Our assumptions and beliefs drive our behaviour. What we believe we can achieve, we achieve. Yet, when we believe we are not good enough to achieve something, we don’t. Fear is the only thing that holds people back from achieving personal success. Success lies in being who you are, not in what you fear you should be. What you think, happens to you. Everyone strives for success in one form or another.
People need to achieve worthwhile goals to feel satisfied with their lives, but everyone’s goals vary. We all need to become the kind of person we individually aspire to be. Only you know what’s important in achieving your vision of success. However, we all seek shared outcomes, like happiness, self-awareness and expression, achievement and satisfying interpersonal relationships, to provide a foundation for where we want to be.
You can drastically increase your chances of succeeding in business and life when you learn from a coach or mentor–someone who once stood in your place and overcame all obstacles to earn success and happiness. Coaching and mentoring provide the personal training that helps you focus your natural abilities in the right direction.
An important aspect of self-discovery occurs when we recognise that individuals are all unique, that each of us sees the world through our specific lens. This is the perspective from the inside looking out. We’re not better or worse, we’re just unique. When we accept that fact, we begin to understand the importance of allowing individuals to approach situations in their own way, both in personal and professional arenas.
In psychology, the term “thin slicing” refers to the brain’s ability to draw surprisingly accurate conclusions from very limited information. Applied to leadership development, thin slicing is about isolating thin slices of learning and delivering powerful insights from a single bite-size concept. Instead of starting big, it starts small. A short, incomplete slice of learning can deliver a powerful “Aha” moment and create behaviour change more effectively than a longer learning module or conversation that tries to cover too much:
1) Workplace performance coaching should be delivered in short bursts – just six to 10 minutes at a time. Today’s multi-tasking workforce has neither the time nor the attention span for traditional lengthy training formats.
2) People learn best when training and coaching is focused on a narrow concept where learning goals are clearly defined. When this knowledge is delivered in small packets, the brain can easily absorb, remember and apply what it learns.
3) Performance coaching and self-coaching are most powerful when grounded in verifiable research. When managers see performance coaching and self-coaching as credible, they’re more likely to translate their learning into on-the-job behaviour.