I have been teaching managers for almost 30 years, and for the last 10 or so I have been teaching managers and leaders the art of self directed leadership development. How you can take control of your own leadership development and base it in your everyday work, and your aspirations for how you want to be.
In this 2 minute video, Daniel Goleman (the pioneer of emotional intelligence amongst other things) talks you through a 5 step process to take control of your own leadership development.
- What did you think?
- What was your top take-away?
Please do leave me a comment or question in the comment box below!
Mike
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Thanks for the video Mike, good stuff. Always good to have concise, short, value! For me the biggest barrier is probably the feedback: how to get honest feedback from people you trust. I keep asking, but don’t often get much. Maybe people are just not tuned into this stuff, or they feel they can’t be honest.
Giving feedback to the boss is a tough and risky thing! No matter how nice the boss is! Have you tried asking for feedback at the end of a team meeting? Put 3 pieces of flipchart paper on the wall. One marked START, one STOP and one KEEP. Ask the team to list all the things they would like you to STOP doing because they aren’t helpful all the things they would like yo start doing because they would be helpful, and all the things they really want you to keep doing!
Give them 10-15 minutes and leave the room. When you come back acknowledge and thank them for their feedback. Don’t be tempted to defend anything. Just thank them, capture the feedback and then act on what you can, and where you cant act explain why.
If they don’t give you feedback then give them feedback about this. Giving honest feedback is an expectation in the workplace. They need to step up to the expectation. This could be worth 5 minute in their next 121.
Perhaps there is also some room for picking up on the more subtle feedback that usually washes around us at work?
And if you fancy a bit of reading on the subject I’d recommend this: Thanks for the Feedback: The Science and Art of Receiving Feedback Well