Self Leadership and the One Minute Manager

1. Challenge Assumed Constraints to Unlock Your Potential

An Assumed Constraint Is A Belief You Have, Based On Past Experience, That Limits Your Current And Future Experiences.

Identify limiting beliefs. Assumed constraints are self-imposed limitations that prevent us from reaching our full potential. These beliefs often stem from past experiences or misconceptions about our abilities. Examples include:

• "I'm not creative enough for this job"
• "I can't learn new technologies at my age"
• "I don't have the authority to make changes"

Challenge and reframe. To overcome assumed constraints:

1. Recognize the limiting belief
2. Question its validity
3. Look for evidence that contradicts the belief
4. Reframe the belief in a positive, empowering way

By challenging these constraints, we open ourselves up to new possibilities and opportunities for growth.

2. Recognize and Leverage Your Points of Power

Perhaps your greatest weakness is not realizing your own power.

Identify your sources of power. Everyone has different types of power that can contribute to their success. The five points of power are:

1. Knowledge power: Expertise and skills
2. Personal power: Character, charisma, and interpersonal skills
3. Relationship power: Connections and networks
4. Task power: Responsibility for critical tasks
5. Position power: Formal authority within an organization

Leverage your strengths. Once you've identified your points of power, use them strategically to achieve your goals. For example:

• Use knowledge power to become a go-to expert in your field
• Leverage relationship power to build alliances and gain support
• Apply task power to demonstrate your value through critical contributions

Remember that power is a tool for doing good and achieving positive outcomes, not for domination or control.

3. Diagnose Your Development Level for Each Task

Do you believe in magic?

Understand the Development Continuum. The Development Continuum consists of four stages that people typically experience when learning or taking on new tasks:

1. D1: Enthusiastic Beginner (Low Competence, High Commitment)
2. D2: Disillusioned Learner (Low to Some Competence, Low Commitment)
3. D3: Capable But Cautious Performer (Moderate to High Competence, Variable Commitment)
4. D4: High Achiever (High Competence, High Commitment)

Self-assess regularly. For each task or goal:

• Evaluate your competence (knowledge and skills)
• Gauge your commitment (motivation and confidence)
• Determine your current development level

By accurately diagnosing your development level, you can identify the type of support and direction you need to progress and succeed.

4. Seek Appropriate Leadership Styles Based on Your Needs

A Leader Is Anyone Who Can Give You the Support And Direction You Need To Achieve Your Goal.

Match leadership styles to development levels. The four leadership styles correspond to the development levels:

1. S1: Directing (High Direction, Low Support) - for D1
2. S2: Coaching (High Direction, High Support) - for D2
3. S3: Supporting (Low Direction, High Support) - for D3
4. S4: Delegating (Low Direction, Low Support) - for D4

Communicate your needs. Once you've diagnosed your development level:

• Identify the leadership style you need
• Communicate your needs to your manager or mentor
• Seek out additional resources or support if necessary

Remember that leaders aren't limited to those in formal positions of authority. Colleagues, mentors, or even subordinates can provide the leadership you need to succeed.

5. Use "I Need" to Effectively Collaborate for Success

The Two Most Powerful Words To Collaborate For Success Are: "I NEED."

Articulate your needs clearly. Instead of asking vague questions or making indirect requests, state your needs directly using "I need." This approach:

• Demonstrates self-awareness and proactivity
• Makes it easier for others to help you
• Increases the likelihood of getting what you require to succeed

Examples of effective "I need" statements:

• "I need 15 minutes of your time to discuss this project"
• "I need more specific feedback on my presentation"
• "I need additional resources to complete this task on time"

Avoid dumb questions that are obvious, insincere, or when you already know the answer. Instead, focus on clearly expressing your needs to collaborate effectively.

6. Progress Through the Development Continuum with Support

When Goals Work Out, It Is Usually Because You Instinctively Take The Initiative To Be A Self Leader And Get What You Need To Succeed.

Understand the journey. Progressing through the Development Continuum is a natural part of learning and growth. Each stage requires different types of support:

• D1 to D2: Reality sets in, enthusiasm wanes
• D2 to D3: Competence grows, confidence rebuilds
• D3 to D4: Mastery achieved, independence gained

Seek appropriate support. To move through the stages:

• At D1: Seek clear direction and guidance
• At D2: Ask for both direction and emotional support
• At D3: Request feedback and encouragement
• At D4: Take on more responsibility and autonomy

Remember that regression is normal when facing new challenges or changes. Be prepared to seek additional support when needed.

7. Take Responsibility for Your Own Success and Growth

Empowerment Is Something Someone Gives You. Self Leadership Is What You Do To Make It Work.

Embrace self-leadership. Taking responsibility for your success means:

• Proactively seeking the resources and support you need
• Challenging your own assumed constraints
• Continuously assessing your development level and adjusting your approach

Develop a growth mindset. View challenges as opportunities for learning and improvement. Strategies include:

• Setting clear, achievable goals
• Seeking feedback and acting on it
• Embracing failure as a learning experience
• Celebrating small wins and progress

Remember that while others can empower you, it's ultimately your responsibility to make the most of that empowerment through self-leadership.

Last updated: October 3, 2024