Skip to main content

3 Mental Roadblocks to Engagement

The ability to engage in conversation(s) leads to countless possibilities and opportunities. Whether those opportunities are in the classroom, the teacher's lounge, the CEO's office, the workspace, the coffee station, or on the sales floor - engaged conversations are important.  Engagement matters!

The Benefits of Engagement

When it comes to effective and meaningful engagement, I have often been my own worst enemy. My experiences have taught me that I am not alone in creating “mental roadblocks” to my own success with "effective and meaningful" engagement.

Many people I have coached and consulted have the same issue.  Below are a few of the “mental road blocks” that may need to be addressed in the engagement processes. Identifying and “owning” these roadblocks may allow us to seize more opportunities for creating "effective and meaningful" engagement.

Social Intelligence: The New Science of Human Relationships by Daniel Goleman

3 Roadblocks to Engagment

Personal bias. 

Our personal filters, like it or not, are present in every engagement transaction we encounter. These biases cause us to assign value, or lack of value, to others in the during the engagement process. Our bias, when not addressed or taken into account, can be detrimental to the engagement process. Our perspectives can become clouded with “what” we believe to be true when in reality it may not be true at all.

Low expectations. 

Personal bias and low expectation go hand in hand. For instance, if you enter an engagement transaction with the belief that your presence will not make a difference in the outcome, then more likely than not, you will be correct and the transaction will be a waste of time for you and everyone else involved.

Selfish ambitions.

This is more than likely the most challenging mental road block to effective and meaningful engagement. As a former sales person, teacher, and executive, I can tell you, selfish ambition is alive and well in many people you encounter. It is also alive and well deep within you. Like it or not, it is there.

As you reflect on these road blocks, consider that they can be overcome. We are not trapped by our personal bias, expectations for others, or our own ambitions. In fact, we can learn to capitalize on them in effective and meaningful ways.

Failing to understand these "3 Mental Roadblocks to Engagement" and their overall impact on "what" you do and "why" you do it, may slow both personal and organizational success and growth.

___________________________

As always – if you would like to learn more about this topic - or - book me to speak with your organization, operators are standing by!



-->

Comments

Popular posts from this blog

3 Values of Encouragement

Effective and meaningful engagement has a positive impact on both personal and organizational growth. One of the key drivers to effective and meaningful engagement is encouragement. Simply put, encouragement and engagement go hand-in-hand.

When encouragement is offered in an authentic manner, it produces three specific values that lead to improved engagement.
These values include: Self-Esteem. Encouragement lessens self-doubt. When self-doubt is high, engagement is inhibited.  This is typically a result of the false belief that a person’s value is limited. Encouragement provide the opportunity for a person's self-esteem to improve by offering them a perspective of value.  The value of high self-esteem needs to be never underestimated.  When a person is encouraged, and when self doubt is lessened, the opportunity to create effective and meaningful engagement increases.

Performance. When performance is in a slump, engagement lags.  In a nutshell, encouragement drives performance im…

3 Indicators of a “Culture of Engagement”

Many organizations work hard to have the “appearance of” an engaged culture. On the other hand, few organizations work diligently at crafting and creating a true “culture of engagement.”

The latter and the former are very different.

A “culture of engagement” is an organizational “state of being.” This state does not occur randomly, rather it is the result of diligent and persistent leadership, from leaders at all organizational tiers, who remain focused on creating, crafting and managing the culture.
When it Starts A “culture of engagement” is built on a firm understanding of “why” the organization exists. This is accompanied by a thorough understanding of “what” the organization does.  Further, is grounded in behaviors that communicate a complete understanding of "how" the organization's “why” acts in tandem the organization's  “what” (and vice versa).
A “culture of engagement” begins when an organization has a clear and meaningful vision, an action-based mission…

Friday with Friends - Coach D's Corner

A few days back I read a Facebook post from Coach Meghann Dodd - whom I first met while conducting a leadership development exercise for her students.  Her FB post highlights the love, care and kindness that many teachers have brought into their classrooms.  Often, these remain overlooked by the masses.



Meghann Dodd will be successful teaching because she is genuinely interested in her students.  It is these type of behaviors that create engagement "beyond" the textbook.

Without further ado, let's hear it for Meghan Dodd!

*********Coach D's Corner**********Not too many funny ones today more of a prayer request - I'm sure there will be plenty of funny this year with the crowd I have!
Today I tell you moments that have touched my heart over the last 3 weeks of school...
**A student shares with me that he is having a really hard time and just wants to stop coming to school. He tells me that he never had a dad and just feels like he's at the point that he really need…