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You do know how to answer that, do you know?
I used the above question over and over as my refrain.
How do you know What to do When, with whom, and Why?
It all begins with NLP and then the Meta-States model on the communication of meaning. Why? Because in human affairs, experiences, states, and objectives the heart of the matter is the heart of meaning. It’s all about meaning. Because nothing means anything in the external world and because it takes a meaning-maker to create meaning, Coaching that gets to the heart of things is all about Meaning Detection and Transformation.
That’s why we use dialogue (dia - through; logos - meaning). We exchange meanings so that meanings move through us. That’s what a Coaching Conversation is all about. We facilitate a client to move through his or her meanings, get to the heart of one’s reality, identify what would be more meaningful and valuable, and then set out on setting stretch goals to unleash new meaningful objectives.
For a Coach, we use communication to process current Meanings and to invent desired Meanings that endow life, work, relationship, health, etc. with Meaning. Ideally this becomes a highly focused and fierce conversation that bring s about change.
What do we do? We detect, explore, and transform meaning.
What do we do? We use dialogue and fierce conversations to facilitate change.
How do we do that all of that? We "peak into the theater" of a person’s mind to see the construction of meaning. We explore associations, representations, cinematic features, metaphors, language, evaluations, frames, intentions, and all of the layers upon layers of meanings. That’s why the Meta-States model and the Meta-Questions of that model guides us in this Meaning search and transformation.
When do we do this? And how do we know about when to do it? This is where the Axes of Change model provides some critical answers. The Axes of Change informs us that a Coach, as a change-agent of all three dimensions of coaching— performance, developmental, and transformation, knows that
First, there is the question of Readiness for Change. For that, we check for two things, Motivation and then Decision. Is the person motivated? Sufficiently? How much? How do you know? Then has the person made the decision to change? Is the decision well thought out?
Second, there is the question of the Creation and Integration of change. For this, we check two things: Creation and Integration. Knowing that everything is created twice, we explore the inner game that the client has created, the game plan, the strategy, the know-how, etc. Then we check the degree of execution. Has the person begun to play the outer game?
About with whom we have meta-programs for profiling people. We see this in the change process and the four meta-programs that govern that. We also have that in the Self-Actualization Quadrants model. There, 11 meta-programs enable us to know if we have more of a Creator (Dreamer) on our hands or more of a Performer (workaholic). That informs us which side of the Self-Actualization Axes we need to play to — performance or meaning. We also have The Matrix Model for profiling and for modeling a person’s experience. Where is the person’s energy? Is it in Self, Powers, Others, Time, or World?
And then Why? Why enables us to work from a solid theoretical foundation. Why enables us to have a systematic approach so that we know what we are doing as we do it. Here the Meta-States model, the Matrix model, and the Self-Actualization model helps us to know why.
What do you do? What NLP or Neuro-Semantic patterns and processes do you rely upon? Which Matrix does that pattern deal with? What does it accomplish? With whom will you use that pattern? Does the person’s meta-programs support it? Where is the person in the dance of change? Are you able to do the required dance steps?
All of this adds up to competency — to an integrated approach that allows a Meta-Coach to work at a level meta to the client’s content, facilitating the highest and best as new potentials are identified and unleashed.
When Psycho-Analysis entered the world, Sigmund Freud believed that "awareness per se is curative," and so made his gospel "Where there is Id, let there be Ego."
Because Coaching goes beyond therapy, we work with another kind of Psychology, Self-Actualization Psychology for the purpose of challenging clients to unleash hidden potentials. That makes a Coach a Psycho-Actualizer — the Morpheus who gets to offer the Red Pill and facilitate the client to become the One – the One who escapes the old Matrix and Masters it so that it is at his or her command.
We have created the Meta-Coach Training System with the 7 distinctions and 7 models to equip you to be able to effectively answer the question—
How do you know What to do When, with whom, and Why?
ACMC Training Material
Spiritualiteit als weg naar oorspronkelijkheid
Door Johan Verstraeten
Hoogleraar aan de K.U. Leuven
Leven in een gesloten Hermeneutische horizon zonder leiderschap
(Hermeneutisch = uitleggend, verklarend)
Wanneer we leiderschap opvatten als het vermogen om te innoveren door de ontdekking en schepping van nieuwe betekenissen, stuiten we onmiddellijk op een probleem, want onze tijd wordt gekenmerkt door betekenisverlies.
Talloze zogenaamde innovaties die op de markt worden gebracht, zijn niet meer dan een herhaling, verpakt in nieuwe vormen of toegerust met technische verbeteringen van het reeds bestaande. Men ontwerpt vliegtuigen, auto's, computers en gsm-toestellen met de "nieuwste" technische snufjes, maar er wordt geen grondige verandering aangebracht in de wijze waarop mensen zich gedragen of met elkaar in communicatie treden. Vele van dergelijke innovaties scheppen allesbehalve een leefbare wereld, integendeel, ze maken het geïndividualiseerde menszijn nog eenzamer met het opvoeren van de kwantiteit van relaties. Bovendien maken ze meer kennis mogelijk zonder evenwel het vermogen te verbeteren om de wereld als zinvol te interpreteren. Met wat overdrijving zou men hier kunnen zeggen: er ontstaat een "geairconditioneerde nachtmerrie" waarin het leven technisch meer en meer geperfectioneerd raakt, terwijl het vermogen om er betekenis aan te geven afneent.
"Organizations are no longer built on force, but increasingly on trust. On understanding one another."Peter Drucker
"In the end, it is impossible to have a great life unless it is a meaningful life. And it is very difficult to have a meaningful life without meaningful work."Jim Collins, Good to Great