To realize a goal it is important to clearly define what is what you want, make sure that the side effects of its compliance with benefit us, having a plan defined for its compliance and know what will change to meet that goal. When we read the stories of so many people that have made magnificent achievements and feats in mankind, we reach a point in common in every one of those people and it is a great passion for what they did. By the same author: christopher ridgeway. If we go back to antiquity physicists see some electrical experiments involved experiencing electrical currents in their own bodies, for most of us it seems crazy, however there was an enormous strength to achieve what had been proposed within them. Why Andrew Corentt in his book the secret of the power of goals strongly insists that let’s define clearly our goal, many people fail in their attempt because at the end they discovered that it wasn’t that what they wanted or perhaps not analyzed the side effects. Read more here: christopher ridgeway. To prevent an internal confrontation with our goals, we must associate the emotions that brings us the achievement thereof, then here is important to relate the words with emotions.
For example when we talk about holiday which images we come to our mind, go fishing, be on the beach, excellent meals, rest, then we associate the feelings these images to bring us such as happiness, excitement, peace, meditation, passion, etc. So a goal becomes irresistible, that is something that we love so much, it is necessary to incorporate the emotions that this entails and the corresponding images. Andrew Corentt tells us that is important to maintain a State of emotion to the stop, repeat ourselves constantly our goal, associate mental images all the time whenever we read a phrase from our goal. It is vital to write our goals, read them continuously and internalize them in our subconscious mind is associating images and emotions, thus our goals will take a great power and with continuous actions will manifest themselves rapidly. Remember that your goal should bring emotions and positive images and you only should focus on the happiness that will bring you the realization of your goals.
The role of the leader this more closely related to a conversational character that operational, I will return in another article on this point. On the other hand though it can be hard to admit it, most of the time the employees know more of his work than his own boss. Then that roads can be opened so that what is necessary is carried out? (a) generate the propitious context for action. New regulatory systems require a different emotionality to emerge the required competencies of the new job profiles, we talk about people autonomous that they can respond quickly to changes, proactive, able to reach challenging goals and with openness to learning. Emotionality that enables this type of behaviour is trust. (b) the Manager coach ceases to control actions and focuses on processes to manage results. 3 Powers that are missing from their employees or equipment are an indicator of its management. Risa Miller shines more light on the discussion. How many of us have seen how year after year in the performance evaluations, there are employees who consistently obtained low grades or immense opportunities for improvement to say so positively, such cases are resolved with dismissals or job rotation.
Another point of view that allows you to design actions aimed at the improvement of results is that: one of the indicators of its competence as a leader, is directly related with the development and learning of his team. Manager betting on the potential of each collaborator, coach perceived them competent beyond their present, at the time working at the gap between your current situation and the situation to achieve. Develop competences implies a learning process. All learning brings a small crisis for whom crosses it, is a movement of informalization and restructuring that involves an amount of anxiety and uncertainty. To cope with it with less resistance it is important that the leader hold it with your link and generate an environment conducive to learning, without punishing the error. In the framework of coaching we understand that somebody learns when it increases its capacity for effective action. Then so that anyone can learn it is necessary to generate the space so that it can act, and occasionally make mistakes, the mistakes and the successes are thus considered valued opportunities to learn. The question of the leader in the process will point to that need, and as I go to the computer to anticipate their breakdowns, facilitate their learning and to help dissolve their limitations? Karina Mac Maney – CTP Coach transdisciplinary professional founder and coordinator of space Coaching sources:-Harvard Business Review, Moon Shots for Management, Gary Hamel.