Two Ways to Improve Leadership Development Today

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In some ways there are just two types of organizations. Those that invest in leadership development (at a wide variety of levels) and those that don’t. My simple and practical advice today applies to both types of organizations.

This advice is centered on two powerful principles.  That when people talk about their challenges and goals they become clearer about where they are going, and that those conversations can create the accountability needed to drive progress.

The Two Ways

The two ways both involve creating time, space and expectations for these conversations about goals, challenges, progress and results.  It can either be between the leader and their boss, in a traditional coaching relationship, or with a peer coach – someone equally interested in improving their skills. Regardless of who the leader meets with regularly, here is what is needed.

• Meet regularly. Frequency creates momentum and progress.  My suggestion is a weekly meeting.
• Have clear learning goals. The person being coached (or in the peer situation both people) starts with picture on what they want to improve.
• Talk about progress.
• Talk about challenges.
• Share insights and ideas.
• Have an action plan before the next meeting.

While this sounds like a lot, once the two people establish a rhythm, both will be amazed at how naturally these conversations will flow.

There is a third, related way, which involves the leader hiring an external coach.  While there can be great advantages to doing that, this requires a bigger investment and can’t be started “today” as I suggest in this article.

When to Start?

The best time to start is yesterday, but since that isn’t an option, start today!  If you want this relationship with your boss, schedule a conversation with them and have them read this article.  If you decide to identify a peer, chances are you will think of someone who would be interested and would gain from the process too.  Again, share this article and see if they would like to work with you.

But beyond the flippant, “start today” advice, consider which type of organization you are a part of.

If your organization invests in your leadership development, kick off your conversations before or after you attend some sort of training or other leadership development activity.  Thise events will help you clarify some goals, and provide a logical time to start, whether with your boss or a peer (who might be a fellow participant).

If your organization doesn’t invest regularly in leadership development, create your own starting point.  Options include:

• Read a book.
• Listen to a podcast.
• Take an eLearning course.
• Attend a webinar.
• Attend a conference.  Here’s an amazing free option – our own Virtual LeaderCon

Regardless of where you start, start somewhere!

The advice I have shared can create improved leadership development results, because it makes development an ongoing part of work, and leverages our need for both clarity and accountability.  If your organization invests in leadership development add this approach to it and what you return on that investment soar.

If you don’t have a culture or budget for formal leadership development, bootstrap your own with this powerful approach.

A version of this article was first posted on our blog 

What Do You Think?

Share your thoughts in the comments – How have you used peer learning successfully in your career?

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