May 17, 2018
Most are familiar with the concept of CPD – continuous professional development – the practice of continually improving your knowledge and skills in your field of work.
I was with some colleagues yesterday and one shared the thought that whilst we mostly talk about our LMI programmes as professional development tools, the greatest impact for anyone who has the privilege of going through one or more of these programmes is always personal.
Having coached many people through LMI programmes in the last decade, I absolutely agree.
It’s how people change in attitude, confidence, motivation etc that makes the biggest difference. It’s these personal growth factors which then cause someone to implement the management and leadership behaviours that are taught within the programmes with purpose and consistency. Personal growth leads to professional impact.
This is why Personal Leadership is the foundation element of LMI’s ‘Total Leader’® Concept and the starting point of all effective leadership development initiatives.
If you want to lead, begin with leading yourself.
“Personal leadership is the most important element of institutional transformation.” Lou Gerstner, Former CEO – IBM
“If you seek to lead, invest at least 50% of your time leading yourself – your own purpose, ethics, principles, motivation, conduct.” Dee Hock, Founder – Visa International
Download your own Personal Leadership Self-Evaluation here and do something significant about your own professional (personal!) development.
April 4, 2018
Change is easy. Make a decision, then go do it…and keep on doing it and, hey presto, you have the change you decided you wanted.
Except we all know it’s never that simple.
Change is flippin’ hard. We decide, then we try, fail, forget and eventually move on to something else with the scar tissue of another good intention that was going to improve our business, our life, health, or relationships in some important way but ultimately never came to anything and we live with the fall-out which will make us less up for trying the next time round.
I hate it when people in my industry make out that change is easy. It’s not. We get rooted into habits, conditioned into behaviour and ways of thinking that take concerted effort to get out of.
So what’s the answer?
I don’t want to fall into the same trap of now saying I have the simple answer which will solve everything! However, there is an important step that will help massively.
Think about the change you want to make and then build around it. Build in a fitness class to your weekly schedule. Build in accountability by signing up with a few friends. Physically build a door or a wall or something else that’s within your control if it’s about getting more focused time on your top priorities. If it’s reading more, spend some money and put a whacking-great reading chair in the corner of your lounge and always leave an open book on it ready for you to pick up!
Whatever your goal, build something into your routine, your work, your team or your family that will mean you continually stumble over that thing and it whacks you in the shins every time you try to move so that you remember why you took that decision in the first place and have a much better chance of following through on the action required to secure the change needed.
March 8, 2018
Fit rarely comes easy.
My right foot is slightly bigger than my left, hence finding shoes that are super comfortable for both feet can be a bit tricky. I’ve had to try on lots of pairs and discover particular brands that work for me.
Similarly, I didn’t instinctively know what kinds of work would be a good fit for me. I’ve had to try things out, take assessments and profiles (I’ve just about done them all!), consciously reflect on my experiences to identify when and where I’ve felt best about my work.
Here’s a few questions that you can ask yourself, or as a manager you can ask of your team members, to help discover their best fit:
- What parts of your work do you enjoy most?
- What areas of your work do you feel most enthusiastic about?
- What do you care most about achieving?
- What do you think you do best?
- What do you find most stressful?
- In what tasks do you procrastinate most?
There are plenty of others, but these are a good start.
Good fit is worth fighting for. It increases productivity, retention, motivation and morale. It reduces turnover and stress. It has a positive impact on mental and physical health.
Good fit is in everyone’s interests.
February 21, 2018
On the radio this morning we heard the news that another cold snap is incoming for next week and we let out a collective weary groan.
My daughter especially is really looking forward to warmer weather and the thought of yet more freezing temperatures after the months of Winter we’ve already had, lowered her mood.
The thing that struck me though as we talked over our bowls of Cornflakes, own-brand Rice Crispies and Gluten-Free Granola was that this was likely to be the last dip before things are well and truly on the up weather-wise.
The mornings are getting lighter, so are the evenings, and we’ve had some warmer days already giving a glimpse of what’s to come. In this context, it was much easier to raise the spirits of the family because they had tangible evidence of things going the way they wanted.
The long, warm days spent in shorts and t-shirts, eating ice-cream after school and water-fights with friends in the street may be some way off yet, but it feels like we’re getting there and that makes enduring the present reality much easier.
The same is true in our work, in our DIY projects, anything really. We function better when we have some tangible indications of progress towards our goals. To do this, we need clear goals of course AND we need to have established definite ways to measure progress towards them. We need regular ‘small victories’ and to get our heads up long enough to notice that the nights are getting lighter and it wasn’t quite so bitter on the platform this morning!
How about taking some time today to pause and notice what tangible progress you’ve made already this year? Share that with your team if you can. Emit a collective sigh of satisfaction….and get back to it… hopefully with a renewed sense of resolve because the end is a little more in sight that you realised.
P.S. I’ve just realised this is one reason I often have the SatNav on even when I know where I’m going – I like to see the progress as the miles are covered and the destination draws closer. Counting down the miles is strangely satisfying!
February 12, 2018
It’s half term so there was no major rush getting everyone out the house this morning.
As I thought about the wonderful opportunity this presented for me to get my kids to do loads of useful stuff whilst they have all this time on their hands, that’s when the jolt of empathy hit! Don’t put adult expectations on 14, 12 and 10 year old children.
I used to love school holidays, especially the first morning. Lazing around…reading a bit…playing on the computer….all with no stress at all. Nothing to do and nowhere to be.
Yet here I was loading them up with my agenda of things to do! Don’t worry, I’ll still get them helping out with stuff…just with a bit more give first! I know that if I’m not so self-absorbed and enter into the joy of their world first, both they and I will get a much better result – more help, more willingness, less resistance, less conflict, more fun etc – than if I just launch ahead with what I want them to do.
I hope the jolt I was hit with might help you avoid making the same mistake I was rushing headlong into.
October 13, 2017
“Nick is opinionated.”
This kind of feedback is never easy to take. The offending statement came in written form about 15 years ago as part of one of those management team exercises. Again, most of what was shared with all of us was extremely positive but can I remember any of it? Hardly. The difficult stuff? Never forgotten.
Most of us have the tendency to focus on the negative aspects of ourselves and that’s not good. Building confidence based on the positive feedback we receive is really important. Discovering our strengths and developing them is a central aspect to successfully making our unique contribution to the world.
So what about the tough stuff?
That “Nick is opinionated” comment has been more useful to me than I can ever have believed possible. As I reflected on it at the time, and many times since, I began to realise that I did tend to state my opinions pretty strongly. I came to realise that this worked OK in some situations where the other would counter just as strongly and we’d enjoy a lively discussion.
But for others, that was overwhelming; it seemed dominating, arrogant even. So I learned to temper. To speak but make sure I also listened and be persuaded by others where appropriate. I became familiar with a weakness (or a strength gone too far), and over time learned to improve how I communicate and how I work with others. Still learning… but the feedback has been so valuable.
At the time I was not grateful for it. Now I can’t even remember who it came from but I am so pleased it did come.
This is why feedback is a gift. Be open. Dwell on the positives. Ponder and learn and change when you receive feedback that’s not so comfortable but when you reflect on it, there’s a ring of truth to it.
More to come on this subject…
September 19, 2017
Here are nine magic questions – if you develop crystal clear answers to all of these in any given situation, be it something for yourself, helping motivate a member of your team, or in a sales context, it will make a massive difference:
1. What do you want?
2. Why do you want it?
3. Why is that important to you?
4. Why don’t you have it now?
5. When would you like to have it? Why then?
6. How will you feel when you have it?
7. What do you need to do to get it?
8. Are you willing to do what it takes to get it?
9. What’s the Plan of Action to get it?