Leadership Workshop (4 of 12) – Lead Through Others
Leading at Light Speed is a new leadership book by Eric Douglas detailing the 10 Quantum Leaps to build trust, spark innovation, and create a high-performing organization.
Quantum Leap #3 is all about how to Lead Through Others.
Leading through others means giving people the tools to succeed. That means giving them many opportunities to learn what they’re doing well and how they can improve. It also means providing the infrastructure that encourages people to take responsibility for their own professional development.
Good leaders give feedback all the time. The should not be in a idle state until the formal performance review.. If people receive critique once per year, they’re not acquiring the feedback at the right moment for improvement – at a time when the need is immediate and pertains to their work.. Strong leaders helps foster performance growth.. The cycle begins when a person starts working – and continues as long as the employee remains with an organization. The life cycle has these steps:
The cycle begins by clearly communicating the expectations and results you want to see. The cycle continues with timely communication and feedback about what the employee is doing well, and what areas need development. If an employee does not achieve a high level of performance with his or her obligations, it may be time to give new tasks and expectations to him or her.
On a consistent timetable, the leader should require that employees fill out a self-evaluation and distribute it to peers. The leader responds by validating the employee’s identification of his or her strengths and the areas that need improvement.. Per the conversation, the employee needs to establish an individual development plan (IDP), formulating his or her immediate development objectives and future career outlook..
This is a pertinent experience that one can look forward to.. From the CEO on down, all leaders must possess an idp and persistently seek professional development.. A lesson to be learned from well-built companies is that the CEO allocate his or her IDP with all the managers.. In others, team members share their IDP s with each other and ask for mutual help in meeting their development objectives.
The consideration here is that an individual never stops growing. It requires that one embraces their desire for professional development; those who stick with this necessity usually remain content and feel accomplished..
Discover how well your organization measures up to the 10 Quantum Leaps with this free work survey.
