There are thousands of mental models. An example is a model that says that admitting a mistake is "bad" vs. a model that says admitting a mistake is a step towards a better future. The scientific method, and supply and demand are mental models. Thinking that your boss or partner will always get angry when disappointed is a mental model.
Those who are not aware of their own models and how models influence behavior, have less control over their behavior and are less able to be objective.
Understanding that there are mental models, is a great advantage. It enables self-directed change. We can change the way we think to change the way we behave, and we can change the way we behave to change the way we think.
Practical Impact
We are not studying the psycho-social habits of rabbits. We are studying and working on ourselves to make a practical difference in the way we live.
Who doesn't want to be loving and kind, competent, successful, free of self-imposed suffering, happy? Neuroscientists, cognitive psychologists and spiritual teachers tell us that we can change our minds. We do that to live optimally in the world. It promotes greater happiness and success by eliminating many of the causes of our pain.
For example, the way one perceives making mistakes makes the difference between being honest vs. finding ways to cast blame and deny. It is the difference between being able to take corrective action to grow from mistakes vs. never admitting fault to perpetuate unskillful behavior.
The Work
Sounds so good, so simple. And it is. Just change your thinking, replace or modify your mental models, and break your old habits to be free to creatively live your life.
Ah! But it is not so easy. It requires work with mindful self-awareness, understanding, motivation, intention, and persistent effort blended into an effective process that fits a practical lifestyle.
The work can be challenging as one confronts habits and hard to manage emotions like fear, anger, jealousy, and remorse. Working with models can shake up your life, as you question existing beliefs, values, goals, relationships, and perceptions.
Take the challenge to cultivate open mindedness, greater happiness and a solid platform for meaningful action and healthy relationships.
Mental models influence our thoughts and behavior. Adopt effective ones and use them skillfully.
How to be Happy Even When You Are Sad, Mad or Scared:

How to be happy...How to be Happy Even When You Are Sad, Mad or Scared is available on It is a book for children of all ages (including those in adult bodies). Buy it for the children in your life so they can be better able to “feel and deal” - feel and accept their emotions and deal with them in a way that avoids being driven by them. You can order the book at
Performance and Open-minded Mindfulness
Open-minded:  questioning everything, accepting diversity and uncertainty. 
Mindful: consciously aware; concentrated. 

Foundation for blending process, project, engagement and knowledge management into a cohesive approach to optimize performance.
By George Pitagorsky

Success is measured in how well and how regularly you meet expectations. But what exactly are expectations, and how do you effectively manage them when multiple priorities and personalities are involved?
Using the case study of a Project Manager coordinating an organizational transition, this Managing Expectations book explores how to apply a mindful, compassionate, and practical approach to satisfying expectations in any situation. George Pitagorsky describes how to make sure expectations are rational, mutually understood, and accepted by all those with a stake in the project. This process relies on blending a crisp analytical approach with the interpersonal skills needed to negotiate win-win understandings of what is supposed to be delivered, by when, for how much, by who, and under what conditions.

Managing Conflict in Projects
By George Pitagorsky

Managing Conflict in Projects: Applying Mindfulness and Analysis for Optimal Results by George Pitagorsky charts a course for identifying and dealing with conflict in a project context.

Pitagorsky states up front that conflict management is not a cookbook solution to disagreement-a set of prescribed actions to be applied in all situations. His overall approach seeks to balance two aspects of conflict management: analysis based on a codified process and people-centered behavioral skills.

The book differentiates conflict resolution and conflict management. Management goes beyond resolution to include relationship building that may serve to avoid conflict or facilitate resolution if it occurs.
The  Zen  Approach to Project Management 
By George Pitagorsky

Projects are often more complex and stressful than they need to be. Far too many of them fail to meet expectations. There are far too many conflicts. There are too few moments of joy and too much anxiety. But there is hope. It is possible to remove the unnecessary stress and complexity. This book is about how to do just that. It links the essential principles and techniques of managing projects to a "wisdom" approach for working with complex, people-based activities.