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.
Leave a Comment » | Attitude, Character, confidence, General, Leadership, Motivation, Personal Leadership | Tagged: personal growth, personal leadership, professional development | Permalink
Posted by nick howes
October 11, 2017
I hate this title. I hate feedback.
That at least is my instinctive reaction when I receive feedback that isn’t simply ‘Nick is amazing’, or something wonderfully positive like that!
I run a lot of training courses so I am given feedback almost every day. Thankfully, most of it is very good and for that I am extremely grateful.
But then, out of nowhere (it seems!), comes something not-so-great…and it lands a withering blow to the stomach as the words, whether written or delivered verbally, find their target.
Another human being has the gall to have the opinion, much worse even, to share that opinion, that Nick Howes is not perfect. There are things about how Nick does his job that they find annoying, boring, confusing…whatever it may be.
The thing is, it’s this kind of feedback that makes us. We need it and we need it badly. The positive feedback builds our confidence and that’s crucial, but to become better, to really excel, we need those ‘would be better if….’ comments.
They are indeed a gift to us and we can learn to treasure them (even if we still hate them)!
I’ll write some more on this. Hope this has got you thinking for now.
Leave a Comment » | Attitude, Character, confidence, General, Leadership, performance, Personal Leadership | Tagged: Feedback, personal growth | Permalink
Posted by nick howes
June 16, 2017
This week’s Friday Five looks at your personal learning & development.
I work a lot with L&D departments – committed teams focused on providing the very best growth opportunities for staff across their business. In many ways though, it’s a thankless, hopeless task.
Individual attitudes to learning.
No matter how good the L&D programme and support structures, the single biggest factor in the success of any investment of this type will always be the attitude of those engaged in the process.
Positive, self-motivated people with great attitudes will learn and develop themselves regardless of what the organisation does or does not provide. Here are five things to consider in the context of your own personal growth:
1. Master growth list – write down everything you can think of where learning new skills or developing a character quality would be beneficial to you in your work (& life more generally). Keep this as a master list. Add to it whenever you can.
2. Create & maintain your own PDP – lots of organisations encourage a personal development plan. In my experience, it’s the exception rather than the rule if these are current, active and influencing someone’s behaviour. Regardless of the degree to which your company helps with this, take responsibility for your own development. Own your PDP! Take the most important two or three things from your master list and make those your current growth priorities. If this is done in collaboration with your manager or coach, so much the better.
3. Set a goal – turn those priority areas into goals. Very specifically, what are you going to do and how much of it and by when exactly? Make it visual. Put it somewhere you are continually reminded of it. Best way I know to do this is the LMI Goal Planning System (if you don’t have a great system for planning & tracking your goals, drop me a line and I’ll be glad to share it with you).
4. Take systemised action – I would say ‘take action’, but it’s such a common story that we learn something (we go on a course…read a book…do some online learning etc), go away and do something as a result, which is great, but then fail to build the infrastructure around that action so that it keeps on being done. For example, a manager learns about how to have an effective one-to-one with their team members, goes away and does nine brilliant one-to-ones in month 1….and it never happens again! Systemised action means booking those meetings into the calendar as recurring appointments for the next 12 months! Learnt something new on Excel? Set a reminder every day at 9.27am to review and practice that action for as long as it takes to never forget it!
5. Review & share – the very best way that any learning and development is cemented is when you review and share it with others. Simple stuff. Rarely done.
“How was that course / book / webinar?
“That’s good. See ya.”
“Could we grab a coffee and take 15 minutes to review what I learned on that course, what I’m planning to do differently as a result and how best I might be able to share that with the rest of the team?”
I hope that’s prompted some useful reflection about your own learning & development. Have a great end to the week and if you have any suggestions for topics in this #fridayfive series, I’d love to hear them.
Leave a Comment » | #fridayfive, Attitude, Change, Character, General, Goal Setting, goals, Learning & Development, Motivation, Personal Leadership | Tagged: L&D, Leadership, management, PDP, personal growth | Permalink
Posted by nick howes