Daily Quote: “Education is not preparation for life; education is life itself…we do not learn from experience… we learn from reflecting on experience…self is not something ready-made, but something in continuous formation through choice of action.” John Dewey
Reflection: According to Albert Bandura, self-efficacy is “the belief in one’s capabilities to organize and execute a course of action required to manage prospective situations.” In other words, self-efficacy is a person’s belief in his or her ability to succeed in a particular situation. Bandura described these beliefs as determinants of how people think, behave, and feel (1994).
Self-Efficacy is one of the strong theoretical underpinnings of the Self-Coaching Plus 1 Model. From this self-belief PLUS 1 recognizes the power of self-discovery, self-direction, SELF-DEVELOPMENT CHALLENGES in fostering the opportunity to learn and become a fully functioning person. It also recognizes the need for an approach that provides “structure and a process” for sustaining awareness and encouraging choices based on what is best for the individual at this moment of time.
Self-Coaching Challenge : Self-Coaching is all about caring for and growing your worth and best version of self. Seek opportunities that excite you and inspire you to wake up in the morning. Build a purposeful growth plan by experimenting with opportunities you actually care about. Take the self-evaluation questionnaire–Best Version of Self to help identify your strengths and talents.
The Discovery your Strengths exercise is a simple, structured process that helps you identify, and make the most of your strengths. It is a tool to support your goal for becoming more self-aware of your personal strengths. During the Self-Coaching “structure with process” framework we are concerned about you focusing on strengths rather than weakness because research shows higher success rates for increasing self-development and performance are greatly enhanced by playing to your strengths rather than weaknesses.
Step 1: Reflect and list your top 10 strengths.
Step 2. Survey Others About Your Strengths
Identify ten or so individuals who are in a position to give you accurate feedback about your strengths. This group should include current colleagues, but also, former colleagues, friends and family members. Then, ask them to think about what your strengths are, and to give an example to back up every strength they identify. The strengths can be from both work and non-work settings. In this step, your feedback group needs to understand why you’re asking for feedback on your strengths and that you’re not just fishing for compliments (which would be embarrassing for all concerned).If you’re to worried to do this, identify 10 people who like you and know you well. Ask yourself what these people would say your strengths are. Remember, though, that your answers won’t be as good if you don’t ask other people.
Step 2: Identify Themes
Once you have all of the responses in from your survey group, start to group the responses together into themes. Some of the themes may reflect strengths you were aware of, but they may also identify things that you hadn’t realized were strengths because they come so naturally to you.
Step 3: Write Your Strengths Profile
Next, draw together the key strengths that have emerged from your analysis, and tie them together in a few paragraphs that summarize in ten characteristics what you’re really good at. When you’re writing this, bear in mind that you’ll use this in the future in two ways: first, to guide future actions and choices, and second to shore up your confidence when times get tough.
Step 4: Identify How You Can Play to Your Strengths
With a clear idea of your strengths, take a long, hard look at your current position and role at work or with the family. Are you playing to your strengths? If not, can you adapt the focus and nature of your work and interactions to use more of your strengths?
For example, are you really a “people person” who’s spending half a day a week building project reports? Is there someone in your team who would be better suited to this kind of work, and be grateful for the extra responsibility, while you spend the extra time coaching team members?
Step 5: Set a timeline for evaluating your progress in using your strengths to become a more constructive person.