Summary: (http://www.mortylefkoe.com/wp-content/uploads/marty_lefkoe_headshots_053_2-01_edit_235-150x150.jpg) In addition to the seven processes that can help free individuals from their limitations (which I’ve described in the last three blog posts), The Lefkoe Method has two additional processes that were designed specifically for use in organizations. If you use them in your own firm, you will be more successful. If you use them at a company where you work, you will become a more effective and valuable employee. The Lefkoe Belief Process-Possibilities The first process, the Lefkoe Belief Process-Possibilities, was created when I discovered during my years as a management consultant that employees on every level in every organization were sabotaging themselves and their organizations with many beliefs that started with the words: We (I) can’t …. (http://www.mortylefkoe.com/wp-content/uploads/Photo-for-113010-blog-post-organization-processes-TLM-p4-150x150.jpg)Almost everyone in every organization—whether it be non-profit, for profit, or governmental—has a number of beliefs about what can’t be done and what must be done. Based on my experience I contend that these beliefs are an organization’s biggest barrier to innovation. In fact, they are probably the single biggest problem organizations face. * “We can’t out-source that job.” * “We can’t find the type of employees we need.” * “I can’t get the support I need.” * “We can’t possibly finish the project as quickly as the customer wants.” * “We can’t afford to do that.” * “That suggestion is crazy. It can’t possibly work.” Sound familiar? If you work in an organization it is unlikely you get through an entire day without hearing, We (I) can’t …, at least once. And if the right someone (or lots of someones) believes something “can’t be done,” then the chances are slim to nil that it will get done. Either this type of belief will stop a new initiative cold, or, if the organization manages to get it off the ground, the people with the belief will have a hard time supporting it, which will lead to the belief becoming a self-fulfilling prophesy. When I first discovered the widespread prevalence of this type of belief, I realized that the Lefkoe Belief Process (LBP) could easily eliminate it. The problem was that it was impractical to train everyone in an organization to use the LBP. It would take much too much time. So I had to revise the Process so that anyone could learn to do it very quickly. At some point I realized that if you were eliminating a belief whose source was not childhood and that was always the same—namely, something hadn’t worked before—I could create an easy-to-learn-and-use variation of the LBP that only eliminated We (I) can’t ... beliefs. I call this process the Lefkoe Belief Process-Possibilities because when you eliminate a We (I) can’t … belief you create possibilities that literally didn’t exist before. The LBP-P can eliminate a belief in less than five minute and can be taught to groups of people in only an hour or so. For more details about the LBP-P, including the actual steps of the Process, please visit http://www.mortylefkoe.com/get-rid-of-the-belief-%E2%80%9Ci-can%E2%80%99t-%E2%80%A6%E2%80%9D/ (../get-rid-of-the-belief-%E2%80%9Ci-can%E2%80%99t-%E2%80%A6%E2%80%9D/). Changing the culture of an organization Right after I created the LBP in 1985 my associates and I did a lot of management consulting work. One of the most exciting assignments we had was helping many of the newly-formed telephone companies that had just split off from AT&T to create a new customer-driven culture. For about a hundred years AT&T had a culture that was focused on internal measurements for improvement. Because the company had a monopoly and customers had no place else to go, it didn’t focus much on what customers wanted. AT&T gave them what it thought they needed. After AT&T split up into a number of “Baby Bells,
