Professional Documents
Culture Documents
June, 2002
Version 2002.6/c
Prepared by Walter Adamson 2002. adamson@digitalinvestor.com.au
Managing Yourself
1. 2. 3. 4. 5. This is what I am good at my strengths This is how I work These are my values This is where I belong This is how and when I say NO
Taking Relationship Responsibility To manage oneself requires taking relationship responsibility. Effective Performance delivering as a Consultant The Trusted Advisor
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April 2002
Managing Yourself
What are my strengths?
How one performs is individual - know WHAT you do well Know consciously HOW you get things done
Get exceptional results by performing WHAT you are good at HOW you perform best.
April 2002
How do I learn? Do I work well with people, or am I a loner? What are my values? Where do I belong? How do I say no?
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How do I learn?
Note taking Listening to others Listening to myself Writing to others Action and decision-making Contemplation and reflection Revision and writing Discussion and debate
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April 2002
Do I work well with other people, or am I a loner? (In what relationship do I work well?) Team member, mentor, coach, subordinate, boss Under stress, highly structured, minnow, big fish, Decision-maker or advisor? Elephant or flea?
April 2002
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Decision-maker or advisor Can you take the burden of the decision? Can help decision makers take time to hear advice? Do you enjoy the pressure of the decision? Do you enjoy the pressure of advising? Many advisors cannot take the pressure of the decision. Many decision-makers need an advisor to force themselves to think, but then take the decision and act upon it with speed and confidence.
April 2002
adamson@digitalinvestor.com.au
Objective
Dont try to change yourself, but improve the way that you perform best now.
In other words
Optimise your investment in yourself and set targets to reach in your competent areas.
April 2002
adamson@digitalinvestor.com.au
The mirror test What kind of person do I want to see when I look in the mirror each morning? Value conflicts lead to non-performance and frustration People have values Organisations have values They need to be close enough to coexist If not you will not produce results
Values are the ultimate test
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April 2002
Where do I belong
WHERE DO I BELONG?
At least decide where you do NOT belong Say NO to work where you do not belong.
Say no if you do not perform in a large organisation Say no if you do not perform as a decision-maker Say no if you do not perform as an advisor/coach
April 2002
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How to say NO
Knowing the answer enables you to say to an opportunity, a potential assignment:
Yes I will do that, but: this is the way I should be doing it this is the way it should be structured this is the way my relationships should be these are the kind of results you should expect from me, and in this time frame because this is who I am.
An opportunity will produce outstanding results if you have selected it by knowing your strengths, how you work, and your values. Knowing where one belongs makes ordinarily competent people into outstanding performers.
April 2002
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Consultants achieve through others They are advisors ie. effective through other people Therefore they must take relationship responsibility Accept that others are individuals with individual strengths, ways of working and values. To deliver effective performance you must know your colleagues: Strengths Performance modes, and Values
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The practice requires observation of your clients: How to adapt yourself How to be effective What are their strengths? How do they work? What are their values? The first secret of effectiveness is to understand the people with whom one works and on whom one depends and to make use of their strengths, their ways of working, their values.
April 2002
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Explain to your coworkers: This is what I am good at This is how I work These are my values This is the contribution I can make, and the results I should be expected to deliver.
It it incumbent on the consultant to make sure that others understand what they are trying to do, why they are doing it, how they are going to do it, and what results to expect. Drucker 2001 (paraphrase)
April 2002
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They are increasingly built on trust People trust one another People understand one another
Therefore taking relationship responsibility is an absolute necessity a duty. Whether one is a member of the organisation, or a consultant to it one owes relationship responsibility to everyone with whom one works, on whose work one depends. Drucker 2001
April 2002
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Summary Managing Yourself Taking Relationship Responsibility Effective Performance delivering as a Consultant The Trusted Advisor Contact Walter Adamson adamson@digitalinvestor.com.au Skype: walter M: +61 403 345 632 (Australia)
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