People with a strong business and entrepreneurial sense are always praising the merits of focusing. They focus on their strategic priorities. They focus on the numbers, benchmarking wherever it makes sense. They focus on the company’s core values, unique selling proposition, and so on.
They do so because it is the best way to optimize their resources to generate the highest possible results.
So, if focusing is proven to create business results, does it also create results in your own development as a manager? Uh, yeah…
Here’s a question I have had great success with, using it both in my leadership workshops and in coaching managers:
“What’s your current edge for development as a leader?”
By that I mean, what is the one thing that you could learn or get better at over the next 12 months that would have the biggest positive impact on your managerial effectiveness?
It might be becoming more adept at, and comfortable with, dealing with conflict. Maybe it’s just learning to listen. Or, how about gaining control over your tasks & priorities? By the way, your edge for development doesn’t have to be one of your so-called “weaknesses.” It could equally address a current strengths that you want elevate to the mastery level. There is a lot of research touting the value of this.
Whatever your edge for development is at this juncture in your career, make it your personal goal to spend the next year mastering that skill. Read and study it, take a course on it, observe/shadow someone who already does it well, ask a coach or mentor to help you grow in this area, and solicit ongoing feedback from your boss and others about how you are doing.
A year from now, ask yourself (just in case I’m not around to pose the question) “Now, what’s my current edge for development.” And the journey of development continues…
