How do you balance your development needs with those of others?

>clarity on our development goals > overlapping with organizational goals > conversations with the right balance > genuine multitasking development & tracking > patient & persistent > abundance mindset balance requires trust, transparency, and compromise, however, when organizations invest in employee growth, both employees and institutions thrive.

Balancing personal growth with nurturing others is my leadership dance. I lead by example, inspire through my journey, and empower them to embrace their development. It's not a trade-off; it's a harmonious symphony of growth for all. So the first step: Assessing strengths and gaps isn't just about me; it's about fortifying the entire team. I lead with transparency, openly acknowledging my areas for improvement. (I am a huge fan of continuous improvement!) Together, we create a culture of mutual growth, where everyone thrives through continuous learning. Hope this helps -N

First and foremost, we need to acknowledge who our learning is coming from. If we do not know where our gifts come from, how do we know they are gifts of leadership or something we have manifested in our mind that we think we are good at? Many do not know our human mind can be easily deceived. Our gifts should be proven by a witness greater than ourselves. This is the first step many miss, and if we miss the first step all other steps will take us in the wrong direction.

As a leadership practitioner, it is important to be culturally aware of your team members' backgrounds. One way of doing that is through effective communication. Effectively relating with your team members creates a friendly environment. In so doing, team members, in turn, get to learn more about you on a human level. Building trust. Trust is earned, not demanded. Just because a person has formal authority in the workplace does not mean team members will automatically trust them. Trust is built over time. Show appreciation. Appreciation is one gesture everyone longs for. Showing appreciation regularly improves human relationships, irrespective of socioeconomic status. The practice of these soft skills can improve the workspace.

First, reflect on what you see as your wins at work this year, and where could things have gone better? What are you top couple of things to work on next year? Next, ask others for feedback and see how what they share matches with your reflections. Finally, work with your manager or a mentor to decide on the areas to grow and develop comparing your reflection with the feedback you were given. Don't try to do too many things at once, pick one or two areas to focus on.

As a leader you must know who you are and what you want. You need to understand your "why", your program or company's "why". What do you want your legacy to be? As a leader, you must be transparent and believe in what you do. Communicate that vision to your team and watch them grow and move your organization forward.

I don't just develop; I carve a path driven by a relentless vision and unwavering values. My purpose as a leader fuels my growth, and my values are my North Star in every decision. I'm not just evolving; I'm aligning my development with a mission. -N

“What’s in it for me?”. Focus on your personal and professional development, in alignment with the Company’s and the job’s goals. When there is dissonance between you and the Company’s values, goals and vision, you may feel less motivated to evolve and learn and even less likely to help others do the same.

To drive your development is to miss opportunities. What matters to you now is simply a reflection, not just of your current values, but of the limits of your current vision. Allow curiosity and flexibility to be your guide, and I guarantee the appropriate lessons will appear. I don't have to work for them or push them, I simply need to be available for them.

Is there something that you just can't not do? The thing you'll do no matter what? For me it's tech+nonprofits. When you find it, start asking why you keep doing it. Look past the money and convenience and you'll find it's embedded with values.

To strike that perfect balance between your growth and the team's, you've got to think outside the usual. Start by pulling in ideas from everywhere – other industries, different experts, unconventional resources. Books, podcasts, online courses, you name it. The goal? To mix up your perspective and bring in fresh ideas and more creative thinking. Here’s how you do it: Pick something new each month, something totally out of your normal routine. Then, find people who see the world differently – mentors, and peers from other fields. Then, share these insights with your team. It's not just about upping your game; it's about elevating everyone's. Always strive to be simple, smart, and effective.

I don't just learn; I devour knowledge from every conceivable source. Books, podcasts, courses, mentors - you name it, I'm there. But I don't stop at knowledge; I transform it into action through relentless practice and experimentation. Learning isn't a box to check; it's my way of life. Lifelong learner! -N

Always be teachable and be willing to learn no matter your level or status. You can always learn something new everyday and can always impart to others. Never be afraid to train and coach others as you were there at some point. This allows others to learn and grow and create development in others.

In order to learn we also have to be brave and go and learn from places and people that at first might not seem that "relevant" for business leaders - there is acres of wisdom, knowledge and skills to explore when you go to other fields - such as art, music, theatre, explorers - you get the gist.. by seeking wisdom, knowledge and joy it can not help but enhance who you are

Don’t put your learning eggs in one basket. The more diverse your source of knowledge, the wider your perspective. This also means less biases and more understanding of others’ perspectives.

Share, coach, mastermind, speak, listen, teach.... In all that we do, we must BE the change we want to see in our world. Never let an opportunity go by that you don't share your insights with respect and humility. The only thought police are in your mind.... Dare to step up, stand out and speak up.

I've learned that the real power of knowledge lies in sharing it. It's straightforward: when I learn something, I like to share it. This isn't just about adding value to others; it's a critical part of my own learning process. By breaking down complex ideas into clear, shareable insights, I build on my own understanding. It's a pragmatic approach – using blogs, videos, or direct conversations not just to educate others, but as a tool for my own growth. This creates a shared cycle of learning. I grow, they grow, and we all benefit. It's simple, effective, and mutually beneficial. This way, each piece of knowledge shared also turns into an chance for a more informed, interconnected community.

Leaders create leaders; it's a mantra I live by. Sharing knowledge isn't just about reinforcing my own growth; it's about nurturing the growth of others. I write, speak, and engage to ignite leadership potential in those around me. It's not just about what I know; it's about empowering others to rise as leaders in their own right. -N

Don't just share 'what' you are learning, but 'that' you are learning. I've found that one of the best ways you can encourage others to invest time in their own personal development is role model to them that you are doing this yourself. Conspicuously block time in your calendar and ensure people know you are taking part in training, talk about the books you're reading or podcasts you're listening to. Ask people for their help, feedback and perspectives so you can learn from them. All of these things can fuel a culture of learning.

Definitivamente compartir, compartir y compartir los aprendizajes formales o experiencias es esencial para multiplicar. Es parte del liderazgo de servicio transformacional. De nada sirve guardarte lo que aprendes o vives, sabiendo que puede beneficiar a otras personas. En mi propia experiencia en el trabajo compartía en las reuniones del equipo, o en una revisión especial para ello, lo que aprendí de un libro, un evento que asistí, una clase que tomé, incluso un artículo o video de interés. Ahora es parte de mi cotidianidad, agregar valor a las personas para ayudarles en su crecimiento personal y profesional. Ser humildes para compartir con respeto es clave en el #liderazgo.

Supporting the development of others can be complementary to our development if we understand that investing in others is investing in ourselves. We don’t have to choose us or them, but we can collectively develop by reading or getting some education in various ways, discussing challenges collectively and how we adapt, taking feedback and sharing what steps we took to improve, and also getting coaching or mentored as a group. Creating a culture of learning and development can benefit us all. It’s a scalable and sustainable way to also recruit and retain the best people for your organization. Good luck out there!

As a leader a key part of your development is helping others to develop. I always say a leader's top goal is to replace themselves.

I have been in an network institution for so many years and what I learn there was how to know your customer (KYC)how to have a good relationship and the trust living of honesty . It was then I study sales ,management, accounting and leadership as well . If you need training for selling just link up and free and available.

Develop your team and they will go beyond and over svhirve on your predicted targets. Any organisation wants to improve, Develop and grow and as such our main asset are the people. Develop that, you have a great team and those who will want to work with you.

Supporting others isn't just a step; it's the bedrock of my leadership. I cultivate a learning culture, and I'm not just a leader but a mentor, coach, and sponsor. I don't just talk about growth; I actively foster it in everyone around me. It's how we all rise together. Let us dare to live, love, and lead fearlessly -N

Setting boundaries is important in when creating balance between personal development and those of others. Consider communicating personal development needs and goals to others while setting firm limits. This strategy balances growth priorities with commitments while also meeting expectations. A framework supports development and responsibilities by articulating priorities, defining availability, negotiating compromises, and maintaining consistency. Respecting others' boundaries, being flexible, and emphasizing quality all contribute to a well-balanced approach that promotes personal growth, understanding, accountability, and positive role modeling.

Boundaries are about self-respect and respecting others too. You need to allow yourself the space to integrate and replenish, so that you are in a better place to engage and help others. Not from a place of obligation and transaction, but from wanting to be the leader that inspire them to excellence.

This is harder than many assume. Far too many leaders do not look after their own development or well-being. It goes with a sense that by the time you get to 'leadership level' that you have done your development, rather than it representing the start of a whole new journey. Investing in yourself is a win-win for those you lead too. Have to keep sharpening the saw.

To a leader with a helicopter view; the workplace is a village of complementary strengths. The leader can move up or down to tap into the resources as per the scale of need. While doing so; he/she/they are in the most unbiased position to understand the “gap in development “ and the impact of it. So keeping the level-specific goal they can work on developing the strengths of self or team. This I call the Strategic - strength-based development approach. If it sounds complex; hop into the helicopter and zoom out of the immediate situation, the bigger picture makes the solution simpler.

I've started including my team in my own professional development endeavours. Even where it is beyond their level, I see it as a challenge for them and a positive thing to expose them early. I hope that involving them in my own efforts will create a culture of professional development and encourage them to include it in their personal schedules.

A leader cannot develop others to a higher level than they’ve developed themselves. Ask yourself: Am I working harder on everyone else’s development over my own? Notice where you offer support and coaching, do you ask for the same investment in return? Determine where you’ve asked for training opportunities for your team, have you asked for opportunities for yourself? It’s easy to fall into the trap of investing all our time and energy on others without recognizing we need to invest in ourselves first to have something valuable to give.

One of the best features of coaching is having this privilege to exercise all the solutions you suggest to your clients. The idea is 'help yourself and you'll be able to help others.' The most important education is role-modeling. First, I must have an experience of what I preach about; otherwise, I'm just a storyteller. If I can't deliver my own solutions, I don't understand what I ask from my coaches. Imagine having a fitness coach, who is unfit, messy, and smelly... Would you trust him?

Don't make your work about you. Make the world better. Those are the goals that matter. Those are the things that last. Everything else is gone before your able to enjoy it.