Daily Quote, Reflection and Self-Coaching Challenge: 6 Steps for Continuous Personal Change

Daily Quote and Reflection:

First Law of Self-Directed Coaching: ” To achieve personal growth and full potential first requires “self-awareness and acceptance”. Carl Rogers, Father of Client-Center Therapy 

Reflection: I agree with Dr.Rogers statement because if you do not know your self and are reluctant to examine and learn both your strengths and areas needing improvement life is just one activity after another. In addition, acceptance is not a state of passivity or inaction. I am not saying you can’t change the world, right wrongs, or replace evil with good but I like to focus on things I can control, thus making my life more exciting and fun.  Acceptance is, in fact, the first step to successful action. If you don’t fully accept the reality of a situation precisely the way it is, you will have difficulty getting going to change it . Moreover, if you don’t fully accept the situation, you will never really know if the situation needs changing. In the Self-Coaching Challenge I am going to provide a model for you to get going on personal changes.

Self-Coaching Challenge: Creating Your Future in next 30 days: 6 Steps for Continuous Personal Change 

CONTINUOUS CHANGE AND PERSONAL GROWTH MODEL

1. Ask yourself WHY you want to make this personal change

2. ASSESS?  Where your are NOW ( Point A)

3. WHAT? Describe in realistic and specific detail your end goal ( Point B )?

4. HOW? Creating the future (Development Plan)

5. ACTION PLAN: WHO, WHERE, BY WHEN

6. CONTINUOUS LEARNING AND FEEDBACK LOOP: Use a metric to assess your changes. Ask others how you are doing in regard to a specific change goal, like listening. Do they see the changes? Are they experiencing you in new way? What suggestions do they have for you to change even more?  Thank the for the feedback.   

Reflection: “It is only in still water that we can see”

Continuous learning helps in our ability to learn and gain knowledge and hone in on the skills we already have acquired throughout our journey of learning. While we age we continue to gain knowledge without even realizing it. Learning never stops. So forget the old saying “you can’t teach old dogs new tricks.”  You can.

What I have realized while attending school, and acquiring the knowledge and skills to help others, we are taught a certain way to do things. One lesson I have learned is that people use a skill with many variations. I observed how each individual executes the skill a little differently  but came out with the same result. With anything in life, I have learnt that we are constantly learning and developing new ways of doing things.

Continuous learning is important to facilitate in our process to acquire new knowledge and skills. Therefore, a lot of companies give opportunities to their employees for higher learning and education therefore allowing each individual to gain new insight into other areas of their workplace. Which may in turn allow them to advance and provide more effective and efficient care for customers.

 

Want to tap motivation for Change? Practice Smart-Step Learning Process

“Courage is what it takes to stand up and speak; courage is also what it takes to sit down and listen.” Winston Churchill

There are many definitions and models for learning. Here is one that I have forged after 35+ years in the field of Adult Learning and Management Training:  Learning is creating an environment that encourages learners to interact, explore and develop the critical thinking, attitude and skills which facilitates individuals to gain knowledge, meet their needs and reach their potential to live a better life. The critical elements in this definition–environment, meeting  needs,  choosing change and potential.

The Smart-Step Learning Process

Step 1. Awareness/Education: How to establish the insight and information needed to initiate a change and learning process.

Step 2. Diagnosis: Needs Analysis and diagnosis to establish the process goals. Focus is on how to assess  behavior and performance ‘pre’, ‘during’ and ‘post’ development.

Step 3. Smart-step Goal Setting: How to target relevant specific, observable, measurable behaviors and execute action steps for change.

Steps 4.  Behavioral Change: How to select and use the appropriate behavioral change model, communication techniques, self-monitoring methods, and execution strategies to change and improve performance.

Step 5. Evaluation: How to establish a suitable framework for evaluation (ROI, ROE), how to evaluate intangibles (soft skills) and, how to create a scorecards, and responsive reports for the learner.

Step 6.. Continuous Improvement and Feedback Loops: How to establish and support continuous change and development process.