The Basics of Leadership Development – The Discovery Phase
"The most dangerous leadership myth is that leaders are born -- that there is a genetic factor to leadership. This myth asserts that people simply either have certain charismatic qualities or not. That's nonsense; in fact, the opposite is true. Leaders are made rather than born." – Warren G. Bennis
Leadership development is an essential part of my coaching practice. What is leadership development? At its core, leadership development is human development. Although your human actions encompass more than leadership, the development process is the same for both. A better leader is a better human being, and a better human being is a better leader.
You can always do more and be better
Every individual has some unused capacity or capability. If you are fortunate, you or someone who knows you will identify ways you can be more effective in pursuing worthwhile objectives. Notice the two components: effectiveness and worthwhile objectives. Someday, maybe out of frustration or self-enlightenment, you may find yourself pursuing a worthwhile goal that seems unattainable. If you are not getting the job done you are not effective. Alternatively, you may become disillusioned about what you have been chasing and realize you need to find a pursuit you can bring to fruition. This realization is a gift to you. However, the real question is: What do you do with it?
Many of our actions are based on neural connections in our brain and body. One source says we have more neuron connections in our brain than there are stars in the universe. These connections are largely determined by our genes and our conditioning. In most cases, when our unconscious, ineffective and even harmful behaviors get noted and commented on by others we can gain valuable data. When we become aware of these things we can take on a change initiative to do better.
“When we are no longer able to change a situation - we are challenged to change ourselves.” – Viktor E. Frankl
Change is imperative
It has been said there is no bigger waste of time than to try to change the mind of another. Effecting change from the outside often requires a metaphorical hit with a blunt instrument to get attention. Dramatic events such as losing a job, ending a relationship, or being passed over for a promotion or a raise/bonus could do the trick. While these are not life threatening, they can have a profound impact. If you couple a significant event with the realization that you have to change your behavior, you may feel discouraged, or as if you are losing part of your identity. However, given that necessity is the mother of invention you can move forward if you are sufficiently disgusted with your circumstances. Alternatively, you can become bitter or take on the role of victim. The choice is yours but I think the first choice is the wise one.
“For the past 33 years, I have looked in the mirror every morning and asked myself: 'If today were the last day of my life, would I want to do what I am about to do today?' And whenever the answer has been 'No' for too many days in a row, I know I need to change something.” – Steve Jobs
It doesn’t take a particular event to help you notice a gap in your business or personal life. You many wake up one morning and simply feel disenchanted with your circumstances. You may want things to be different or better, but you may not have a vision for this. Your lack of satisfaction can be the impetus for constructive action and you should honor it. You’re entitled to be dissatisfied but do something positive about it. Refrain from sulking and making others suffer because of your unhappiness.
You are a leader
“Never let a good crisis go to waste.” – Winston Churchill
Part of taking ownership of your situation and effecting change is assuming the mantle of leadership, even if you don’t hold the formal title. You are the decision-maker. What will you do to move away from pain and towards satisfaction? What do you know and what do you need to know? What are your resources (assets) and, speaking as the accountant that I was trained to be, what are your liabilities?
Know what you want
When a business coach starts working with a client one of the first things he uncovers is what the client wants. What objective do you want to achieve? What is a win for you and is it realistic? The coach will check out your level of self-awareness and your attitude – both important if you are going to effect change. If you have been unconsciously incompetent for many years, you may have some big gaps in your self-awareness and consequently your self-assuredness. The coach will have a discussion with you – something author and speaker Susan Scott calls a “fierce conversation” which centers on confronting reality. If you have a dilemma that needs to be addressed, but you don’t have a clear idea of how to solve it, you are now “consciously incompetent.” I know that sounds harsh, but if you can hold that label you have a much better chance of moving forward and becoming “consciously competent.” In other words, you can move to a more desirable state and feel confident in how to get and stay in that space.
What are you good at?
With or without a coach, it is important for every leader to look at his strengths. Most people are told they need to work on their weaknesses. This is not good advice in most situations. Working on weaknesses is a very emotional and time-consuming process because it sucks up your energy with little return for effort expended. A better overall strategy is to leverage your strengths and work around your weaknesses. This strategy has more emotional value and will lead to more productive results. Knowing your strengths and shortfalls is part of your self-awareness. Self-awareness enhances your personal power.
Reigning in likes and being mindful of dislikes
Knowing your personal likes and dislikes is also part of your leadership development. Your preferences are indicative of your natural inclinations (possible strengths) and aversions (weaknesses). I have one major caveat about likes that is worthy of further consideration. Simply because you like something does not mean you should spend a lot of time on it. Some of our likes don’t help our leadership development and, in fact, may detract from our effectiveness as a leader. Writing 100 emails a day, for example, may be something you like to do but it probably will take you away from more important tasks.
Know your game
Think of a leader as you would an athlete. Some athletes are built to run marathons and some are built to be NFL linemen. The marathon runner can’t be a world class sumo wrestler. Similarly, the typical NFL interior lineman would find it extremely difficult, if not impossible, to be an ultra-marathoner. The bottom line is our skill sets are geared to certain types of situations and may be inappropriate for other situations. Knowing the difference may help us avoid unachievable situations and avoid frustration and unhappiness.
Visualize your game
"Use a picture. It's worth a thousand words." – Arthur Brisbane
Leadership development is a process rather than a destination, what does the journey look like? Imagine a sculptor working with a block of stone. She probably has good idea of what the finished product looks like. Similarly, the coach helps you envision a better outcome than your present circumstances. Like the sculptor who takes away unnecessary material from the unfinished block, a coach will help you identify habits and behaviors that will get in your way. The coach will actively work with you to develop new habits and behaviors much like the sculptor develops the remaining raw material.
What is your shortfall?
Acquiring new habits and behaviors require new skills. What skills would be useful to your leadership development? If you clearly don’t know how to accomplish a business or personal task, then working on select technical skills might be appropriate for your leadership development. For example, if you don’t understand company or personal finances, then there are plenty of sources for such skill enhancement. Alternatively, the biggest area to develop for most people seeking to enhance their leadership capabilities is in the area of interpersonal relationships. This would include things like listening skills, conflict management, communication, compassion/empathy, persuasion, team-building, delegation and mentoring. Many sources refer to them as soft skills. I refer to them as essential skills that often mean the difference between success and failure in most endeavors.
“Those who have a 'why' to live, can bear with almost any 'how'.” – Viktor E. Frankl
Tune in next week for the Second Installment of Leadership Development – The Direction Phase.
And, there is more, there always is.
Be genuine.
Copyright 2014 © John J. Trakselis, Chicago CEO Coaching
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