culled from:http://hazellco.nextmp.net
In order for
any development to occur, the persons in need must be motivated to
change themselves and their behaviors. Sometimes that motivation comes
from the realization that their needs have the potential to derail their
careers. The strengths that got them to where they are today may now be
working against them, and it’s time to develop a new set of
competencies to put their careers back on track.
This is just
one example where organizations identify needs and look to leadership
coaches for assistance. Whether the need relates to potential derailment
or skill development and enhancement, following these tips increases
the likelihood of success for development opportunities:
- Get Specific – Seek detailed feedback on the development need from those who work closely with the person(s) in need.
- Create a Plan – One that includes what to stop, start, and continue doing.
- Learn from Others – Identify and select individuals who successfully exemplify the skills as models for the behaviors needed
- Research the Skill – Have those in need of development read a book or two on the problem area to broaden perspectives on the topic.
- Take a Course – Consider having individuals take courses that will develop the desired skills.
- Find an Accountability Partner –
Often the leadership coach functions in this role, holding the
individual accountable for the skill development and behavioral change.
- Seek Stretch Assignments –
Use long-term assignments that require the skills and workplace
practices in need of development as an opportunity to gain hands-on
experience. After all, practice makes perfect.
- Measure Regularly and Consistently –
Look for ways to measure effectiveness when developing new skills, even
if that means including outside perspectives on performance.
- Feedback Every Step of the Way – Seeking constant feedback helps to stay on track when developing new skills.
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