Como melhorar o desenvolvimento da sua liderança?

I have employed a blend of internal and external resources to great effect. First up was to understand the end goal and associated timeline linked to my upskilling objective. My goal was to take my SMT on a journey to board- room readiness in line with my succession agenda and their career aspirations. A blend of mentoring, an external peer-to-peer group (1 day per month) and carefully selected speakers (subject matter experts) in their field. Delegation and empowerment supported by formal quarterly check-ins to review objectives delivered exceptional results.

Manager to a Leader The evolution from a manager to a true leader is a transformative journey. 4 key themes are: Self Awareness: At the core of effective leadership lies self-awareness – the ability to recognize one's strengths, weaknesses, values, and emotions. Developing Empathy: Empathy is a cornerstone of leadership that enables a deep understanding of others' perspectives, emotions, and needs. Lateral Growth: While managers often excel in their specialized domains, leaders broaden their skills by embracing lateral growth. They move out of comfort zone. Dealing with Uncertainty: Uncertainty is an inevitable. Effective leaders not only cope with ambiguity but also use it to drive innovation, foster resilience, and catalyze growth.

All fancy tools, methods, and evaluations aside, to improve your leadership development and truly understand where you are now and where you want to go, you need to get back to the basics: Listen Listen Listen Talk Absorb the feedback Adapt [Repeat] It’s about active listening, engaging in meaningful conversations, and being open to feedback, positive or negative. It's a cycle: Listen way more than you speak, communicate your vision clearly, learn from the feedback, and adapt. I truly believe this simple, iterative process is the foundation of effective leadership growth.

I used a combination of 360 assessment along with personality profiling and results were amazing. My team still calls me after many years asking for advise.

In my journey, I've found that elevating my leadership starts with self-awareness and a clear team vision. I prompted my Senior Team to embark on a similar path, utilizing tools like self-assessment, colleague feedback, personality tests, expert speakers and regular reviews. These insights were aligned with our roles, organization, and industry expectations. This process guided our collective leadership growth, aligning with industry demands while staying authentic to our leadership styles. This achieved fantastic results, a stronger, united team ready to tackle challenges head-on.

To set objectives to improve my leadership, I work through a set of questions: What are my core values as a leader? What is my background story? What is my vision as a leader? Who will I lead? What is the feedback I've received from the people I lead? The combination of these answers helps me define my driving forces and outlines the roadmap for further improvement. If you try this framework, I encourage you not only to answer the questions as they are but also to be aware of the emotions they awaken in you. This awareness will better prepare you for the journey ahead.

I make it a practice to challenge myself, I set my own targets and I make sure to break my own targets. I always make sure that I meet my monthly targets by evaluating them on a daily basis. I also give my best support to mt team so they can cover their daily work. It is important that we lead by example.

In my self assessment, I usually go through my goals. That’s where I see my shortcomings and where I can correct course. I take it a step further to what kind of leader do I aspire to be. And plot that course. I sometimes use a good leadership example I have and ask myself, WWRD or WWND? We learn from the past and present to prepare for the future.

Embracing leadership development is a journey that empowers us to inspire others effectively. To progress, assess your current standing through tools like self-evaluation, 360-degree feedback, and personality tests. Recognize strengths, uncover areas for growth, and align them with your role's demands. This foundation sets the stage for refining your leadership skills and achieving lasting impact.

leadership development involves tasking future leaders, allowing them to make mistakes and correct them. Training and involving them in case studies. trainee leaders' skills should be developed, and this may include but is not limited to Presentation skills, analytical skills, and time management skills. in the current trends of event leaders' digital skills should also be developed.

Leaders with a growth mindset will always appreciate coaching - challenge and support as well as constant feedback, or feed-forward as it’s constructive for moving forward. But rather than just having one coach, surrounding yourself with a diverse set of peers all from different backgrounds, with different perspectives can take growth to a new level. In peer groups, meetings monthly, doing deep dives into issues and challenges, identifying and war gaming strategies and solutions, in a psychologically safe environment with no competitors in the room, enables better decisions, better leadership and growth all round. After all, we don’t know what we don’t know, so cognitive diversity is key.

Most leaders do not know how to use a coach effectively. There is no one answer to this as there is no one standard leader or standard work environment to be an effective leader. Therefore you need to work closely with your coach that will ask-listen and challenge you as to your thoughts on moving forward. Coaches are not answer books, they are a resource to challenge and not necessarily come to agreement. A perscriptive coach is not a leader coach but a manager coach. You and the coach must invest the time and energy in learning the organization. you are leading. A coach brings multiple talents and experience but needs to understand you the leader and your natural style including your "genius areas" as well as your blind spots

Coaching is a strong and satisfying way to hit your targets. Think of your coach as your question guide, while you're the one holding the answers and solutions—even if that feels a bit wild to start with. Your coach believes in your power to nail your goals and is all about spotlighting your qualities. In this adventure, your coach is your number-one supporter. And just to be clear, coaching isn't therapy, supervision, mentoring, or counseling. It’s all about finding what works best for you, and that’s the secret sauce for real results. People who dive into coaching often find themselves growing, getting super motivated, seeing things in a new light, and having those epic "aha" moments.

To enhance leadership, invite feedback and coaching – vital companions on your journey. Feedback gauges progress, exposes gaps, and spurs course corrections. Seek input from peers, subordinates, mentors, or even customers, embracing both critique and praise for growth. Coaching, a beacon of wisdom, empowers skill, mindset, and behavior transformation. Engage an internal mentor or external coach to align goals, explore options, and conquer barriers. This alliance fuels your leadership evolution.

From my experience working with a wide range of senior leaders, receiving honest and specific feedback can be challenging. A few obstacles come to mind. Leaders are not used to being vulnerable, and to receive feedback from others is to make yourself vulnerable. In addition, I have noticed that when using a 360, the leaders' peers and subordinates need to provide focused feedback from which senior leaders can benefit. One example is for the leader to pick one behavior to develop or dial up and one to dial down. Approaching feedback/dialogue from this perspective enables the leader to receive more specific and observable feedback, and the coach can assist by helping the leader create a self-reflection.

In my leadership journey, practicing new behaviors has been transformative. Role-playing and leading projects are invaluable, fueled by curiosity—the drive that pushes me to ask, "What if?" and "Why not?" My motto, "Be brave. Take charge. Be responsible," guides this process. Being brave means embracing new techniques and risks. Taking charge involves moving from theory to practice and seizing opportunities. Being responsible is about ownership and learning from each outcome. This process changes not just what I do, but who I am, evolving me as a leader and a person. As I have applied this experience to mentor others, they have confirmed that this approach is effective for them as well.

The beauty of coaching is the opportunity for leaders to practice a new behavior in a safe environment. Role-playing, identifying the fears of changing a behavior, exploring how clients’ assumptions about the change can get in their way of success, and creating a peer support group can add to a successful change initiative. Reaching conscious competence can take time, and the coach supports the client's development.

Is there any other way to get better at something? No matter the skill, the more repetitions we put in, the better we get. No one ever became a better leader by practicing at home in front of the mirror. At some point, we have to practice our leadership skills with others. This will inevitably lead to a mistake in some way. But with thoughtfully established feedback loops, we can learn where we fell short, adjust our behavior, and try again. Making mistakes as a leader doesn't necessarily mean that we have failed. The nature of healthy leadership is continual growth. We only fail when we stop learning and trying to improve.

Elevating leadership involves embracing fresh behaviors congruent with your aims and insights. Employ diverse methods like role-play, observation, or real-world application. From projects to presentations, seize chances to apply new skills. Adapt to shifts, embrace risks, and view missteps as learning steps. This dynamic approach propels your leadership refinement.

I exercise on it and well to say that I have some significant results. It's important to try to include the other side of each other, so I am working on my weaknesses. It's very difficult to stay as much as possibile out of our comfort zone.

Advancing in leadership involves introspection. Regularly assess using tools like journals, surveys, and metrics. Revisit objectives and feedback, honoring achievements. Embrace challenges, highlight how you conquered them, and pinpoint growth areas. With eyes on the horizon, plan your next steps. This reflective journey propels your leadership ascent.

One thing that I have found helpful is to set aside five minutes in the morning for brain dumping and five minutes in the evening for journaling. Brain dumping in the morning cleanses your cluttered mind and enables you to have clear targets and objectives for the rest of the day. It will benefit both you and your team. Journaling in the evening sums up the day and allows for the important practice of gratitude. It's a good way to celebrate what you and others achieved during the day. I've also found it useful to feel motivated and prepared for tomorrow. These practices have helped me be productive during the day and sleep well at night.

Knowing where you started and how far you have come is always rewarding. I have been thought by my superiors and leaders who I aspire to be that at times things might look bleak and it is at those time if we reflect our journey and our success and the achievements, we will be amazed, how we overcame those obstacles. I have been taught that it is very important to reflect and enjoy own success. It not only motivates and inspires but it also shows what we can do and how to handle the situation better if ever we are in the same situation.

I'd like to underline the celebration of both success and failure. As in both situations, you will learn something. Whereas it's so easy to slam yourself down with a setback, or a failure. Remember, just because you're failing doesn't mean you're a failure!

Reflection is a critical aspect in the leadership development journey. It helps one to assess where they were and where they are currently. With reflection, one should also be accepting of ones boundaries and be emotionally aware of the same. Once we are aware and accepting, the rest of the journey becomes breezy.

Nurturing leadership is a lifelong pursuit. It thrives on ceaseless curiosity, dedication, and bravery. Engage in ongoing learning via books, courses, networks, and new experiences. Regularly refresh assessments, objectives, and feedback. Continually reflect on progress. Remember, leadership's evolution is an unending expedition of growth and self-discovery.

Sometimes a real person can best accelerate your leadership journey. Seek out mentors, coaches, and peers that can help you grow and stay grounded. Stay humble and open. When you are humble, you remain curious and open-minded, acknowledge your limits, admit failures, seek knowledge, accept critical feedback, and change your mind when faced with evidence. Stay passionate. Adopt a growth mindset that views failure not as the limit of your abilities, but as an opportunity to learn. Be aware that fear-based mindsets can be self-limiting. Work from joy and growth to allow for bold action and better decisions.

I believe that nothing will work without the right mindset. I've learned most of what I know about leadership by closely observing great captains and coaches in the sporting world. The one common attribute that sets the greatest sporting leaders apart is a steadfast belief that their role as a leader is to serve, and not to be served. The best coaches are typically first in to work, and last to leave. No weekends, no vacations. And they take the blame when their teams mess up. This service mindset is relevant to all leaders. Leadership implies additional responsibilities to serve, not a suite of benefits and privileges. The realisation of this truth will reveal the path to broader and more consistent leadership development.

Personal leadership is often underestimated. The importance of further developing emotional resilience, improving energy management, and finding purpose. By doing so one can grow empathy as a leader and maintain more positive and energized during challenging times. A personal journey also helps to discover what career means in relation to family and health. Being content with oneself (while, of course, being eager to receive continuous feedback and improve), in my opinion greatly helps to guide others towards happiness and purpose as well.

The first thing for a great leader is to understand its team perspective. Have open communication with each member,take feedback & learn new skills and new management studies researches.

1. Continuous Learning: Stay updated on leadership theories, trends, and best practices. Read books, attend workshops, take online courses, and seek mentorship to expand your knowledge. 2. Develop Emotional Intelligence: Cultivate self-awareness, empathy, and interpersonal skills. Emotional intelligence is crucial for understanding and effectively managing your own emotions and those of others. 3. Adaptability: Embrace change and remain flexible in your approach. Effective leaders are open to new ideas and are willing to adjust their strategies as circumstances evolve.

Finding a mentor! The wisdom, experience, and guidance provided by mentors can significantly shape a mentee's perspective, skills, and approach to leadership, making it a priceless asset in their journey of development. Think of a mentor like a special friend who helps you learn how to be a great leader by sharing their smart ideas and giving you helpful advice. They're like a superhero sidekick for becoming a super leader!