As far as potential goes, this is not actually just limited to what we see in students, but as well as in our professional lives. Potential is found everywhere, and where there is such, nurturing and guidance is always necessary to build that potential into something greater.
But what while we see potential, what could we actually do to help nurture and guide this into what it should be?
In my personal opinion and for having the opportunity to live in the corporate world, I believe that potential can be found anywhere, everywhere and in everyone. Having worked in teams, it is very easy to identify those that are destined for greatness, and those that are just "okay" where they are. But having been a leader in that organization, it is our purpose to motivate these individuals into becoming so much more.
Here are some of the steps that I take into building a working and fruitful business relationship with my peers. Steps I can see that would help those in the classroom setting, familial setting and even in other organizations.
Before we formulate a plan of training, motivating, and achieving individual goals, we have to scale the individual versus our capabilities as the motivator. We have to identify their backgrounds, history and know them as a person, traits, hobbies. Know what they like and dislike as well as their strengths and their vulnerabilities.
As a team leader, we should know how to penetrate their very core to ensure that they understand how and why a certain plan is being implemented. A key to motivating a person, is for them to willingly accept the changes required to harness their true potential.
A word we often see in sports, coaching, is not just limited to competitive events and training for one.
Coaching is a form of development in which a person called a coach supports a learner or client in achieving a specific personal or professional goal by providing training and guidance. Source
Coaching, for me, involves the use of profiling to get to know the individual better, always seeing, intervening, as well as supporting and developing that individual. The coach, in this case, can go beyond the goals of the organization and focus on the individual's goals as a person. To help them achieve what they really want for themselves, success.
After having profiled and established yourselves as coaches, it is time to finally set goals both for you, as the coach, as well as for the coachee. It is imperative to highlight many other successes in life from many sources a benchmark with which you entice the individual to dream. And dream really big. (Long term goals)
But while we identify the ultimate dream, we have to understand that this does not realize overnight. Step goals had to be made (Short term goals) in order to reach that ultimate goal. While that is a slow process, our work as coaches revolves around these short term goals, motivating them to go above and beyond their personal capacity as they work towards their ultimate goals in life.
Establishing ourselves as coaches, more often than not, what we rely on is trust. These individuals trust you to guide them and mold them into their true forms. And that takes getting their buy-in. Getting them to invest their time and trust in you because you understand them, and that you can show them what they truly mean to you and ultimately because you can prove that you can bring the best in them. This takes a bit of time, but with visibility, and frequency, this can happen.
• Visibility in the sense that they can easily see you at your very best all the time.
• Frequency in the sense that the intervention and the congratulations are there in a timely manner.
As coaches, we share the individual's highlights and their demise. We sympathize with their downturns, correcting misses and boost their self-esteem and confidence. We celebrate every small win and gratify them with praises for achieving such. We show them that we are also human that is capable of empathy, and sincerity for that matter. At the very same time, we highlight the impact of their small wins versus organizational goals as well as their personal goals they may also include what they were then, how they are progressing now.
A slow process it may be, this is my way in harnessing the true potential of my peers. Through trust, and coaching, we will reach our ultimate goal. And slowly but surely, we will get there one step at a time.
Coaching does not necessarily just have to work in a professional environment or the sports environment. Unknowingly, parents and teachers alike have actually been performing the act of coaching already.
• Teachers: Going above and beyond the lessons in class by getting to know the children deeply and working with them in their most comfortable way to build that potential.
• Parents: The ability of always being there in the child's time of need. Showing them support to what they love doing or even doing it with them.
Being a parent or a teacher means being a coach too.
This is of my own words, based from my own experiences. While there are definitely plenty of books written in the art of coaching, motivating and building potential, this is a crash course of what I have been doing to develop the different potentials among my peers. Plenty of them out there are better than this, and while still young, I am keen to learning many more ways to develop other people's potential. I invite everyone, most especially those who have their criticisms, to educate me further in the art of coaching so that I can contribute my fair share to this world and it's future. Leave your thoughts in the comment section below and let's educate one another. I am eager to learn so much more.
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