Can Your Transferrable Skills Transform You Into a High Performer?

In an exploratory interview with psychologist, Sue Firth, she and I uncover the source of high performance for many in business and sports. She and I discussed how personal misfortune can sometimes be the catalyst for becoming extraordinary. For some people, extraordinary happens because they used transferrable skills from careers in unrelated fields. During the interview, we explore the mindset for why most breakthrough initiatives fail in organizations. Many believe they fail because people do not want to leave their comfort zone. Yes, that happens. At the same time, when it comes to breakthrough initiatives, people have limiting beliefs associated with the new project. Those limiting beliefs can serve as blind spots. In addition, the breakthrough may require new skills and competencies to complete it. If you believe you do not possess them, you may sabotage the initiative in order to ensure you remain relevant in your current job. As a first step, it may be wise to bridge the gap by first exploring transferrable skills to execute the new initiative. Most people have untapped transferrable skills from their personal or professional life. That may make it easier to move the needle and get the project started with minimal delays. When the entire team discovers their transferrable skills, new ideas explode. Then it becomes easier to execute the breakthrough.

Here’s Why Having “the Right Answer” Rarely Solves Problems

In an article by Bernie Franzgrote, he highlighted important points from a podcast interview. Through the interview, Bernie and his co-host Wayne Pratt, discover why many CEOs struggle to drive innovation in their organizations. In short, many executives are functioning as managers, instead of leaders. It is their mindset that builds the trap. While the distinction between a manager and leader is counterintuitive, it is critical for CEOs to make the transformation. If not, there is a chance their enterprise will become obsolete. At best, they will constantly play the game of catch up to the competition. Related to transforming mindset the interview focused on a case study where an under performer transformed mindset. Their under performance was the result of a blind spot. The blind spot would be activated when business situations reminded the person of a past event. Once the past event was distinguished, the next step was to unlearn it. This illustrated how blind spots can serve as huge impediments to success. While the interview is filled with historical examples of successes and failures, it eventually uncovered tactics to dismantle blind spots. Some of the bind spots are the result of personal experience. In other cases, it is the result of societal norms that are never questioned. Because most people never question the societal norms, they exhaust time making improvements to things that were never valid in the first place. Henry Ford said if he would have asked people what they want, they would have said a faster horse. Using horses for transportation was the norm. Ford disrupted that.

Chaos: The Good, the Bad and the Ugly

In an interview with Stacey Chillemi, she wanted to understand why people are so easily derailed when they face chaos or uncertainty. As the conversation progressed, she and I examined the triggers that cause people to want to avoid chaos and uncertainty. At the same time, we uncovered how chaos and uncertainty can be beneficial to your personal and professional life. In business, chaos can disrupt status quo. That can lead to breakthroughs that allow an enterprise to find new markets. Furthermore, those breakthroughs can help staff and management develop new skills and competencies. While disruption, chaos, uncertainty, problems, etc., can appear uncomfortable, they can be a catalyst for organizational and professional growth. During the interview, we uncovered how that happens and how an individual or team can get the most from chaos. With that said, there is a side to chaos that is not always apparent without training. We addressed the mindset that causes disruption to be unproductive. In those cases, the disruption can negatively impact you personally and professionally. As we came to a close, we highlighted things people can do today to transform their mindset and get the most from life.

What Is the Psychology Behind Intentional Disruption?

We live in an era saturated with urgency. News cycles, economic shifts, technological disruption — the volume of change is relentless. And yet, for many people, the deeper struggle isn’t the change itself. It’s the meaning they assign to it. Ted Santos, a leadership strategist and executive coach with decades of experience transforming organizational culture, has spent his career studying what separates people who thrive in disruption from those who shut down. His conclusion might surprise you: the problem isn’t chaos. It’s the...Read Article: https://community.thriveglobal.com/chaos-isnt-the-problem-your-story-about-it-is/

Can Your Transferrable Skills Transform You Into a High Performer?

Listen to Podcast here Practical Takeaways for Executives For busy executives, Ted’s message is clear: your perceived limitations are often more constraining than actual reality. Whether you’re facing market disruption, organisational change, or personal challenges, the pathway forward begins with identifying your blind spots and reframing what you believe is possible. This isn’t about positive thinking – it’s about neuroplasticity, intentional perspective shifts, and building cultures of accountability and calculated risk-taking.

How Do High Performing CEOs Transform Corporate Culture?

In an interview with Jeffrey Feldberg, we uncovered counterintuitive strategies for driving breakthroughs and transforming culture. In business, all organizations are limited by knowledge, technology and mindset. For example, in the early 80s, Steve Jobs introduced a device called the Newton. As revolutionary as it was, it failed. It did not fail because it was a bad idea nor did it fail because he was ahead of his time. The mindset of those around him could not see the need for the Newton. Today the iPad is the advanced version of the Newton. All companies have a new possibility that can be created. However, the mindsets of vendors, staff and management may not see it as a viable product or service. This is where transforming culture becomes essential. People's limiting beliefs are shaped by society or childhood experiences. In the case of the Newton, most people could not see consumers purchasing a computer that would fit in the palm of your hand. At the time, most people did not have a computer in their home or on their desk at work. Steve Jobs was making a leap so far most could not see it. What stops people from seeing those kinds of quantum leaps or paradigm shifts is mindset. In this video, we dive into how mindset can be shaped by society or past experiences. We also explored the most important strategy to effectively transform culture. Do not miss my series of videos on the Disruptive Leadership Model. In those videos, I discuss how organizations use problems, chaos or disruptions to their advantage. Do not forget to like, reblog and comment.

Why Top CEOs Trust Ted Santos: The Counterintuitive Strategy That Creates Exponential Growth

Why Top CEOs Trust Ted Santos: The Counterintuitive Strategy That Creates Exponential Growth: CEO advisor Ted Santos reveals the counterintuitive leadership strategy top executives use to turn chaos into exponential growth. A must-hear for ambitious leaders.

How Do You Develop a Mindset for a World of Constant Change?

In part two of an interview with Ademola Odewade and Noella, we took a deeper dive into the steps to develop a mindset that is powerful in the face of constant change and chaos. To make the mindset technology practical, we examined several case studies. We looked at how people can unknowingly get side tracked by self imposed obstacles. As the interview progressed, we explored the most important steps required for people to unlock breakthroughs. Through the discussion, I showed how breakthroughs can be blocked by incidental events from the past. While many people believe they have outgrown their past, reality says the past is the main reason people are derailed when facing uncertainty, chaos, disruption, change, etc. The case studies are great examples of how close people are to producing extraordinary results. Except, one event from the past becomes a huge stop sign. This pattern is seen for the individual whether they are the receptionist, CEO or engineer. And it is seen at the corporate culture level. As the interview approached the close, we explored artificial intelligence and the importance of leading an organization with multiple generations. We uncovered parrellels between artificial intelligence and industries of the past. In addition, the interviewers asked about the differences that need to be acknowledged about Gen-Z when compared to past age groups. The answers may surprise you. Do not miss my series of videos on the Disruptive Leadership Model. In those videos, I discuss how organizations use problems, chaos or disruptions to their advantage. Do not forget to like, reblog and comment.

Do Hard Times Create the Most Powerful Leaders?

In part one of an interview with Ademola Odewade and Noella, we took a journey into the intricate parts of my mindset technology. We ventured down the path of how misfortune and chaos can transform people into champions who accomplish extraordinary feats. However, before we could explore great accomplishment, we had to understand why most breakthroughs fail. As the conversation progressed, we looked at how some of the smartest and most accomplished people are derailed when pursuing the next level of their success. In many cases, the next level requires a paradigm shift. Except, most people rely on what they already know to get them to where they are not. Unfortunately, what we already know can derail us or lead us down a dead end when it comes to navigating uncertainty. Throughout the interview, we examined techniques for dismantling belief systems that shape poor performance or high performance. Many of the components of the mindset technology are counter intuitive. As a result, the interviewers struggled with the new ideas until the pieces of the puzzle were put in place. This interview is filled with twists and turns that defy logic and common sense. If you want to learn things you did not know you did not know, you will not want to miss one minute of this interview. Do not miss my series of videos on the Disruptive Leadership Model. In those videos, I discuss how organizations use problems, chaos or disruptions to their advantage. Do not forget to like, reblog and comment.