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Know Yourself, Be Yourself

Know Yourself, Be Yourself. Awareness-Based Strategies for Success. 2012 Professional Women’s Forum “Weave Your Vision”. Let’s Talk About . . . . Introductions Leadership Th e Genius Study Developable Success Traits Own your future Door Prize Drawing. Are Leaders Born or Developed?.

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Know Yourself, Be Yourself

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  1. Know Yourself, Be Yourself Awareness-Based Strategies for Success 2012 Professional Women’s Forum “Weave Your Vision”

  2. Let’s Talk About . . . • Introductions • Leadership • The Genius Study • Developable Success Traits • Own your future • Door Prize Drawing

  3. Are Leaders Born or Developed? • What are the traits of leadership? • Are these traits natural or developed? • What are your natural traits?

  4. Your Path to Here – and Forward Planned path vs. luck and chance • How did you get to this point? • Are you pleased with where you are? • How clear are you about the future of your career? • Do you get the projects and promotions that you want? • How well do you know yourself?

  5. There is no right or wrong! We need all of the different styles. You are who you are – and you have choices.

  6. How the Best Think About Success • Groundbreaking seven-year scientific study into what really drives individual performance and success. Led by Jay Niblick, CEO, Innermetrix, Inc. • Pool of 300,000 individuals world-wide interviewed • World-class top performers interviewed (the “Geniuses”) • Statistically significant findings • Organizations and Individuals alike benefit

  7. The Problem “There is a growing trend of people who feel unfulfilled in their roles and dissatisfied and frustrated with personal results or success”.

  8. The Problem • In lectures around the world to executives of business, this question was asked over and over: “How many of you feel fulfilled by your roles and are satisfied with your level of performance and success?” • Consistently ~ 50% of the audience raises their hand. The Problem is an epidemic of people who feel frustrated and dissatisfied with their own performance and success.

  9. The Genius Study • Profiled 197,000 employees from 23 countries • Measured 80 natural talents relating to natural talents • Business performance metrics: • Level I - Below Average • Level II - Average • Level III - Above Average • Level IV - Excellent • Level V - Genius

  10. The Genius Study Also interviewed hyper-successful people WITHOUT The Problem: Anthony Robbins – Personal Life Coach and Peak Performance expert Dan Lyons – CEO of Team Concepts Inc., seven-time National Team member, World Champion and Olympian in rowing Frances Hesselbein – Founding Director of the Peter F. Drucker Foundation and former CEO of Girl Scouts of America Dr. Marshall Goldsmith – NY Times best-selling business author & executive coach to Fortune 500 CEOs Michael Lorelli – former Chief Marketing Officer and President of PepsiCo Inc. International Mickey Rogers – World Authority Demolitions Expert

  11. The Genius Study The Findings of the Research: • No statistically significant correlations between performance and any natural talents • All roles, all industries, all levels • Two acquired talents (Self-Awareness & Authenticity) Meaning: • Anyone can achieve the 5th Level of performance • But it requires concrete self-awareness & authenticity

  12. The Genius Study - Findings • Self-Awareness average performance • 1st through 3rd level performers – less than 47% • 4th level performers – 62% • 5th level performers – 89% • Authenticity average levels • 1st through 3rd level performers – 63% • 4th level performers – 79% • 5thlevel performers – 91%

  13. Findings

  14. The Simple Take-Away

  15. The Non-Genius Approach

  16. The Genius Approach

  17. The Big Difference for a Genius Turning Right much more than Turning Left

  18. Why Do People Turn Left? • The result of these outdated management beliefs leaves individuals undervalued and unengaged • Job is sacrosanct - individual is sacrificial • Legacy of dependence • Myth of strengths and weaknesses vs. talents and non-talents • Follow the crowd • Not following their own “best way”

  19. The Solution – How to Change Directions To cure The Problem, organizations and individuals can: • Replace the Legacy Beliefs of a bygone era • Break with conventional wisdom on how to treat and develop talent • Create role flexibility • Develop better individual awareness • Foster and demand authenticity

  20. The Solution – How to Change Directions To achieve more flexibility, consider: • Equally consider both the job and the person fit • Allow more autonomy/independence • Involve people in the strategic setting of their roles • Use SMART goals in performance metrics

  21. The Solution – How to Change Directions To achieve better awareness of individual talents and non-talents . . . just measure them. What How Why

  22. Genius Study Observations • The Problem costs organizations $ Billions • It costs much more than that to the individuals • It grows out of a legacy of outdated management principles and beliefs • Those Geniuses around us have figured out how to stop it • Challenge conventional thinking, introduce new beliefs and flexibility, enlist opinions, get out of the way

  23. Genius Study Summary Organizations: Turn on the Geniuses hiding in your midst Individuals: You get what you accept – “Know Yourself, Be Yourself”

  24. Talents & Non-Talents • Natural Talents • Easy for us, even when it’s hard for others • Gives us energy • Natural Non-Talents • Hard for us, even when it’s easy for others • Drains our energy • Build on Talents • Avoid Creating a Weakness

  25. Where Do You Want To Go?

  26. Do You & Your Organization?

  27. Your Personal Strategy • Personal planning is like business planning in many ways • I encourage you to make life and career plans • Know what you want • Make a plan • Follow the plan • Review and revise as appropriate

  28. The Path to Success ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ “To go where you have never been, you must do what you have never done.” ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~ ~

  29. Success Means Goals Are: • S.M.A.R.T: • SPECIFIC • MEASURABLE • ATTAINABLE • REALISTIC • TIME-BOUND • Developed into annual career plans with projects, timelines and commitments • Review regularly and revise as appropriate

  30. Key Questions: Will . . . you sustain your energy and motivation? . . .your Career Plan support the major strategies or goals of your professional and personal life? . . . you use your natural strengths or non-strengths?

  31. Actions Are the Key • Let’s take a couple of minutes and set some goals. • Drawing for - • ADVanced Insights profiles

  32. Thank You! If you passed in a business card for the drawing, I will send you a link to get my eBook, Business Success Bibliography. Janet Treer janet@thetreergroup.com www.thetreergroup.com 717-653-6118

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