Osmosis or Intent? What is Your Leadership Development Strategy?
Deb Dredden
Executive Coach, Mindset Influencer, Genius Unlocker, Confidence Builder, Life Blueprint Guide
Prior to starting my own coaching business several years ago, I spent 3 decades in the retail industry, working as an Officer/Executive for several well-known companies. Throughout that time, I was privileged to be mentored by many terrific bosses who recognized potential in me that I didn’t always see in myself. They were, as one boss stated, my biggest cheerleaders and my biggest critics, which combined to create a development path for me that was beneficial and painful, often in equal measure, yet always intentional.
Yet during that same span of my retail career, I also worked for some bosses that managed (vs. led) with the idea that people could develop on their own if they had the initiative to do so and were observant about what was happening around them. The idea was that just simply being in the environment would be conducive to learning and growth. And while top talent will usually find a way to develop themselves, this ‘strategy’ of growth through osmosis is haphazard at best. Some will find their way, but most will get lost in all the stuff of busy corporate agendas, sponges just waiting to be poured into, full of potential and desire to contribute, yet so often becoming stagnant, frustrated, and seeking riper opportunities elsewhere.
So what steps can you take as a Leader, who has the awesome responsibility to develop other leaders for the future, to ensure that your growth strategy is indeed one of intent vs. osmosis?
Here are 5 tips to help you ensure you are prioritizing your company’s biggest asset- your people:
“The greatest leaders aren’t necessarily the ones who do the greatest things. They are the ones who empower OTHERS to do great things.” ~ John Maxwell
3. Delegation and Empowerment are your Friend! Letting go of the controls is one of the single biggest challenges that so many leaders face! Yet it’s this same mindset that is so often the progress blocker, and not just for the employee. Keeping control of the reins also limits the growth scope of the leader, because they are bogged down with stuff that could be relinquished to someone else, creating a growth opportunity for them while freeing that time for the leader to focus on what they do best and their career goals. Here again is another Win-Win strategy.
Your commitment to these 5 steps will indeed multiply your effectiveness as a leader. And here’s a surprise- your people, your boss, and your organization will not be the only beneficiaries. Your family and friends will notice and appreciate the personal growth you are bound to experience. AND, you might astound yourself to see who you become in the process.
If you are ready to explore the transformational experience of partnering with a Coach, either for you and/or your team, let’s talk. For the short-term, this strategy session is complimentary. Click here to get started! I'm Curious, let's have a conversation...
All my best,
Deb
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Deb Dredden
Founder, Deb Dredden Transformational Coaching
Founding Member / Faculty,??Conscious Coaching Academy
949.939.2577
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