How do you become a successful leader?
Are you stuck in your work, are you worn out, and are you not developing enough new knowledge, so that you end up achieving less than you know you are capable of?
In the hustle and bustle of managing people on a daily basis, you tend to forget what is important to yourself in life. It is not always clear why you work so hard. You do not take the time to reflect on your own work to improve it. There is no time, space, or rest and you are working from one target to the next target. You simply don’t find the time for self-development.
Successful leadership has a goal
Successful leaders know what drives them and their employees. They have a common goal and use the agreed core values to determine the way to the desired results and also promote those values themselves. A successful manager not only gives assignments but is also an inspiring coach who helps others to create change within themselves. This leader knows himself, uses his strengths and understands what different team members need to achieve their goal.
Inspiring leadership requires knowing yourself well. Effective leadership of your team or company starts with leadership of yourself. Your employees follow your example and do what you do. The more aware you are of your ability to manage yourself and your behaviour, the more effective your message will be and the better your team will function.
The path to personal development
A clear goal motivates you to go on the path of development. First formulate that dream, possibly with the help of a coach, determine where you are now and allow for guidance in developing the path from where you are now to where you want to be. Effective coaching therefore actually consists of a gap analysis and an implementation plan.
Look at your dreams, desires, needs, desires and goals for yourself, your team and your company. What do you really want to achieve?
Then measure how you are looking at your own life right now, what your personal effectiveness is and how result oriented you are in your professional life.
Discuss with a coach what prevents you from achieving your goals, what skills you want to develop and how you can best tackle them. Investigate your thoughts, feelings and behaviour in order to perform even better.
Coaching or sparring?
Deep down you have always known what you need to change in order to achieve your personal and organisational goals. A coach can serve as a sounding board. Choose a sparring partner with extensive experience who does not have any interests in the company and dares to be honest about gaps in your leadership skills or lack of motivation behind your goals.
Personal development takes time
A coaching programme that lasts will take a number of months, during which you will have discussions with each other every week at the early stages. Your development process also requires commitment from yourself. It can take six months to a year before the essence of your development is embedded in your system. Success often requires personal change. Your beliefs, and sometimes even your values, need to change. Just like organisational change, personal change is complex and requires repeated self-reflection.
The People Change Scan
In order to have a good idea of where you are now in your development and what steps you would like to take, we use the People Change Scan. The scan sheds light on your personal goals, in addition to your professional goals and organizational goals. Our experience shows that it is when you develop personally that you have the greatest impact on the achievement of your goals.
Looking for personal development?
The People Change Scan provides insight into your own change preferences and value systems and thus into your personality. I always use it in my coaching. The professionals, directors and managers I have coached also include coaches from top teams in the sports world, such as the successful hockey coach Michel van den Heuvel, who has been champion of the Netherlands several times with various hockey teams.
Want to know more? Contact us now for an introductory consultation.