Outrageous Potential Unleashed!

Recently published by HA Books. Written by Carol Quinn.

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THE BOOK:

Outrageous Potential Unleashed - Leadership Edition

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REALIZE THE POWER OF PEOPLE

We, as human beings, have an amazing capacity to achieve whatever we envision. Without a roadmap or instruction manual, tasks that seem impossible eventually give way through persistence and imagination. This amazing power to create does not stay at home when people go to work.

Companies are the sum total of the people they employ and the results they produce. People come up with brilliant ideas, cure diseases, invent new products, satisfy customers, and reel in the big clients. They have the power to accomplish profound results. However, the workplace is not the exclusive domain of those who comprehend their power. People who have not yet discovered their power often deny its very existence or believe they are already using it fully. Not until a person becomes aware of the truth, will they unleash their full potential.

By creating a culture that aligns with the process of achievement, you open the door for employees to adopt a new perspective, one that is more effective for achieving great results. A company can improve its success, and gain a competitive edge, by helping employees to comprehend the truth about their power.

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UNDERSTAND THE PROCESS OF ACHIEVEMENT

The fact is, within any organization there can be many employees who do not actually comprehend how the process of achievement works. If these employees have power to make hiring decisions, they can hire additional employees who lack this vital understanding. As a result, many companies have become paralyzed by their employee’s self-imposed limitations. Interviewers who select new employees often swear their decisions to hire were sound even though the job performance that follows indicates otherwise.

Realize…high achievers don’t suddenly morph into underachievers after they are hired. But that’s what employers think when employees insist that conditions beyond their control prevented them from meeting expectations. The complaints include impossible-to-please customers, too much competition, unrealistic goals, insufficient resources, difficult co-workers, an inept boss, not enough time…the list goes on. Even personal issues are mentioned. Many employers listen and try to fix what they can. In addition, some offer competitive pay, great perks, benefits, training, and even give bonuses for a job well done. Certainly this is good, but what if these obstacles are not the actual cause of under achievement?

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LOOK BEYOND THE OBSTACLES

Employers need to dig deeper. The real reason for under achievement may not be what employees claim at all. “Obstacle-centric” rationale is typically an alibi to divert attention from the real issue. The employee perspective is often a byproduct of a bigger problem - the belief in lack of power and the ineffective behavior it generates. To employees with this mindset, many challenges really do appear insurmountable. It is the powerless thinking that creates the false impression that obstacles are roadblocks to success and makes further effort seem pointless.

No job is obstacle-free and certainly no workplace is perfect. Marginal performers often blame their lack of success on the same obstacles that high achievers overcome in the process of reaching a goal. That should be a clue. Do you see the dichotomy here? Obstacles do not determine success or failure as some employees allege. The employee’s response determines the outcome. High achievers do not produce better results because they did not run up against obstacles. High achievers produce better results because they respond more effectively to obstacles. There will always be challenges. Ultimately, each employee is only as good as their ability to overcome them.

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DETERMINE THE REAL CAUSE OF RESULTS

Obstacles are not the real problem. Obstacles expose the real problem by forcing a reaction. Employers who accept the notion that obstacles are the real reason for failure never discover it’s the employee’s reaction that is actually the problem. For example, building sales can be difficult for any company. Add into the mix the challenge of having no advertising budget and that’s enough for some employees to declare the goal unreasonable and impossible to achieve. The reason: The obstacle…no advertising budget. Notice how these people put little effort into altering a so-called doomed outcome and a lot of effort into explaining why it can’t be done. However, not everyone reacts in this way. Some employees forge on and seek a creative way to achieve the goal despite the monumental task. Ask yourself, which reaction is more effective?

To achieve a goal, every obstacle needs a solution. Finding a solution requires desire, first and foremost. Imagination and persistence are key components as well. An effective reaction is a potential solution that ends up leading to success. Failure to come up with a solution that works, for whatever reason, is what stymies success.

Some employees do not seek solutions. Those who believe they are powerless to overcome an obstacle typically insists it’s the obstacle that must change in order for their results to improve. So…they keep doing what they have always done. To them, success is more about hoping something will change than taking steps to improve an outcome.

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SEE THE DAMAGE BEING CAUSED

The belief in the lack of power creates the illusion that the effort needed to achieve some goals is a waste of time and energy. The belief in powerlessness manifests itself in the form of blame as well. Blaming is a refusal to take ownership for an outcome and it causes considerable damage to a company’s bottom line. Few fully comprehend just how destructive this belief, and the associated behavior, is to their organization.

Blame and success are mutually exclusive. Only in the absence of success does blame appear. Blaming serves the purpose of diverting attention away from the employee’s ineffective behavior. Employees who blame are shouting “it’s not my fault - I can’t do anything about it” in an effort to portray the obstacles as insurmountable and legitimize their lack of progress. It is at this point, the process of achievement begins to breakdown. But that is not the worst of it. The most damaging effect of blaming is that it shuts down the pursuit of a solution. Without a solution, achieving a goal is impossible. Where there is blame there is also an obstacle with no solution being sought - and no progress, no ownership, and no change. This can only spell a repeat performance.

By accepting the “insurmountable obstacle” mentality as a legitimate reason for failure, companies inadvertently breed powerless thinking into their culture. The notion that employees are not responsible for causing their own results doesn’t stop there. It infiltrates the company’s entire business model and not in a good way.

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REJECT THE NOTION OF POWERLESSNESS

Historically, the prevailing management philosophy has been that a good manager can motivate even the worst employee. Responsibility for employee performance has been shifted off of the employee and onto the manager. This is another example of the notion that an external force can determine the employee’s success or failure. In this case, the external force is the manager’s supposed power over the employee’s success, rather than an obstacle causing the employee to fail.

To make matters worse, this concept of ‘lack of power’ has created another misconception…that success is more about how you manage employees than who you hire. As a result, employers have put too little emphasis on the employee selection process. When addressing and fixing the problem of poor performance they look only at post-hire issues.

The fact of the matter is the notion that any human being lacks the power to determine their own outcomes is ridiculous, but some people still believe that to be the case. Many employees who are labeled unmotivated can actually be better described as having a powerless point of view. Employees who believe they lack power are less-than-enthusiastic about taking on obstacles because they view many as being too big to conquer. Those who need motivating often require continued prodding to sustain satisfactory performance. Furthermore, motivating an unmotivated employee does nothing to change the employees’ powerless perspective. Let’s face it. This whole notion that anyone can lack power is causing a fundamental breakdown in personal and corporate achievement.

♥ To receive a complimentary promotional copy of this book - Click HERE.

Let’s summarize. An employee who believes they are powerless to overcome an obstacle will behave differently than another employee who believes they have the power to overcome the same obstacle. So, all things being equal, it is the employee’s perception of power, not the obstacle that determines success or failure. Employees who believe they lack power will not put forth sufficient effort in pursuit of a goal. Insufficient effort is often misinterpreted by the employer, who assumes they are dealing with unmotivated employees. The natural next-step is to institute a regimen of tactics in an effort to motivate employees to work harder, with the expectation of improved results. This strategy usually involves things like incentives, coaching, counseling and disciplinary action. For a short period of time, some improvement may take place. However, the employees will still possess a powerless point of view once the effects of these tactics wear off…and the cycle will begin again. The goal of this book is to break that cycle by making the employer aware of the aspects of human behavior that directly impact their company’s potential for success, and to present a framework for improvement going forward. The framework becomes the foundation upon which a maximum performance organization can be built.

Here are 10 Best Practices for creating a maximum performance organization…

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Outrageous Potential Unleashed - Leadership Edition will help you maximize the performance of your company’s most crucial asset - people. This solution-oriented approach to corporate leadership cultivates a philosophy that achievement is always within reach. This book works hand-in-hand with the book Awakening Outrageous Potential.

♥ Both books are available for purchase as an e-book at Apple, Barnes & Noble, and in print (softcover) and e-book at Amazon.