Leading Blog






10.15.10

You Already Know How to Be Great

Leadership
One of the hardest things we will attempt to do is to act on what we already know to do. It’s that difficulty that lies behind much of our search for the next big thing; some way to get around or make easier that which we know we should be doing. It is never easy but by applying some new thinking we can get out of our own way.

Alan Fine states in You Already Know How to Be Great, that performance improvement is most often an issue of reducing the interference that’s getting in the way of using the knowledge we already have. Fine says that we have to get right the three elements that facilitate the use of the knowledge we already have. They are:

Faith: Our beliefs about ourselves and our beliefs about others. High performance is more likely when we believe that we can learn and do better. The absence of Faith could be described as insecurity.

Fire: Our energy, passion, motivation, and commitment. High performance is more likely when we are excited about learning and doing. The absence of Fire could be described as indifference.

Focus: What we pay attention to and how we pay attention to it. High performance is more likely when we pay attention in a way that will quiet our minds. The absence of Focus could be described as inconsistency.

High performance happens when we “get rid of the interference that blocks these natural, inherent human gifts.” Focus is the most powerful tool for removing distractions and thus the “most effective way to release Faith and Fire.” If we “create a singular focus on one or more critical variables of the task, we’re far more likely to create the flow state that creates high performance.”

More than instructing, Fine believes we would be better off looking to what is blocking Faith, Fire, and Focus in our organizations, performers, families and teams. Unleashing these qualities facilitates the use of knowledge.
As managers, leaders, coaches, or parents, we’re incredulous to think (or more likely, it never even occurs to us to think) that without our excessive instructing, regulating, controlling, directing, and intervening, people might actually be able to perform with greater confidence, more enthusiasm, and more effective focus.
Fine introduces the GROW process as a way of creating focus. The process asks: “What is my Goal? What’s the Reality? What are my Options? What’s the best Way Forward?

GROW increases Decision Velocity [the speed and accuracy with which we make decisions]. It helps reduce interference, clarify thinking, identify options, and chunk down the challenge into doable tasks. It unblocks Faith, Fire, and Focus and frees people to use the Knowledge they already have.

As leaders, we tend to approach most situations by providing more information. We actually nourish the expectation that we are to be telling people what to do, when we really need to be working to help them get what’s inside of them out. Fine calls this inside-out coaching. It’s less about providing more Knowledge and more about releasing the Faith, Fire and Focus that's already there in the performer. It’s more Focus coaching than it is Knowledge coaching. “It’s easy for coaches to get blindsided by what they think people have to pay attention to—to get so focused on the task that they miss the window through which a person can actually pay attention.”

“When leaders simply tell people what to do (which is often the case), the result is often a lack of engagement and accountability on the part of the employee and little or no performance improvement. One of the primary observable signs of an outside-in approach is people constantly asking managers, leaders, teachers, or parents what to do.” As a coach, the biggest challenge isn’t the performer; it’s your own interference.

You Already Know How to Be Great is about coaching ourselves and others to remove the interference that is blocking performance. It is full of applications of inside-out coaching and the GROW process he advocates. As such, it is an indispensable book for coaches or leaders of all types.

Related Interest:
  quickpoint: Getting Out of the Way

Posted by Michael McKinney at 06:57 PM
| Comments (0) | TrackBacks (3) | Human Resources , Learning , Management , Teamwork



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