Tony Robbins says that the "secret" to his success is modeling people who have already achieved the results he wants to achieve. This way, he gains knowledge that would have taken him years to learn independently. "If it's possible in the world, it's possible for me. If someone else can do something, I can learn how to do it and do it too." Every behavior, thought, language, emotion, and feeling has a structure that can be identified, learned, recreated, or changed as needed, so it's essential to focus on "how" and not "why."
Modeling in a Nutshell
Modeling is the process of extracting a model by observing, questioning, and learning from a person who has optimally performed this action or a similar one. The model can be learned and replicated.
The goal is not just to settle for a series of actions leading to specific results in a specific context but also to examine what set of emotions, values, beliefs, and patterns the behavioral actions are based on. In the end, it will be possible to teach and transfer the same strategy, which leads to specific results, to anyone who wishes to acquire it (both in the deeper layers and in the layers that can be measured in the field).
Peer Learning as Part of the Modeling Process
Recently, I had the opportunity to guide a forum of senior managers in a large organization. One of our goals was to allow the management forum to establish sharing processes, give managers a toolbox in knowledge contexts, and give expression and encouragement to the worlds of innovation and entrepreneurship. We soon realized that our focus should be on peer learning. Don't get me wrong, the managers are very talented and strong in their field, each one a manager above and beyond, but they work as soloists in the organization and don't always understand or remember how much power they have as a group; a group that allows a place for thinking, development, and consultation, a place for shared discourse and raising shared ideas, a place of building to conquer business goals through learning, and focusing on each other's successes.
The use of modeling within the group, through peer learning, allows everyone to share and participate in professional projects under their management, discuss challenges, and think together about how to take them one step further.
The method: Each time, we spotlight one manager / several managers to lead the discussion on professional or managerial topics on the agenda. In addition, brainstorming sessions should be held in small groups regarding dilemmas and challenges, thus maximizing the ability of the group and individuals.
Double Value for Success
The leading manager shares knowledge and allows managers to learn based on their skills and experience. Sometimes, there's even an opportunity to improve the product and create additional innovative value that wasn't previously achieved through brainstorming, leading to the development of new knowledge. The participating managers receive ready-made information and materials so they can only leverage the product, except for focused local adaptations, without the need for project planning and construction work. Given that we know an idea succeeded in one place, it's easier for us to believe in feasibility and replicate the success with us based on the learning and experience already gained.
Now, the question remains for me: Why isn't this obvious? Why do we rarely use peer learning in a structured way as part of our organizational culture?
I invite you to take a step towards modeling success! Replication is guaranteed. Success is on the way!
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