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Name of author Rick Baker, P.Eng.

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Talents are not what we do; Talents are the 'substances' that define us and make us unique.

by Rick Baker
On Jul 7, 2018

The Thinking Behind The Tweet

Talents are the numbers of our personal combination lock; talents are the keys to our desires and action-drivers.

Talents stand tall and explain why we do what we do.

Tags:

STRENGTHS: People-Focused for Success | Thought Tweets

Willpower is about converting self-drive into purposeful action.

by Rick Baker
On Jun 16, 2018

The Thinking Behind The Tweet

 If you have no definite purpose, no chief aim, no goals - then you have no need of willpower. Of course, your accomplishments will be unpredictable at best and destructive at worst.

 ***

"Persistence involves adherence to a purpose clean through to a goal."

Frank Channing Haddock

'Power of Will', (1910)

Tags:

Goals - SMARTACRE Goals | STRENGTHS: People-Focused for Success | Thought Tweets

Discipline is the only remedy for wasted Talent.

by Rick Baker
On Jun 14, 2018

The Thinking Behind The Tweet

When discipline is absent Talent is dormant, submerged, and wasted.

That's why discipline is a good thing.

Discipline serves a key role when success is in action.

Tags:

STRENGTHS: People-Focused for Success | Thought Tweets

An interview or performance review question: How do you use your Talents to expand your ability to influence people?

by Rick Baker
On Jun 10, 2018

The Thinking Behind The Tweet

The Gallup folks have defined 4 Talent Domains for leadership: Executing, Influencing, Relationship Building, & Strategic Thinking.

When we look at local leaders' Talent Themes we notice a lack of Influencing Talent Themes. A lack of Influencing talent & strength is widespread throughout businesses in our geography.

Understanding that, we need to help leaders improve their ability to Influence others.

A good starting point is understanding whether or not they understand the importance of Influence...and are taking steps to improve in the area of Influencing.

A good next step is providing Influencing-help in the form of specialized knowledge, situations/opportunities, and time to practice skills.

Talent without discipline - good for hobbies, not good for businesses.

by Rick Baker
On Jun 6, 2018

The Thinking Behind The Tweet

Malcolm Gladwell [in his book, 'Outliers'] taught us, regardless of Talent, people need to spend at least 10,000 hours to become performing masters.

I think - if you are not paid to be a performing master then you are performing a hobby [not work].

I think - if you lack discipline then you won't even be good at hobbying.

And, I think - if you are not good at stuff then you do not enjoy it...and that's not a good way to spend your time.

Tags:

STRENGTHS: People-Focused for Success | Thought Tweets

We are too tolerant of conflict!

by Rick Baker
On May 29, 2017

Are you better off following prescribed step-by-step conflict resolution processes designed by 'the experts' or drawing on your innate talents to resolve conflicts? Perhaps, for some people, there is merit in using someone else's detailed approach. However, how often have you seen that work in real life situations?

We should draw on our innate talents to resolve conflicts.

I have never seen canned processes for conflict resolution work in real life situation. We cannot be someone else so what would cause us to think we could use someone else's approach to conflict resolution? To the extent we find ourselves in situations of conflict we know we are at least partially responsible for our predicament [if not fully responsible]. We didn't follow someone else's steps when we walked our way into the conflict situation...so, we should not expect to be able to follow someone else's logical steps to find our way out of the conflict situation.

Often, we find ourselves in situations of conflict because:

1. we lack self-confidence and, as a result of that, we behave either too timidly or too aggressively and

2. we are too lazy to figure out how to avoid conflict or nip conflict in the bud when we know it has commenced.

We are too tolerant of conflict.

Some people even promote conflict in the workplace because they view it as a good, healthy, and productive way to communicate, make decisions, and delegate tasks.

That's interesting in many negative directions!

The results conflict promoters achieve at their businesses prove it is a high-risk-low-reward strategy. If that strategy ever worked it certainly has fallen out of vogue in recent decades. For example, under our Bill 168, we want people to feel secure at work. I expect Abraham Maslow would have supported this approach.

The reality is, some people – mostly people lacking self-confidence - either enjoy conflict with others or see it as a necessary component of work [and possibly life]. What can we expect from these die-hard conflict consumers and conflict distributors? Certainly, we cannot expect them to buy into following someone else's prescribed steps for conflict resolution. These people cannot follow such steps because they lack the innate talents required to avoid or resolve conflict.

And, if people possess the innate talents required to resolve conflicts then they can and should find their own natural ways to avoid and resolve conflict.

Either way, there is no need for experts to prescribe conflict resolution processes. These prescribed processes do not work because people either cannot follow them or do not need to follow them.

People need to understand themselves, work continuously at building and maintaining their self-confidence levels, educate themselves about innate talents and interpersonal interactions, and exercise self-control. These are the routes that lead to conflict avoidance and conflict resolution.

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