THINK AT A NEW LEVEL

The significant issues we face in our lives are not likely to be dealt with at an equivalent level of thinking we were at when we gave them rise. As we glance within and outside and acknowledge the issues created as we live and interact within the Personality Ethic, we start to comprehend that these are deep, fundamental issues that cannot be solved on the superficial level on that they were created. The’ inside-out’ is a wonderful approach, spelt out in
Stephen Covey’s 7 Habits of Effective People
We need a new, a deeper level of thinking-a paradigm supported by the principles that accurately describe the territory of an effective person and interacting-to solve these deep concerns.  This new level of thinking is principle centered, character based, an approach to personal and social effectiveness. ‘Inside-out’ suggests let us start first with self; even more essentially, to begin with the inner-most part of self- with our paradigms, character, and motives.The approach says if we wish to have a contented wedding, let us the sort of person that generates positive energy and avoid negative energy instead of empowering it. If we wish to possess a more pleasant, cooperative juvenile person, let us be a more understanding, empathetic, consistent and fond parent. If we wish to possess more freedom of action in our job, let us be a more experienced, a more useful, a more contributing worker. If we expect to be trusted, let us be trustworthy. If we want the secondary greatness of recognized talent, we need to focus first on primary greatness of character. The’ inside-out approach indicates that personal conquest is necessary before aspiring public win. Making and keeping promises to ourselves is essential before making and keeping promises to others. It suggests that it is of no use to place personality before character, to attempt to improve relationships with others before improving ourselves.
 ‘Inside-out’ can be a method- a seamless process of renewal supported on the natural laws that govern human growth and progress,  an upward spiral of growth that leads to more and higher sorts of accountable, independence and effective reciprocity. There are many people, fantastic and gifted individuals, business executives, college students, church and civic group, families and wedding partners who deeply wish to realize happiness and success. However, there are no final solutions to problems, lasting happiness and success that come from the ‘outside-in’ approach.
The ‘outside-in’ paradigm is results in unhappy people that feel exploited and immobilized, who specialize on the weaknesses of others, feel that their circumstances are responsible for their own stagnant scenario. There are sad marriages where each spouse desires the other to alter, where each is declaring the others' offenses, where each is attempting to come along the opposite. In organizations there are labor- management disputes wherever individuals pay huge amounts of time and energy attempting to enact legislation that may force individuals to act like the muse of trust was ordered. Inside-out could be a dramatic paradigm shift for many individuals, for the most part thanks to the powerful impact of conditioning and the current social paradigm of the Personality Ethic. A careful examination of successful individuals and societies throughout history, we may be able to realize several of the many underlying principles, in our conscience and our good judgment. To acknowledge and develop them and to use them in meeting our deepest considerations, we would like to suppose otherwise, to shift our paradigms to a new, deeper, inside-out level. Through understanding and integrating these principles in to our lives, we can discover and rediscover several of the mysteries of our lives. The ‘inside-out’ can be a wonderful facilitate in  creating great results, that begins first, with the person, and his own understanding and growth, and then moves outward to impact the social relationships, Teams, and eventually, the Organization. It is virtually troublesome for teams and organizations to achieve at peak performance if people do not first operate from high levels of effectiveness themselves.
The approach can even be useful in implementing change in organization. It is important for us to grasp and accomplish our own strengths effectively, if we are to meaningfully contribute in complementary ways to team members whose strengths are different in perspective and contribution. If we do not seem to be alert to our own strengths let us look for, what they create and what they lack, it makes it far more troublesome to be receptive to others’ ideas and solutions with their own. We must attend to four levels of leadership in any organization1, so as to maximize results for all concerned. In order to accelerate results at the Organization and Team levels, people must first be effective at the private and social levels: At the private level, people must become with confidence Vulnerable in both their strengths and weaknesses. This implies understanding both strengths and weaknesses, without arrogance or judgment. At the social level, relationships of Trust are built as people leverage their strengths to contribute effectively to others, and lessen their own weaknesses with humility and openness to others’ strengths. At the Team level, reciprocity is made as groups of trustworthy people come together, with confidence sharing their strengths for the objectives of the group, and humbly bends into the strengths of the team to lessen the weaknesses of the people. At the Organization level, Systems and Norms are put into place to sustain reciprocity, Trust levels, and assured Vulnerability. Great Results are produced as all four levels receive focus.
The ‘inside-out’ suggests that real change starts from within us, not from our outward actions or behavior. The fact is that our beliefs are conditioned from our parents, friends, TV, and colleges. However, a number of them might not be properly aligned with the reality.  If we are not obtaining the results we wish, there's a chance our paradigm or beliefs do not seem to be in tune with reality. If we don't have our beliefs or paradigms properly aligned with reality, our outward behavior would not provide us with the results we wish. Once we realize where we got our beliefs from, we are able to properly assess and make higher decisions. The ‘inside out’ approach is a uniquely simple approach to performance in organization offs and offers a unique paradigm for unlocking human potential. Most coaching organizations produce solutions based on the thought that more knowledge equates to raised results.