by asenath | Jan 3, 2017 | News, Resiliency
Originally published by Melanie Kennedy on KUTV. Salt Lake City — (KUTV) Life Coach Trigena Halley visited Fresh Living with Emotional Hijacks to help you enjoy a positive 2017. How to Keep Your Cool! Daniel Goleman, a pioneer in the field of Emotional Intelligence coined the term Emotional Hijack. Emotional hijacking occurs when our thoughts and perceptions (cognitions) are overpowered by our emotions. Emotional hijacking is usually referred to in the context of aggression or fearfulness, and can cause us to lose our cool, explode with emotions and attack another person verbally. Our brain processes information through labeling and ordering. The brain labels information coming in - pleasant, unpleasant, or neutral. Then the brain orders a behavioral response - approach, avoid, or ignore. These are continual processes to the stimuli in our world: Am I safe or not? What should I do? If you are stressed, feel tension about something or have “under the surface” anger the chance of an emotional hijack during situations of stress or distress is high. Past or unresolved negativity can also build up and trigger a sudden emotional outburst. Emotional hijacking follows a specific process in the brain. Our thoughts and perceptions in emotionally charged situations first go through a part of the brain called the amygdala. The amygdala is the seat of all emotions in the brain, when activated the amygdala takes over the prefrontal cortex and basically stops its functioning. Activation of the amygdala triggers the autonomic and behavior responses of fight, flight or freeze. The prefrontal cortex controls our executive functions – problem solving, decision-making, processing complex emotions, reasoning, personality expression,...
by Trigena Halley | Jun 16, 2016 | Resiliency
10 protective factors and a model for Resiliency How good are you at protecting and promoting YOUR resiliency? Resilience is defined as the ability to bounce back and subsequently flourish following adversity (Lutherar & Cicchetti, 2000). The Liberty Mutual Olympic commercial touts “Every setback sets the stage for a comeback”, which is true if you are resilient. Without resilience, both leaders and followers stand a greater chance of not reaching goals and desired outcomes. Resilient leaders produce superior results, are more productive and are better positioned physically, emotionally and mentally for the long term. Today’s leaders are challenged with an ever-changing environment filled with uncontrollable, external demands. Resilient leaders are adept at navigating emotionally and relationally demanding situations while also meeting or exceeding performance standards. Resilient leaders relentlessly search for the learning opportunity associated with the hardship and/or crisis. Drs. Nicole Detling, Stephen Gonzalez, and Nick Galli, sport psychology consultants, developed a framework for resiliency in sports, which has been adapted for application to leadership: This framework characterizes the development and demonstration of resilience. Resilience begins with protective factors, which underpin resilient qualities and behaviors. The experience of adversity itself along with positive adaptation and behavior regulation promotes resilience. Finally, [INS: f :INS] eedback gained though the positive adaptation phase supports learning and solidifies resilient behaviors into professional habits. The first step in the process is to develop your protective factors. The 10 protective factors of resilient leadership according to Trigena H. Halley, PCC, BCC and Dr. Nicole Detling are the following: * Difficult Opportunities – growth opportunities through difficult situations, usually voluntary. * Self Care – strategies to support...
by Trigena Halley | May 12, 2016 | Resiliency
15 years ago I became a self-proclaimed outdoor girl when I moved from the plains of Oklahoma to the mountains and canyons of Utah! My first passion was skiing, then hiking and some river rafting, add in a bit of trail running with some mountain biking and I thought I had pretty much dialed in a good outdoor lifestyle. Then came a weekend in southern Utah where I reached my capacity for hiking and route finding on the trails in southern Utah. After a long, tiring, thirsty and sand in your shoes day I stumbled into Escalante Outfitters to regroup. It was there I met the owners Dennis and Dana Waggoner, and as things go in small towns, I was referred to Rick Green and Amie Fortin at Excursions of Escalante. At Excursions of Escalante I learned about Canyoneering - where you rappel and down climb your way into and out of slot canyons. I hired Rick Green to go out canyoneering and plain old hiking was ruined forever! I have been canyoneering for a few years now, it is a glorious way to see what southern Utah has to offer. The point of this blog is not to profess the merits of canyoneering (although I could fill a blog on that topic) or convince you to visit the wonderful area in southern Utah called Escalante (but it should be on your list of places to visit). Instead, I hope to share what I learned about leadership while hosting a women’s canyoneering weekend retreat. When you go canyoneering with Rick there are a few important items that soon become...
by Trigena Halley | Mar 24, 2016 | Communication, News, Resiliency
Giving feedback is one of the most common things we do as parents, spouses and co-workers. When feedback is done well it leads to increased satisfaction, performance and motivation, when not done well it can cause conflict, stress and confusion. As parents one of the best things we can do for our children is to provide both motivational and developmental feedback that contributes to their success. There are typically two forms of feedback - motivational and developmental. Motivational feedback identifies what was done well and why it was important - the individual receiving the feedback understands the positive impact and how to replicate the behavior or action in the future. Developmental feedback identifies what needs to be improved or changed and why that change is necessary. Giving feedback can either be a distributing or contributing process. Distributing feedback is a one-way communication process whereby on person provides their viewpoint while contributing feedback is where a discussion occurs and both parties provide input. Two questions to consider as we give feedback: Am I doing it effectively so behavior can be replicated or changed? Is my feedback distributing (telling) or contributing (designed to impact behavior)? A good feedback model is the STAR approach: S/T (Situation or Task) - Situation or Task - the behavior, action or task. A (Action) - the action taken or not taken R (Result) - the result of the action taken or not taken Emotional vocabulary also gets us in trouble when we give feedback - these are words such as always, never, everybody and nobody. These allness words tend to over exaggerate and cause the other...
by Trigena Halley | Sep 10, 2009 | Resiliency
Welcome to the UPDATED Peak Performance website that has some new some blogs and videos! * Peak Performance Website - www.peakperformancecct.com I hope to stay in contact with each of you. I will be sending out periodic communications to share blog updates as well as service offerings and specials through Peak Performance and Peak Adventures. Remember to LIKE my Peak Performance Facebook page and connect with me on LinkedIn. Thanks for supporting Peak...
