In psychology, the term self-esteem is used to describe a person’s overall sense of self-worth or personal value. From my perspective, self-esteem is a confidence and satisfaction in oneself, appreciating yourself for who you are — the good, the bad and the ugly.
You’re never going to have the perfect body, the perfect life, the perfect relationship, the perfect children, or the perfect home.
It doesn’t mean you’re a bad person, it simply means you made a mistake (like everyone does). At the end of each day, go through your day in your mind and recognise and honour those parts of your day that you enjoyed and also with those parts of your day that you did not enjoy, honour those for the opportunities they may give you go forward. It isn’t just about knowing your strengths and weaknesses, but also opening yourself up to new opportunities, new thoughts, trying out something new, new viewpoints, and new friendships. It may be that we simply haven’t found everything that we do have to offer — things we haven’t even considered or thought of yet. Evaluate yourself based upon what’s going on in your life right now, not some distant past version of you.
Dean Griffiths is a gifted intuitive, who specialises in coaching woman to live a life of purpose.
About the WorkshopStarting in the pre-teen years, there is a shift in focus; the body becomes an all consuming passion and barometer of worth. Event details may change at any time, always check with the event organizer when planning to attend this event or purchase tickets. Self-esteem can have a massive impact on how employees operate, and it’s not just about the numbers; positive self-esteem is critical to our physical and mental wellbeing. Employees who have low levels of self-esteem can make more mistakes, work more slowly, hesitate to provide feedback, ideas and creative solutions, and need more manager input.
By contrast employees who have high-levels of self-esteem will be productive, get along with their co-workers and take less sickness absence. With such potential negative impacts on your bottom line and the morale of your workforce it makes it worthwhile to consider how you can help improve the self-esteem of your employees. Inspiring, and maintaining positive self-esteem can be a major challenge, but one way to help raise employees’ self-esteem is through an employee recognition scheme.
When people we look up to and admire, such as our co-workers or boss, recognise us for our achievements or behaviour we feel great about ourselves and as a result our self-esteem improves, along with our motivation and enthusiasm to perform even better in our role.

And when we receive public recognition and rewards for our accomplishments at work it further increases our self-esteem, particularly if the reward is something we are able to comfortably talk about, such as gift vouchers rather than a cash bonus. I believe that the most effective form of recognition for raising people’s self-esteem is peer to peer recognition. Finally, the rewards should be commensurate with the employees’ achievements, as choosing the wrong reward could undo all the benefits of the recognition programme. By using a recognition scheme as of one of your tools to nurture employees’ self-esteem, you’ll be nurturing their creativity and problem solving abilities. Kuljit is responsible for business development at The Voucher Shop, a  division of p&mm ltd.
Self-esteem is often seen as a personality trait, which means that it tends to be stable and enduring. For example, people with high self-esteem focus on growth and improvement, whereas people with low self-esteem focus on not making mistakes in life. So let me share with you three aspects to think about that can make a big difference when it comes to self-esteem.
Media portrays the idea of perfection, and because we see so much of it we create an artificial creation of what society is, which in reality doesn’t exist. Mistakes are an opportunity for learning and for growth, if only we push ourselves out of the self-pity or negative self-talk we wallow in after one, and try and see it from someone else’s eyes.
Sometimes when we’re down on ourselves and our self-esteem has taken a big hit, we feel like we have nothing to offer the world or others. Keep adjusting your self-image and self-esteem to match your current abilities and skills, not those of your past. With over 20 years of experience as an Holistic Health Practitioner, Dean's work is based on one simple theory, your problem, is not your problem, your attitude about your problem is your problem!
It’s not something a lot of us consider regularly, but low levels of self-esteem can have a negative effect on our ability to perform in a role.
They will also try to avoid something new, second guess their decisions and decline to lead projects. They will be more open to feedback and confident enough to admit their mistakes, as well as being open to change and willing to help out a colleague.

That’s because it is proven that people value recognition from their peers more than they value recognition from their manager.
Ensure your recognition programme allows employees to recognise their co-workers quickly and easily, perhaps by using an online recognition portal to send instant messages or eCards.
You’ll be developing their leadership and decision-making capabilities as well as creating a positive working environment where people want to come and work for you. Self-esteem can involve a variety of beliefs about the self, such as the appraisal of one’s own appearance, beliefs, emotions, and behaviours. Low self-esteem has been shown to be correlated with a number of negative outcomes, such as depression (Silverstone, & Salsali, 2003). It’s how people become the people they’ve always wanted to become, by taking risks and trying things they wouldn’t ordinarily do.
That’s just so easy for me, no big deal.” It’s just as important also to take something away from the mistakes you make in life. Focusing praise on looks rather than activities can reinforce the message that appearance matters more than things she does. She has held a Committee position on the NALAG Board of Management.Joanne is a registered psychologist who holds a Post Graduate Diploma in Psychology (Counselling), a Bachelor of Education (Special Needs) and a Diploma of Teaching (Primary). In her role as Senior Counsellor fro TAFE NSW she supervises counsellors, delivers training and workshops to staff and students and provides personal counselling and careers advice to students. She frequently responds to critical incidents across Western New South Wales.                         As a classroom teacher Joanne has previously taught in various schools before taking a position with Department of Community Services assisting families and service users to obtain therapy and other related services. She was also involved in the Dubbo Social and Crime Prevention Plan and the DOCS Spokeswoman Program assisting women in the workplace with conflict resolution and harassment claims.
She is a current member of the NALAG Suicide Prevention Network.As a  trainer and educator Joanne approaches her work with passion and commitment delivering a wealth of hands on and academic skills to participants.

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