In a previous article, we looked at one element of knowing ourselves – understanding our core personality. We can take this self-knowledge further by looking at motivators, behavioural style and preferences using the D-I-S-C archetypes.
The first essential step in accelerating your career is knowing yourself.
In First Things First, authors Stephen R. Covey, A. Roger Merrill and Rebecca R. Merrill make it very clear that this book is not about Time Management. It is about the “first things” in our life – the few things that matter most…
Successful people have strong beliefs about themselves. Strong self-belief is a strength that empowers us toward achievement. However,it can also make it difficult for us to look objectively at ourselves and to change.
Now that you understand the role of coaching in your leadership development journey, you go out and engage the best executive coach you can find and that should help you achieve your goals faster. Right? As much as I would like to say yes, the honest answer is a qualified “Maybe!”Continue reading
An ex colleague recently called to explore signing me up as a coach. Harry ( let’s call him that) had been a peer and we enjoyed a fairly cordial relationship when we were working together. His career had grown quite fast, and every success was well earned. We fell out of touch about 5 years ago, so it was a bit of a surprise when he sent me a message a few weeks ago, asking whether we could catch up briefly to discuss a potential coaching engagement. This post is not about exploratory sessions, nor about the specific issues he felt he wanted help on, so I will spare you the details.
Traditionally, Leadership Development Programs put a lot of emphasis on Training.
The bulk of corporate learning budgets are spent on training courses, seminars and workshops.This is of course important, as classroom/computer based learning is a fairly efficient means of acquiring knowledge.
But acquisition of knowledge is not the same as learning! In fact, if one were to go by the Center for Creative Leadership’s (CCL) popular 70-20-10 model, only 10% of learning happens through courses. That means a good 90% of the learning/retention of managerial skills depends on what happens outside/after the course.