the International Leadership Association conference in Auckland. The presentation focused on leadership development and attempted to give an axiological perspective on what it takes for managers to take the ‘theory’ they get in development programmes and turn it into action in the workplace.
In this blog we quickly share a few of the thoughts presented, to stimulate some thoughts about your programmes or your participation in leadership development training.
I recently attended a Leadership conference, bringing together the minds of academics and practitioners to listen and discuss the research and development of leadership. We covered topics about how the brain works, the three hearts of leadership, Axiology and putting learning into practice, Poetry in leadership, Pacifica leadership and more. The value of immersing myself… Read more
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.