Time for "Growth" Leadership

The phrase ‘moving out of your comfort zone’ is, of course, very well known.

However, for some leaders, the idea of doing this can be quite confronting.

Unfortunately, in order to become a true ‘growth leader’, you need to be able to get out of your comfort zone; and many other things as well.

In a recent Centre for Creative Leadership (CCL) article, US leadership expert Cynthia McCauley outlines some of the best ways for leaders to grow and develop.

McCauley states they can do this most proactively by seeking out ‘developmental assignments’, which enable them to ‘shape’ their work and life experiences in ways that also expand their leadership knowledge and skills.

And the good thing about developmental assignments is they are roles and tasks that don’t require a major job shift or a move to a new organisation.

Thus there are three main ways leaders can intentionally develop new skills, practise new behaviours and improve on their weaknesses: 

1. ‘Reinvent’ your job

 This can be done by examining your current job and thinking about how you might reshape or ‘reinvent’ it. Good examples might be offering to take on a task or responsibility from someone; swapping tasks with a colleague, or taking on a new role or activity. Always keep in mind the main point of doing this is to enhance your leadership skills

 2. Offer temporary help

 Look around for temporary small assignments, projects or events that you can help with. Although at first you may think this may overload you, the benefits can be substantial. Putting in ‘the extra yards’ will not only increase your profile at work, but also help expand your leadership capabilities

 3. Look for opportunities outside work

 By getting involved in outside activities you can also complement your leadership skills. After all, your personal life also offers plenty of leadership responsibilities in non-profit, religious, social and professional organisations, as well as at schools, sporting clubs and family get-togethers.

 Obviously, being a ‘growth leader’ involves continually developing your leadership skills.

But, according to US leadership expert Laura Garnett writing recently in Inc magazine, growth leadership is also all about humility; and motivating your staff to be innovative and to create new ideas.

By being humble, growth leaders make themselves more accessible and the more accessible the leader is; the more he or she can become a beacon for their company culture and people.

This leads to better loyalty and more consistent values.

Garnett states the leaders of the future know what they value, say what they believe, and can back it up that with corresponding authentic growth behaviour on a daily basis.

A growth leader also needs a clear personal mission and purpose; as this encourages their staff and other followers to be more loyal and want to follow and support them.

As well-known author and thought leader, Simon Sinek says:

 "People don’t buy what you do; they buy why you do it. And what you do simply proves what you believe." 

Finally, Garnett quotes Stanford University psychologist Carol Dweck who has discovered that an essential quality of success largely comes about through being curious; in other words: a growth mindset.

 Dweck states:

 "In a growth mindset, people believe their most basic abilities can be developed through dedication and hard work; in other words, brains and talent are just the starting point. This view creates a love of learning and a resilience that is essential for great accomplishment. Virtually all great people have had these qualities." 

A growth mindset allows leaders to be more open to new ideas and new perspectives.

And being open-minded and curious ensures you not only motivate others to share their ideas and opinions more regularly; but also are more open to hearing ideas you may not have otherwise come across.