Self-management and organization – How to define goals and put them into practice (Part 3)

In my March blog, I introduced you to the Disney Method for defining goals. I also promised that I would introduce you to a self-coaching variation on this method—and that’s what I’d like to share with you today.

The Disney Method – self-coaching 

Find four chairs and name each of them according to their roles: the visionary, the realist and the critic. The fourth chair is for entering and exiting the process and takes a meta-position.

Sit down on the meta-position chair and choose a topic you’d like to address today.

As soon as you’ve identified a relevant topic, sit down on the visionary’s chair and consider some questions like these:

  1. What situation are we ideally trying to achieve?
  2. What arguments are in favor of it?
  3. What might a solution look like?
  4. What ideas do we have for a solution?
  5. What’s our vision when it comes to this solution?
  6. What are our options and possibilities?

Afterwards, please switch to the realist’s chair. This is all about implementing the previously dreamed dream, or vision. Ask yourself some questions like these:

  1. What changes will need to be made?
  2. What resources are required?
  3. What costs are involved?
  4. Who will do what, with whom, and by when?
  5. What does the implementation plan look like?
  6. What else would be helpful for the implementation?

After that, switch over to the critic’s chair. Now ask yourself questions like these:

  1. What are the consequences?
  2. What are the risks?
  3. What is missing?
  4. What could be improved?
  5. What mistakes/weaknesses can be identified?

After completing a first round like this, do a second round, and again, start with the visionary’s questions. The findings of all the thinking chairs should be incorporated into this second round and developed further. Be sure to keep a written record of the respective findings.

And now I invite you to try out this process on a personal goal. What are your experiences with this approach? How did it work out for you? Feel free to contact me any time if you’d like my support. 

Until then, wishing you lots of fun and great insights!

Go for it, 

Your crisis manager

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