Managing development

Coping techniques can be used within many limits and are based on applying techniques that can increase the manager`s competence in an area before attempting the real situation. For many people having undergone a situation in mind will prove to be an advantage when faced with the real situation. Under calm, controllable and safe circumstances, one can work through, review and evaluate procedures in relation to particularly challenging tasks.

Much of this work is based on the paradigm that thinking an action increases the chances of performing the action in the way we have prepared ourselves. The reason for this is that old memory traces can be the main barrier to moving forward. Sometimes the memory of old defeats will automatically result in inappropriate selfinstructions, habits and thoughts. The memory becomes a focus of attention that we are unable to distance ourselves from.
It is very important to have the experience of success, because it seems rewarding, dampens the performance anxiety and creates a good circle to extract skills. In working to help the leader show what she or he can do, this has proven to be a usefull tool.

The effectiveness of leadership development is based on the fact that we dare to be open and receptive to others. As is well known, many people are stuck in old ideas and beliefs. It is precisely these seemingly unaffordable beliefs and opinions that often create the problems and which become the main focus of management development. Beeing willing to change old prejudices often creates change in itself. It is important to be willing to get access to new experience modalities and be interested in giving yourself the chance to experience beeing able to choose in a new way. Often this can be used as a direct intervention to be curious and interested in the experiences and the process. This will make it easier to take care of the new one that arises. Leadership development is first and foremost a state in which we experience being able to choose between mindfull , emotional, and behavioral experiences of phenomena that we usually do not have access to.

Everyone projects meaning into ongoing experiences based on their own knowledge background and previous experiences. Different people experience development in different ways. It also involves accepting the individual`s views and experiences and utilizing them in leadership development. Focusing on our experiences by providing new information, new views or through the development of pattern-preventing methods, becomes a focus

The goal of leadership development is to filter our negative self-perception and focus on what we can do, not what we can`t do. The security of one`s own abilities (self-efficasy), or the experience of how one`s own skills create change, will be crucial. We humans only experience what we are focusing on, and related to the ability to maintain concentration and attention, also lies the ability to resist unwanted distraction. The ability to tolerate and accept the presence of apparent logical contradictions is also a factor that characterizes leadership development.

The fact that thinking is something that can exist and does not exist at the same time, without creating any conflict of experience, offers many developmental opportunities .The focus on solutions creates an experience of the solution options. This means that the focus is on the ressources and solutions. Here it will also be given the opportunity to show to the individual that they have skills and competence beyond the ordinary. This makes the method useful for many purposes. Training can bring the best of these skills into situations where the challenges are greatest. This helps to strengthen self-esteem and self-determination. In working with a practitioner`s self-confidence, we give tasks about practicing positive self-instructions. The method has a myriad of uses, and there seems to be few contraindications. Precisely the analysis of what maintains unwanted behavior along with the precise formulation of what the desired behavior is, enables one to increase efficiency and create positive change.

Within the leadership training, a central point for both change and maintenance of behavior will be the practitioners ongoing internal dialogue or self-verbalization about their current lessons and experiences. The conclusions and generalizations of such leaders about ongoing experience and behavior seem to be largely irrational. If the practitioner through leadership training can gain control of the self.-verbalization, this will then manifest itself in external behavior through, for example, improved performance.

Leadership development seems particularly well suited to help change a person`s inner dialogue. Training in self-verbalizations can be reinforced in action. The leader will be able to face situations that he or she is afraid of or consider negatively, in a new way and with new and more positive self-vebalizations. This will not lead to denial of defeat and error. When the practitioner gives himself the opportunity to experience mistakes and defeats, it will on the contrary lead to a focus on the positive opportunities the person has to change. A self-instruction that can be usefull to practice with managers can be the following: “If you dare to make mistakes and dare to try new situations, you will also have increased opportunities for learning to master the situation later.” This and similar experiences are the main basis for NIIFH`s leadership development concept.