Leader Development - How hard can it be?

December At C-Level

Stick a fork in 2015; like the proverbial holiday goose, it's done.

How'd you do? Did you get the things accomplished that you set out to do at the beginning of the year? Most of them? Some of them? Any of them??

If so, great. If not, why not? Now - right now - is the best time to answer the following questions:

Regarding those things successful in 2015, what made them so? Was it because of my leadership, or in spite of? Is it repeatable, and if so, do I know exactly how I did it in the first place? For those I lead, have I appropriately recognized their successes?
If we failed to accomplish some of our plans, goals, or objectives... why? Was it because we failed to do something we could have done, or were there really-really-circumstances beyond our control (honesty is important on this one)? For those I lead who performed less than satisfactorily, am I addressing that performance appropriately?

While you're asking questions, how have you performed as a leader? Have you asked anyone... like those you lead? If not, now's the perfect time. And I don't mean just "Hey, Jane, how am I doing as a leader?" Believe it or not, that might not actually elicit an open, meaningful response.

The ideal solution, of course, is a well-implemented 360-degree feedback effort (we're happy to help in that regard). If you don't want-or feel you need-the detail that comes from such an effort, do something less involved; I'm talking about just using something simple, like Stop, Start, Continue.

Sit down, one on one, with those you lead directly. Tell them you want (need) their feedback to improve, and to make their jobs better (and likely easier). Tell them you'll be asking three questions, and you would like at least one input or response for each question. Then ask...

Ask the questions, then shut up while they answer. No defensive drilling down, no "but what about...?" comments, nothing but head-nodding, note-taking, and a "thank you for that input." If you need a worksheet/template to use, you can download one here:

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The problem is not complexity, effort or difficulty. Its wherewithal. Simply put, if you want it badly enough, you'll do it, and do it right. If you don't, you won't.

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Strategic Thinking - The Right Development Target

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Leaders & Laggards

In this section, we take a look at recent news and events, and make a gut-reaction determination for three categories:

Leadership
Leader

Demonstrating Clear, Personal Leadership

Leadership Milquetoast

Mediocrity in leadership. Usually an opportunity not taken, or similar.

Leadership
Laggard

Leadership has its idiots, we show you who they are.

"Ouch!"-Steeler quarterback Roethlisberger, as he pulled himself out of the game against the Seahawks.

This leader admitted he was human!