Ken Long Daily Trading Plan 20240929
Education
Introduction
In this update of the professional performance model, I've elaborated on the conceptual framework representing personal and team development. Below the blue line in the middle, I added a clearer understanding of the three lines that symbolize our personal journeys: the top line signifies internal preferences and how we perceive ourselves, the middle line reflects the roles we hold within our teams, and the bottom line represents how we believe our teams perceive us.
This enhanced model introduces the idea of a trusted advisor or developer, critical for skill development during the discovery phase. As teachers, we are in a constant state of discovery, overcoming the fear and anxiety that often accompany this learning process, which evolves into a proficiency phase. In this developmental stage, the focus is on persistence, mindfulness, and diligent study, with a particular emphasis on the need for a performance coach. This coach is essential for the refinement of our skills, as they help us transition from learning to mastery.
In the final performance phase, I envision a relationship with a mentor who acts more as a co-creator or sounding board rather than an authoritarian figure. This mentor guides us as we climb the metaphorical mountain of our goals. In this context, "guiding" feels appropriate, akin to how a mountain climbing guide provides tracks and insights rather than doing the climbing for us.
I have also introduced the idea of a "Trail Boss" as a pivotal persona in this model—responsible for both professional development and production. The Trail Boss balances these competing values, ensuring that we are not only developing our individual skills but also accomplishing our collective mission. Their role is to coordinate our efforts, ensuring we stay on track while also innovating and improving our methods.
The Trail Boss plays a crucial role in recruiting trusted companions and fellow travelers on our journey. When considering potential partners or team members, I adopt the Trail Boss mindset, looking for the value they add, their skill set, and the overall harmony with our group’s values. This careful vetting process is essential for fostering a collaborative and efficient wagon train heading towards our shared goals.
In addition to building a capable team, the Trail Boss enlists subject matter experts to drive our development. An internal figure I refer to as the "Silent Witness" keeps track of my performance without judgment, aiming to hold me accountable for my thoughts, actions, and emotions. This accountability extends into the realm of spirit animals, which represent strengths and wisdom in areas I may overlook.
The ideal mentor I seek is, in fact, my idealized self—a representation of the characteristics I aspire to embody. I have made use of AI as a trusted agent, taking extensive documentation to identify my blind spots and find spirit animals that would help me cultivate neglected traits, such as empathy and patience. This journey towards balanced self-development leads me to work with various real-life mentors, integrating their teachings into my personal growth.
This Trail Boss perspective mirrors my experiences in military leadership, where I often flourished as a coordinator and administrator. Though I excelled as a commander, my effectiveness as a Trail Boss facilitated alignment among team members, risk management, and resource allocation during critical missions.
The model discussed here is recently being implemented as a feature in my upcoming coaching cohort, where I'll guide participants—whom I prefer to call fellow travelers—through their trading systems development journey. My approach stems from systems thinking, emphasizing accountability and performance evaluation rather than dictating rules.
As participants progress through this coaching program, the focus shifts towards personal adaptation and refinement of their trading systems. Participants' dependence on my expertise will transition from roughly 80% rules and 20% personal input at the start to 20% rules and 80% individual interpretation by the end of the program. This transformation is a deliberate process, allowing them to build confidence in their capabilities over the course of a year.
Keyword
- Professional performance model
- Trusted advisor
- Development phase
- Performance coach
- Trail Boss
- Personal growth
- Ideal mentor
- Trading systems
- Systems thinking
- Performance evaluation
- Accountability
- Fellow travelers
FAQ
What is the purpose of the professional performance model introduced?
The model aims to clarify the journey of personal and team development, focusing on roles, perceptions, and accountability through various developmental phases.
Who does the Trail Boss represent in the model?
The Trail Boss is a pivotal persona tasked with balancing professional development with production, ensuring effective coordination and team growth.
How does the model help in trading system development?
It provides a structured approach for participants, focusing on personal adaptation of trading strategies over time, facilitated by the Trail Boss’s accountability and guidance.
What role does AI play in the development process?
AI is utilized to help identify blind spots and suggest spirit animals representing strengths needed for personal development.
How does the coaching program differ from traditional teaching?
The coaching program emphasizes accountability and personalization, allowing participants to evolve their systems based on individual interpretations rather than solely following prescribed rules.