True and constructive solutions blossom from careful development of mastery and analysis. These types of solutions include a focus upon research applications, success, and deeper flourishing of an individual's well-being. Both short-term and long-term outcomes are anticipated and examined as they development.
In addition to a unique software platform that incorporates tools, Veritas Global Development goes beyond to provide actual experts of success to help students, employees, and leaders with the particular challenges that they face.
In addition to neuroscience and psychology, systematic paradigms for success are often neglected. Optimized organizations have fully-enabled people who work productively both as (1) growing individuals and (2) as harmonious team members to build and sustain success. This is a perspective that began with the Ancient Greco-Roman thinkers, and it improved in modern times by a succession of leading thinkers like Andrew Carnegie, Napoleon Hill, Peter Drucker, and Abraham Maslow, and Martin Seligman. Veritas Global Development uses the research that examines or enhances these paradigms.
"While writing them down, I began to realize more fully the purpose of my life and its unity. To tend, unfailingly, unflinchingly, towards a goal, is the secret of success. But success? What exactly is success? For me, it is to be found not in applause, but in the satisfaction of feeling that one is realizing one's ideal." Anna Pavlova
The Common Error about Tools and Resources
We see it too often: leaders, businesses, and individuals mistakenly think that plans, tools, and resources mean success. These are all absolutely necessary. However, they aren't enough to propel a team up the mountain or across the ocean.
Tools and resources are merely used as people engage, solve problems, and find the best way forward and up. Mastery of knowledge and skill build success by creating paths of good solutions. This must happen with continual effort that requires the brain power and the effective psychology of teams and individuals who learn, develop solutions, and produce results.
"Remember that your past successes may lead to your future failure. However, if you learn a lesson from every failure, then you may ultimately succeed." Jack Ma, founder and CEO of Alibaba
Examples of These Mistakes
Mistaken Assumptions at the Individual Level Many students and families mistakenly believe that a good education will merely lead to success. Certainly, an education can provide the intellectual tools and resources to use along a certain path. However, education itself in either a high school or university doesn't give students motivation, doesn't teach them how to apply neuroscience and psychology to their own lives, and doesn't provide training and practical wisdom for success.
If a student has difficulty in these areas before they reach college, who in the university will uplift that student? College professors have far too many students and research projects to help individual students like a tutor or grade school teacher. Plus, a professor is rarely taught how to mentor a college student. Generally, only professors in a doctoral program work more closely with graduate students. Meanwhile, a prospective student must learn how to connect with these professors while they are undergraduate students and make the correct grad school match during the application process.
Mistaken Reliance upon Tools at the Government and Corporate Level Some governments and corporations try to use the following software systems to build productivity and efficiency:
Talent Management Systems (TMS)
Learning Management Systems (LMS)
Performance Management (PM)
TMS for Human Resources often includes both LMS and PM. While they are quite useful, they rely heavily upon quantitative data and do not reveal the perspective and motivation of an employee. TMS, LMS, and PM are merely tools that require actual humans to use them well. It is assumed that LMS will provide knowledge that PM can ensure is being applied.
Unfortunately, these systems operate in a general way and do not incorporate psychology in a systematic way. Moreover, many mangers use pop psychology without significant sources, trends, or their own assumptions in unsystematic ways instead of using actual research findings. Therefore, a manager may not realize that employees who seem highly productive (1) may not have have truly changed, (2) may have different reasons and methods for their productivity that have little to do with the manager, (3) may produce outcomes that are not guaranteed to be successful long term.
Mistake Reliance upon Methods at Any Organizational Level Project Management methods tend to ensure better productivity, and some are incorporated into Performance Management software, but once again, they do not teach about neuroscience and psychology at a significant level.