Unlocking Potential Summary – March 2022

Author: Michael K. Simpson

Short Summary
Unlocking Potential (2014) by Michael Simpson is a great step-by-step guide to becoming a better coach. It will show you how to unlock your potential to make a difference in the lives of other people around you by knowing the coaching that can bring light to others’ greatest strengths and abilities. It helps managers, governors, and directors in transforming their organizations and engaging with their teams. 
unlocking potential
Source: amazon.com

Detailed Summary

How do you reach higher? How do you unlock potential? If you’re an entrepreneur, leader, manager, or even just a person who wants to unlock their full potential, you have to ask yourself the tough questions: what is holding me back from achieving your goals? And how do I get myself and my team to reach a higher level? Personal growth and professional development are key parts of leadership. When a person experiences personal growth, they become more self-aware and more aware of their circumstances. They become more aware of what they’re good at and how they can put those skills to use. They take action to reach beyond their perceived limits.

In Unlocking Potential that is how Successful Coaches Build High-Performance Teams, Michael K.Simpson shares the seven strategies that coaches can use to achieve the impossible:

  1. Trust
  2. Potential
  3. Self-feedback
  4. Commitment
  5. Execution
  6. Challenging paradigms
  7. Competence and character

Learn these things to know and bring out the best in yourself and your team.

Unlocking Potential Key Points

Trust building and unlocking potential are the first steps in coaching someone

First, what is the most important thing that you need while coaching someone? Achieving anything in life comes down to being able to put the right plan in place. This is certainly true when you are coaching someone. Anyone can give advice, but most people aren’t equipped to follow it.

When I was in my last year at university. I was trying to decide what job to take upon graduation. This was quite a big decision, as this would be my first “real” job, and it would impact the rest of my life. I had two job offers, both of which were great. One of them was a bit more money, but the other one came with a lot more responsibility. At the time, I wasn’t sure which offer to choose; they were both fantastic opportunities. I spoke with somebody who I went to school with a few years earlier who had finished university and was working in the field that I wanted to work in. It was the first time I understood the importance of building trust with people. The first few minutes of any conversation you have with someone are the most important. Those first few moments will determine if the other person believes anything else you say all day.

The next is to believe that everyone has the potential to learn, grow and prove themselves. When you have potential in your team, then it will be easy for them to become better and better.

Try asking the right questions to motivate and help your team in learning the art of flow

Motivation is harder to maintain over time but if there is consistency in the potential to work hard. It also applies in coaching by actively listening and asking questions.

It is said that to learn the art of flow you need to ask great questions. By asking the right kind of questions, you will help your people learn how to improve their performance. If we want to help our people improve their performance professionally and personally, we need to ask them the right questions. The questions will help your people learn the art of flow and ask the right questions to encourage commitment.

The wrong question will make us lose motivation even sooner. These are the kind of questions that come from external motivation. The right question comes from an internal one and helps us unblock the obstacles that make us lose our way. Studies show what we have on our minds tends to get in the way of our actions.

The feedback that comes from your client’s mouth is the best feedback you can give

When you look at the ordinary coach-client relationship, there’s one problem in it that you can’t fix. It’s a problem that most

coaches don’t even recognize. This problem is a terrible one because it

prevents the coach from helping the client improve his career. It prevents the

coach from improving himself.

This is not just a resume-centric “I’d like to work for you” approach. This is an ongoing conversation with others about your options and your performance. And this is where you want to start, with

feedback = real-time information that comes directly from your client’s mouth.

Besides the normal things like salary and project type, you want to focus on how good a job you did, especially at the beginning of a career. This can be directly stated (you did an awesome job) but it can also be more subtle (your client came back for another project or said nice things about you to other people). For feedback to have value, it’s got to be direct, unbiased, and honest. It’s got to be from someone who knows something about your performance or knows the people who worked with you. It’s got to be timely and delivered in a way that helps you use it next time.

Unlocking potential quotes

“Perhaps the best definition of coaching is “unleashing or unlocking the potential of another human being.” Michael K. Simpson

“In the absence of clearly defined goals, we become strangely loyal to performing daily trivia until ultimately we become enslaved by it.” Michael K. Simpson

Unlocking potential reviews

“For the one who knows Coaching, most of the stuff would not be new. But it is a good book to Sharpen your saw! What I liked is that this book comes as a concise package of skills & principles to be used for Individual or Executive Coaching.” I’d wait

“The boot is small but packed with good advice. the process of laying out each step is easy and gets to the point. No BS. I’d recommend for a quick ready and make notes.” Eric

To whom I would recommend the Unlocking potential summary?

  • A coach wants to become more helpful to his clients.
  • A beginner coach wants to learn more about coaching for success.
  • Anyone leads in any matter.

Link: https://amzn.to/3Q2k2Hp