Leaders can't effectively lead others until they can effectively lead themselves
You've heard the sobering statistic
The vast majority of employees would rather fire their manager than get a raise
People want to be inspired at work. They want to do challenging, meaningful work. They want to work for a leader, not a boss. Not every person who has direct reports is a leader. Though they could be. The way we’ve approached training is flawed and hasn’t been setting people up to be the leader employees want.
Two reasons why managers haven’t developed effective leadership skills
One, because most training isn’t focused on developing the most fundamental skill required to be an effective leader: Self-Leadership. In order for people to effectively lead others, they first have to be skilled at leading themselves.
And two, the way most training is delivered doesn’t support learning over time or sustained progress. Half-day or full-day training to develop leadership skills is often a “check the box” development offering. Even the best training delivered in one big lump of time doesn’t support recalling, using and honing new skills in the work environment.
Much more effective is 8-12 hours of training delivered an hour or so at a time, once a week. Introduce concepts, talk about them for a bit, practice new skills for a week, then come back to share experiences.
So what is the fundamental skill at the core of Self-Leadership?
Proactively managing thinking is the game-changer
How we think is at the root of everything we do – or don’t – achieve.
What goes on in our head drives behavior,
which drives actions,
which result in outcomes.
Want to see better outcomes?
Start with better thinking.
Want managers to be better leaders? Do you want to be a better leader? Start with better thinking.