Okay so on four likely dynamic områder where am I in seilas?
Internalised Mental- INSIGHT: Very good technical understanding in practical application: dvs can understand theory and apply it dynamically and pragmatically in racing situations.
PLANNING: can visualise (creative) and think out possible scenarios. Sometimes to fast to committ to one idea to the exclusion of other possibilities. Also can think ahead on paper, and present documents for training. REALISATION- can understand own SWOT and team situations- growing understanding of team interaction
Dynamic Gjennomføring- LØSNINGSORIENTERT- showing good maturity in how he approaches problems- also active enough to seek any immediate fix or delay/response to postpone action until after due diligence. Will apply blame in a fair way and take it down to learning- will offer advice to those who make fail- seeing things more objectively than previously. ACTION - a little too fast to act sometimes, but clean in movements and as above visulaistion and awareness of the team work and 'cog in the machine' - working together, communicating, looking, checking, thinking out of own box. LEARNING- is not only highly skilled but is open to learning new technique and knowledge or indeed dismantling and rebuilding of existing methods. Yearns to learn the next step but knows practice on the plateau is what builds towards perfection.
Personal - emotional- motivationery: Internal Values Shared: winning is the goal, getting better the path, contributing the here-and-now. VALUES the experience and is motivated by the escape, the beauty and the camaraderie. Feels usually SECURE in a seilas/båt environment. Likes like minded people and an obvious fit...struggles with bad fit...poor learners, poor listeners, not being given a good deal of respect ...not expecting 'admiration' but respect. Looks for freindly social interaction on the boat to build new potential freindships and to gel as a team. Insecure about very hectisk, very domineering, shy or very passive-aggressive types. Motivated to CONTINOUS IMPROVEMENT; LIKES NEW CHALLENGES within a skill-zone pushing the envelope: LIFE LONG LEARNING. Very Motivated to APPLY theoretical, philospophical and verktøy from books, lectures etc.
Social Interactive : Extrovert, seeks and more over expects and demands social interaction: more aware of poor body language- uses good body language. Aware of being unclear- so therefore focuses on message - getting much better at listening. Still can be too fast to sit in his own attitude. Aware his frustration/anger is misdirected and assertive behaviour is rewarded even at the expense of mistakes being allowed to pass that he could have prevented ( in others actions). Not very sociably comfortable outside his team. Nervous with crowds. Knows he can be too over-friendly for norwegian tastes.
What is the Gap analysis to job situations then?
Basically it is a bit more maturity and assertiveness. Also avoiding grabbing the word infront of a leader in a team meeting- leaders in norway often dislike challenge or creativity. THey look for felleskap and sharing of known quantities- resolution of holes in common knowledrge, sounding out of change-management- sound ing boards for unrest and malcontentions.
Poor at keeping it in the bag due to his dynamicity. Poor at dropping one idea to focus on new creativity.
Politically- boat politics are simple. It is a freetime activity, spirits are high and we are all consenting adults. Ego is obvious and poor teams are lead by domineering bad helmsmen who attract only idiots and social inadequate skilled sailors. Pecking order can be challenged, good input is most always welcomed and rewarded. Open discussion is usually encouraged. Feeling of together in the team usually prevails.
Work Politics are Complex: in the work place there are many competing motivations and hidden agendas. Sometimes content and action is not as important as support or being with the team. Egos like and demand to be pandered to and have first pick of responsibilities. Delegation is often by ambush using a third party power to either get a shitty task done or sideline someone from a team task. Things are unfair!!!
As I wrote recently, my failing lies in not being able to go back-stage and talk to the key actors before and after the Theatre of meetings. On the one side I accept some tasks too willingly and on the other I cannot hide my disatisfaction or other feelings when sidelined or ambushed. This relates to my personality issue /difficulty with assertiveness. My two innate reactions or adapted styles are to either be passive or aggressive and this is displayed in either lack of objective thought.
In boats I have learnt to overcome some of these issues by
- CHANGINR BOATS. Like jobs, you can change until you find the right one- take the hint Mr M?? In hindsight I probably did about right, with changes or fall outs as far between as four years with Raj.
- OBJECTIVITY: focusing on the situation and pointing out information in a calm way. Discussing alternatives and also giving some weight to the risks/ implications of what the helm has decided. Being big enough to walk away from an arguement and then not say "told you so" when the 'inevitable happens'
- BEING POSITIVE eliminating negativities, downsizing failures, biting my lip if we lose- there is always a learning experience and we usually make a good effort and have fun.
Okay so what can I learn in a job situation? Sales job, bad! I revert to my adapted DISC workstyle of submissiveness which leads to frustration and pissed off brat behaviours!! Sticking things too long and not looking for work whilke in work or exploiting my network.
What have I learnt in the syslab course?
Body language and reading the interview / interaction: mirror, WAIT, let them have their space and take the lead but show initiative
Focus your message in the three list : think of their requirements for the person and the abilities and be "SPISS" on these issues. Back this x,y and z message with STARS
Network takes kindness and inquisitiveness: you need to give a little interest and then you get a lot. Like permissions marketing you don't jump down peoples throats or offer solutions. You WAIT and draw out a few facts relating to jobs that their neighbours, sons, brothers or colleagues have.
WINITFM- for rekrutment and LinkedIN. Be selling a little more, and thinking in forkant what THEIR potential needs are. Try not to be sleptical to rekruttering people. Be kind.
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