Every manager and executive basically owns his or her development as a leader.
You have to take initiative in order to develop yourself as a leader. You have to proactively seek out coaching and guidance. At times, it'll be awkward, because you'll feel you're revealing your own weaknesses. You may have certain bosses who may not be open to people seeking out coaching and feedback, but find those opportunities wherever you can. You yourself may have to propose taking courses, seeking experiences, getting a personal coach; but in many ways, you own your development.
In the best organizations, they take it a step further. They actually reward bosses for stepping in and guiding and providing coaches; they actually teach bosses how to coach people; they actually reward bosses for people development. They think much more cautiously and deeply about jobs; and the right jobs, given who you are and what you need in this moment, versus, "Well, let's just throw them in, see how they do." They're also very clever about how you transition into a job, and as you get to more senior levels, they provide support and feedback along the way, as you learn the skills you need in the transition.
Source: Managing Your Career - Harvard Business School Press
Excerpts from: "Take Ownership of Your Own Development" by Jay Conger, Henry Kravis Research Chair Professor of Leadership at the Kravis Leadership Institute, Claremont McKenna College
You have to take initiative in order to develop yourself as a leader. You have to proactively seek out coaching and guidance. At times, it'll be awkward, because you'll feel you're revealing your own weaknesses. You may have certain bosses who may not be open to people seeking out coaching and feedback, but find those opportunities wherever you can. You yourself may have to propose taking courses, seeking experiences, getting a personal coach; but in many ways, you own your development.
In the best organizations, they take it a step further. They actually reward bosses for stepping in and guiding and providing coaches; they actually teach bosses how to coach people; they actually reward bosses for people development. They think much more cautiously and deeply about jobs; and the right jobs, given who you are and what you need in this moment, versus, "Well, let's just throw them in, see how they do." They're also very clever about how you transition into a job, and as you get to more senior levels, they provide support and feedback along the way, as you learn the skills you need in the transition.
- Most organizations throw talented people in over their heads, figuring they will learn to develop on their own, rather than moving them gradually into areas of greater responsibility. If you find yourself in this situation, speak up.
- Managers and executives should be proactive in seeking help to grow as leaders. You should seek out mentors, courses, and experiences that will help you develop your leadership abilities.
- The best organizations reward bosses for developing leaders - but these organizations are rare. You must take responsibility for your own development.
Source: Managing Your Career - Harvard Business School Press
Excerpts from: "Take Ownership of Your Own Development" by Jay Conger, Henry Kravis Research Chair Professor of Leadership at the Kravis Leadership Institute, Claremont McKenna College
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