Let's assume however that the employee seeks to overcome their conceptual barriers and is willing to take ownership of their plan for improvement.

As the leader, you have an important role to play in the process of your employee overcoming their limiting beliefs. You are responsible for supporting the employee in three key areas. Once again, they are:

- TEACH - lead by example, reinforce positive actions and behaviors

- COACH - help to improve technique, debrief progress, track results, and ensure employee stays on task

- EXPECT - inspect what you expect, hold yourself and your employee accountable for continued improvement and increased results

In conclusion, ask yourself the following questions:

Can you name one person who is a top performer that…

- believed he wouldn't be successful? - feels she shouldn't be successful? - does not take the actions necessary for her to become successful?

The answer to each question? "Of course not!" Right?

So by default we must agree that in order for anyone to be successful, he/she must understand what is holding him or her back.

She must be willing to work to overcome obstacles, and choose to proactively follow a corrective action plan.

Finally, she must "execute" the plan.

Through this process she will build new beliefs that will enable her to discard those old and harmful, limiting beliefs.

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