Do You Know How to be Assured of Consistent, Measurable Results?

The Mastering Your Inner Game: The First of Three Stages of the Journey

Step One: Identifying Your Time Use Practices

The late Peter Drucker, author of 39 books and considered the greatest management thinker ever, influenced the thinking of leaders of every type of enterprise. He had this to say about managing time:

This first step in The Mastering Your Inner Game process begins by assessing your Time Use Effectiveness in five key areas and your overall time use effectiveness. Based on these discoveries, we will co-create an action plan to close the gaps to optimize your executive effectiveness.

In his classic Harvard Business review article, “Managing Oneself”, Peter Drucker said, “Success in the knowledge economy comes to those who know themselves – their strengths, their values, and how they best operate.” This points to the importance of mastering our inner game. For this reason, The Mastering Your Inner Game™ process includes assessments that measure what Drucker was referring to in his article.

Step Two: Operating Style and Workplace Motivators

In step two, you will assess and raise your awareness of your unique operating style, discover your strengths, and learn how to optimize your executive effectiveness. This unique 23-page behavioral assessment includes a three-page Relevance Section to assure a methodical approach to mastery.

Aligning Your Values And Motivators

Next, you will assess your workplace motivators and learn how to align them to achieve optimal fulfillment in your role to further optimize your capacity.

The Cycle of Mastery™, A Model for Continuous Professional Development

Mastery requires repetition and reinforcement as illustrated below which is applied to each of the Six Steps of The Mastering Your Inner Game process:

The Five Phases of the Cycle of Mastery

1. Awareness:
High levels of awareness helps identify opportunities for personal development.

2. Acceptance:
Making the connection to relevance.

3. Discovery:
Acknowledging the gaps between where you are and where you need to be.

4. Action:
Taking the steps to close the gaps identified by your Discovery.

5. Accountability:
Defining the measurable purpose of your primary role expressed as getting from current performance levels (A) to intended levels (B) by a specific date.

Step Three:

This assessment examines the core competence of People Skills and Personal Strength required for superior performance in your role and establishes the basis for a personal development plan. These skills have a greater impact on performance than know-how and education, among other factors. Research has discovered these core competencies actually are levers to optimize the capacities of the other abilities.

Next Step

Click here to access your copy of the Accelerator Roadmap, a proven plan for executives of professional service firms who want to accelerate their progress to sustainable profitable growth.

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