How do you learn from other leaders?

In addition to identifying your goals, it is important to identify those things that we know don't know (need to learn) and from there we can figure out who best to learn from. More importantly, we need to stay humble and acknowledge that there are things that we don't know we that we don't know. This attitude promotes learning allowing you to be open to new ideas and different perspectives.

In identifying your strengths and weaknesses as a leader, get feedback from your team and even folks who have worked with you in the past. They can help you identify what you want to and should learn from other leaders.

Learning from leaders is a valuable opportunity to gain knowledge and insights. Firstly, observing their actions and decision-making processes can provide valuable lessons in leadership and problem-solving. Secondly, engaging in conversations and asking questions can help understand their perspectives and experiences. Furthermore, seeking feedback and guidance from leaders allows for personal growth and development. Additionally, learning from leaders involves being open to new ideas and approaches, and being willing to adapt and improve. Overall, the ability to learn from leaders is crucial for professional growth and success, as it allows for the acquisition of valuable skills and knowledge.

There are a handful of questions to ask yourself before you start learning from other leaders and they are: - What is it I want to learn? - Why do I want to learn that? - Who can I learn that from? - Where will/can I find the people to learn from? - How will I learn from them? (from afar, by watching them closely, by approaching them and asking to be mentored, by having periodic meetings with them, etc) Before you decide to learn from other leaders, you should already know certain things about yourself like your goals, skills, strengths, and weaknesses. What you need to do before you start learning is to ask yourself questions that are relevant to the learning you want to embark on. The 5 questions above are a good place to start.

In addition to conventional wisdom around making goals SMART (specific, measurable, achievable, relevant, time-bound), have some fun with spreading them out along a spectrum. On one side micro-goals and other the other, think BHAGs (Big, Hairy, Audacious, Goals). The former can build momentum to the latter. Often, this can help enable your bias towards action.

“You can't be what you can't see!” _ Marian Wright Edelman #mentorship is a powerful to network your ambition! 1st: Know what you want! 2nd: Know why you want it! 3rd: Know how to communicate your beliefs with authority and conviction to build #trust #LeadLoudly #bold #confident #fearless #mentorship #mindset

Have conversations with leaders you know to get their perspective. Their insight is invaluable. Do online research to find leaders who are in your industry, or may have come overcome some of the challenges you've faced. ??Whenever possible seek out their guidance. ??Figure out if there is a way to enter their world. ??I continually work to expand my knowledge. During the pandemic, I was doing a lot of reading: blogs and news articles written by leaders whom I admired & wanted to learn from. I discovered that one (whom I really admired) was having Zoom meetings once a month. I jumped on it! ??Truly honored to have received advice and leadership mentoring from a global leader for those months

Who do you admire and respect? Your role models can be anyone from, historical figures, contemporary leaders, or even people in your own organization and family.

Awareness of your values and how they rank within your life is an important starting point. If you don't know where to begin, seek out a coach or mentor that can help you get clarity. Next, you can look to mentors and teachers that embody those values authentically in order to help you stay aligned and grow to become the successful leader you aim to be. Then, willingly share your knowledge with others in order to leave a positive legacy. Questions to consider journaling: -What information can I share with my employees, peers, and/or supervisors that will move us forward in business? -Which experienced/more knowledgeable person can I seek for mentorship? Why?

While you do not need to copy someone else's leadership style and behaviors verbatim, it is helpful to observe others and assess what they do that might be useful for you or that you can learn from. Leadership is a journey, and you're always learning and refining. Finding a handful of people who's leadership you admire is a great way to make sure that you're always being curious about your own leadership style and how you can improve it

There is power in observation. - Pay strict attention to vocabulary and emphasis - Notice actions taken and their outcomes - Review outcomes and where improvements can be made - Observe the reactions of those involved Create your unique and more fat-reaching plan. Continue to plan with improvements in mind for achieving the success you desire.

As well as learning postive leaderships styles, it is important to identify styles and approaches that are either ineffective or are not authentic to you. Learning can be as much "how not to" as it is taking on best practice.

Research and study the actions, decisions, and strategies of these leaders. Understand their background, experiences, and the challenges they faced.

Identify principles or practices that resonate with you and are applicable to your own leadership context. Implement them in your own leadership role.

Practising your skills in the real world can be risky. If possible, much better to practise through training first - that means roleplay or experiential based training. That gives you a greater understanding of your limits and challenges before you then try out the techniques for real. It’s not always available of course but whenever it is, do it.

Once you've gained insights and experiences from learning about other leaders, consider sharing your knowledge with your team, colleagues, or mentees. Teaching others can solidify your own understanding and help you internalize the lessons.

When sharing your insights with others, use it as an opportunity to meet the audience where they are with what enabled a lesson or "aha" moment. Most great communicators, do more than one style of communication well. For example, a story may be the best method to convey one point. And sharing a certain visualization of data may be great for a very different point.

One of the best parts about leadership is that it comes in all unique shapes and sizes. There is not a one size fits all, which means your way of leading can help and benefit someone else, and someone else's can benefit yours. Sharing how you approach leading, and teaching others, especially those who may not necessarily think of themselves as a leader (or who are traditionally not in leadership positions) is a way to empower and encourage more leadership inside your organization

When I was 21, I had, what I now know to be, the worst leadership figure. My problem? I learned from him. I spoke to people the way he did. I had a temper like he did. Nothing was ever good enough - just how he wanted it. People felt afraid when I was around. Seems obvious to say - but that's not leadership. That's dictatorship. If you have a senior person in your business like this, look the other way. Turn to LinkedIn, TikTok, blogs, podcasts...learn from people that value people. Learn from people that respect the work that others do and inspire them to do better. I'm lucky...I turned it around and now run a business where well-being is a priority. You don't need to make the mistakes I did. The world's changed.

Remember that every leader's journey is unique, and there's no one-size-fits-all approach. Stay open-minded, be willing to learn from a variety of sources, and adapt your learnings to your own leadership style. Ultimately, the key is to approach learning from other leaders with a curious and open mindset, and to actively seek ways to integrate their insights into your own leadership practices.