed system, with followers responding to leaders, who themselves adjust in response to this. Leadership and followership is thus an ongoing dance.

Structural Analysis
There are many structures within an organization which influence people's behavior. 'Function follows form' is a relevant saying.

Organizational structure

The hierarchical organization with its 'scalar chain of command' is at the heart of most organizations.

Process structure

People work within processes, which may stretch across functions or be contained within them.

Motivational structure

There are deliberate structures in the organization that seek to motivate people. Typically, this is based on financial reward.

Social structure

Overlaid across the organization is another invisible structure which is made up of the many and complex social relationships across the company.

Physical structure

The physical structure of the organization can have a very significant effect on the social structuring.

Causal Analysis
An excellent question when analyzing around change is 'why?' Causal Analysis seeks to identify and understand the reasons why things are as they are and hence enabling focus of change activity.

Root causes

The basic principle of causal analysis is to find causes that you can treat rather than treating symptoms (which, as all doctors know, seldom effects a lasting cure).

Ask why five times

The trick with seeking root causes is to keep looking. When you ask 'why' of something, you will get a nearby direct cause. If you keep asking 'why' of each answer, you will eventually get to a cause that you can act on.

Cause-effect diagram

The Cause-effect Diagram is a simple hierarchical tool that is used to break down cause into a tree-structure, allowing you to follow individual streams of possible cause.

Circular causes

Many causes are not linear but instead act in circles, much as births lead to population increase which leads to even more births.

Systemic cause

In systemic problems, the cause is found in the whole system, with the problem distributed across multiple related causes, all of which conspire together to cause the identified effect.

Vicious spirals and virtuous circles

Circular cause leads to exponential increases or decreases that are very difficult to interrupt.

Creating a positive culture
A positive culture is the holy grail of many change activities.

Develop a sense of history

History is important to people, giving them a sense of identity and belonging. Just look at how genealogy becomes more important to people as the grow older.

Create a sense of one-ness

Leaders who bring people together talk about 'us' more than 'I'. They propagate the stories of history and present stories that create a sense of togetherness.

Promote a sense of membership
Belonging also comes from the benefits that people gain, so work on the reward and recognition system.

Increase contact and exchange

Help people stay in touch with one another. This is particularly important in a global or otherwise distributed organization.

Social distance
We like to keep our distance from others and there are very specific social rules about how close we can go to others in particular situations.

Why the distance

Regulating the distances between us and other people provides us with several benefits.

Social distances

The social distances here are approximate, of course and will vary with people.

Public Zone  12 feet

The public zone is generally over 12 feet. That is, when we are walking around town, we will try to keep at least 12 feet between us and other people.

Social Zone  4 - 12 feet

Within the social zone, we start to feel a connection with other people.

Personal Zone  2-4 feet

In the personal zone, the conversation gets more direct, and this is a good distance for two people who are talking in earnest about something.

Intimate Zone < 2 feet

When a person is within arms reach or closer, then we can touch them in intimate ways.

Varying rules

The rules about social distance vary with different groups of people.

Town and country

People who live in towns spend more time close to one another and so their social distances may compact somewhat.

Different countries

Different countries also have different rules about social distances.

Preferences
What makes us different?

Preference scales

There are many scales of preference. Note that there are two styles that are commonly used.

Feedback and reward

A major driver of people in companies and hence their culture is the general feedback and specific rewards that tell them they are doing a good or bad job.

Risk

Uncertainty and risk are something that some people hate and some people thrive on.

Solidarity

Solidarity is the degree to which people think together in the same ways, sharing tasks and mutual interests.

Sociability

Sociability comes from mutual esteem and concern for ones colleagues.

What is culture?

Culture is the collective programming of the human mind that distinguishes the members of one human group from those of another. Culture in this sense is a system of collectively held values. Culture is the deeper level of basic assumptions and beliefs that are shared by members of an organization, that operate unconsciously and define in a basic ‘taken for granted’ fashion an organization's view of its self and its environment.
A simple way of defining culture is: Culture is a system for differentiating between in-group and out-group people.

Culture as shared meaning

Culture is very much about groups, and a basic need of groups is to be able to communicate, both at a superficial level (for which ordinary language largely suffices) and also at a deeper level of meaning.

Culture as behavioral rules

When a group of people are to exist together, they need a set of rules that helps everyone know what to do in various circumstances, from arguing with one another to dealing with outsiders.

Change Complexity Analysis
Change Complexity Analysis seeks to identify how difficult a change project will be. The more complex the project, the more carefully the project will need to be managed.

Elements of Culture
What are the visible attributes of culture? What are the elements that you can point to and say 'that is there to show and sustain this culture?

Artifacts

Artifacts are the physical things that are found that have particular symbolism for a culture. They may even be endowed with mystical properties.

Stories, histories, myths, legends, jokes

Culture is often embedded and transmitted through stories, whether they are deep and obviously intended as learning devices, or whether they appear more subtly, for example in humor and jokes.

Rituals, rites, ceremonies, celebrations

Rituals are processes or sets of actions which are repeated in specific circumstances and with specific meaning.

Heroes

Heroes in a culture are named people who act as prototypes, or idealized examples, by which cultural members learn of the correct or 'perfect' behavior.

Symbols and symbolic action

Symbols, like artifacts, are things which act as triggers to remind people in the culture of its rules, beliefs, etc.

Beliefs, assumptions and mental models

An organization and culture will often share beliefs and ways of understanding the world.

Attitudes

Attitudes are the external displays of underlying beliefs that people use to signal to other people of their membership.

Rules, norms, ethical codes, values

The norms and values of a culture are effectively the rules by which its members must abide, or risk rejection from the culture (which is one of the most feared sanctions known).

People complexity

The major additional complexity that change projects add over other projects is the potential problems around people.

Scope of impact

When some things are changed, they have a significant ripple on other things. Thus, for example, changing a company policy or an organizational goal will have a very broad impact on whoever is involved.

Amount of work

The 'what' of change equates to the amount of work that needs to be done. This does not necessarily equate to how many people are affected.

Complexity of work

Some work is easy to do, whilst other work requires significant expertise, such as when new products or complex IT systems need to be developed.

Who is changed

The most difficult work of change is often around people.

Numbers of people

When you have to change a lot of people then, even if the change is small, the job will not be that easy. When you have a lot of people to change, then you may find that someone, somewhere will be more trouble than the rest of people put together.

Degree of resistance

If you are going to implement a change that will highly unpopular into an organization where authority is devolved to a low level (for example where most people are 'professionals'), then you must expect a significant level of resistance.

Sponsorship of change
In change projects, the normal hierarchy of management control is often broken as the project stretches across many parts of the organization.

Initiating sponsor

This is the person who starts the change project and may well be the person with whom you meet at the first meeting.

Key sponsor

This is one person (often the most senior manager) who can resolve the stickiest of problems, such as differences between other primary sponsors, and who provides the ultimate authority for the project.

Primary sponsors

This is a small group of managers whose support is critical and who have sufficient clout to unblock most problems, including problems with secondary sponsors.

Secondary sponsors

These are managers whose support is needed, albeit at a limited level. They are important at least as they have the ability to block change.

The role of sponsors

The sponsors of the project can play a number of roles in the change project.

Sponsorship trap

Mismanaging sponsorship is perhaps one of the main reasons why change projects fail. A common sponsorship trap occurs where sponsors see their role as an early agreement, but with no further engagement.

Power Words
There are words that are hardly noticed. There are words that stand out. 

God words

Sometimes words arise in a society or even across societies which, like a God, demand absolute obedience.

'In' words

Within companies and specific social groups, God words if I say 'this is profitable' to an executive, he or she will be hard put to turn me down.

God talks jargon

Jargon words can very often be God words, as they have special meaning to closed groups.

Devil words

Just as God terms give you power, there are also words which will sap your power. Using these in a positive sense is taking your life in your hands.

Devil word repulse

Devil words are so repulsive and so scary, people will quickly turn away from them.

Non-PC words

Non-politically-correct words were once quite acceptable, but as society's values changed and people realized that they were using something unacceptable, it made them run even harder away from them.

Insults

Beyond non-PC words, variations can easily become pejorative and intended to insult, denigrate and belittle.

Charisma words

Between God and Devil words are words that invoke particular effects on other people and can make you appear to have a mystical persuasive charisma.

Context counts

The power effect of the words you use depend on the context within which you use them. 'Profit' is very likely to be a God word in most companies, yet in the public services it may well be a Devil word.

Don't over-do it!

If you are going to use power words effectively, then they should have a subtle effect.

Persuasive language
All use of language can act to persuade, and there are many other pages in the language section of this site that include persuasive elements.

Motivation: The overall subject of what drives us.

Processing: The thinking that leads to action.

Behaviors: That result from our decisions.

Culture: How we socially act together.

Learning Theory: How we get to make sense.

Personality: What makes us who we are.

Power: Our capability to act. Where we get it and how we use it.

Social Research: philosophers, philosophies and the search for meaning.

Stress: What winds us up.

Culture
Culture is what happens when people get together. It tells us how to behave and agree. Understanding the culture of a team, organization or country can make a lot of difference when you want to change minds.

Retention techniques
When a person is converted to a particular set of beliefs, then it has been found that, particularly if coercive or authoritarian methods were used, then most people will, if there is no effort to sustain the change, will drift back to their original beliefs.

Diagnosing change
When you are faced with a situation where change seems to required, one of the early activities is to investigate more fully, to understand context, causes and so on, so you can plan to implement changes that will actually improve things.

Historical Review
Much of the reasons why change is required is rooted in the history of the organization. History can also give you lots of very useful information about how your plans may go astray. For these and more reasons, it can be a good idea to look backwards before you look forwards.

Look at the external climate

When times are ripe and the pickings are easy, then companies do not have to be very innovative to thrive.

See the innovation and change

Companies often start with innovation, but this does not always continue. Look at the great new products that appeared and how they wowed the market. Look for incremental innovation that shows a sustained push to stay ahead of the curve.

Watch for the curse of success

When you have a successful product range, it can last for such a long time that you forget how to innovate.

Look at the records

Companies may have many records that tell you a story, filling the details and confirming or disconfirming your suspicions.

Look at the finances

The finances of the company will tell you about the fundamental ups and downs. They will show you the profitable and less profitable times and where change became an imperative rather than a possibility.

Look at the words

Written records such as company reports, meeting minutes and so on will also tell a story. Especially those around times of change, you will see what the real priorities of the organization are.

Listen to the people

The people of the organization are perhaps the best resource for finding out about the company history.

Listen to the old timers

Find the people who have been around since the year dot. Most organizations have people who have survived the ups and downs and who are, to a large extent, the living historians of the company.

Hear the range of stories

Get to people in all positions, high and low. Listen to the stories of power and politics.

Hear the critical events

Listen for the critical events of change within the organization and what happened next.

Look at the history of change

In looking through the areas above, most of all look at how people and the organization as a whole managed change.

Watch for change readiness

A change-ready organization is alert and ready. Change does not faze it. People do not fear different things, but look forward with interest and excitement to the challenge of the new.

Watch for change capability

It is one thing to be ready for change -- it is another to be good at it. Look at the history of change success and change failure, and try to determine the critical factors that made the difference.

Driving objectives

Out of the external forces and internal ambitions, business leaders identify the key purposes and objectives that they want to achieve and hence achieve success in the organization.

Organizational alignment

An aligned organization has its processes, technology, reporting structures and individual objectives all aligned with one another.

Organizational capability

As well as alignment, an organization needs its people to be able to complete work given to them. This is often assumed to be largely about motivation and skill but, although these may be factors, they are often not as significant as initially assumed.

Culture and change
Culture is a perennial problem in change projects and needs to be carefully understood, especially if there is any expectation or desire to change the culture as a part of the project. Culture includes common values, attitudes and consequent behaviors. It directs how people make decisions and how they react to change. It can also vary within an organization, for example a 'leading edge' attitude may be found in research departments and 'customer first' value in service areas.
There are many areas of preferences that people have that shape cultures. There are, within these, a few which are of particular influence around change.

The focus on task or people

Understanding the balance of focus on task vs. person will help you understand the way the leaders of the organization are likely to make decisions.

Task first

When there is a focus on task before people, then change may well be harsh and thoughtless. People will be hired and fired without a second thought.

People first

When the leaders have a people-first focus, then they may hold back from difficult decisions that will hurt others.

The focus on risk or safety

Depending on the risk bias, people will seek or avoid risk. Change often appears to be very risky.

Risk-seeking

A company where there is a focus on innovation and taking risks will find change more acceptable and easier to adopt. This is both a good thing and a bad thing.

Risk-averse

A company that is risk-averse will likely try to put off change for as long as possible, at least as long as it takes for not changing to be become riskier than moving, and possibly longer.

The focus on self or others

When people focus may vary between self and others, particularly in the stress of change, then their approach may vary significantly.

Self-centered

When people who put themselves first are faced with change, then they will happily sacrifice others in order to save themselves.

Other-centered

When people put the well-being of others before themselves, they will sacrifice themselves before others.

Helping them change

In helping the company find balance, then your influence will depend on their start point. If they are task first, then show them how ignoring people will lead to tasks done badly or not at all.

Emotions

Emotions are our feelings. Literally. We feel them in our bodies as tingles, hot spots and muscular tension. There are cognitive aspects, but the physical sensation is what makes them really different. Emotions affect and are a part of our mood, which is usually a more sustained emotional state. Mood affects our judgment and changes how we process decisions.

Motivation

First of all, motivation are 'e-motions'. They act to motivate us. Without emotions we would probably not do very much and hence would not survive - at least in the evolved form we are in now.

Internal signals

Internally, for example when we are trying to make understand something or make a decision, we use our emotions to deduce whether what we have concluded is a good idea.

Social signals

We generally wear our hearts on our sleeves as our inner emotions are displayed on our outer bodies. Our faces, in particular, have around 90 muscles, 30 of which have the sole purpose of signaling emotion to other people.

Emotional Intelligence
'Emotional Intelligence' is a neat metaphor that borrows from the notion of IQ. It implies that some people are better at handling emotions than others. It also hints that you might be able to increase your EQ.

Self-awareness

Being emotionally self-aware means knowing how you feel in “real time.” Self-knowledge is the first step in being able to handle emotions.

Emotional literacy

Emotional literacy means being able to label emotions precisely. This includes the emotions of others and especially yourself. 

Empathy & compassion

Empathy is the ability to feel and understand the emotions of others. If you can empathies, you can engender trust, as people desperately want to be understood at the emotional level.

Balance

The ability to balance emotion and reason in making decisions leads to good decisions. Emotion should not be abandoned, lest cold and callous decisions are made.

Responsibility

Emotional Intelligence means taking primary responsibility for your own emotions and happiness. You cannot say that others “made” you feel the way you feel.

Association and emotion
An interesting phenomenon is that when we put ourselves mentally into a person or situation, we experience the emotions of that person more strongly.

Putting yourself in the picture
Personal history

Take an emotional experience from your past, and think back to that time. Put yourself in the picture, so you are re-living the experience (not standing back or looking down on yourself). See the situation 'through your own eyes'.

Empathizing

We can do the same with other people - when we empathize with them, we are putting ourselves into their body and their experiences.

Standing back

The reverse of association is dissociation. Take that same emotional experience and now move to a position above the scene, so you can see yourself in it. You will now most likely experience the emotion far less.

Feeling what other feel

Empathy is the ability to not only detect what others feel but also to experience that emotion yourself.

It's not sympathy

Empathy and sympathy are very close and are sometimes used as synonyms. The easiest way to separate them is to remember that empathy is about feelings whilst sympathy is about actions.

It's definitely not psychopathic

A defining element of a psychopath is that they do not and probably cannot empathize with other people. They are often good at imitating this, but in doing so they are using it in a cold and manipulative way.

It has many benefits

The value of empathy comes not from understanding the other person's feelings, but what you do as a result of this.

Empathy builds trust

Empathy displayed can be surprising and confusing. When not expected, it can initially cause suspicion, but when sustained it is difficult not to appreciate the concern. Empathy thus quickly leads to trust.

Empathy closes the loop

Consider what would happens if you had no idea what the other person felt about your communications to them.

Emotion and decision
We make many decisions, and sometimes we are more or less logical about them. And it is arguable that all decision are, ultimately emotional.

Logical vs. emotional decision-making

Decision-making is a cognitive process where the outcome is a choice between alternatives. We often have different preferences as to our preferred, approach, varying between thinking and feeling.

Logical decision-making

When we use logic to make decisions, we seek to exclude emotions, using only rational methods, and perhaps even mathematical tools.

Emotional decision-making

There is a whole range of decision-making that uses emotion, depending on the degree of logic that is included in the process.

Emotion and rationality
Emotion and rational thinking are, to a certain extent, mutually exclusive.

Primary emotions
What is felt first

Primary emotions are those that we feel first, as a first response to a situation. Thus, if we are threatened, we may feel fear. When we hear of a death, we may feel sadness. They are unthinking, instinctive responses that we have. We will typically see these in animals also, which confirms our suspicion that they have an evolutionary basis.
Typical primary emotions include fear, anger, sadness and happiness (although it is worth noting that these can also be felt as secondary emotions).

Secondary emotions
What is felt next

Secondary emotions appear after primary emotions. They may be caused directly by them, for example where the fear of a threat turns to anger that fuels the body for a fight reaction. They may also come from more complex chains of thinking.

Greed
Something not needed
Greed is when I want something that I do not really need. I want it just to possess it.

Something for nothing

Greed is also a form of hope where the expected reward is typically far in excess of the time and cost expected to be invested.

Hope
Hope happens when someone sees something, decides that it is desirable, realizes that they may not get it, but believes that there is still a chance of getting it.
To put it tersely, though perhaps in a complex way, hope is expectation moderated by probabilistic estimation of a desired event.

Envy
Envy is often associated with the color green and is portrayed as 'the green-eyed monster'. It is wanting what others have, desiring to possess what they possess. You can be envious of tangible and intangible things, including their wealth, their good looks and their innate intelligence.

Envy and jealousy

Jealousy is slightly different from envy as it involves a third party. It can involve potential loss, such as when we are jealous when someone threatens to woo away our boyfriend or girlfriend. Envy is always about potential gain.

Desire
Desire happens when we want something. The strength of that desire can range from weak 'would like to sometime' to a raging thirst to possess something now.

Triggering desire

Desire is triggered when we see or think about something we want.
Desire increase when what we want is visible, but just out of reach. It may also increase when we have closer contact with the item, but which we still do not possess.

Love
Love is a massive motivator and can lead people to perform all kinds of self-sacrificial acts.

Conversion
Conversion is the changing of beliefs, values, attitudes and behaviors of individuals into different ideologies. These pages are largely drawn from studies of destructive cults and brainwashing, although the methods used are surprisingly common elsewhere, including in religions, social groups and organizations.

Asset-stripping
One thing that most groups need to survive is money, and one source of this is new members. If the group can strip them of their assets.

Dematerializing

In their focus on what it right and wrong, the group removes material wealth from being worthwhile and good from their list of values. It is seen as a distraction from the core ideology and purpose of life in the group.

Reframing wealth

Assets and their pecuniary value are re-framed as being useful not to the individual but to the group and its purposes. 

Confession
Confession may seem like an odd part of conversion, but it is particularly effective at enabling people to put an undesirable past behind them. As well as a conversion technique, it is also useful for retention.

Agreeing the rules

The basic idea behind confession is that there are some things which are bad, and which contravene defined rules and values.

Starting easy

Agreement over rules typically starts with generalized rules with which it is hard to disagree, for example 'people should help one another'.

Tightening the rules

These rules may then be gradually tightened over time. As people accept the basic premise, additional judgment criteria are added.

The assumptions of guilt and atonement

A basic assumption (and by implication a rule) that is often unspoken is that the person in question is already guilty. Guilt is an effective lever that casts the person as imperfect and inferior. 

Confessing sins

Having agreed what the rules are, individuals are encouraged to confess past 'sins'.

The tension of guilt

This creates a tension between the person's actions and their stated belief that the action is bad.

Release and atonement

Confessing thus leads to a blessed relief, especially when the tension has been exacerbated by declarations of how terrible sins are and how the person is understood to be basically good.

The subtle lever of authority

A subtle implication of all this is to position the sinner as inferior and the person to whom they are confessing as superior.

The building of trust

Confessing sins is to expose vulnerability, which requires trust. Confession thus acts to increase the bonding of the individual to those hearing the confession, as consistency principle provides the argument that if I am confessing, then those listening must be trustworthy.

Public confessions

The whole effect may be intensified by making the confession public. It both increases the hurt of discomfort and also enables a greater rescue effects and consequent relief.

Entrancement

Entrancement is used during conversion to open the mind to suggestion and limit rational consideration.

Altered states

It can be argued that we are always in some kind of trance, and that we dip in and out of deeper states as we daydream and fixate on things in our normal lives.

Individual and social

You can go into a trance individually. You can also become entranced as a group. Crowd effects are well known, for example at large sports events whole swathes of the audience will emote and act as one.

Suggestibility

During the altered state, the person is likely to be susceptible to suggestion. That is, they may accept something with limited or no cognitive challenge or thoughtful reflection.

Hypnotic possibilities

If a person is hypnotized, will they do things they would not normally do? One theory states that we will not do things outside our morals. Yet in the 1950s, the CIA were exploring the use of hypnosis.

Rhythm

Repetitive rhythm has an interesting effect on us. Perhaps it is something primitive, but a repeating rhythm tends to send us into a trance state. Think about music, dancing, drumming and chanting. These are used in many religious meetings as well as the clubs and dance-halls where social groups gather. Singing may be about group tenets.

Ritual

Repetition not only happens at the speed of clapping - it also happens as we repeat familiar rituals. If I perform various acts that end up with going into a trance, then next time I start the same sequence, I will be most of the way to the trance before I get there.

Prayer and meditation

In prayer and meditation, the person concentrates on a particular theme and seeks to exclude all other thoughts.

Guided thinking

The final method of entrancement discussed here is where the person gives up control of where they are thinking to someone else who tells them what to think and feel.

Isolation

One of the methods by which groups convert and retain members is by separating them from influences that enable or encourage them to think in contrary ways.

Entrapment

One of the first dilemmas for groups seeking to recruit new members is how to get them in one place long enough to apply sufficient persuasion to cause them to convert (or at least take the next step in the right direction).

The weekend session

One of the most effective ways of doing this is to invite them to a 'weekend in the country'. The event may be framed as getting to know more friends, discussions, education or other attractive purposes.

Social events

Another method is through shorter-term sessions, perhaps lasting just one evening, where it may appear that there are a number of other recruits who all are persuaded - whilst the truth might be that they are already full members of the group.

Individual relationships

An even slower method is to build one-to-one relationships, which may even be romantic in nature or may just be based on apparent friendship.

Excluding contrary influence

If a person is provided with persuasive arguments, they may be dissuaded from joining the group or even persuaded to leave by contrary arguments (particularly if the original arguments are shaky).

Physical isolation

The first stage is to isolate people from external influences by moving the people physically away from them. Hence the weekend session is most effectively done when there is no way for the people to escape (for example they were transported there by group members and it is a long way home).

Mental isolation

There are many ways that a person can be made to feel alone, and hence seek the attention of whoever is there. If they are told that all they have once held to be true, then they will start to feel uncertain.

Control of media

Once physical isolation is achieved, a further step is to use information control to ensure that no contrary messages appear by accident. Thus newspapers, television, books etc. may all be removed, censured or controlled. These can then be replaced with confirming and persuading literature and other media.

Social confirmation

Perhaps the most persuasive message is one that you are told in the corridor by friends who seem not to have any particular axe to grind. Social confirmation occurs when everyone else confirms the core message.

Guilt

When values are involved, then the choices are not just between agreement or disagreement - they are about good and bad. Any thought that is against group values and rules is framed as bad, which carries a heavy guilt penalty.

Thought-stopping

Thought-stopping includes various methods of stopping thinking by distraction or dissuasion.

Keeping busy

A very simple method that groups use to retain their members is very simply to keep them busy.

Every minute of the day

The people in the group have their days planned out for them, such that they have hardly a moment to themselves during which they may think about leaving of disobeying.

And into the night

What many of us call 'night' can also be a period during which people are kept busy. Group members may go to bed late and/or get up early. Groups may also wake people up at various times during the night for assorted rituals, from prayer to 'important revelations' from the leader.

Everything is provided

When first joining the group, it can be a great relief to find that everything is provided for you. After the weight of responsibility of life outside, where you are constantly faced with difficult choices, it can be marvelous to find that you don't have to do everything for yourself.

Rites of passage

A classic method that groups and gangs use is a rite of passage where initiates have to perform embarrassing, difficult or painful tasks, that can range from body mutilation to fasting to suffering ritualized abuse.

Every detail of living

The more the person gets into the group, the more even the smallest decisions may be removed from them.

Polarization

One way in which groups lock in their members is by creating a simple, but powerful, black-and-white picture of the world in which sharp choices have to be made.

Lionizing the group

The group is presented as representing or seeking ultimate good. This may start with the notion of a socially caring and harmonious society, but then positions itself as being superior to the rest of the world. In fact only an idiot would consider leaving such a paradise.

Demonizing the out-group

Anyone who is not a member of the group is cast either as innocent and 'to be saved', or bad and either to be shunned or to be fleeced or otherwise taken advantage of.

Punishing offenders

By association, anyone who expresses any thoughts about leaving the group is effectively saying that they prefer the company demons to the company of gods. This is just cause for judgment and punishment to 'cleanse' them of such evil thoughts.

Special language

Language and words are how we encapsulate meaning. Hence, if you control language, you control thought.

The meaning of words

Words are little capsules of meaning. They are symbols upon which we hang bagsful of inferences and understanding. We think in words and sentences.

New words for new meanings

When something new is discovered, then we give it a new word. This separates the new thing from other things. Having a separate word makes it a separate thing, with different meaning.

Old words for new meanings

The reverse can also be done, in that existing words can be redefined to have different meanings. Teenagers and advertisers regularly do this, and superlatives from many different domains have been pressed into new service. 'Fabulous' means 'like a fable'. 'Fantastic' means 'like a fantasy'. And so on.

Words that control

Using special words and language can lead to significant influence and control of other people.

Emotional control

Words contain and trigger emotions. Think about swearing, children, crime, movie icons and more. With a few choice words, it is possible to evoke most emotions in other people. Power words are a typical example.

The allure of special words

Groups and leaders often keep special words for use only within inner circles of power. These then become symbols within the inner group of its exclusivity and also become attractors to others who want to join the inner group and learn these special words.

Striving
A way that members of groups are retained is by assuring that they never reach completion, and that they are constantly striving for more.

Creating hope

Jonathan Swift said, 'It is better to travel hopefully than arrive'. Hope is a key part of striving, along with a belief in better things to come for those who strive.

Ultimate promises

The group typically dangles a carrot in front of the person in the form of the promise of enlightenment, riches, being 'saved' and so on. Framing what the person once thought as unattainable as now a real possibility awakens a deep longing in them.

Early success

Early successes serves to bond the person further into this goal and serves to amplify their hope. This may often be created by a self-fulfilling prophesy - if you believe in something enough, it is surprising what you can achieve.

A sequence of rewards

A more controllable form or reward is given with promotion within the group to higher levels, for example by giving them a new status name (acolyte, traveler, master, manager, director, etc.)

Unattainable perfection

Individuals are constantly encouraged to constantly push towards this ultimate but unattainable perfection.

The leader knows perfection

The leader of the group is the ultimate judge of what perfection is and how well or badly the person is progressing towards it.

Imperfection into punishment

The unattainability of the ultimate perfection can then used to induce guilt and show the person to be sinful and hence sustain the requirement for confession and more ardent obedience to those higher than them in the group's order of perfection.

Thought stopping
The principle of 'thought stopping' is first to stop people thinking about those things which will distract or dissuade them from what they are supposed to be thinking.

Anonymous Business Success Ó
PeopleNology   by Gregory Bodenhamer Ph.D. Nollijy University   

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Motor Freight Trucking Transportation Management PeopleNology Gregory Bodenhamer North America LTL TL OTR

Ingenuous You we’re able to hide in a crowd, using them to conceal what we’re afraid to ask and hiding our fears and our greatest success.

A Gentlemen’s Technique to Living
with your own Living Genius.

GregoryBodenhamer@Live.com
PeopleNology@Hotmail.com

In practice, changing minds is an important part of most jobs and it’s always been the basics of my own profession. To make your company bigger and better you have to move forward and walk with other people.

You must reach your individual potential so you can improve the entire group of individuals that drive your company.

The give and take policy of your employees, friends and family will not do the task. Most people are taught by teachers that only know certain things to be true.

Your math teacher educated you about 2 + 2 = 4 and other arithmetic sums. If this equals that then this must be true. It’s the foundation or starting point for most of us.

We know our A B C’s because some other person said it was true and the way of the world. We understand that the apple will fall from the tree to the earth.

What many people fail to understand is the knowledge about people. People, just like me and you struggle daily with our knowledge. We strive to achieve some disciplined result and we wonder why we sometimes fail.

Others tell us when we win and when we sin. It must be unpleasant to lose the race as everybody bets on the winner? Your place in the future is being determined by other people with more knowledge.

Their experience drives your future. Their position of strength allows your weakness. The stronger and bigger they become the weaker and smaller you become.
How can you turn the tide? What would you do with unknown knowledge? How many people need to know what I know?

If you became strong would you help the weak? If you became bigger would you help the smaller people understand?

The ingenuous you as the ability to understand complex mathematics and competition within the marketplace. You can build organizations and profit from your results. The same ingenuous you needs more to do more. You know that some days not everything works. The perfect machine breaks down and the profit stops.

Great people leave your company and the ones that stay complain and protest. You’re missing the truth about people.

What would you do with the Harmony of your people? How big would your business become if you took all the people with you? What if you allowed the good people to be the good teacher of something new?

The generations of live and let live in friendships name has cost good companies their future. What you did yesterday won’t work today. Your friends move away, your love moves from side to side and new ideas and people confuse you.

I don’t have the cloak-and-dagger secrets of your future but I do have the truth. Imagine the certainty and reality of knowing what to know about knowing. See in your mind’s eye what you could do if all the people could see the truthfulness of your vision. Picture happy employees and delighted customers.

Learn how to appreciate the power of people by understanding them and helping them.
Who gives and who takes? Who’s the friend and who’s just friendly? We’ve been taught that it’s not nice to gloat over success. We’ve been taught the linear way to the finish line. We’ve been taught to start fast, run faster and make it to the winner circle.

What you must know is not taught at the Harvard School of Business. Your superior won’t tell you because they don’t know. The rich and powerful few of us know the truth about truth. Great company’s study people and then their products. They spend money on culture and instruction. They take the best of the best and they show them the Living Genius we all have inside.
If you’re smart enough to understand writing you can learn about your next great success and that of your company.

I’m going to give you authority of knowledge where most just hide the truth. You’re going to be a better person. You’re going to help hundreds or thousands of people not including thousands of customers.
You’ll be physically powerful with this new knowledge. Your employer will admire you and people will gather when you speak.

We’re going to embrace people and their minds to you can change what they think so they can become what they must become.

You’re going to create a enormous following of people from around the world. People that know you will wonder how you went to the top so quietly and quickly.

It’s your gladness as the reward. More money, the bigger home, the nicer new car, better friends and no more sorrow. The confusion will go away as a new type of success takes hold of your life.
You’ll understand why people do things. You’ll be the only one to get the message that I will grant you today.

Why do we run so fast? Who took the time to draw the finish line? Why are we so glad to see our hero’s fall? Learn about what everybody wants to know. Watch the trickery move out of the way as you use my proven methods of persuasion. You’ll love people again and hold close the brightest of the class. The intellectual results combine with the irresistible friendship and affection that’s never been allowed in the past.


PeopleNology

You’ll be in a new place. The confidence and authority will cascade over the best and they will return the act of kindness.
This contest we must win takes people and we know so little about them. You must learn so much before its too late. Any business has about a 90 day future without great people, products, services and a proven plan of action. Your people, they have been taught to die for their country, to work two shifts without sleep, that an “A” on the test is the only way. It’s glorious to win but we’re not sure why. The gloom of failure surrounds our daily life and your employees. People watch as we move around the business, the field of battle. They look up for answers to their questions. They look up for hope and come back with their dreams.

You have a free born mind, the blank slate that allows you to create the future. We get glimpses of ourselves but you have no idea. Removing the distractions, framing your better ideas so people can help you operate your business. Help them become interested and believe in quality as there is no substitution. Others tell you what to think, how to feel, how to drive and even who to marry. You’ll be able to trust yourself in your new future, the most important thing.

I had such friends to show me the way to my own great success. Only a few must know as they’re just a few giants of men in the world. Who really knows the goal? How do you find the glow of friendship and partnership without fear of the unknown? Stop your own dependence on other people and gain knowledge of that Living Genius that we’re going to set free within your mind.

You desire the bad to go away and only the good in your life. You have motivation but it does no good. You read important papers and you take notes and try to learn what others will teach you. What if they won’t teach you that makes them their own success? What to do?

Do you have a degree of forgiveness to forgive yourself for not knowing? Can you muster the acknowledgement that smarter people have roamed the earth and some walk today? Can you understand that some people know things you don’t think about? It’s not about who you know it’s all about what you know and how you apply knowledge.

Can you capture the divine spark of knowledge when you see it? Can mankind and womankind grow past their burning past and education? Can you try and forget some of the things your parents said to do when this or that happens? Can you get the idea that teachers only teach what they know?

A Gentlemen’s Technique to Living with your own Living Genius is all about you.

It’s about your success first. It’s about your education first and then you move to bring about dramatic changes in other people.

I put my trust in you that you want to learn about the most important person on earth.
We’ll talk about many things that you already know but do not fully understand. You’ll gain serenity when you accept that people you don’t even know love you. When you understand that you heart and mind governs the affairs of everything around you.

You’ll understand that you are the matching of me and we don’t even know each other. We mostly feel the same way about the same things. We like soft candles and good food. We enjoy out-of-doors and our friends and family. When someone touches our hand we feel more than a simple touch of a chord.

We have been completed by design to protect our person and that of family. We tremble when we’re cold and we shiver when a warm hand touches ours.

We can take all this productive knowledge and learn how to reach people within their minds. We can make easier their work life and help them become better people.

The adventure of the intellect maps out and shows the way how and when people react in certain ways concerning certain things.

Our mother taught us that fire is hot but we spend thousands of dollars creating fires in our furnaces to warm our homes. We tell our children not to drive too fast but we speed our way to work daily. We’re honest when people watch and ourselves when we’re alone. We want things and need things that we’ll never talk about. We love people from a distance and disgusted by some in the same way. We give guidance and advice and then we stay on the wrong path concerning our life and deeds.

We can break up this patterns of right and wrong so you can really decide what you want. You can help yourself and then your friends and family.

You’ll gain liberty in life and love as you only gain liberty and love when you reach out and grab it. Discover the hidden purpose in your life by first understanding you, the most important person. The sleeping giant, the gentle and living genius remains the strange gift that very few of us understand. Enjoy your future with this new information.

A Gentlemen’s Technique to Living
with your own Living Genius.
Gregory Bodenhamer - Copyright 2005-2006-2007-2008
PEOPLENOLOGY for Motor Freight Transportation Management
Mechanicsburg Pa 17055 - GregoryBodenhamer@Live.com

Our shelter and our shield, our friends, lovers and family will all grow better through understanding hard won knowledge.

You’re going to achieve good today and then the next day. We’re going to speak of holding hands in the mind. We’re going to learn about the positioning you hold with me and others close around you.
Positioning defined is the opinion you occupy in the minds of other people.

What do people think of you? It’s important and can make you very wealthy over time.
Just think of it. You administer what others think about you.

Your image or the perceptions of you have been created by you and others that know you. You have the absolute ability to control what people think. If you control what people think of you ( Your Positioning ) you can build the future you want and describe to others.

You control the few things that other people think about. Envision the power you have to affect the other person. Most people, almost 97% of people you know, stop learning about anything when the forced education is over.

Over 50 percent of our children do not finish high school. This makes the other 50% very powerful. When people exit school most people just stop learning. They carry with them instinctive thoughts and actions and rely on them daily to survive and prosper.

Whatever business you’re in today or the next you can master greater things because you’ll know what others think about certain things.
If you build or supply a service to others you’re going to be better and bigger. People will follow you and you’ll know why. The people around you are half slave and have free. Together, we’re going to free them from worry and bad teachings.
The free system of the mind, how to help others, changing their minds must surely change their actions and results.

By the people, we’ll build things and reduce the resistance to change. You’re going to develop trust before you build the machine. You’ll hear the sounds of the people power in stead of the clatter of the factory floor.
By definition you’re going to have the power, the ways and means to make friends and build life long partnerships and groups with mutual understanding and goals.

I’ll teach and you’ll learn the things you think you already know. It’s the cultivation you’ve been looking for to prosper and grow as a human being.
Every company will need you. Every employee will respect you and they will contribute to better days.


The more we have similar attitudes to other people, the more we are attracted to them.
You’re in the land of the living. We do not live in the land of the machine or the land of process controls, bells and whistles. Real people doing the right things at the right time.

You live in a non-linear world and we’re taught in a very linear way. We deal with people the only way we know and it’s mostly wrong. We’re taught to deal with other people by many people that do not understand. You were taught about people by other people. Your mother is not the expert on people and neither is your father. They can give insights but they cannot give you the truth. You like people that like you and we stay together within groups because it makes our life simple. You don’t like to be confused about friends, employers or the food you like to eat. You mix with people that agree on things, even if they’re wrong.

This is a pretty linear relationship. 'Birds of a feather flock together' much more than 'Opposites attract'. I like you because you’re a lot like me. I can love you because I like you. You can love me because you can like me first.
Your company is about relationships and better mouse-traps. You have the plans to build but you don’t have the relationships. You have to build long term readiness with your people. It only takes one person with the courage to change your company forever.
Most company’s are disconnected from their people. Their people come and go and offer little quality while their on the payroll. We wonder why, hire consultants, issue policy and procedures and reward and discipline our workforces.

What you must know is that people were not built for defeat. People were not built to make mouse-traps, computers, roads and more and more machines. Truck drivers were not born to drive the truck. They’re silent most of the time but they don’t want to drive all night to make service.
People are intelligent and free by nature and we have them boxed inside our contraptions we call our business. We work on software and build new buildings but we don’t work with the people.
Most supervisors and managers spend no time in learning about their most important asset. They learn how to close a sale, increase production, moving the numbers and earning profits. We’ll learn even more about those things but first things first.

The greater company’s are married to their people. They’re holding hands and growing their education, pride, understanding and the market knows who has the better people because they build better products and services.

Key Results
are
Knowledge Based and
People Based
Some key knowledge topics will start to bring in focus the great success you’re about to bring about.
Motivation: Basic systems that get us going (and keep us going).
Belief: What and how we believe.
Meaning: How we make sense of the world and infer meaning.
Emotion: Affect and what we feel as emotion.
Memory: Memorizing and recall.
Attention: How we pay attention to things around us.
Understanding ourselves: How we perceive ourselves.
Understanding others: How we make sense of other people.
Discomfort: How we handle discomfort.
Attribution: How we attribute cause.
Forecasting: How we forecast what will happen.
Decision-making: How we make decisions.
Decision errors: Mistakes when we make decisions.
Conforming: Conforming with social rules.
Being contrary: Acting differently or in non-conforming ways.
Helping others: Sometimes we are just very helpful.
Persuasion: Changing the minds of others.
Resistance: Resisting attempts to persuade.
Trust: Building trust of others.
Lies: Telling things that are not true.
Power: Being able to achieve our goals.
Friendship: Making friends with others.
Behavior: General behavioral responses.
Groups: How groups think and act.


Speaking is acting
sometimes we say something we don't believe.
we can change our own memories.

Closeness to, and liking of, the other person.
Intense longing and physiological arousal
The readiness to do anything
Trusting, without concerns for abandonment, feeling self-worth and being liked.

As relationships develop, they penetrate deeper and deeper into private and personal matters. This exposes vulnerabilities, so trust has to be developed along the way.
Orientation stage. Here, we play safe with small talk and simple, harmless clichés
Exploratory affective stage. We now start to reveal ourselves, expressing personal attitudes about moderate topics such as government and education. This may not be the whole truth as we are not yet comfortable to lay ourselves bare. We are still feeling our way forward. This is the stage of casual friendship, and many relationships do not go past this stage.

Affective stage. Now we start to talk about private and personal matters. We may use personal idioms. Criticism and arguments may arise. There may be intimate touching
Stable stage. The relationship now reaches a plateau in which personal things are shared and each can predict the emotional reactions of the other person.
In building a relationship, notice the stages and do not try to hurry things too much. For example do not get too intimate in your touching
Stage theories in general describe how we go through distinct stages as we develop. Thus, rather than gradually changing, we typically make sudden shifts to different plateaus of perception and behavior

We meet other people and feel an initial attraction, often based on physical beauty and similarity.
We become increasingly interdependent as we reveal more and more about our private selves. We get irritated by one another, but the more pleasant aspects may well keep the relationship going.