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COACHING INTO GREATNESS very high-performing because they had a knack for passing the ball What they did, she says, was to identify people s functional strengths and their content expertise, as well as their natural talents Somebody could be in the marketing department and know brand management, might be best at taking charge Another was a natural at taking charge, while somebody else on the brand management team might be best at seeing patterns Somehow, you put that team together to make the best decisions for the client by using their content expertise as well as their natural abilities In other words, you let go of control over who does what according to job descriptions and allow them to use their natural strengths This way, everyone Lives into his or her Greatness, which naturally creates a great team Says Annunzio: In today s world, work requires collaboration and collaboration requires making your best effort about which way to go forward This applies equally to hiring, she s observed Some companies, especially entrepreneurs, like to hire a lot of people just like them That s why the technology boom bombed, she adds You ve got to consider the individual strengths and capacity of each individual, and more importantly, let go of trying to control every aspect of the business You simply can t be great at everything, but there are others who are great in areas you can t touch The Illusion of Control arises in other ways as well Annunzio has seen repeatedly that If you tell people what to do and how to do it, all you necessarily do is make people hide the truth from you One glaring example of this was with a focus group she worked with The company had put in $12 million on a new process to reduce cycle time It was critical to their success in how quickly they made money She read the reports about the progress of the program, and they all pointed to a dramatic reduction in cycle time When she congratulated the focus group, they simply laughed at her It turns out that they were never provided a chance to provide any real feedback They were told what to do by the executives of the company and were never able to provide input into the process It was all a big joke to them They lied about the results to look good, just as the company managers tried to control the situation because they didn t trust their employees Annunzio says, I don t think they asked anyone s opinion on whether they saw it was really going to work By doing that, they were going to lose control It didn t work 148.



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The Illusion of Control She has suggestions this for solving problems of control: First is to identify the natural talents of the people who will work with you For example, I m a blue sky-er I used to think of people who assessed downside risks as naysayers I used to think that those people got in the way of my success I now understand that the only thing that got in the way of my success was not listening to people who were able to assess downside risk because I m not good at it One of the clues that you ve found this person, she says, is when you get a feeling in the pit of your stomach, and you want to just tune that person out That s when you know the person has a natural ability that s different from yours Perhaps the most interesting, but obvious, lesson Annunzio has learned is the impact of micro-management She s found that the number one killer of performance was short-term thinking followed by micromanagement Micro-management is telling people what to do as well as how to do it When you tell people what to do and how to do it, you re totally underestimating their ability to think If there s ever an Illusion of Control, it s micro-management It s unfortunate that this happens so frequently When you try to control employees, she says, they ll hide the truth hide numbers or other factors effectively limiting your success While I talk about the concept of limiting beliefs, Annunzio refers to these as the biases of companies Companies have their biases, she says, that they re not aware of, and these biases severely limit their success I couldn t agree more

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The wider system set out a schedule; however their reluctance to change the go-live date of the project led to a reduction in its scope. At the system level there were unsuccessful attempts to gain staff commitment and overcome their resistance to change, indeed the roadshow intended to demonstrate CAPSA functionality and capture interest had precisely the reverse effect. Furthermore staff training was undertaken by outside consultants so that the content of the training was insuf ciently related to the work of the University. The project team only paid lip service to risk management and did not make their expectations on post-implementation support clear.

Before we dive into the four steps, it s important to understand the results that occur with each step Figure 41 illustrates the two ends of the spectrum for each of the four steps Step 1 moves us from forgetting to awareness Step 2 moves us from pretending to acceptance Step 3 moves us from insisting to consistent action Step 4 moves us from resisting to authenticity Finally, the entire process moves us from conditioned patterns to conscious patterns and from conditioned beliefs to conscious beliefs YOUR DECLARATION OF TRUTH First, we have step zero I don t call it the rst step, because this step stands alone and isn t a part of the cycle of learning and internalization

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