Why the O'Meara Process Works

The O'Meara Process is different. It is a process that changes the way your management team will interact, communicate and co-operate with your employees. It is a process that is based on choice. If employees, athletes or people in general are going to improve; it has to be by choice. How do business leaders ignite the spark inside every employee to perform at their very best? It certainly is not with military-style tactics or old-school coaching. The desire to succeed comes from within. The O'Meara Process is a framework that will help your management team consistently achieve their desired business results, while developing their employees to be inspired and self-disciplined.

Here is an example of how The O'Meara Process is different.

Let's say that I want to teach a child to walk. I can...

1. Yell at him every time he falls
2. Hold his hand so that he never stumbles
3. Demonstrate walking and then get out of the way

The what - learning to walk - is the same in all three cases. The how is very different. It is this difference that has long-term effects. These effects continue long after walking has become instinctive.

In these three scenarios, the first child learns that making a mistake causes parental anger. He is going to be very careful and timid. The possibility of making a mistake may terrify him so that he never tries anything even slightly risky. Sparks of curiosity and willingness to take risks are snuffed out.

The second child is learning dependence. She feels safe when she is holding on to her protector. When she finds herself alone, the first thing she will look for is someone to take care of her. The sparks of independence and enthusiasm have been stamped out by neediness.

The third child is learning from her own experience. The sparks of curiosity and independence are being fanned. So while all three are learning to walk, one is learning to be fearful, another needy, and the third independent."

Which of these scenarios best describes the work environment your employees desire? Which of these scenarios develops the type of employee you would want on your team? As you can imagine, a healthy work environment with energized employees is a result of the third scenario. The second scenario may sound intriguing at first, because it represents your definition of "perfection", but can you imagine holding someone's hand for their entire career — that could be 40 years?

The "how" we speak of not only refers to the way that you coach your organization, but also how the individuals within the organization accomplish their goals and increase their individual performance. So what is the "secret sauce"? A simple change in "perception".

Next we will look at Perceptions. What are they? What are some of your perceptions? How do they affect you? How do they affect your organization?