According to the methodology developed through Robert Dilts’ multi-year research project, next-generation entrepreneurs who change the rules of the game are not driven by financial return, but by five elements known as critical success factors:

1. Focusing on activities or ways of working that are rooted in each individual’s PASSIONS. The underlying idea is that if a person genuinely “loves what they are doing,” over time they will develop their skills and competencies consistently and in depth, far beyond the level that would be reached by someone doing the same work with the mild motivation of simply “doing their job.” As a result, they develop a “personal zone of excellence” that makes it possible to achieve outstanding results with apparent ease, gain recognition from others, identify and correct mistakes quickly, make bold choices, withstand criticism, and stay motivated through every difficulty. Benefit: discovering and living one’s hidden talents, while strengthening intrinsic motivation.
2. Developing a VISION FOR A HIGHER SYSTEM that inspires people to work, learn and grow in the direction of that vision. Because a well-formulated Vision is, by definition, never fully attainable, people are inspired to “never stop,” going beyond what would normally be considered their role. Benefit: inspiring team members to take on projects that are greater than themselves and that engage the whole team.
3. Defining a MISSION for the team that makes the team’s unique and irreplaceable contribution to the realisation of the vision concrete. This is where the collective goals to be achieved as a team come from. Benefit: creating alignment and collaboration, while strengthening team capabilities through the growth of each individual.
4. Defining the team’s and each individual member’s AMBITION, understood as the measure of the team’s success as expressed both internally (within the team) and externally (within the company and among stakeholders). The guiding question is: “Where do we want to get to? How far do we want to go? How far do we dare to go?” Defining ambition is a delicate process that requires balancing the drive to “be visible” with the wish to “avoid exposure to risk,” and it is closely linked to the desire for personal growth and professional recognition. Benefit: identifying the level the team wants to reach, fuelled by each individual’s drive, in terms of results and milestones achieved.
5. Defining ROLES within the team in a way that leverages each person’s abilities, strengths and talents, so that everyone can contribute at their best to fulfilling the mission. Benefit: combining and optimising the use of resources (the right person in the right place) and creating successful partnership relationships.