So Andy Murray learnt from his game against Nadel at Beat him in the
US Open. Definitely a case of taking it as feedback not failure.
Although he lost to Federer in the final he now has experience of a
Grand Slam final.
He said in his interviews that although upset to lose you only get
better my playing better players, losing to Nadal and federer has
shown him the weakness in his own game that he will need to eradicate
if he is to become the best in the world.
His behaviour shows he lives some of the NLP presuppositions
"There is no such thing as failure, only feedback"
"Genuine understand only comes from experience"
Whether this is intentionally or he just has a positive mindset I don't know.
On a personal note at work some of my predications on the state of the
department seem to be coming true. I said that the new structure was
set up for failure, (not feedback ha ha). They under estimated the
work the some of the managers did and by changing our job are starting
to realise that something is now missing. The management level above
now get all the work and hassle we use to deal with and it is clear
they can't cope.
They are trying to pass some of the work back to us again, but they
are getting a strong push back. They changed our jobs they can't have
it both ways. So now they are trying to get some of the team members
to pick it up instead and again are getting strong push back. People
are wise to this style of management now, the have their cake and eat
it approach. They want the work done but won't pay you for it or
recognise you for it. At the end of the day I have contract with the
company I work for, just as they have a contract with their suppliers,
vendors and customers. I do what I do as a business decision, this is
the same terminology they us when making excuses for redundancies or
small pay rises. It seems however they don't like their own excuses
bounced back at them when giving reasons not to work outside your