Coaching Guides

Managing saboteurs

What are saboteurs?

Saboteurs are small parts of us, also called limiting beliefs, gremlins, inner critics. They are risk-averse and prefer thata we sit on the side of the river instead of moving forward and facing potential storms. This might keep us safe, but it also keeps us stuck – we make no progress by sitting on the side of the river. 

How do we get rid of saboteurs?

We don’t. They are a natural part of us. Instead, we can learn to identify them more quickly and to better manage them. This decreases their negative impact and the amount of time we spend struggling. 

 

How can you identify your saboteurs?

My preferred way of identifying saboteurs is to do so organically, and then to expand your understanding with an assessment:

The organic way:

Over the week, pay attention to your internal dialogue. Make a note of all self-critical thoughts that run through your head, such as: 

  • You’re not good enough
  • Don’t trust youself so much
  • What will others say?
  • … etc. 

Then personify each of them, giving them a name, image, identifying their tone of voice and energy, noticing when they usually show up and what impact they have on you. You can do this together with your coach during the coaching session, or use the Saboteurs Templates in the Tools section.

The assessment:

The Positive Intelligence (PQ) Saboteurs Assessment is a quick and fun way to identify which saboteurs are most prevalent for you. I prefer to use this as a secondary part of the exploration, so you don’t ‘boxed in.’

How can you tell if a thought is coming from your saboteurs vs your values?

Thoughts which come from values tend to be affirmative, opening up, energy-giving and make you feel big.

Thoughts which come from saboteurs, on the other hand, tend to be negative, closing in, energy-draining and make you feel small. 

Discernment is key for you to differentiate between the two. 

 

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I'm Desi Jagger

I'm Desi Jagger

 I help teams and leaders to sustain performance in times of complex change, such as post-merger integration and organizational restructuring

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