“Temperamentally anxious people can have a hard time staying motivated, period, because their intense focus on their worries distracts them from their goals.”
― Winifred Gallagher
Are you a super-performer? Do you want to be one of those who is able to do more, live more and experience more than others?
So what do these super-performers do that makes such a difference? One thing they do is capture an idea and with intense focus that they that idea and do something with it. Most people have an idea and think it is great and then do nothing with the idea, other than say, “I had a great idea …”. The high performers do something with ideas. They take a risk. They focus and they execute.
What else does a super-performer do? They enable their genius. Everyone has the ability to be a genius and yet only a few enable that genius in them. Instead of expecting instant results genius thinking involves time and focus. Putting both time and energy into one idea equals genius. This isn’t about having a high-IQ, it is about doing something with what you have. Think of those who have had startling breakthroughs in their lives, what really was different. They maniacally pushed through those that said, “you can’t do that.”, and did it. They took their dream and pursued it. They didn’t give up.
You knew that didn’t you. Did you know that super-achievers spent time with the thought leaders they wanted to emulate? Top performers spent time with those they wanted to be like. They raised the bar of their own thinking by learning how those who have achieved great things thought. In a sense our beliefs and actions are limited by those we associate with. As we raise the bar, we raise the bar for those who surround us. That isn’t as easy to do as the others, and that is one of the key differences between average performance and super performance.
Here’s a story of a peak performance. What did you notice about the story?
Posted in Goal seeking, passion, performance, personal success
Tagged being your best, engagement, hyperfocus, Leadership, obsession with results, peak performance, seeking your best, taking risks
“All we achieve and all that we fail to achieve is the direct result of our own thoughts. We are today where your thoughts have brought you; you will be tomorrow where your thoughts take you.” James Allen
It wasn’t very long ago that I was talking to someone who was concerned about the wellbeing of their fellow employees. A manager was using a vocabulary more suited for the bilges of a Navy ship to motivate those working for him. Years ago the management model for encouraging people was the carrot and the stick. For this unenlightened manager the stick was the tool he pulled out of his toolbelt. The result, employees were “slowing” down being less attentive, and being less quality focused. Management expects employees to do their best and produce only high quality goods and they will when they are encouraged to participate in the process. When employees are ridiculed and disempowered they subtly disengage from the work process. Sure there is movement, there are products ready to be shipped but the craftsmanship may be missing. What is it like at your place of work? Empowering and engaging?
When a negative spiral starts it can spin out of control. Each demand met with less engagement. Employees may fear losing their job, manager’s fear losing the entire business. As the fear increases workplace productivity decreases, orders diminish and a cycle that is hard to stop spins a bit faster each day … unless a change is made.
Stopping the spin … takes an act of courage and humility.
Seeing the results spin out of control is not a fun thing to watch. For those running on a very tight budget every loss or poor quality product produced eats into the small margin of profit. To regain control it requires those who are feeling the greatest impact of poor quality to step back and ask the question,”What are we doing to decrease quality?”, not from the production worker perspective but from the management layer. What is happening that is causing people to disengage from work? What is being said? How is what is being said being interpreted? How much fear is there?
When an organization shifts into a “victim” level of thinking (everything is everyone else’s fault) there is bound to be problems. There must be fundamental shift in thinking from negative to positive. Anger has to shift to forgiveness. Victim level thinking needs to move to opportunity, creating win/win outcomes at all levels of the organization.
What kind of organization do you work for? What kind of messages are being sent to the employees? What are you empowered to do? What is your engagement level?
“The vision is really about empowering workers, giving them all the information about what’s going on so they can do a lot more than they’ve done in the past.” Bill Gates
Let’s start with a couple of questions. What are your answers?
1. If you were to FULLY live your life, what is the first
change you would start to make?
2. What do you want MORE of in your life? (Make a list)
3. What do you want LESS of in your life? (Make a list)
4. What are three things you are doing regularly that don’t
serve or support you?
5. What would you try now if you knew you could not fail?
Have you considered what your life would be like if you were fully engaged in your own story? Engagement means being proactive in charting your future, designing a plan that will push you towards that future and then executing the plan to realize your new future.
It’s not an easy task to create your future. It is easier to take a path that may take you to nowhere, or as it could be called utopia (that being a non-existent place). Marianne Williamson writes “Our greatest power to change our world lies in our power to see beyond the veil. For we will invoke the world we choose to see.” What do you choose to see?