Making time for our own self-development
Promises, promises, promises….the tyranny of the urgent means that many of us leave our own self-development to the last thing on the list. So how do we get traction? We need to be very clear about why we’re on the journey of self-development. Each of us has our own unique motivators for becoming committed. So choose self-development activities that connect to the way we learn.
Once clear on why we’re doing it, we then need to make time for it. Commitment has an emotional component to it, driven by a deeper sense of what really matters, with the consequence of easily saying ‘no’ to what doesn’t. It requires a large dose of continued self-discipline to make our self-development a priority.
It also helps to connect our plan to our values.
Making time for our own self-development is gratifying and beneficial for all concerned. So when we catch ourselves saying ‘I don’t have time,’ think on.
One of the most interesting challenges for anyone involved in training is whether the trainees will put the training into action. For those of us involved in leadership training it’s even more interesting to consider whether the theories, concepts and models you share will make any difference in the workplace of the leaders you share them with. This blog explores the main facets of translating theory into action.
Measurable impacts can come from adopting a measured approach to development – establishing clear measures of success and then providing the space and support for participants to develop their skills.
The Challenges of Introverts, through the eyes of an Extrovert As an extrovert who has grown up in a family of extroverts, working mostly with extroverts for the first 15 years of my career and living in a country that is typically more extroverted, I grew up assuming everyone was like me, with extroverted behaviours. … Read more
Introversion is an orientation in how you relate to the world. It is not a skill, or a choice. It is not a lifestyle. Introverts are people who find other people tiring. By contrast, Extroverts are energised by people, and wilt or fade when alone.
Out of all of the constructs of personality, the Introvert-Extrovert construct is arguably the most powerful influencer as to what we notice and how we live our lives.
What’s the benefit in knowing this? In designing working environments it’s important that introverts have access to quiet spaces for completing more intensive work. Mobile phone and emails can be unwelcome distractions too.
When thinking about designing the ideal learning environment for a course, facilitators would do well to ensure that there are both quiet contemplative times for reading, digesting new material as well as for paired or small group work.
Because of their preference to be an onlooker / observer type, Introverts really come into their own when they are asked to review and comment upon others’ work and to appraise the logic of a situation.
Investing your time in doing some ‘quality’ noticing for where introverts thrive can repay your effort many times over, especially if you are then able to adapt your approach to operate in a way that gets the best from your team of introverts.