How To Guide Against Sabotaging Your Career III

How To Guide Against Sabotaging Your Career III

There are quite a few thoughts on the third method. Generally speaking, humans learn in two ways: by acquiring intellectual understanding and through experience.  

In our schooling, the former predominates, but it is the latter which is most powerful in terms of inducing a deep sharing of emotions and ideas; for our experiences, which can be life's teachings, often lead us to profound awareness and purposeful action. 

Let’s have a glance at our schooling.  Was it your book learning or your experiences, your interactions with teachers and students, that you remember most?  In most cases, your experiences made the most telling impressions upon you.  

To transfer your motivation to others, adopt the system known as a "defining moment" technique. The technique is all about putting into sharp focus a particular experience of yours then communicate that focused experience to the people by describing the physical facts that gave you the emotion. Having done this you unleash the secret to the defining moment, and that experience of yours must provide a lesson and that lesson is a solution to the needs of the people.  Otherwise, they'll think you're just talking about yourself.

For the defining moment to work (i.e., for it to transfer your motivation to them), the experience must be about them not about how to make live better for you alone.  The experience happened to you, of course.  But that experience becomes their experience when the lesson it communicates is a solution to their needs.

CAN YOU HAVE THE AUDIENCE TAKE RIGHT ACTION?

Results don't happen unless people take action. After all, it's not what you say that's important in your leadership communication, it's what the people do after you have had your say. But yet, the vast majority of leaders don't have a clue as to what action truly is.They get people taking the wrong action at the wrong time in the wrong way for the wrong results.A key reason for this failure is they don't know how to deliver the all-important "leadership talk Call-to-action".

"Call" comes from an Old English word meaning "to shout."   A Call-to-Action is a "shout for action."  Implicit in the concept is urgency and forcefulness.  But most leaders don't deliver the most effective Calls-to-action because they make three errors regarding it.

First, they err by mistaking the Call-to-Action as an order.  Within the context of The Leadership Talk, a Call-to-action is not an order.  Leave the order for the order leader. 

Second, leaders err by mistaking the Call as theirs to give.  The best Call-to-action is not the leader's to give.  It's the people's to give.  It's the people's to give to themselves. A true Call-to-action prompts people to motivate themselves to take action.

You have a great opportunity to turbo charge your career by recognizing the power of leadership talks.  Before you give a leadership talk, ask three basic questions.  Do you know what the people need?  Can you bring deep belief to what you're saying?  Can you have the people take the right take action? 

If you say "no" to any one of those questions you cannot give a leadership talk.  But the questions aren't meant to be stumbling blocks to your leadership but stepping stones.  If you answer "no", work on the questions until you can say, "yes". 

In that way, you'll start getting the right results in the right way on a consistent basis.

Thank you