“WHAT GOT YOU HERE WONT GET YOU THERE”  

Who Can Benefit from this concept ??

The book what got you here won’t get you there is a book not written for people who want to be successful but for successful people who wants to be more successful or we can say the program is for all successful leaders who want to take it to next level and get even better than now.

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TROUBLE WITH SUCCESS / THE SUCCESS DELUSION /WHY WE RESIST CHANGE

Overestimate our contribution to a project.

Take credit partially or fully for the success belongs to others.

Have an elevated opinion of our professional skills and standing among our peers. 

Conveniently ignore the costly failures and time consuming dead ends we created. 

Exaggerate our project’s impact on net profits because we discount the real and hidden cost built into them (cost are someone else’s problem; The success is our’s.).  

All of the above delusions are direct results of success, not failures. That’s because we get positive reinforcements from our past successes and in mental leap that’s easy to justify,

 we think that our past success is predictive of great things in the future 

Our delusions become a serious liability when we need to change. These beliefs that carried us here may be holding us back in our quest to go there. 

Let’s discuss our beliefs which are forcing us to follow what we are doing till now. 

Belief 1 : I have succeeded 

Belief 2 : I can succeed 

Belief 3 : I will succeed 

Belief 4 : I chose to succeed

We spend lot of time learning what to do. We don’t spend enough time learning what to stop.

Likewise, the recognition and reward systems in most organizations are totally geared to acknowledge the doing of something. We rarely get credit for ceasing to do something Bad.

Avoiding mistakes is one of those unseen, unheralded achievements that are not allowed to take up our time and thought.

Get out your note pad. Instead of your usual “To Do list”, start your “To Stop list “ 

Now we will see The Twenty Habits That Hold You Back from Top

20 Habits ….

In which we identify the most annoying interpersonal issues in the workplace and help us to figure out which ones apply to us.

Winning too much: The need to win at all costs and in all situations- when it matters, when it doesn’t and when it is total beside the point.

Adding to much value: The overwhelming desire to add our two cents to every discussion.

Passing judgment: The need to rate others and impose our standards.

Making destructive comments:  The Needless sarcasms and cutting remarks that we think make us sound sharp and witty.

Starting with No, But, or However: The overuse of these negative qualifiers which secretly say to everyone, “I am right you are wrong.”

Telling the world how smart we are: The need to show people we are smarter than they think we are

Speaking when angry: Using emotional volatility as a management tool. 

Negativity or “Let me explain why that won’t work: The need to share our negative thoughts even when we were not asked.

Withholding Information: The refusal to share information in order to maintain an advantage over others.

Failing to give proper recognition: Inability to praise and reward.

Claiming credit that we don’t deserve: the most annoying way to overestimate our contribution to any success.

Making excuses: the need to reposition our annoying behavior as a permanent fixture so people excuse us for it.

Clinging to past: The need to deflect blame away from ourselves and onto events and people from our past; a subset of blaming everyone.

Playing favorites: Failing to see that we are treating someone unfairly.

Refusing to express regret:  The inability to take responsibility of our actions, admit we are wrong, or recognize how our actions affects others.

Not listening: the most passive-aggressive form of disrespect for colleagues.

Failing to express gratitude: The most basic form of bad manners.

Punishing the messenger: The misguided need to attack innocent who are usually only trying to help us.

Passing the buck: The need to blame everyone but ourselves. 

An excessive need to be “me”: Exalting our faults as virtues simply because they are who we are.

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Skill set or Role enhancement for New responsibility

We need to identify the difference between the skill set of the new roles and the existing role.

As there must be some additional responsibility related to a new role which required a new set of skills. 

Let’s Identify what are the additional skill set required for a new role or position. 

Don’t overestimate yourself that you are smart enough to manage a new role with an existing skillset.

We need to take the help of our seniors or peers if we are not able to identify those new skill set by ourselves.

Knowing the gap is the first step towards “ To be more successful “ 

We need to introspect and work out the Plan what needs to be started with impact on urgency.

Some skill sets can be acquired over a period of time but some skill set needs to be obtained at the earliest which can impact our suitability to a new role.

The firm plan to acquire the skill set urgently required for the new role needs to work out at the earliest.

The Plan needs to be shared with your manager so that he is well aware that you are putting efforts to acquire  new skill set.

Your Manger can also accord some help to acquire a new skill set. 

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Types of New Skill Set you Need To Acquire