Someone should offer to start a journey in which we ensure the loss of our luggage. Maybe it's something that we can guarantee ourselves. An inner journey to lose that baggage hanging on our back and, increasingly heavy, is slowing down and hindering our walk light, until a moment almost prevents us from moving and makes us fall backwards.
not we become aware of how ingrained we are with the experiences we have accumulated throughout our life. Experiences that have served to crystallize learning, habits and patterns to which we cling and just what we mean by setting up what we are, our identity as individuals and in the professional arena, our role as managers.
These patterns end up generating a spiral that feeds itself, which is part of the consciousness of who we are, our thoughts, words, feelings and emotions, relationships and actions, reflecting in our environment that ultimately shapes us internally .
As managers, we learned what being a good leader and manager of resources allocated to us, and proved our ability to achieve results through others. However, we have not been taught how to be leaders capable of linking these people to want to get those results, in the context of organizations to which people want to belong.
Del managment the manager-coach leader
We discovered through managers who, in addition to obtaining good results in business, are valued by their environment, the manager-coach leader aims to create a shared vision and goals align of employees and the company. Participatory attitude reflects not only his colleagues but also with his superiors and colleagues. It focuses on the positive in people and, from there, create a climate conducive to dialogue and teamwork. In this respect, it is easier to help employees in a certain way, solve problems and delegate more effectively.
concerned that there are clear rules for the guidance. It is constructive to its own mistakes and those of others. Deals with conflicts openly, appreciates the positive intentions behind the different points of view and seeks, with stakeholders, the solutions that are good for everyone. His way of relating, allows easy identification of the contribution of each in the results and praised the conviction.
is concerned that some learn from each other and share knowledge. Commitment to training their employees and their personal development and encourages them to do so in manner that is best for the team.
Maintains attention to identify new opportunities in their environment. It is often able to recognize trends before others. Obstacles stimulate their imagination. If one way does not work, choose a different one, until you find the one that leads to success.
What we believe is what we see
Our assumptions or beliefs determine the meaning we draw from the experiences in our life (why) and are the foundation of our identity and role, or what we understand to be a good management.
provide the motivation and necessary permission and guidelines to develop intervention strategies and deployment of the capabilities needed to achieve results. Successful managers expressed beliefs and assumptions that enhance their values, mission and vision, and develop strategies that enable them to overcome other limiting beliefs.
In many cases, limiting beliefs are linked to what we might call our internal saboteur. The work of the saboteur is to stay in the comfort zone. But we want to grow, we want to achieve new goals and live more fully. When we see the saboteur as yourself or as part of us, our nature, which is being reflected is how much we cling to our patterns, habits, limiting beliefs, we are anchored to a comfort zone that we difficult to go beyond our purpose.
The others are not against us
Behind all active or reactive behavior in our environment, there is always a positive intention. Therefore, be clear that our partners are not useless they can not do anything if we are not above them, and our colleagues are trying at all times to do which is evident in the steering committees in relation to how we carry out projects .
We must be aware that people act taking into account the best option available to us at all times and circumstances, so it is important to separate the person and positive intention of the specific results of their actions.
When we find strength to carry out our objectives, with colleagues and partners, we must try to identify what positive intention meet such resistance, whether the need to protect, not to show vulnerability, to demonstrate their views and personal and professional worth, or whatever they are and find ways to respond to this intention by offering alternatives that allow them to fulfill those intentions and, in turn, ensure that personal or team goal we pursue.
Your viewpoint is not the only nor the most valid
Much of our success as leaders is given by the richness of our "mental map." Expand our map of reality is a consequence of having benchmarks that go beyond our own. Having the larger map, is considered capable of putting ourselves in the shoes of others and understand, as if we ourselves, what are the expectations, goals, hopes, fears, etc.., By adopting the position of a hypothetical observer impartial evaluation of the situation, give us the insight needed to not be attached to our standards and assumptions, to assume the position of the whole, whether the team, department or organization and understand what is good for it, and being able to predict its impact on deferens moments over time, moving into the future.
If you see the world as a competition you can win, but also lose
gain
Our strategies are the ways that people have to relate to others and, ultimately, the way we see the world.
The purpose of the executive leader-coach is to develop high quality relationships. Jointly design and nurture these relationships. Relations, therefore, in which employees who are growing and equipment, which in turn empowers you to grow as a manager.
From this perspective, my success as an executive leader-coach is not in my personal and professional achievements, but in the achievements of my staff and the teams that I belong and this can only be achieved if based on a strong and quality.
A new paradigm for leadership
In this new paradigm, the manager is someone aware of itself and its relationship with the environment. Being, thinking, feeling and acting is all one. Because according to who we are, we create our thoughts as our thoughts, feel and express, as we feel and express, relate and act, as we relate and act, receive, according to receive, we are.
Source: http://liredazgo.blogspot.com
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