SHADOW MISSIONS

маси и столове

One coaching role is to help people find and pursue their missions. When individuals, companies or churches have clear missions there can be greater focus, fulfillment and accomplishments.

Behind every mission, however, there lurks what psychologist John Ortberg terms one’s shadow mission.

http://www.garyrcollins.com

Executives often find “natural ability” and other indefinable characteristics represent expertise to some firms, but some critics argue that expertise is actually the fruit borne of consistent practice. Moreover, true expert performance can lead to consistently and measurably improved results–a boon to any business–but simple practice is not enough for an individual to move from competence to true expertise. When beginning to learn a skill, most people find repetitive practice is enough to increase their performance over a short period, but eventually their improvement will level off. At this point, they must begin to engage in “deliberate practice,” which involves thinking through the consequences of many different approaches, testing out those approaches, and using skills that are undeveloped. Without this deliberative practice, their level of skill is unlikely to improve further. Coaches and mentors with the skills executives are seeking to develop are the best sources of knowledge about which deliberative practices are most useful in improving those abilities; these partners provide critical feedback as well. Executives should observe peers with the skills they need in order to learn how those skills are used to solve various problems.

Mentoring Is a Basis for Career Growth
Boston Herald (06/01/07) ; Couture, Celia

Because professional growth can be a difficult process when undertaken single-handedly, mentors are significant sources of guidance and support. Mentors play a vital role in developing organizational leaders by passing on valuable insights. In a poll of business executives, over three-quarters described mentoring as one of the main factors in their success. In addition, 77 percent of organizations attributed improved employee retention and performance to mentoring according to Business Finance magazine. In career mentoring, the mentee is given the chance to acquire new leadership skills, as well as assistance in performing at a high level. In contrast, the goal of peer mentoring is to educate new employees at fast pace by transferring knowledge and skills from the mentor to the mentee. Those seeking a mentor should choose an individual who is challenging and who can provide a distinct perspective. For those considering becoming a mentor, it is important to remember that mentoring involves a generous time commitment, as a mentee needs ongoing counseling and aid.

What sort of things help to keep your thinking fresh? How do you keep your mind active?  What do you do to keep your ministry from becoming a little more of the “same old, same old”?

 Could you share with us, your colleagues, some ideas, tips, or methods that you have used (or wish you could use) as you seek to grow your effectiveness in ministry?