[Neurons] 2014 "Neurons" Meta Reflections #23

[L. Michael Hall]

From: L. Michael Hall

Meta Reflections 2014 #23

June 2, 2014

 

 

WHAT NEW SKILLS

ARE YOU DEVELOPING?

 


 

While home between trips one morning, and while at Starbucks for my reading
time, I recently talked with a young man who was unemployed and was looking
for work.  He had just returned from a job interview and so when I asked him
how it went, he waved his right hand back and forth in a gesture indicating
it could have gone good or bad.  He didn't know and didn't have a sense.  As
he gestured, he said, "just so so" and then he commented, "I don't expect to
get the job."  That's when I asked, "So what skills do you have which you
presented to the interviewer that you felt would get you that job?"

 

I supposed I could have asked the question too quickly because he asked me
to repeat what I just said.  When I did, he said, "I didn't do that, I just
gave him my resume and waited for his questions."   I then reflected back to
him that it sounded to me that he had taken a passive role in the interview
rather than an active role.  Saying that, hie eyes widened.  I said that it
sounded to me that he was expecting his resume to sell himself to the
employer instead of taking a proactive role of selling himself.

"Selling myself?  Do you think that's what I should do? [pause] That's kind
of strange, and I don't know that I want to do that."

 

"So it seems strange to you? [pause]  Really?  I thought you wanted a job
and went to an interview to see if you could get a job.  Maybe I
misunderstood your intentions?"  "No, that's what I wanted." I then asked
him if getting the job was important enough to take an active role and a
role of selling himself and the value that he would add to the company?  He
said, "Yes it was."  So I then asked if I could ask him a series of
questions that would help him with that.  He said that would be great.  So I
asked him the following allowing some time between the questions for him to
reflect.

"What skills could you present to the interviewer that would indicate that
you are able to add value to his business? ...   And what other skills? . .
.  What new skills have you developed in the past two or three years that
has made you more valued as an employee? . . . What skills are you currently
working on developing? . . . How are you testing and refining those new
skills?"

 

After the questions he told me that he had simply never thought about things
in this way.  "So how have you thought about things?"  After he described
how he had been thinking, I asked if thinking in terms of the skills that he
had, that he was developing, and that he would be developing would be a
useful way to think?  He immediately said, "Yes, of course."  So I asked,
"What would be the benefit to you to begin thinking this way?  How would
this new frame of mind support you in your own personal development?"

 

After we completed that conversation, he asked me about myself and what I
do.  I said that I model human excellence.  Then I told him about the
Meta-Coach Training that I was bringing to Colorado this July and how that a
professional coach enables people to identify and unleash potential
knowledge and skill to be more effective and productive.  When he then
wanted to know more about what that entailed, I talked about closing the
knowing-doing gap and about the unleashing process.

 

He said that the idea of developing skills seemed abstract and that he
didn't know where to begin.  So I described about the idea of modeling
excellence as simply looking for what people do when they operate at their
best and then interviewing them about how they do that.  It is about being
very curious and asking a lot of questions:

What job do you want?  What job do you want to eventually have?

Who is currently able to do that job?  What is that person doing that you
want to be able to do that you want to be able to do?

What does that person think, believe, understand, conceptualize, etc. about
that?

What does that person feel about it?  What emotional state is that person in
when he or she performs that skill at his or her very best? 

How does the person talk when dong that skill?  What is the language or
linguistics that facilitate that skill?

What are the actions and behaviors of that performance?

 

Upon asking this I asked if he knew and could distinguish his four human
responses or powers which are the component parts of a skill- of any skill.
I commented that I had just presented them.  "Did you notice?  They are so
obvious that most people do not.  Yet the fact is that we can break down any
skill to four things:

The person's mental or mind and how the person thinks.

            The person's emotional state and feelings.

            The person's language and linguistics.

            The person's actions and behaviors.

 

"Just find out what an expert in this field or area thinks, feels, says, and
does and you will find out the component aspects of the desired skill."
"Really?"   "Yes, it is really that easy and, at the same time, it is that
profound.  It's one of the things we teach in the trainings."

 

Precisely because new skills can be developed, and every new skill provides
you a more extensive foundation for your career as well as your
effectiveness as a human being, that's one reason why every year I identify
some new skill or skills that I personally want.  Once I do that it is
simply a matter of finding people really good at that skill, learning as
much as I can about it, and then establishing a development plan for
deliberately practicing that skill.  How about you?  What new skills are you
learning and developing right now?  What will be the next skill you'll
develop?  Here's to your ever-developing and unleashing of your potentials!

 

 

 

 

 

 

 

 

L. Michael Hall, Ph.D.

                Neuro-Semantics Executive Director 

                Neuro-Semantics International

P.O. Box 8

Clifton, CO. 81520 USA                             

                1 970-523-7877 

                Dr. Hall's email:
<mailto:meta at acsol.net\hich\af31506\dbch\af31505\loch\f31506> meta at acsol.net


     

    

What is Neuro-Semantic NLP?

Neurons:  Get your free subscription to the weekly International \Post on
Neuro-Semantics by Dr. L. Michael Hall. Subscribe at:
wwww.neurosemantics.com 

 

    Solutions:  Sign up for the Neuro-Semantic Newsletter ---
<http://neurosemantics.com/newsletter> neurosemantics.com/newsletter. 

 This is a monthly newsletter for anyone new to Neuro-Semantics.  Femke
Stuut, Editor.

 

Coaching: For world-class Coach Training - The Meta-Coaching System:
www.meta-coaching.org and \
<http://www.metacoachfo/hich/a/hich/af31506/dbch/af31505/loch/f31506%20f3150
6/dbch/af31505/loch/f31506%20undation.org/hich/af31506/dbch/af31505/loch/f31
506/hich/af31506/dbch/af31505/loch/f31506> www.metacoachfoundation.org.
Meta-Coach Reflections sent every Wednesday to the group of Licensed
Meta-Coaches.

 

Self-Actualization: Neuro-Semantics launched the New Human Potential
Movement in 2007, for information about this, see
<http://www.self-actualizing.org/> www.self-actualizing.org  

 

NSP --- Neuro-Semantic Publications: Order books from Neuro-Semantic
website,  <http://www.neurosemantics.com> www.neurosemantics.com  click on
Products and Services and then the Catalogue of books.  Order via paypal.  

 

 

 

 

-------------- next part --------------
An HTML attachment was scrubbed...
URL: <http://eight.pairlist.net/pipermail/neurons/attachments/20140602/2af64ab7/attachment.html>