The Mental Game Powered by The Pazik Performance Group

#120 - Daily MG - It Takes What It Takes by Trevor Moawad - 4 of 6

The law of substitution. At any given moment our minds can sustain only one thought at a time. One. My mind doesn’t block things out. It simply goes to whatever thought I ask it to go to. My inner voice is loudest. If I don’t use it strategically, however, then the words of others or the outside chaos can replace my message to myself."

Trevor is a mental conditioning coach to elite performers.

#119 - Daily MG - It Takes What It Takes by Trevor Moawad - 3 of 6

"After all, winners win only when they behave like people who win."

Trevor is a mental conditioning coach to elite performers.

#118 - Daily MG - It Takes What It Takes by Trevor Moawad - 2 of 6

"An emotion is merely another form of bias. It’s your brain trying to sneak those biases into your thinking… confirmation bias, selection bias, negativity bias, recency bias, gender bias, optimism bias, pessimism bias - it’s hard to clearly perceive reality when your subconscious is busily prejudging it."

Trevor is a mental conditioning coach to elite performers.

#117 - Daily MG - It Takes What It Takes by Trevor Moawad - 1 of 6

"Some learn in advance of adversity. A lot of us learn through it."

Trevor is a mental conditioning coach to elite performers.

#116 - Daily MG - The Five Dysfunctions of a Team by Patrick Lencioni - 6 of 6

"Dysfunction #5: Results

An unrelenting focus on specific objectives and clearly defined outcomes is a requirement for any team that judges itself on performance.... As obvious as this dysfunction might seem at first glance, and as clear as it is that it must be avoided, it is important to note that many teams are simply not results focused. They do not live and breathe in order to achieve meaningful objectives, but rather merely to exist or survive. Unfortunately for these groups, no amount of trust, conflict, commitment or accountability can compensate for a lack of desire to win."

Patrick is an executive coach and consultant.

#115 - Daily MG - The Five Dysfunctions of a Team by Patrick Lencioni - 5 of 6

"Dysfunction #4: Accountability

Accountability is a buzzword that has lost much of its meaning as it has become as overused as terms like empowerment and quality. In the context of teamwork, however, it refers specifically to the willingness of team members to call their peers on performance or behaviors that might hurt the team… of course, this is easier said than done, even among cohesive teams with strong personal relationships. In fact, team members who are particularly close to one another sometimes hesitate to hold one another accountable precisely because they fear jeopardizing a valuable personal relationship. Ironically, this only causes the relationship to deteriorate as team members begin to resent one another for not living up to expectations and for allowing the standards of the group to erod. Members of great teams improve their relationships by holding one another accountable, thus demonstrating that they respect each other and have high expectations for one another’s performance."

Patrick is a consultant and executive coach.

#114 - Daily MG - The Five Dysfunctions of a Team by Patrick Lencioni - 4 of 6

"Dysfunction #3: Commitment

Commitment is a function of two things: Clarity and buy-in."

Patrick is an executive coach and consultant.

#113 - Daily MG - The Five Dysfunctions of a Team by Patrick Lencioni - 3 of 6

"Dysfunction #2: Conflict

It is important to distinguish productive ideological conflict from destructive fighting and interpersonal politics. Ideological conflict is limited to concepts and ideas, and avoids personality-focused, mean-spirited attacks. However, it can have many of the same external qualities of interpersonal conflict - pasion, emotion, and frustration - so much so that an outside observer might easily mistake it for unproductive discord."

Patrick is an executive coach and consultant.

#112 - Daily MG - The Five Dysfunctions of a Team by Patrick Lencioni - 2 of 6

"Dysfunction #1: Trust

Trust is the confidence among team members that their peers’ intentions are good, and that there is no reason to be protective or careful around the group."

Patrick is an executive coach and consultant.

#111 - Daily MG - The Five Dysfunctions of a Team by Patrick Lencioni - 1 of 6

"The first dysfunction is an absence of trust among team members. Essentially, this stems from their unwillingness to be vulnerable within the group. The second dysfunction: Fear of conflict. Teams that lack trust are incapable of engaging in unfiltered and passionate debate of ideas. A lack of healthy conflict is a problem because it ensures the third dysfunction of a team: Lack of commitment. Because of this lack of commitment and buy-in team members develop an avoidance of accountability, the fourth dysfunction. Failure to hold one another accountable creates an environment where the fifth dysfunction can thrive. Inattention to results occurs when team members put their individual needs (such as ego, career development, or recognition) or even the needs of their divisions above the collective goals of the team."

Patrick is an executive coach and consultant.