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Common Questions and Answers
The only time your sales or development training maximizes its potential is when it’s fully integrated into the culture of the organization. Therefore, the influence must include follow-up support that lasts long enough for new habits to develop.
The problem is leaders rarely allow training to last long enough for integration to occur.
And, here’s the part no one ever thinks about. For the training to be fully integrated into the culture, the leader must be trained as well. There are two reasons why this is so. First, the leader is the one who ultimately must recognize, reward, and reinforce the new behavior and mindsets. And second, people must see their leader model the new behavior; otherwise they’ll revert back to old habits and belief systems.
In the outline below, you will learn about a powerful model that we call the Cycle of Performance, which will support your people to step up their level of performance:
These are the four phases that everyone goes through whenever they learn something new.
The beginning of change, a project, or a goal when you’re excited and feel that nothing can stop you. At this stage, you’re “unconsciously incompetent,” but your confidence and commitment are high.
The phase when you’ve lost your enthusiasm and you start saying things like, “I don’t think I can do this.” This is where people normally quit. In this stage, you are “consciously incompetent” and your confidence and commitment are low.
This is the transitional phase of performance. You either go backwards to deception or you move forward to identity. If you keep moving forward you progress toward becoming “consciously competent.” You’re starting to do the right things. If you persevere you get to…
This is the phase where you “own” it. You don’t have to think about it anymore, you just do it. You are “unconsciously competent,” and your confidence and commitment are high.
The Cycle of Performance gives you and your people a road map to understand what everyone on this planet goes through in order to grow. Once your people understand this model, they will have a much higher probability of success. Why? Because they’ll know how to avoid getting caught up in Deception. They’ll understand that all growth is accompanied by some pain. So instead of letting it interrupt their growth, they’ll realize that deception is part of the process–a necessary part of growth. They’ll start to look forward to the other phases, knowing that all they have to do is keep moving forward to get there. We use the Cycle of Performance to teach how a person’s identity is ingrained.
There are six types of identities we can assume that are actually resistant to change and growth. When we have these identities, we can get permanently caught in Deception.
The Six Categories of Deception shows you what behaviors and patterns you can expect from individuals on your team as they hit Deception. Once you recognize the identity each person is assuming (i.e., victim, fear seeker, etc.), you can use the model to show you exactly what to say and do to help him or her move into Transformation, and ultimately into a new Identity.
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