According to the methodology developed by Robert Dilts as part of a multi-year research project, successful managers of the new generation are more like ‘entrepreneurs’ (people who start a business/take on a challenge) than employees (who are assigned tasks). They can rely on five critical success factors:

1. Focusing on activities or working methods based on the individual's PASSIONS. The basic idea is that a person who ‘really enjoys what they do’ will continuously and thoroughly develop their skills and competencies in the long term, far beyond the level that a person would achieve who performs the same activity but is only driven by the weak motivation to ‘do their job’. As a result, they will develop a ‘personal zone of excellence’ that enables them to achieve outstanding results with apparent ease, gain recognition from others, quickly identify and correct mistakes, make bold decisions, resist criticism and be motivated to overcome all difficulties.

Benefit: discovering and living out one's own hidden talents, increasing intrinsic motivation.

2. The development of a VISION FOR A HIGHER SYSTEM that inspires members to work, learn and grow in order to realise the vision. Since a well-formulated vision is by definition unattainable, people are inspired to ‘never stop’ and go beyond their actual task.
Benefit: Inspiring employees to try their hand at projects that are bigger than ‘themselves’ and involve the team.

3. Defining a MISSION for the team that specifies the team's unique and irreplaceable contribution to realising the vision. This results in common goals to be achieved as a team.
Benefit: Creating alignment, collaboration, and increasing the team's competencies through individual growth.

4. Defining the AMBITION of the group/team and individual employees, understood as a measure of the team's success, which is communicated internally (within the team) and externally (within the company, to stakeholders). The key question is: ‘Where do we want to go? How far do we want to go? How far do we ’dare" to go? Defining ambition is a delicate process that requires balancing the urge to ‘show off’ and ‘take no risks’ with the desire for personal growth and recognition within the company.
Benefit: Finding the level you want to achieve as a team, based on the motivation of individuals in terms of results and goals achieved.

5. Defining ROLES within the team and of the team  that leverage the skills, abilities and talents of each individual to enable everyone to work to their full potential in carrying out the mission.
Benefit: combining and optimising the use of resources (the right person in the right place), creating successful partnerships.