Five Easy Steps to Master Forex Trading, According to Experts
The new traders are always looking for the ultimate holy grain in the Forex market. They often think the pro traders in Hong Kong have secret ingredients with which to trade the market. But in reality, there is no Holy Grail or secret ingredients. You have to trade the market using proper logic and time to time, you have to embrace the losing trades. In fact, losing trades are just a part of this profession. The pro traders are making a consistent profit because they know the proper way to recover losses.
Learning the proper way to trade the Forex market is not all hard. In fact, we will highlight the key point which you need to follow to become a successful trader.
Step 1, open a demo account
Those who are looking to develop their trading career should never trade the real market. Open a demo account with a reputed broker like Saxo and try to learn how this market works. Losing or winning doesn’t really matter since you are placing trades in the virtual trading environment. Try to create a simple trading strategy from scratch. New traders often prefer to scalp the market but this is very risky. It’s better to create a position trading strategy since it will help you to become a better trader.
Step 2, Trade with real money
The second step is the most crucial part of your trading career. As a novice trader, you must find the best trading account in the Forex market or else you will not get free access to the premium trading platform. The smart traders in Hong Kong prefer to trade the market with SaxoTraderPro since they can easily analyze the market variables with an extreme level of precision. Trade this market with an extreme level of confidence and never lose hope after losing a few trades. Stick to your goals and you will succeed in trading.
Step 3, learn from your mistakes
New traders are bound to lose money in Forex. Even after having a proper education, they will often make mistakes. Consider these mistakes as blessings since you can easily learn new things. Write down the details of each trade so that you can analyze your past trade during the weekend. Follow a proper trading journal since it will keep discipline. The pro traders often suggest that new trader’s trade with a low leverage trading account since it greatly reduces the risk factors in trading. In fact, you can’t execute a large volume of trades to recover the losses.
Step 4, focus on trend trading strategy
The trend is your friend. In order to make a consistent profit, you must learn to trade with the market trend. Never think you can change your life by trading against the long term prevailing trend. When you look for the overall trend of the market, try to use the daily or weekly time frame. Never execute a trade without doing the proper market analysis. If you are not sure, seek help from the trained traders to learn more about the trend trading strategy.
Step 5, manage your risk exposure
Once you have a complete knowledge about currency trading business, it’s time to learn trade management skills. You might have the best trading system in the world but without having a solid risk management plan you can’t survive in the trading business. Try to find high-risk reward trade setups so that a few winning trades can easily recover the big losses. Consider trading as your business and trade the market with very low-risk factors.
Stop overtrading the market since it always results in heavy losses. If possible use the price action confirmation signal since it will help you trade the market with tight stop loss. Regardless of your trading experience and trade setup, never trade the market with more than a 2% risk.
The Ultimate Guide to the Essential Social Skills in Business
Effective communication and strong relationships are essential for success in the workplace. One factor that can greatly influence these qualities is emotional intelligence, often abbreviated as EQ. EQ refers to the ability to identify, understand, and manage one’s own emotions, as well as the emotions of others. Research has shown that individuals with high levels of EQ are better equipped to handle stress, communicate effectively, and work collaboratively with others (Chamorro-Premuzic & Sanger, 2016).
Research has consistently shown that emotional intelligence (EQ) is an important predictor of job performance and success in the workplace. EQ is comprised of a set of skills that allow individuals to recognize, understand, and regulate their own emotions, as well as the emotions of others. In addition, individuals with high EQ are better able to communicate effectively, build relationships, and navigate complex social situations. As a result, they are often viewed as effective leaders and collaborators, and are more likely to achieve their personal and professional goals.
In fact, a number of studies have demonstrated the significant impact that EQ has on job performance and success. For example, one study of 85 upper-level managers found that those with higher EQ scores were rated as more effective leaders by their subordinates (Law, Wong, & Song, 2004). Another study of 151 employees found that those with higher EQ were more likely to be promoted within their organization over a five-year period (Carmeli, Brueller, & Dutton, 2009). These findings highlight the importance of EQ in the workplace and suggest that developing these skills can lead to significant benefits for both individuals and organizations.
According to a study conducted by TalentSmart, a leading provider of EQ assessments, EQ is responsible for 58% of success in all job types (Bradberry & Greaves, 2009). In contrast, IQ only accounts for about 4% of success in the workplace. This suggests that EQ is a crucial skill set for individuals in any professional field. Fortunately, EQ is a skill that can be developed and honed over time with practice and awareness.
There are several key components of EQ that are particularly important for success in the workplace. These include:
Self-Regulation: This refers to your capacity to recognize and control your emotions. Sometimes treating them when they arise may be necessary. Understanding how to manage your anger is essential. However, it can also cover how to control the feelings you’ll experience.
Self-Awareness: This implies recognizing and understanding your own feelings. Do noisy places make you nervous? Do other people talking over you make you angry? Knowing these truths about yourself shows that you are working on your self-awareness. Being conscious of yourself is necessary for this phase, which can be more complex than it sounds.
Socialization: This category focuses on your capacity to manage social interactions and direct relationships. It doesn’t entail dominating others but knowing how to work with others to achieve your goals. This could entail presenting your ideas to coworkers, leading a team, or resolving a personal disagreement.
Motivation: Strong motivators include external forces like money, status, or suffering. Internal motivation, however, plays a significant role in Goleman’s concept. By doing so, you demonstrate your ability to control your cause and initiate or continue initiatives of your own volition rather than in response to external demands.
Empathy: It’s equally critical to be sensitive to others’ feelings. This may entail learning to identify different emotional states in individuals — for example, can you tell the difference between someone at ease and someone anxious? — but it also requires comprehension of how other people may react to their current situation. Empathy is one of the essential traits in business and business leadership.
A thought leader in this space, Michael Ventura has built a career advising organizations on the importance of emotional intelligence in the workplace. In his book, Applied Empathy, Ventura highlights the value of empathy in business and provides strategies for developing and applying this skill set. With two decades of experience as a leader, facilitator, and educator, Ventura’s work has made impact in with prestigious institutions such as Princeton University and the United Nations as well as corporate clients such as Google and Nike.
Through his work, Ventura advises leaders to focus on the development of EQ in order to help individuals improve their communication, collaboration, and leadership skills, ultimately leading to greater success in the workplace. Experts like Ventura continue to support the growing body of research on the value of EQ in business, and the evidence that organizations who invest in the EQ of their teams help to create a more empathetic and successful professional environment.
And it’s worth noting that EQ isn’t just important for individual success in the workplace, but also for overall organizational success. A study by the Center for Creative Leadership found that EQ was a better predictor of success than IQ or technical skills in the workplace, and that teams with higher levels of EQ tend to be more effective and productive (Boyatzis, Goleman, & Rhee, 1999). By cultivating a culture of empathy and emotional intelligence, organizations can improve their overall performance and create a more positive work environment for their employees.
In conclusion, emotional intelligence is a crucial component of success in the workplace, and individuals and organizations alike should prioritize the development of these skills. The ones that do not only develop a leading edge in their category, but also become a meaningful place to work for their teams. And in today’s rapidly changing talent landscape, the retention of highly capable, emotionally intelligent leaders is one of the greatest keys to unlocking success.
Boyatzis, R. E., Goleman, D., & Rhee, K. S. (1999). Clustering competence in emotional intelligence: Insights from the emotional competence inventory (ECI). In R. Bar-On & J. D. A. Parker (Eds.), Handbook of emotional intelligence (pp. 343-362). Jossey-Bass.
Bradberry, T., & Greaves, J. (2009). Emotional intelligence 2.0. TalentSmart.
Chamorro-Premuzic, T., & Sanger, M. N. (2016). Does employee happiness matter? Journal of Organizational Effectiveness: People and Performance, 3(2), 168-191.
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