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Step Out of Your Comfort Zone

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Step Out of Your Comfort Zone

That warm comfortable bubble that surrounds us all at times keeps us safe but where there is safety there is usually not much growth.  Growth is one of the 6 core human needs and we all need to grow in some way to develop both personally and professionally.  Some of us are drawn to growth, me being one of those of those people, I live to learn and love sharing what I learn with others.

Some of us avoid stepping out of our comfort zone, and usually aren’t even consciously aware we do this.

So, how do you know where you currently sit?

Are there times you feel stagnant and in what I call “maintenance mode”?

PastedGraphic-1When in this mode we are usually not consciously aware of it, it’s almost like we are on autopilot. So what would you be doing when in “maintenance mode”?

What does it look like for you?  Think things such as routine tasks, for example if you are in a leadership position you will most probably be doing things without having to really think about them, we call this unconscious competence.   There is nothing wrong with this as it means you have mastered a skill or behaviour but we do need to layer onto our learnings through growing our skills, experiences and adding to what I call our tool kit of life.

When you are in “maintenance mode” it can be like sitting on a train with no set destination or stations to gauge where you are going.  Where there is not a lot of change, there is usually very little stress or drive and usually a lack of motivation because you are going with the flow. Everything is maybe too easy?  For some it can be a strategy to keep you safe as there is no risk of failure but what is it costing you, your team and ultimately the organisation or business you work for?

Being the visual I am I see the shift of getting out of your comforts zone or “maintenance mode” like the rings in a cross section timber.  Once you are within a ring you become comfortable and once you try something new such as a change in career/role or taking on a new team you cross into the next ring.  Being in this ring then takes you out of your comfort zone.   There is new motivation and drive and before long that new ring you are in becomes a comfort zone and you need to challenge yourself to cross into the next ring so to speak.

So how do you do you make this shift? We need to go into what I call our “progressive mode” where we are doing things that propel us forward.

It’s a bit like having a clean house, which can feel great; we all love a clean house but imagine getting that renovation done.  The clean house fits into “maintenance mode” as it is cleaned every week whereas the renovation has added value and space to the property and therefore puts you into “progressive mode”.

Wouldn’t you rather challenge yourself to grow and be in what I call the “progressive” mode” where things are not the same as they were yesterday?

If you feel you want to get outside your comfort zone here are a few ideas:

  • Think of something you have been putting off and do it!
  • What skill do you want to dial the needle up on?
  • Who could you forge a better relationship with at work?
  • Run a team workshop on providing feedback to each other in an open forum?
  • Change the who and what goes on in a team meeting
  • Challenge yourself to coach individuals and set a schedule for this
  • Be strategic in your relationships at work
  • Study and learn something new, for you!
  • Go to work a different way and see things with fresh eyes
  • Do something you have never done before!

It’s all about embracing uncertainty and remember, everything outside of “I know” is growth.

Enjoy the challenge, rewards and growth this will bring!

Success

Renee Giarrusso

Metamorphose Consulting

 

 

 

 

 

 

 

 

 

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Mapping Motivation for Success

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Mapping Motivation for Success

What really gets you out of bed in the morning?

As an executive coach, facilitator and consultant I was looking for a profiling tool that was unique, applicable across an organisation and one that would identify key motivators in a work context at the deepest level. I noticed that certain people I was coaching and training may have been good at their role but were not motivated to do so and therefore were not being as effective or as happy as they could be within that role.

I came across the iWAM-profiling tool in 2007. iWAM stands for inventory of Work, Attitudes and Motivations and is an online tool being used in over 21 countries and 59 Australian companies to date. It looks at the 48 key ways we are motivated and driven at work, your preferences if you like. A good analogy I use is imagining the 48 key motivators on 48 separate tapas plates. What ones would you choose if you had a choice?

iWAM has applications across all areas of an organisation. It can be used in any division from early on in the HR process to coaching a individual or team or within a team forum to assist in individuals understanding each other better in order to compliment each other for maximum effectiveness. It also can assist in identifying training gaps and motivate individuals.

Imagine how you could strengthen your leadership by knowing what really motivates individuals within your team?

What is it?

iWAM is a system that provides a window into the intrinsic motivations and attitudes of people in a particular context. Our use of the iWAM tool focuses on the context of the workplace. It is not a personality profile and can determine the unconscious cognitive filters used by individuals that determine their thinking styles and ultimately their behaviour. Completing a simple questionnaire on line captures these valuable insights. An iWAM profile covers the following dimensions and many more.

Attaining objectives & problem solving?

  • Are you motivated to work towards objectives?
  • Do you have a problem solving approach at work?
  • Do you look for potential pitfalls before they occur?

Your work priorities and which of the eight below do you prefer?

  • People/money/systems/activity/information/status/time/ geographical position

How do you think at work?

  • Are you motivated by the detail?
  • Do you have a sense of overview and the big picture?
  • Are you a systematic thinker?
  • What amount of structure do you need in your work?
  • Do generating options and alternatives motivate you?

Dealing with change and time issues at work

  • How much do you learn from the past/ look to the future?
  • Do you need a change in your job, and how often?
  • In the workplace how do you approach change?
  • Do you have a vision for the future?

Dealing with people at work

  • How satisfied are you when working with people?
  • How tolerant are you of other people and their ideas?
  • How much Social Contact do you need at work?
  • Are you motivated within a team?
  • Do you work for someone else or do you have a preference to be your own boss?

Strategies

  • What is your Decision Making Strategy?
  • What channels are most convincing to you- what you see, hear, do or read?

Primary work motivators

  • Are you primarily motivated to take responsibility and have the power to do significant work?
  • Are you primarily motivated to achieve and perform at work?
  • Are you primarily motivated to belong to a group, make friends and get on with people at work?

For a psychometric test to be effective it must be able to reflect these differences in people and iWAM does just that.

The iWAM tool is based on the powerful cognitive processes in our minds called Meta Programs.

What are Meta Programs?

Meta Programs or patterns are filters that determine how we sort and perceive our world at work. For instance do we filter information by seeing what is there (glass half full), or by what is missing (glass half empty)? What we decide to pay attention to in turn determines how we communicate, how we interact with the world around us and ultimately how we are motivated to behave.

Applications of iWAM

iWAM can be used in the following ways:

  • Leadership
    • Identify your true motivators and those of others
    • Build your leadership around your preferences
    • Open and in-house workshops run on Leadership, Mapping Motivation and Influencing 
  • Executive/Leadership/Transition Coaching
    • An iWAM profile is incorporated into your coaching program
    • We can also do a full one on one 90 minute debrief on your results to raise awareness
    • Then consistent support to tap positive motivators and address the areas of opportunity in your iWAM profile
  • Recruitment
    • IWAM can be used throughout the recruitment process from building a success profile to individual screening and final selection
    • Motivators can determine up to 65% of predictability in a role – a huge advantage in selection
    • iWAM Models of Excellence allow for the top performers to be modelled for future recruitment profiling
  • Team Building
    • Team workshop
    • All attendees complete the iWAM
    • Workshop is then tailored to suit current team objectives
    • Building an even higher performing team is the outcome

How powerful would it be to really understand what motivates yourself and your team at a deeper level? Remember, a person may be good at a certain role but unless they are motivated to do so you are not getting 100% out of your people.

At Metamorphose Consulting we look forward to consulting with you on the most effective way of incorporating iWAM into your organisation.

Success and growth

Renee Giarrusso

Director- Metamorphose Consulting

 

February Workshop

Are you an established leader looking to enhance your current skill set or maybe you are new to leadership? Would you like to understand how to identify key motivators of individuals you work with?

Invest in YOUR leadership during our dynamic and interactive two day “Limitless Leadership” program. Each day is paced 2 weeks apart to give you time to apply learnings back on the job!

Duration: 2 days

When: Thursday February 19th and Thursday February 26th

 Time: 8:30am- 4:30pm

Where: Melbourne CBD location TBC

Investment: $995 +gst, includes all materials and lunch

Maximum of 16 participants per workshop with a minimum of 7

Please register your interest by February 10th 

www.metamorphoseconsulting.com.au

 

 

 

 

 

 

 

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The 4 Levels of Thinking

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The 4 Levels of Thinking

With the year-end fast approaching and another new year about to begin I reflect on a fantastic year of assisting our clients to grow and develop both professionally and personally.
Mindset has been a common theme this year, especially within coaching programs and with those leaders further developing positive psychology within their teams and in their thinking.
This has prompted to me to share some methodology behind the way we think. We always need to start with our thoughts as these trigger our feelings and therefore our actions and results.

4 Levels of Thinking

There are 4 levels of thinking within the psych of the human being.
By being aware of the levels and the impact they have on us we have the ability to know where we are positioned in our thinking and who we need to be and what we have do to get to a resourceful level of thinking. We use this tool in many of our coaching programs with clients and also within team workshops.

Let’s have a look at the four levels of the way we think:

Level 1
Doing what feels good
Is good for you
Is good for others
Is good for the greater good

Level 2
Doing what does not feel good
Is good for you
Is good for others
Is good for the greater good

Level 3
Doing what feels good
Is not good for you
Is not good for others
Is not good for the greater good

Level 4
Doing what does not feel good
Is not good for you
Is not good for others
Is not good for the greater good

Ideally you want to live in Level 1 & 2 as these levels are ecological & empowering and provide growth therefore assisting you to meet your needs resourcefully.

Level 2 becomes level 1 after some time; an example of this is when you may not feel good about learning a new skill. Once you have mastered this you feel good again and therefore are at level 1.

Level 3 becomes level 4 after some time. An example of this could be living in a comfort zone where you may feel good keeping safe and protected but after time this will no longer work for you and therefore you end up in level 4.

Examples:

Level 1- Eating organic food, recycling etc.
Leading a high performing team, being a coaching resource

Level 2- Learning a new skill, once you have mastered a new learning you are back in level 1
Taking your team and self out of your comfort zone, challenging the status quo

Level 3- Procrastinating, living at effect
Not challenging yourself or the team, keeping things the same, no growth

Level 4- Living day-to-day, lack of motivation and growth as a team
Depression, burn out and loss of purpose

So how you can apply this to your personal or professional life?

• Be aware of what level you are thinking in
o If level 3 or 4, what do you need to do to get back to level 1 or 2
• What would you be doing if you were living at level 1 or 2?
• Where do you think the majority of the time?

What level are you living in?

It is a great time to reflect and see where your thinking is at as we end a year and soon start a new one. Start your new year in a positive mindset that will serve and empower you and ensure you are living on purpose.

Have a fantastic and safe festive season!

Renee Giarrusso
Director- Metamorphose Consulting

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Are you living in the Circle of Concern or Influence?

circle of concern or influence

Steven Covey wrote an amazing book many years ago, one of my favourites “The Seven Habits of Highly Effective People”. In this book he runs through many strategies, with one in particular we incorporate into many of our workshops around the reactive and proactive strategies we use when dealing with the world around us. Some people spend a lot time worrying or focusing on the things they CAN’T control and this becomes a habit they believe they can’t break. Ideally if they were to flip this they would become proactive and focus their time and energy on things they CAN control. The challenges and opportunities we face can fall into two areas: The Circle of Concern & Circle of Influence.

If you are being proactive then you are focusing your efforts on your Circle of Influence. You would be working on things that you could actually be doing something about such as your health, personal development & rectifying problems at work.

If you are being reactive then you are focusing your efforts in the Circle of the Concern. You could be focusing your efforts on things you have little or no control over such as: national debt, the weather or a certain person you may not click with.

So, let me ask you “What is in your Circle of Influence?” and “Your Circle of Concern?”

Take a few minutes to think about this:

What are 3 key things you are focusing the majority of your energy, time and head space on?
You can break this out at professional and personal level.
Can these things be improved on and are you in control of them?
OR
Are these things out of your control and can only be worried about without any chance of a positive outcome?
Something to thing about and a great tool to use individually or workshop as a team to ensure focus in on the things that can make a difference!

Keep Flying!