When running management and leadership development workshops, I am often amazed at the amount of knowledge that participants already have.\u00a0So many of them know the books, the gurus, the Ted talks, the theories\u2026<\/p>\n
In any case, leadership development is not a matter of knowledge\/learning \u2013 it\u2019s much more about approach. My \u2018take\u2019 on leadership is that it happens through a series of great conversations: interview, induction. goal-setting, delegation, giving feedback, coaching, brain-storming, knowledge-sharing and \u2013 of course \u2013 social conversation.\u00a0Each conversation offering a different leadership opportunity.<\/p>\n
But the quality of these conversations depends, first and foremost on the leader\u2019s approach.\u00a0What do they believe about their reports, their goals, their challenges? \u00a0More importantly \u2013 what do they believe about themselves? \u00a0I often share these tips with managers and leaders \u2013 in particular, newer managers.\u00a0They are inevitably met with sighs of relief and give rise to great discussions:<\/p>\n
1.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0Be open to learning and recognise that everything that happens is useful feedback.<\/strong>\u00a0Notice what works and build on that.\u00a0Notice what does not work and try something different.<\/p>\n 2.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0Become aware of what drives your behaviour<\/strong>.\u00a0Be really honest about what you do and why.\u00a0Work towards doing the right thing for the right reason.<\/p>\n 3.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0Accept that things might be different.\u00a0<\/strong>\u00a0You may be new to a team, you may have been promoted from the team, and you may now be managing people who applied for your job.\u00a0It may take everyone a little while to adjust to the new situation.<\/p>\n 4.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0Remember that people do the best they can and that their behaviour is about themselves\u00a0<\/strong>\u2013 not about you.\u00a0Some of your team members may support you beautifully, others may undermine you.\u00a0Don\u2019t get sucked into other people\u2019s poor behaviour.<\/p>\n 5.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0Don\u2019t be too hard on yourself<\/strong>; everybody gets it wrong sometimes.\u00a0If it happens admit your mistakes, apologise, move on (and don\u2019t do it again!)<\/p>\n 6.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0Keep on learning;\u00a0<\/strong>There is a lot going on and it\u2019s easy to lose perspective<\/p>\n 7.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0Ask for help<\/strong>.\u00a0Create a support network before it\u2019s needed.\u00a0There are lots of people around you who will be all too happy to help you in many ways.<\/p>\n 8.\u00a0\u00a0\u00a0\u00a0\u00a0\u00a0Accept that you will sometimes have to make tough decisions and disappoint people.<\/strong>\u00a0That is part of what being a manager is about.\u00a0Remember, too, that you will be able to make a big positive difference for team members through the quality of your relationship with them.<\/p>\n