Manufacture Your Day by RECOGNIZING THE IMPORTANCE OF EFFORT
Here is a quick reminder:
Attitude = Quality of your energy
Effort = Quantity of your energy
I wish I could tell you that everything is effortless at the moment but nothing good will ever come from something created without effort. It is the willingness and positive energy invested that brings results.
Managers in companies can talk about team development and leadership training as much as they want BUT if people don’t get on an individual path of personal growth, most of it won’t be sustainable.
That’s why the best of the best companies will always invest in their people.
People have to learn how to…
- respond differently in difficult situations.
- get a handle on emotional control.
- handle daily stressors in the best possible way.
- bounce back from an emotional downward spiral as quickly as possible.
- develop critical thinking by adopting a more constructive thought process.
- control their mental attitude to get better results in their personal and in their professional lives.
- see the benefits of conflict.
- foster an environment of empathy, kindness and respect.
- lead a good dialogue.
These are just a few examples that would make the world of a difference.
Most companies sit on a gold mine of human potential.
Unfortunately, most managers have no idea how to bring out the best in people.
Don’t get me wrong, managers these days are under tremendous pressure. Many are busy monitoring the key performance indicators and pulling spreadsheets together and they have to keep a close eye on win-loss statements. With all this pressure, who has time for personal development?
Let me be crystal clear:
I don’t blame the managers. I blame the system and people development processes in companies.
There is so much that can be done:
- Make it mandatory for top management to work with a coach and/or attend personal growth seminars.
- Encourage team members to pick something for their personal development once a year.
- Train managers to have conversations with people before and after the training.
- If you have internal coaches and trainers, make sure they have a coaching education and that they are great in knowledge transfer.
- It’s important to develop people before you promote them.
- Reward leaders by developing people on their team.
- Look for effort, progress and passion in people who would like to step into a leadership position.
- Challenge your leaders to get to new heights or they will become mediocre and complacent.
Most managers want their people to get better. That’s why we have to take a closer look at what is offered to managers, so they can get better.
Role models always give a little bit extra. It’s a never-ending story.
Food for Thought:
How will self-improvement help you to lead a happier and healthier life?
I encourage you to read the following article:
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