| “Please don’t put us through a
program!”
This was the plea from a client who wanted to plan a day
off-site with his leadership team. This executive was tired of sessions in the past from
other executive development consultants that didn’t achieve the results he wanted.
Understandably, he wanted to be in the driver’s seat this time. He wanted to focus on
their specific issues and learn what they can do better.
This scenario is not uncommon.
Many executives today are rejecting training approaches
that deliver stock content. Instead they opt to spend time learning through dialogue,
resolving current problems, airing issues and building skills where they can see a direct
link to results. By getting to the heart of what really matters to the team, they
experience better learning and results.
Executives must step up to the plate and assume greater
responsibility for their own learning and development
The challenge for those charged with helping executives
develop has never been greater. And therein lies part of the problem. If you as the
executive assume that “someone else” is handling your developmental needs,
personal improvement is off your radar.
Compounding the problem, you may even resent the person
trying to help. “How can they know what I need?” Internal and external trainers,
coaches and consultants must work collaboratively with leaders, not impose the latest fad,
process, program or leadership book.
Ultimately, it’s the executive’s personal
commitment to development that determines the success of any learning initiative.
Commit to Development Now & Start Driving
Results Tomorrow
So you have a few competing priorities. Development will
always take a back seat if it’s viewed as a stand alone, disconnected exercise.
People will find time when they clearly see the benefit. Your benefit to commit to
development is better business results.
Executives often think it takes getting away from the
office in large chunks of time to reflect and focus on critical issues. The good news is
that learning on-the-go with short focused conversations will help leaders and their team
accomplish their goals.
So, now that you decided to commit to development now, so
you can improve productivity and your bottom line, what are you going to focus on?
Achieve Your Business Goals by Focusing on Here-and-Now
Issues
It doesn’t matter how many ways you can be a better
leader if you have a serious problem in your face right now. Like it or not, that issue
becomes your focus. You will benefit by striking a balance between dealing with the
here-and-now issues and developing best leadership practices to help your business achieve
its goals.
In my experience working with senior executives, they want
to know how to address a pressing challenge…now. They seek practical ideas they can
implement right away that support their immediate needs and long term vision.
Successful leaders know they must constantly be doing and
reflecting. It feels like pushing the accelerator and the brake at the same time.
Sometimes leaders don’t know what to do when they’re not in motion.
Here Are My Top 5 Key Executive Development Points to Help
You Get to the Heart of What Really Matters & Drive Results
Development happens daily
It doesn’t have to be an event or class to be checked
off as part of the “personal development plan.” It’s a mindset. Leaders
must be in a constant state of learning. Most real learning doesn’t occur in the
classroom.
Curiosity fosters executive development
The best leaders are curious. They want to understand the
world around them and how that learning can apply to their business.
Strengths deserve attention
Leaders should be familiar with their key strengths. Many
don’t know what they are. Building on strengths helps leaders do what they need to do
more easily. So, don’t spend as much time trying to work on your weaknesses. The
payoff is different.
Development requires dialogue
Leaders like to interact with other peers and learn from
each other’s war stories and triumphs. By providing opportunities for dialogue
one-one-on (perhaps with a mentor, peer or coach) or in small group settings, you’re
offering the best developmental experiences for executives.
Company commitment is imperative
Companies that place a high priority on executive
development raise the bar on leadership at all levels. They understand that executive and
leadership development is not a “nice to do” but a “need to do” to
attract and retain talent, compete well and grow their business. These companies create
cultures where self-development is expected.
No matter what executive development approach you pursue,
you must keep it simple, focused and relevant. And remember, ultimately executives are
responsible for getting results. Any training and development activities should be
directly linked to those results. Companies will continue to need great leaders. Great
leaders grow themselves. |
