TRIPA Coaching Archives

The importance of goal-setting and planning for success

12/05/2023 By Alexis del Río

The journey of personal growth and professional development hinges on well-defined goals and meticulous planning. Setting tangible goals and committing to the path toward them is crucial for realizing your full potential and making a difference in your chosen field. This article explores the vital interplay between goal-setting and planning, showcasing the invaluable ‘Make Goals FAST’ methodology, an innovative approach developed at MIT.

By setting specific, measurable goals and creating a comprehensive plan for achieving them, we can maintain focus, stoke motivation, and stay on course towards achieving our aspirations.

By setting specific, measurable goals and creating a plan for achieving them, we can stay focused, motivated, and on track toward achieving our desired outcomes.

The difference between goals and journey

Goals and journeys, though seemingly similar, exhibit distinct dynamics. A goal is a destination – the final result you wish to accomplish, while the journey represents the path leading to your goal. Consider someone aiming to complete a marathon. The goal is obvious, but the journey involves various components, like developing an extensive training schedule, overcoming physical and mental challenges, and ultimately, reveling in the satisfaction of accomplishing a daunting goal. The journey amplifies the value of the goal and unveils opportunities for personal growth and self-discovery.

Setting precise, attainable goals supported by a robust plan is vital for maintaining focus and motivation. This principle extends to personal aspirations, professional targets, and organizational objectives. A substantial plan should include the following:

Adopting this approach ensures continuous movement towards the goal, fostering motivation and growth.

Introducing the ‘Make Goals FAST’ methodology from MIT, a brainchild of Dr. Donald Sull and his team, this framework underscores four fundamental aspects of effective goal-setting:

The Make Goals FAST framework

The Make Goals FAST framework from MIY, the brainchild of Dr. Donald Dull and his team, emphasises four fundamental aspects of effective goal setting:

An illustration encapsulating the four principles of Make Goals FAST: frequent discussion, ambition, specificity, and transparency, underscores the importance of effective goal-setting and planning for success in all life domains.

Illustration from ‘With Goals, FAST Beats SMART’ from https://sloanreview.mit.edu/article/with-goals-fast-beats-smart: Donald Sull and Charles Sull, June 05, 2018

The ‘Make Goals FAST’ methodology highlights the importance of goal-setting and planning, driving success across various life scenarios.

Practical tips for effective goal-setting and planning

Define your vision: Before setting goals, have a clear vision of what you wish to achieve and why it matters to you.
Be specific and measurable: Goals should be well-defined, with tangible outcomes and timelines.
Break it down: Simplify your goals into smaller, actionable steps and milestones.
Set a timeline: Establish a timeframe for each goal and map out a plan to achieve each step.
Incorporate the Make Goals FAST methodology: Utilize the principles of this proven framework to guide your goal-setting and planning process.

In conclusion, goal-setting, professional and personal life journeys, and planning are essential for success in all aspects of life. By setting specific, measurable goals and creating a plan for achieving them, we can stay focused, motivated, and on track toward achieving our desired outcomes.

The Make Goals FAST methodology provides a proven framework for effective goal-setting and planning, incorporating frequent discussion, ambition, specificity, and transparency principles. By following these principles and incorporating practical tips for effective goal-setting and planning, we can achieve success and fulfillment in all aspects of life.

AI in the workplace: How TRIPA can help you stay relevant

03/05/2023 By Alexis del Río

Artificial Intelligence (AI) is quickly transforming the workplace by disrupting many sectors through automation and machine learning. Thus, understanding AI’s impact on the workforce and adapting to this change is crucial. In this article, we’ll explore how tools like TRIPA can enhance your employability and the jobs AI may replace in the near future.

AI’s influence on the workforce is extensive, poised to replace many white-collar jobs in the coming years. Due to increasing automation, roles in customer service, transportation, manufacturing, data analysis, and healthcare are particularly at risk. For instance, chatbots are already prevalent in customer service, and self-driving vehicles are anticipated to become commonplace in the transportation industry.

By using TRIPA, individuals can identify skills gaps, develop the skills they need to stay relevant, and take advantage of the opportunities presented by AI.

Likewise, AI is widely used in manufacturing processes, with a significant proportion of jobs in this sector likely to be automated. In addition, AI’s capability to swiftly and accurately process large data volumes in data analysis may automate roles like data entry and cleaning. Finally, in healthcare, AI is prevalent in medical research and diagnostics, expected to play an even more vital role in the future.

White-collar roles AI will like to replace in the next 3 – 5 years

White-collar roles AI will like to replace in the next 5 – 10 years

Data entry and processing
Administrative and executive assistants
Bank tellers and loan officers
Customer service representatives
Insurance underwriters and claims adjusters
Sales representatives and account managers
HR recruiters and coordinators
Travel agents and tourism-related roles
Bookkeepers and accounting clerks
Telemarketers and outbound sales representatives

Financial analysts and advisors
Lawyers and legal assistants
Doctors and healthcare professionals
Researchers and scientists
Journalists and content creators
Marketing managers and strategists
Managers and executives
Graphic designers and artists
Engineers and architects
IT professionals and developers.

To stay relevant amid these changes, individuals and organizations must cultivate the skills and knowledge required to seize the new opportunities and roles AI creates. Tools like TRIPA, an AI-powered platform designed to help users identify skill gaps and develop personalized learning plans, can be instrumental. By leveraging TRIPA, you can gain insights into your strengths and weaknesses and enhance the skills needed to remain relevant in an AI-dominated workplace.

However, using TRIPA is just part of the equation. Individuals must also refine their communication, collaboration, and critical thinking skills – the abilities AI cannot replace and will be increasingly important in the future. By honing a blend of technical and soft skills, individuals can position themselves to thrive in the AI-driven workplace.

While AI is transforming the workplace, creating new opportunities and challenges, it also has the potential to develop new, rewarding roles. By using tools like TRIPA, you can identify skills gaps, develop the necessary skills, and seize the opportunities AI presents. However, the development of soft skills that AI cannot replace is also paramount to thriving in an AI-driven workplace.

Cultivating genuine self-esteem: The key to building authentic self-worth

01/05/2023 By Alexis del Río

As a performance coach, I know firsthand how important self-esteem is for overall well-being. However, today’s society is constantly bombarded with messages suggesting our worth is tied to external factors such as appearance, career, and status. As a result, it can make cultivating genuine self-esteem a challenge.

Contingent self-esteem is based on external validation and can be particularly damaging. It is the idea that our self-worth is only based on external factors, such as likes on social media or compliments from others. This type of self-esteem can be fragile and fleeting, leading to a constant need for external validation.

Contingent self-esteem

Contingent self-esteem is based on external validation and can be particularly damaging. It is the idea that our self-worth is only based on external factors, such as likes on social media or compliments from others. This type of self-esteem can be fragile and fleeting, leading to a constant need for external validation.

Genuine self-esteem

In contrast, genuine self-esteem is based on internal validation and is essential for our well-being. It allows us to be more resilient in the face of setbacks and challenges, as our sense of self-worth is not tied to external factors. Genuine self-esteem comes from recognizing our internal qualities, such as strengths, values, and beliefs.

For example, someone with genuine self-esteem takes pride in their work and is confident in their abilities, even if they don’t receive external validation. In contrast, someone with contingent self-esteem may only feel good about themselves when they receive recognition from others. As individuals, we can cultivate more genuine self-esteem by focusing on our internal qualities, such as our strengths, values, and beliefs. Doing so can build a stronger sense of self-worth and resilience. To learn more about building genuine self-esteem, check out our articles on “Traits of a high-performance sales professional” and “The importance of personal growth.” These articles provide tips and strategies for cultivating a more authentic and fulfilling sense of self-worth.

In conclusion, cultivating genuine self-esteem is essential for our well-being. By recognizing our internal qualities and focusing on internal validation, we can build resilience and lead fulfilling lives. What steps will you take to cultivate a more genuine sense of self-esteem?

Increase your earning potential with TRIPA: A comprehensive guide.

28/04/2023 By Alexis del Río

Acquiring financial freedom by increasing your earning potential can seem like an unattainable dream for many people. However, achieving financial independence with the right tools and mindset is possible. One such tool is TRIPA, a comprehensive platform that provides users with a 360-degree view of their strengths, work styles, preferences, and insights into their behavior traits, drivers of engagement, role-specific competencies, decision-making style, and critical thinking.

TRIPA is a powerful tool for anyone seeking financial independence.

For example, imagine a recent college graduate unsure of their career path. Using TRIPA, they can identify their unique selling proposition, strengths, and preferences and explore potential career paths that align with their values and goals. Then, with personalized content and resources provided by TRIPA, they can develop the skills and competencies necessary to succeed in their chosen field, increasing their earning potential and helping them build wealth over time.

TRIPA’s budgeting tool, in combination with the behavior, values, critical thinking, and decision-making style insights, can also help users take control of their finances and work towards financial independence. For instance, users can use TRIPA’s budgeting tool to track their expenses and identify areas where they can cut back and save money. In addition, TRIPA can also provide insights into their values, which can help them understand why they use their talents and make informed decisions about their career and financial goals.

Moreover, TRIPA can help users maximize their time and resources by identifying sub-competencies. For example, a user who wants to develop their leadership skills can benefit from TRIPA’s personalized development plan. This plan can help them identify specific sub-competencies, such as effective communication, conflict resolution, and strategic thinking, that can help them target sniper-like areas of improvement and development and accelerate their progress. By focusing on these sub-competencies, users can make the most of their time and resources and achieve their goals more efficiently. Additionally, users can explore examples of how their preferred behavior, values, and role-specific competencies can help them achieve peak performance in areas like sales.

In conclusion, TRIPA is a powerful tool for anyone seeking financial independence. By helping users identify their career-driven purpose, develop the skills necessary to succeed, and take control of their finances, TRIPA provides a comprehensive approach to achieving financial freedom. With TRIPA, anyone can take actionable steps toward their goals and live the life they’ve always dreamed of.

Eight fundamental competencies required to overcome adversity

01/04/2023 By Alexis del Río

In 1961, NASA obtained the IBM 7090 mainframe that enhanced the speed and efficiency of calculations made by human computers. One of these human computers was Dorothy Vaughan, who eventually became the supervisor of a team of African-American women after teaching herself to troubleshoot the IBM 7090 mainframe when IBM engineers struggled to start it up.

Fast forward to the present day, when the COVID-19 pandemic has disrupted social patterns and systems, leading to changes in the marketplace and accelerated use of new technologies. The pandemic has also brought about psychological challenges for impacted individuals and families, and the societal impact has resulted in the emergence of new systems. However, predicting the post-COVID-19 landscape and future norms is challenging. The pandemic’s actual costs are incalculable, and momentary trends and patterns only glimpse the longer-term costs. While inclusiveness, wealth gaps, and social justice will likely be persistent issues, the specifics and details of the post-COVID-19 world are still uncertain.

In navigating and persevering through uncertain times like the current pandemic, there are essential competencies that successful individuals possess.

Based on my observations, research, and professional experience working with executive leaders for the United Nations Peacekeeping and Political operations, I have identified the following traits as crucial:

Emotional self-awareness: The capacity to identify and skillfully align our perceptions, emotions, and feelings to avoid affecting our performance and relationships. Individuals with high emotional self-awareness can better adapt to changing circumstances, exhibit greater self-control, and demonstrate an understanding of how their emotions can impact those around them.

Impulse control: The psychological ability or degree to manage urges for immediate gratification (pleasure and the effect of emotions). Our degree of impulse control may be the top indicator of our adaptability, including our ability to develop relationships, school/work performance, and future employment.

Grit: The mental drive, courage, passion, perseverance, and strength to work through difficult situations and achieve our objectives. Grit is a non-cognitive trait based on an individual’s character and is usually exhibited during extreme adversity. A person with true grit is determined to work through difficult situations to achieve their objective.

Perseverance: The ability determination to continue despite adverse circumstances and consistently steadfastness in facing obstacles or challenges. Perseverance helps individuals achieve their main objectives despite the odds. These traits are exhibited by those who have found their purpose.

Resilience: A resilient person has the mental drive, emotional strength, and good behavior to quickly cope with a crisis and return to pre-crisis psychological states, with a surplus of positivity that allows individuals to spend it without concern about running out.

Reality testing: Enables us to see and assess circumstances and situations as they are rather than as we would like them to be. It involves paying attention to cues, searching for evidence to confirm, estimate our emotions, and justifying, denying, and supporting feelings, perceptions, or intuitive thoughts. Reality contributes to how we assess our reality and make decisions.

Self-actualization: The ability to pursue growth and improve oneself and pursue growth while working on your life purpose. As presented in Maslow’s Hierarchy of needs, which illustrates various needs that motivate human behavior, self-actualization is at the top of the pyramid. It enables an individual’s full acceptance of themselves and others as they are. People who achieve a high degree of self-actualization understand their values, basics, and psychological (intimate relationships, friends, prestige, and feeling of accomplishment) requirements and engage in creative activities that maximize their full potential.

Stress tolerance: The ability to remain calm, focused, and positive despite a constant bombardment of emotion while facing adverse circumstances.

As we navigate the uncertain and rapidly changing landscape of the post-COVID-19 world, possessing these competencies can help individuals persevere and succeed. The ability to remain calm, focused, and positive despite a constant bombardment of emotions while facing adverse circumstances is critical to stress tolerance. By developing these traits, individuals can better adapt to change, manage their emotions, and maintain a positive outlook even in the most challenging times.

The importance of personal growth: Tips and strategies for success

27/03/2023 By Alexis del Río

Personal growth is essential for success in today’s fast-paced and ever-evolving business world. Whether an entry-level employee or a seasoned executive, continuous personal growth and development can help you achieve your career goals, improve your job performance, and enhance your overall quality of life. However, achieving personal growth is complex and requires intentional effort and dedication. This article will discuss tips and strategies for achieving personal growth, regardless of your industry or career level.

Set specific, measurable goals: Goals give you direction and help you measure your progress. For example, instead of setting vague goals like “improve myself,” set specific goals like “learn a new skill,” “read ten books this year,” or “start exercising three times a week.” Make sure your goals are measurable and achievable to track your progress.

Create a plan: Once you have set your goals, plan how to achieve them. Break down each goal into smaller, manageable steps and create a timeline for when you want to accomplish each step.

Develop new habits: Personal growth often requires breaking and developing old habits. Start by identifying patterns holding you back and work on replacing them with new habits supporting your goals. For example, to be more productive, start by waking up earlier and creating a routine that sets you up for success.

Learn new things: Learning is a crucial aspect of personal growth, and it is a lifelong process. Challenge yourself to learn something new every day, whether it’s a new skill, language, attending workshops, seminars, reading, or way of thinking. Seek out new experiences and challenge yourself to learn something new every day.

Reflect on your actions: Reflecting on your actions and decisions is a great way to learn from your experiences and grow. Take time to reflect on your accomplishments and areas for improvement.

Seek feedback: Feedback is a valuable tool for personal growth. Seek feedback from trusted friends, family members, mentors, or colleagues, and use their input to improve yourself. Be open to constructive criticism and use it as an opportunity to improve.

Practice self-care: Taking care of your physical, emotional, and mental health is essential to personal growth. Prioritize self-care activities like exercise, meditation, or hobbies that bring you joy. Ensure you get enough sleep, eat well, and exercise regularly. Take time to do things you enjoy, like reading a book, walking, or spending time with loved ones.

Embrace failure: Failure is a natural part of the growth process. Don’t be afraid to take risks or make mistakes; use these experiences as opportunities for learning and growth. Personal growth often requires stepping outside your comfort zone and taking risks. Embracing failure can be scary, but it is also necessary to achieve your goals. Start by taking small risks, like speaking up in a meeting or trying a new hobby, and train yourself to take on more considerable risks.

Surround yourself with positive influences:

1. Surround yourself with people who inspire and motivate you to be your best self.

2. Seek mentors, coaches, or positive role models who can offer guidance and support.

3. Avoid negative influences or those who bring you down.

Remember, personal growth is a lifelong journey, and everyone’s path is unique. Use these tips as a starting point to help you achieve your goals and become the best version of yourself.

Traits of a high-performance sales professional

24/03/2023 By Alexis del Río

In a previous micro-blog in our TRIPA LinkedIn page, we shared the strong correlation between self-awareness, confidence, engagement (values), and performance. These elements are critical for the success of high-performance sales professionals.

“Successful sales professionals possess unique traits that enable them to excel regardless of the prevailing economic conditions.” — The challenger sales: taking control of the customer conversation by Matthew Dixon and Brent Adamson.

Here’s how behavior, values and competencies contribute to their success:

Behavior

High-performance sales professionals exhibit the following behavior traits:

Confidently articulate when communicating with prospects: Sales professionals confident in conveying their message can persuade potential clients to take action. They can effectively communicate the benefits of the product or service they are selling and answer any questions the prospect might have.

Adapt to changes and challenges: Sales is a constantly evolving field, and sales professionals must be adaptable to succeed. They should be able to adjust their approach based on the prospect’s needs and preferences.

Highly organized and time-efficient: Successful sales professionals are organized and manage their time effectively. They prioritize their tasks based on their importance and urgency and use tools such as calendars and to-do lists to stay on track.

Optimistic in challenging situations and circumstances: Sales professionals with a positive outlook can handle rejection and setbacks more effectively. They view challenges as opportunities to learn and improve.

Values

The following values can influence the success of high-performance sales professionals:

Solid work ethic: Sales professionals who are committed to their work and are willing to put in the effort to achieve their goals are more likely to succeed. They understand that success in sales requires hard work and persistence.

Commitment to integrity: Sales professionals who operate with integrity earn the trust of their clients and build long-term relationships. They are honest and transparent and prioritize their client’s best interests.

A customer-centric approach that contributes to building a long-term relationship and closing more deals: Successful sales professionals focus on building relationships with their clients rather than just closing deals. They understand their client’s needs and preferences and tailor their approach accordingly.

Competencies

The following competencies support the sales efforts and are critical for success in sales:

Excellent communication and interpersonal skills: Sales professionals who can effectively communicate and build rapport with their clients are likelier to succeed. They listen actively to their clients and address their concerns and objections.

A strong understanding of the product or services sold: Successful sales professionals have a deep knowledge of the product or service they are selling. They can answer any questions the prospect might have and highlight the product or service’s benefits.

Ability to manage complex sales processes and close deals: Sales professionals who can manage complex sales processes and navigate through various stages of the sales cycle are more likely to succeed. They understand the prospect’s decision-making process and use effective closing techniques to close deals.

Good understanding of their target market and who can identify and overcome objections: Sales professionals who understand their target market can tailor their approach and messaging accordingly. They can identify and overcome objections effectively and close more deals.

Some additional attributes that help high-performance sales professionals.

Addressing potential roadblocks: Sales professionals often need help with deal with roadblocks that can hinder their performance. One of the most significant challenges in sales is dealing with rejection. To overcome this, sales professionals can reframe rejection as an opportunity to learn and improve or use it as motivation to work harder. Additionally, continuous learning and professional development are critical to staying ahead of the game and overcoming obstacles.

The role of technology: Technology has revolutionized the sales industry, and sales professionals must be tech-savvy to succeed in today’s market. Using customer relationship management (CRM) software to track leads and manage relationships or leveraging social media to reach potential clients are examples of how technology can support a sales professional’s success.

Dell is an excellent example of a company that has achieved tremendous success through high-performance sales. Dell’s sales strategy was built on several critical factors: behavior, values, and competencies.

Behavior: Dell’s sales team was known for its confidence and expertise in communicating with customers. They were able to adapt to changes in the market and the needs of their customers, remaining highly organized and efficient in the process.

Values: Dell’s commitment to customer satisfaction was a core value permeating the organization. The company believed in building long-term customer relationships and delivering high-quality products and services that met their needs.

Competencies: Dell’s sales team deeply understood the products and services they sold, enabling them to provide customized solutions to their customers. They also had excellent communication and interpersonal skills, which helped them build trust with customers and close deals more effectively.

In conclusion, high-performance sales professionals possess the behavior, values, and competencies to succeed. Furthermore, high-performance sales professionals can overcome roadblocks and thrive regardless of the prevailing economic conditions by continuously improving themselves and leveraging technology.

Recommended book: The challenger sales: Taking control of the customer conversation by Matthew Dixon and Brent Adamson.

Why do some high performers fail in managerial roles?

12/01/2023 By Alexis del Río

Whether you work in the private or public sector, you have seen many top performers underperform upon promotion to a managerial position.

Why do these top performers fail as managers?

Frequently, these individuals focus primarily on administrative tasks to provide weekly and monthly reports. This approach sets these top performers on a course of failure.

The reasons may vary from person to person and from organization to organization; one can lack organizational succession preparedness and individual self-awareness, or a combination of multiple factors may apply.

Many organizations and managers promote their best employees without equipping them to take on new roles. Some organizations, by default, and based on the skills demonstrated in the previous position, assume that top performers have the competencies to manage and provide little management training. Frequently, these individuals focus primarily on administrative tasks to provide weekly and monthly reports. Unfortunately, this approach sets these top performers on a course of failure.

A couple of years ago, I spoke with a former colleague whose company enrolled him in a succession plan to shadow a top executive. His succession preparation took one-plus years of leadership and management training while performing his day-to-day functions/role. In addition, the company required him to develop the competencies and skills needed for the position. Recently, he was promoted to a senior leadership role.

An organization without a succession plan may suffer irreparable damage if it fails to foresee or adequately fill a gap left by emerging business needs and the departure of a key player. A well-crafted succession plan helps ensure your organization is prepared and ready to deploy the right leaders and managers. Leaders and HR organizations should anticipate and implement methodologies and tools to identify and assess internal competencies and employees’ potential to assume new leadership roles. Yet, we see many being more reactive than proactive.

Effective team development

Managers in all fields and levels must be agile in developing and acquiring the complementary competencies and skills needed to lead team members.

Most new managers join teams and inherit skills available by the existing workforce. Some prefer to develop their team from the ground up, and others must assimilate into the current workforce and strengthen skills that are from their team. While the managerial toolkit includes problem-solving, decision-making, technical skills, functional expertise, interpersonal skills, and self-awareness, incoming managers must simultaneously and quickly identify, assess, develop, and incorporate these skills within their teams.

New managers self-awareness

Individuals who assume managerial functions should understand themselves and the immediate work environment, including external driving forces, as this will help them coach and efficiently and effectively lead their team.

Managers must be fully able to identify, interpret, and regulate their behavior and understand their impact on others. Therefore, self-awareness is a prerequisite competency for successful performance in a managerial role. For this reason, individuals who assume managerial functions should understand themselves and the immediate work environment, including external driving forces, as this will help them coach and efficiently and effectively lead their team.

Low productivity, a frustrated workforce, and a high turnover rate are a few problems that arise due to poor management and leadership. Therefore, leaders and organizations must generally develop an environment conducive to self-awareness and invest in resources to help managers strengthen a growth mindset that pays forward to increase the pool of high performers.

Setting up yourself for success in a management role

The below points are recommendations and not a prescription.

1. Encourage your organization’s leadership to cultivate principles, values, and competencies that maximize the productivity of its workforce in performed roles. Principles, values, and competencies should be a fundamental part of an organization’s culture to achieve greatness at the individual and byproduct at the organizational level.

2. Align candidates’ and employees’ innate talents to corresponding responsibilities. It is the simplest way to increase peak performance in any employee as friction with the role and individual inborn talents are minimum to no existing.

3. Motivate new managers to enhance their performance through self-awareness. People with a high level of self-awareness can seize opportunities to be more effective while being aware of their blind spots.

4. Emphasize the importance of specific soft and hard skills to succeed in the new role and provide training where gaps exist. Hard skills such as technical knowledge to perform a particular task is less effective in an environment where collaboration is paramount. The individual needing more soft skills such as communication, time management, and critical thinking, to mention a few, can create unnecessary conflict and reduce productivity. Conversely, individuals with strong soft and hard skills increase their chances of succeeding as managers.

5. Be aware of ADD (Attention Deficit Disorder), which could affect top performers. People with ADD display patterns such as losing track of time, inattention, and distractibility, and sometimes display difficulty regulating their emotions.

6. Encourage new managers to value two-way communication (i.e., listening vs. talking). While some people are inclined to interact with others and share their opinions, new managers should provide an environment where team members can express themselves and be heard.

7. Pay attention to the new manager’s administrative overload. It may be an indication of ineffective delegation.

Category: TRIPA Coaching