[Neurons] 2008 Meta Reflection #5

[meta]

From: L. Michael Hall

2008 Meta Reflections #5

February 4, 2008




WHAT'S YOUR PERFORMANCE INDEX?





In the last Meta Reflection I introduced the Meaning Index. This comes from the Meaning/Performance Axes of the Self-Actualization Quadrants which identifies the path of self-actualization. This path is within the fourth quadrant where we synergize our highest meanings with our most consistent and robust performances. Behaviorally this means that we are translating what meaningfully excites and thrills us into embodied reality. When we do this we are using the basic process of taking something of mind and incorporate it into muscle- that is, as we say in Neuro-Semantics, performing meaning.

In this process the Meaning Index indicates if we are constructing the kind of understandings, idea, values, beliefs, etc. that give the activity, skill, or experience sufficiently rich, accurate, and productive meaning. "Meaning" embraces value and significance, it also embraces accuracy and usefulness. In this "meaning" comprehends all of our cognitive and conative processes -from understanding, map-making, languaging, visioning, inspiring, etc.

To compliment meaning and to create synergy, we need "performance." If the meaning is only in the mind, we're just dreaming. The Performance Index corresponds to the neurology side of Neuro-Semantics. This index enables us to measure how we are doing in actualizing, making real, embodying, and acting on our inspirational meanings. It embraces our actions, behaviors, habits, speech, relating, etc.

So, how do we measure performance? How do we determine the quality and quantity of actual performances that makes things happen in the world? We begin with a list of sub-skills as we did with the Meaning Scale. The sub-skills within the Performance Axis include how we speak, plan, get along with others, cope with our needs and impulses, exert effort, practice, follow procedures, persist, keep refining our performances, and bounce back when we experience a set-back.

And, how do we scale these various skills within the idea of performing our meanings? This one is fairly simple. We begin the scale where there is no competency, to the first steps in developing some skill, to competency, then on to elegance and finally mastery. For the performance scale we therefore have the following as levels of proficiency in terms of our competency in performing. This allows us to discern poor, medium, and top performances.1

0: Incompetent and unaware.

1: Inexperienced and incapable.

2: Almost competent, the first steps toward competency as an initiate, consciously incompetent, skill in the rough, trainee, first learner, novice.

3: Competency, able to cope effectively, apprentice, and then a journeyman.

4: Expertise, elegant and efficient in demonstrating the skill, skill well integrated into personality, consistent across contexts.

5: Masterful, consistent and dependable in demonstrating the skill, extending the skill to new areas.

Because we focus on synergizing meaning and performance in the Self-Actualization Workshop, the following activities gives us a way to make explicit the numerous different facets of performance.

1) Verbally expressive and precise

2) Planning

3) Social, interpersonal

4) Coping

5) Effort, discipline

6) Practice

7) Procedures

8) Persistence

9) Refining

10) Resilience

1) Verbally expressive and precise: This concerns your verbal behavior, your ability to put into words and effectively articulate the meaningfulness and significance of the skill or experience. Are you clear or fuzzy? Can you effectively describe the skill? Can you effectively communicate your passion of it and excite others about it? Does your self-communications induce you into the required states? Your best states of the skill? How precise are your words? How expressive?

2) Planning: To embody meaning, it is almost always a matter of efficiency and effectiveness to create an action plan that details what you're going to do, when, where, with whom, using what resources, for what objectives, etc. In designing a desired future, planning is typically one of the first actions that we take to embody our highest meanings. Do you have a written plan? How clear, detailed, relevant, compelling, etc. is your action plan? How often do you look at it and use it? How do you use it?

3) Social, interpersonal: This refers to the social dimension of performance, the actions that we take that involve others as we work with and through people. How are you at the social interactions of contacting, networking, informing, communicating, supporting, listening, delegating, leading, managing, etc.? What do you do to facilitate the resources of others/ who do you have to work with? What do you do to win that person's heart? How are you at conflict resolution, forgiveness, starting over, holding accountable, etc.? Do you have a support group?

4) Coping: This dimension of performance involves how we cope with our basic needs as well as cope with the demands and requirements of the environment. How are you at coping with the challenges, problems, and difficulties involved as you unleash this potential? What's holding you back, keeping your down, or interfering? What coping skills do you have? What coping skills will you need to learn and develop? What are the satisfiers that you use to gratify your needs? Do they satisfy your lower needs so they vanish and the self-actualization needs emerge? Do you take care of your physical needs for exercise, fitness, and energy?

5) Effort, discipline: The dimension of effort explores how much effort, work, discipline, struggle, etc. are required in developing and unleashing the potential. What is the effort that you have to expend to learn or further develop your competency? What area is this effort in? How long will you be required to put forth the effort? How consistent are you in the discipline of learning, apprenticing yourself, etc.? What percentage of effort do you put out in your daily actions? Do you have a disciplined approach? How well can you get yourself to follow through?

6) Practice: The dimension of practicing our skills involves rehearsing what we know to do until our skills habituate as our daily ritual. Within your rituals will be the regularity of your practice, the quality of the coaching, consulting, training, etc. you receive. Do you practice your skills? How much practice do you give yourself to? How structured is the practice? Do you set stretch goals? How often? Do you engage in "deliberate practice?"

7) Procedures: Within the actions that make up a skill that we want to unleash are often specific procedures that have to be followed in a stepwise way. What procedures are required for developing your skills? To what degree do you follow through on the procedures? How do you handle your own excuses?

8) Persistence: Within practice, discipline, and effort is the activity of persisting in our action plan. Are you persistent? Do you keep focused on developing competency and expertise? How consistent are you in persisting over time? What interrupts or interferes with your persistence? What would increase or improve your persistence?

9) Refining: Inside of practice and persistence is the refining process of kaizen-continuous improvement. This occurs through the receiving and using of feedback. How open are you to receiving feedback and shaping on your skills? From whom do you look for feedback? What kind of feedback? How often do you receive feedback? How do you use the feedback? What do you do with it? Do you ask for feedback? How often?

10) Resilience: In the development of any skill there will be set-backs-set-backs in our schedule, to our health and well-being, to succeeding or failing, etc. Resilience is the dimension of embodying the skill through getting back up when we have been knocked down, shaking off the dust, and going for it again. What do you do to "bounce back" with resilience when you have experienced a set back? When you are knocked down, what do you do? How long do you stay down? What resilience-building things do you do? What puts "bounce" into your spirit and attitude?

Thee you have the basic format for increasing your level of productive performance and in the hands of a Meta-Coach, this becomes a program that can facilitate in you the ability to reach your highest levels of performance or take your current performance to the next level as you actualize your highest and best.

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The Ultimate Self-Actualization Workshop

At this moment, I only have one workshop scheduled for 2008. Many other Neuro-Semantic Trainers will soon be offering this workshop and when I get their schedules, I will put them here. Our launch date for the New Human Potential Movement is May when I am anticipating that one to three dozen Neuro-Semantic Trainers to be presenting.

May 17-19, 2008 

ID Com. International, Montreal Canada. Isabell David. Phone: 450-224-5398 / 514-815-5457. idcom at cgocable.ca / idcom at idcominter.com Web: www.idcominter.com. 

I will be delivering this training in English (!) and it will simultaneously be translated into French. There will be other English only speakers there. Come and enjoy a taste and feel of Europe in Montreal.


USA Meta-Coaching, July 2008
Module I:  

            April 4-6, Portland Or.  Cat Wilson and Rich Aanrich    

            Apositiva:  cat at apositivechange.com or rich at apositivechange.com

            (503) 525-0595.



Modules II and III  --- Grand Junction Colorado, Ramada Inn

        July 1-3, 2008  APG --- Accessing Personal Genius

        July 5-12, 2008   Coaching Mastery

            Sponsored by Neuro-Semantics Ltd. Colorado

            Write for a Flyer, Registration form and pricing





L. Michael Hall, Ph.D.
Neuro-Semantics Ltd., Executive Director
ISNS - International Society of Neuro-Semantics
P.O. Box 8
Clifton, Colorado, 81520 USA
www.neurosemantics.com 
www.meta-coaching.org
www.self-actualizing.org 

Email: meta @onlinecol.com @acsol.net @mindfocus.co.za
(970) 523-7877
(970) 523-5790 FAX
(877) 686-2867 toll free in the USA only
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