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What's your process to identify and develop executive leadership strengths and weaknesses?

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As an executive manager, you need to constantly assess and improve your own leadership skills, as well as those of your team. But how do you identify and develop your strengths and weaknesses as a leader? Here are some steps you can follow to create a process that works for you and your organization.

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Alicia Andrea Morales Bustamante

Coach Ontológico, Ejecutivo y Empleabilidad| Relatora| Talleres de Empleabilidad y Habilidades| Impulso a profesionales…
Uzair Hassan

CEO 3H Solutions Group & Founding Member at Global Growth Group
Nihar Chhaya, MBA, MCC

Executive coach to global CEOs and CXO’s | Named one of the world’s 50 most influential coaches by Thinkers50 | Harvard…

1 Assess your current situation

The first step is to understand where you are now, and where you want to go. You can use various tools and methods to evaluate your current leadership style, such as feedback surveys, 360-degree reviews, personality tests, or coaching sessions. These can help you identify your strengths and weaknesses, as well as the gaps between your self-perception and how others see you. You can also compare your current performance and goals with the expectations and requirements of your role, your team, and your organization.

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Nihar Chhaya, MBA, MCC

Executive coach to global CEOs and CXO’s | Named one of the world’s 50 most influential coaches by Thinkers50 | Harvard Business Review Contributor | Wharton MBA | Master Certified Coach (MCC)-Int’l Coach Federation
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In addition to using assessments and surveys, it’s important for executives to take into account the context in which they are called to lead. What is the success criteria of the team, department, company for the role now and into the future? This is vital because what is considered a strength in one company or team may be a weakness in another. When I’m coaching an executive in a Fortune 500 company, certain behaviors are seen as more important to get right than when I’m coaching executives in a startup. To not take the context into consideration misses key areas to grow and also potentially leads to overspending time in non-impactful, even counterproductive areas.

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Alicia Andrea Morales Bustamante

Coach Ontológico, Ejecutivo y Empleabilidad| Relatora| Talleres de Empleabilidad y Habilidades| Impulso a profesionales y nuevos talentos a lograr su empleo deseado y Desarrollar Habilidades clave para el mercado laboral
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Primero el Líder... El autoconocimiento es vital en todo proceso y ser consciente que la vida nos va poniendo en distinto contextos y escenarios, nos permite expandir nuestra mente y considerar que el trabajo de auto conocerse es permanente... EL habito de reflexión ayuda, y como nos cuesta (desde mi mirada), existen herramientas que pueden orientar este trabajo. Como líderes y los escenarios cambiantes del mercado competitivo, nos invita de manera casi obligatoria a considerar buscar herramientas que nos aporten valor y poder llevarlas hacia nuestros equipos. Después, mirar desde el balcón nos ayuda a visualizar lo que nuestro equipo necesita, las herramientas que podemos utilizar e ir encontrando fortalezas y OPORTUNIDADES DE MEJORA.

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2 Define your desired outcomes

The next step is to define what you want to achieve as a leader, and how you will measure your progress. You can use the SMART framework to set specific, measurable, achievable, relevant, and time-bound objectives for yourself and your team. For example, you may want to improve your communication skills, increase your team's engagement, or develop a more strategic vision. You should also identify the indicators and metrics that will show you how well you are doing, such as feedback scores, retention rates, or revenue growth.

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Alicia Andrea Morales Bustamante

Coach Ontológico, Ejecutivo y Empleabilidad| Relatora| Talleres de Empleabilidad y Habilidades| Impulso a profesionales y nuevos talentos a lograr su empleo deseado y Desarrollar Habilidades clave para el mercado laboral
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No tener los objetivos claros, o no tener los mecanismos de medición es BRUTAL. Recuerdo los sufrimientos con las metas, poco realistas, poco relevantes, y en algunos casos sin poder revisando el ?Cómo vamos?, eso era muy frustrante, sobre todo al momento de las evaluaciones de desempe?o. Construir metas bajo los estándares SMART, permiten a los colaboradores tener confianza desde el principio, entusiasmo y mirar desde el DESAFIO, y no desde la incomodidad.

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3 Plan your development activities

The third step is to plan how you will develop your leadership skills and address your weaknesses. You can choose from a variety of learning and development activities, such as training courses, mentoring programs, peer groups, or self-study. You should select the activities that suit your learning style, preferences, and availability. You should also consider how you will apply what you learn to your daily work, and how you will get feedback and support from others.

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Alicia Andrea Morales Bustamante

Coach Ontológico, Ejecutivo y Empleabilidad| Relatora| Talleres de Empleabilidad y Habilidades| Impulso a profesionales y nuevos talentos a lograr su empleo deseado y Desarrollar Habilidades clave para el mercado laboral
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Los planes de desarrollos son MARAVILLOSOS. Y ojo... Los haga formalmente tu organización o NO. Si en tu proceso haces consciente de las oportunidades de mejora, genera planes de acción que ayuden a trabajar y aprender.... He visto como profesionales que llevan muchos a?os en grandes organizaciones, van olvidando trabajar sus propios objetivos y su desarrollo profesional. Esto es complejo al momento que ya se van de esa empresa y vemos que han quedado atrás de muchos aprendizajes y los dejan en desventaja competitiva a la hora de buscar nuevos desafíos.

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4 Implement your plan

The fourth step is to implement your plan and take action. You should follow your plan consistently and diligently, and track your progress and results. You should also be flexible and adaptable, and adjust your plan as needed based on new information, feedback, or challenges. You should also celebrate your achievements and recognize your efforts, as well as those of your team.

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5 Review and reflect

The final step is to review and reflect on your development process and outcomes. You should evaluate how well you met your objectives, and what impact you had on your team and organization. You should also identify what worked well and what didn't, and what you learned and what you can improve. You should also seek feedback from others, such as your manager, peers, or coach, and incorporate their insights into your future plans.

By following these steps, you can create a process that helps you identify and develop your executive leadership strengths and weaknesses, and enhance your performance and potential as a leader.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Uzair Hassan

CEO 3H Solutions Group & Founding Member at Global Growth Group
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Self-awareness. Reflection. Introspection. Reality checks. If you are true to yourself, there will be plenty to go on in terms of challenges, however small they may be, that could guide you towards self -development in those areas where you need to put more focus. Our every-day interactions provide sufficient feedback and rich context for us to realize that we may need to re-think, re-focus, re-visit certain areas. If we were not sure of something, look it up. If we were not confident in our response, look it up. If we would have preferred not have been asked a certain question, look it up. Shore up areas where things make you uncomfortable and you will have a stronger base to work off.

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Mark Graham
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In my journey from Accountant to Managing Director, I’ve been deeply involved in both identifying and nurturing leadership traits. My approach combines data-driven assessments with qualitative feedback. Use a 360-degree feedback mechanism paired with regular one-on-ones to not just identify but understand the ‘why’ behind both strengths and weaknesses. Post-assessment, create development plans that are individually tailored, coupling mentorship with specific projects designed to test and hone capabilities. These hands-on projects have been particularly effective in my experience, as they offer a real-world setting to apply, evaluate, and iterate leadership strategies, fostering an environment for continuous improvement.

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What's your process to identify and develop executive leadership strengths and weaknesses?

1

2

3

4

5

6

1 Assess your current situation

2 Define your desired outcomes

3 Plan your development activities

4 Implement your plan

5 Review and reflect

6 Here’s what else to consider

Executive Management

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What's your process to identify and develop executive leadership strengths and weaknesses?

1

2

3

4

5

6

1 Assess your current situation

2 Define your desired outcomes

3 Plan your development activities

4 Implement your plan

5 Review and reflect

6 Here’s what else to consider

Executive Management

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